EDITOR’S COMMENT: I write this fresh from EG’s final Future Leaders event of the year. An event that you would have heard me talk about a lot over the past few years. An event that no matter how hard I try, always brings a lump to my throat as I wrap up the night. My heart swells with pride, joy and hope for the future of our industry, and I struggle to keep it inside.
This event is the most special and impactful event we deliver at EG. It is the most special and impactful event that is delivered anywhere across the industry. To be honest, it’s not really an event, it’s a movement. A movement of this industry in the right direction.
This final EG Future Leaders event of 2021 (keep your eyes peeled for details of next year’s three planned cohorts) was extra-special as it was the first time we had brought together a collection of individuals that represented more than just gender diversity. It was the first time we had talented individuals from across the built environment showing us exactly why the sector needs to understand diversity – and, more importantly, inclusion – across so many different levels.
We heard about why looking to the “wrong” side of the tracks offers up a richness of talent unlike anywhere else. Anyone who has grown up with less is always able to deliver more. They (we) are resilient and tough. They’re survivors. And who wouldn’t want people like that in their business?
We delved into why if we don’t fix real estate’s nepotism addiction, we’re never going to move the dial. We asked why we couldn’t approach the nepotism problem in the same way we are approaching the climate challenge, and seek to offset it if we can’t completely remove it.
We pleaded for property not to be like Marvel supervillain Thanos, not to continue on a path where at a click of a finger we could lose 50% of our talented women through outdated working practices and attitudes to parenting and periods – more specifically, the menopause.
We paused for a while on the uniqueness of our brains. How we are all different and we all have unique ways in which we need to operate. How no ask is unreasonable, and nor should it be.
Cognitive diversity is only just starting to be talked about in the workplace and real estate, but this is the one area of diversity where we can all relate. Not everyone can truly understand what it is like to be Black in this industry, not everyone can understand what it is like to be female, trans, gay or non-binary, but we all have brains and we all have elements of the function of our brains that make us different.
Some of us may have ADHD and have all the superpowers that can bring to a business – if you nurture us in the right way. Some of us may suffer from dyslexia and just need things done in a slightly different way so that you can see how talented we really are; some of us may deal with stress or the spotlight or individuals in a different way to you. And that’s OK. That’s brilliant, actually, because it brings richness to our businesses and, ultimately, the places we build.
For me, the Future Leaders was a perfect conclusion to another year of difference. In 2020, as the pandemic took hold, we shifted into survival mode, adopting new practices to make sure we could come out the other side. This year has been about adapting. About taking everything we have learnt and being better, being more understanding, more inclusive and more thoughtful. And for me, it is that which will enable this sector to come out the other side of 2021 stronger.
To send feedback, e-mail samantha.mcclary@eg.co.uk or tweet @samanthamcclary or @EGPropertyNews
