In cosmopolitan, metropolitan London, you expect people to be able to be themselves in a working environment. But as we know, some of the firms in our sector are somewhat dominated by a particular culture, a particular macho culture that is not very welcoming to people who do not fit in with their particular set or mind-set.
It is not going to change overnight. The property sector is rather blinkered in many ways. The world we are in is property focused and people do not necessarily understand how the world is changing around them; they are not informed about the way that other organisations in other sectors are responding to the challenge of every aspect of diversity, not just to LGBT issues.
The pressure for change will come from two directions. Starting at the top, it is important that the professional bodies and the big employers get on board. We need to change the dynamics of the workforce and be more inclusive regarding the people we choose to come and work with us.
At the other end of the spectrum, we need to encourage a more diverse intake into the sector.
It is becoming harder for young people to have university educations. It is more expensive, and so not available to a strata of society. We have got to work out how we can re-open doors that used to exist 20, 30 and 40 years ago.
I got to where I am today without going to university. I was able to qualify as a chartered accountant through an A-level route that was perfectly acceptable. That was not a barrier in those days. I suspect we have gone through a period now where it would not be possible to do what I have done.
We have got to think about the people who are going to come through. They will be tomorrow’s leaders in 10, 15, and 20 years’ time, so we have got to start the diversity at basement level and work up from there.
We have to accept that we need to reflect the world in which we work. If we do so, our businesses will be more successful. We may well produce a better product – the buildings we create, manage and sustain – if we understand better and represent better those communities that are actually going to use that space.
But change is starting to happen. Property LGBT networking forum Freehold was present at the RICS diversity conference this week, which is something we never would have dreamed of a few years ago. People are taking us seriously and there will be a little bit of peer pressure as the larger firms climb on board with diversity agendas.
It will trickle down. I am optimistic that we will get there but I am realistic that things are not going to change overnight and that some people may well be resistant. This resistance will change when they realise that the creation of a more diverse environment for people it is not a threat, but a business opportunity.
Freehold’s key message is to make people feel comfortable being themselves in the workplace. We’d like to do ourselves out of a job. In 10 years’ time it would be perfect if there was no need for a Freehold because your sexuality is a non-issue in the workplace. Maybe we will get there. Lots of things have changed.
If people read about the things that other people are doing in terms of their initiatives within their recruitment process, the way they deal with their staff, and so on, then I think it will give us traction across a much wider audience.
Remember, younger people coming into this industry look at these sorts of things – they are interested in what sort of environment they are working in and they want to know that they have a forward-thinking employer.
Brian Bickell is chief executive, Shaftesbury and a Freehold board member
