By now, we all understand the benefits of increasing diversity and promoting inclusion across the board. So much so that over the last couple of years, the real estate industry has seen large swathes of companies openly communicating their DE&I goals and objectives.

And yet, we’re still not seeing the progress we would or should expect at this stage. As Lynn Smith stated in her piece, this in part due to a lack of accessibility and Covid’s profound impact on upward social mobility.

The real estate industry has always suffered from ‘who-you-know’ syndrome as a hindrance to achieving equal opportunities. It is imperative that employers do more than just pay lip service to these issues. Continuing efforts in educating and inspiring the next generation of surveyors from a socially diverse pot is paramount.

Similarly to Europa, we too at Hollis have ramped up our social mobility efforts through initiatives such as ‘Urban Plan’ workshops, mentoring and apprenticeship programmes and our ongoing partnerships with organisations such as Pathways to Property, Building People, and the Chartered Surveyors Training Trust.

Research suggests that even if social mobility is accounted for at the talent development stage, there are still issues that need to be overcome. Companies need to provide collaborative and inclusive environments where employees feel respected, rewarded, and where they can be themselves without feeling they need to fit the status quo.

Vicki Palmer, CSR and Early Careers Manager, Hollis

Vicki Palmer

Senior Corporate Social Responsibility & Early Careers Manager

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