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The NextGen committee was set up at the end of 2019. We are a group of Real Estate Balance members in the early stages of our careers whose goal is to represent the next generation of property professionals and be the focal point for delivering Real Estate Balance’s objective to develop a diverse pipeline of talent in the property industry.
One of our first tasks in 2020 was to conduct a survey of real estate professionals under 35, to investigate barriers to entry, attitudes and behaviours in the workplace and line management. The results can be found here. We carried out the research again in 2022. Please click here for commentary and to download the results in full.
The findings continue to shape our plans for the programme of events and activities we organise throughout the year.
NextGen LinkedIn network
The NextGen LinkedIn network is a private group for Real Estate Balance members who want to develop and support the emerging generation of real estate talent. It is a chance to connect with peers, exchange information and hear about the activities and initiatives organised by the NextGen committee.
We encourage any existing Real Estate Balance members who are interested in this area of work to join our LinkedIn group.
Get in touch
If you would like to get in touch with the NextGen Committee to discuss an idea for collaboration, please contact:
Amelia Ryan, Surveyor, CapCo Amelia.Ryan@capitalandcounties.com
Carolyn Milligan, Senior Associate, Herbert Smith Freehills LLP Carolyn.Milligan@hsf.com
Joining the committee
If you would like to apply to become a member of the NextGen Committee or become a nominated NextGen representative within your organisation, please get in touch with us at email@example.com
Who we are
Carolyn Milligan, Senior Associate, Herbert Smith Freehills (NextGen co-chair)
It's a fact that diverse and inclusive cultures make good sense and better places to work. Yet achieving that diversity is a challenge and one that we all need to be involved in overcoming. I look forward to working with the other Real Estate Balance NextGen committee members to help create that culture at all levels of our industry.
I believe that stereotypes are unhelpful. Unhelpful to the business and the bottom line but especially and, more importantly, unhelpful to people.Carolyn Milligan
Amelia Ryan, Asset Management Surveyor, CapCo (NextGen co-chair)
My reasons for wanting to be involved in the committee come from knowing the barriers to entry to the real estate industry for those not from wealthy backgrounds and considering the effects this has on diversity in the industry. I believe a balanced sector doesn’t stop at a 50:50 gender balance, but in striving for an open and inter-sectional industry where there is opportunity for all and prejudice for none.
I believe a balanced sector doesn’t stop at a 50:50 gender balance but in striving for an open and inter-sectional industry where this balance is not limited to the privileged few.Amelia Ryan
Seb Lancaster, Senior Client Advisor, VTS
I’m excited to be involved in the NextGen committee, where I aim to focus on accelerating the prioritisation and accountability of D&I initiatives across all levels of seniority within the industry. I‘m passionate that the vision and voice of a diverse workforce is recognised and results in an industry environment that thrives from balanced perspectives and experiences. I look forward to sharing my perspective from working within a values-centred PropTech company.
Paul Modu, Surveyor, Knight Frank
In a global environment, there's a pressing need to bring to the table diverse thinkers from a variety of backgrounds. There is vast disproportionality across the real estate industry, including ethnic minorities in the workplace and women in senior management. As one of the NextGen committee, I am committed to driving efforts to build a more expansive pipeline of talent, while installing the mechanisms to develop higher employee retentions from individuals in less represented groups
I’m committed to driving efforts to build a more expansive pipeline of talent, while installing the mechanisms to develop higher employee retentions from individuals in less represented groups.Paul Modu
Sophie Ogbonda-Jardine, Senior Marketing Executive, Vertus
Whilst the moral case for diversity is clear, there is a social and business one too which I’m passionate about. I’m committed to improving diversity and inclusion in the real estate industry so that it better reflects the society it serves. Through Real Estate Balance and its NextGen Committee, we have the opportunity to invest in the next generation of people in property, putting pillars in place within our businesses and as part of a framework, other members are dedicated to. With CEOs agreeing to common commitments, REB members can push together to foster a positive workplace experience that shapes whether people stay and thrive.
I’m committed to improving diversity and inclusion in the real estate industry so that it better reflects the society it serves.Sophie Ogbonda-Jardine
Jack Mendoza, Graduate Surveyor – Healthcare Capital Markets, CBRE
Having had negative experiences of racial prejudice from a young age I’ve always been conscious of the challenges that minority groups face in society. It has driven a frustration within me to want to do something to make an change no matter how big or small. Something that I feel passionate about changing, is the clear lack of cultural diversity in the Real Estate Industry. The Real Estate industry does not reflect the diversity we have in our society. Many young people from less privileged backgrounds are not aware of career opportunities within the industry, and I’m committed to promoting the career prospects this industry presents to a more diverse talent pool which will be mutually beneficial to the firms in the industry and the people themselves.
I’m committed to promoting the career prospects this industry presents to a more diverse talent poolJack Mendoza
Reah Huggins-Sutton, Graduate Surveyor, JLL
Being the minority in the room is something I know all too well about. It wasn’t until I entered the property industry that I began to experience this feeling more and more. Being a woman and also from a BAME background, diversity and inclusion has always been an important cause to me. I'm very passionate about championing D&I and bringing about change within the sector. This was my sole motivation for joining the NextGen committee and I'm hoping that through my involvement I'll be able to do just that.
I understand the challenges faced by minorities and as a result, have made it my mission to play a part in making property more accessible and welcoming to all.Reah Huggins-Sutton
Kevin Boakye, Talent Acquisition & DEI Specialist, Hines Europe Limited
Over the past decade I have had the privilege of partnering with organisations across the property and real estate sectors and have been privy to the distinct lack of diversity – both in terms of gender and ethnicity. Having served as a School Governor, I have also observed a clear lack of awareness of the industry amongst the younger generation as well as the opportunities available. By virtue of joining the NextGen Committee, I am wholly committed to advocating for initiatives that will not just attract employees from less represented groups but also actively retain and promote them.
My commitment to D&I is fuelled by a desire to see individuals from a range of backgrounds being equally recognised for their unique talents and abilities across the industry.Kevin Boakye
Martin Yarwood, Associate, Savills
Despite moving in a positive direction, we cannot ignore the fact that there remains huge barriers to entry in our industry. I believe this starts with the unfortunate failings of the education system, which for most does not provide the necessary support to have a chance at a career in real estate. As part of the NextGen committee, I am committed to supporting the growth of the industry and, in particular, providing support to young people from disadvantaged backgrounds who have likely never considered a career in the built environment.
I hope to contribute to driving cultural change in the industry and opening doors to a wider talent pool.Martin Yarwood
Paras Maalde, Vice President, Legal, Brookfield Properties
I am passionate about addressing diversity and social mobility issues within the industry. Solutions need to be long-term and necessitate a shift in culture, which itself takes a generational dimension. So, working with new, potential talent at the junior level of the industry’s workforce is critical and that’s why I am delighted to be a part of the REB NextGen Committee.
I want to see an industry that recognises and promotes talent regardless of one’s background, education, race or gender, ultimately resulting in a more level playing field in the future for today’s junior workforce.Paras Maalde
Rachel Lea, Senior Planner, Newsteer
I am lucky to work for a start-up company who are wholly committed to D&I, and I have had an active involvement in our Real Estate Balance membership and the creation of our community values. Whilst this is of course positive, the process has highlighted that there is still a long way to go across our industry generally both in terms of barriers to entry, which cannot unfortunately be addressed by a company-specific D&I policy; and in terms of existing unconscious, and often conscious, bias within our industry, which I have experienced personally.
I am delighted to be involved in the NextGen committee and I am excited about the opportunity to work with the other committee members in promoting diversity across our industry.Rachel Lea
Sean Ayoade, Graduate Surveyor, Shaftesbury Capital
Having experienced first-hand the challenges and barriers to entry into the real estate industry, I know there are many other talented individuals who are being overlooked. I believe that all individuals should be given an equal opportunity based on merit and have a chance to demonstrate their unique skills, otherwise we are failing all of those who are not even given the chance to be considered. I am excited to be involved in the NextGen committee because I know as part of Real Estate Balance, we can drive this change.
I believe that all individuals should be given an equal opportunity based on merit and have a chance to demonstrate their unique skills, otherwise we are failing all of those who are not even given the chance to be considered.Sean Ayoade