How to boost social mobility in real estate

Real estate employers must step up their strategies to cultivate socially inclusive workplaces or risk losing their talent, according to industry experts. That includes improving access to the profession and networking opportunities, championing role models across all levels and being transparent about data collection, delegates were told at UKREiiF in Leeds. Findings from Landsec show that 6.5% of the UK’s population attended independent or selective state schools. However, that proportion rises to 45% among real estate employees. “On the social mobility side, we still lack diversity of socio-economic background,” said Jennie Colville, head of ESG and sustainability at Landsec. “That is clear from the statistics.” Assess the data-gathering approach Organisations are increasingly seeking to gather socio-economic data on their workforces to determine where the biggest impacts can be made, but staff participation can be low. The panellists suggested this could be addressed by explaining why data gathering is crucial to the effort. Julie Simms, joint head of the national public sector real estate team and Liverpool managing partner at law firm DWF, observed “a real scepticism” as to why organisations want the data, and whether it will be used against participants. “We are having constant conversations, trying to encourage people to declare information,” she said. “It’s a real challenge.” Each team at DWF has inclusivity champions to create a safe space for sharing information. “It goes back to the basics of talking, and educating people, and having those conversations so it feels safer to give information,” said Simms. Fatima Khan-Shah, inclusivity champion at West Yorkshire Combined Authority, said the outcome of data gathering should be shared with participants. “There is a lot of work going on, but we’re not really good at telling people about the impact that it is making,” she said. Colville added that Landsec has begun collecting socio-economic data and that it is aware it needs to show where it has invested as a consequence. Without that action, she said, people will avoid declaring information when asked again. Khan-Shah underlined the importance of ensuring the right people are asking for that information. “When a person is asking a question and they don’t share your lived experience and you can’t relate to them, you won’t trust them or want to engage with them,” she said. Champion apprenticeship initiatives David Lynch, director of strategic housing and development at Manchester City Council, was frank about the shortcomings in the make-up of his own team. He said around half of the city does not identify as white – a proportion that is not reflected internally. “Intrinsically, it’s the inner-city areas that have certain deprivation characteristics,” said Lynch. “My teams are on the ground, trying to understand what some of those issues are so we can guide investment, development and regeneration to the benefit of those communities.  “If I don’t have a staff that is representative of that community – and I’ll be really honest, my staff are far less than 50% – how do we understand what we need to address?” Improving access to the profession is among Lynch’s priorities. The council offers two post-16 apprenticeship routes. Lynch said the first cohort has landed full-time employment, some with the council and others at Manchester-based developers. “We are making inroads, but it’s baby steps, and we need to accelerate that,” he said. Offer networking opportunities Access to networking opportunities should also be improved – a head-start that several receive in private education. For Simms, a social mobility-focused work experience placement could aid this, which is an initiative that DWF has set up. Participants chosen from select criteria are able to work alongside a partner for two weeks. “They are able to build those relationships with teams, and to go away with a network, with that ability to sit in an interview and say, ‘I’ve actually done it, I’ve been there, I’ve got something to talk about’ – it gives that confidence,” she said. “It’s finding nuggets like that, that you can plug into businesses across the entire real estate sector, so that we can elevate everybody to a similar level. Then you are getting the right candidates, as opposed to somebody who is just very articulate in an interview.” Khan-Shah said the importance of networking during the application process was one of her biggest career learnings. She emphasised the significance of open evenings for candidates, attended by visible role models at all levels. She drew on her own background, referencing her grandfather’s move to the UK and employment in Bradford’s textile mills. “People helped me on the journey… and gave me the support when I needed it, which is why mentoring and networks are so important,” she said. Have role models at all levels For Colville, it is about where you recruit from, and “opening people’s eyes up to the range of opportunities in real estate”. As well as the Landsec Futures fund, in which the listed owner is investing £20m to enhance social mobility in real estate as well as its own workplace, Landsec has also begun an internship programme offering six-month, paid, entry-level roles for people meeting its criteria. It has recruited its third cohort in recent weeks through its charity partners.  Simms said it is essential to shine the spotlight on a cross-section of role models, not just those in senior positions. At DWF, the first tranche of its apprenticeship scheme has qualified after starting seven years ago.  “They are articulating how they have managed to achieve this fantastically well,” she said. “They are on the same stage as a senior partner who is in the business and in their sixties.” While real estate has a long way to go on its journey to improve social mobility, it has taken positive steps. Employers must act quickly, however, or talent retention will slip. “If you are making a business more diverse, people are more likely to want to stay and therefore your attrition levels will drop,” said Simms. “With the next generation coming through, it’s going to be a high priority.” In partnership with  Photo © JMA Photography