I’ve been a strong advocate for having a diverse and inclusive environment for many years, and coming from one of the most diverse and multicultural boroughs in London has influenced my perspective on the importance and benefits of inclusion. However, it’s important for me to see how diversity, equity inclusion (DEI) can be implemented within my work environment.

Being a member of the Montagu Evans DEI Steering Committee and its Open Circle (racial inclusion) network has made me assess what might be the barriers negating a more diverse, equitable and inclusive workforce but this topic has become more pertinent in the property industry.

Recently, I was a participant of a round table discussion involving NextGen members from Montagu Evans and NLA. During the event I was asked “how we ensure that leadership across the built environment is diverse and inclusive?”

I think it’s crucial that the built environment sector has a diverse, equitable and inclusive workforce that represents the communities our employees support and serve. In terms of how we can ensure this happens, I think by having a clear but collective vision from the senior leadership alongside establishing a corporate ambition is key. Corporate ambition can be viewed in two elements; firstly, the objective function that explains how the company defines and measures success (KPIs) and the specific corporate priorities as expressed in the mission and vision of the company.

For me, the corporate purpose goes beyond the sole profit orientation. I believe the purpose is to define and deliver a long-term value creating promise either in the company’s local environment or in the global market environment, that is directly related to the company’s value creation.

Diversity, equity and inclusion within business should be understood as a benefit: it doesn’t just help participants of the society in which it sits, but also has a positive impact on business itself.  ESG and DEI share several values, including a focus on creating a sustainable and inclusive future. Both ESG and DEI recognise the importance of responsible and ethical business practices, social responsibility, and stakeholder engagement.

We also discussed how we thought we can embrace a culture of continuous learning and improvement across the next generation. I’m a firm believer the current generation and the next generation can embrace the culture of continuous learning. I would suggest that my generation, which is “NowGen” can use progressive and efficient technology and web application to enhance our personal development. Up-to-date data can identify any gaps in our learning, which we can then use to plan appropriately in our professional career. It’s vital to use the tools available to maintain a culture of continuous learning and improvement, and we shouldn’t forget traditional methods like filling out a personal development form or skills audit to discuss with your manager. However, it’s important that both parties are honest and objective in this process, so to enable clarity and transparency for consistent learning and improvement.

I felt quite positive and buoyant to be a part of this roundtable discussion to hear the unique and collaborative solutions proposed by the various participants. I think this event can be the start of something great for future generations to consider communicating their key thoughts for improvement in their respective industries.

This has been NextGen perspectives in the Towns of Tomorrow. To find out more about NextGen perspectives on collaboration and innovation, click here.