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Real Estate Balance

Good Practice
D&I Framework

A Strategic Business Priority
> Roadmap to Success

The good practice D&I framework recognises that having a better balanced business is a strategic business priority. The Toolkit offers a roadmap to guide businesses in thinking through their priorities for a diverse workplace, helping in putting actions plans in place, measuring progress and then communicating on their success. The overall framework enables you to take into account key factors such as your business environment, your culture of inclusion, your leadership influences and your people in order to develop your diversity programme. The Toolkit will direct you to useful and practical resources and information sources.

Vision

Thinking it through

  • Core Values
  • Leadership Competencies
  • Alignment to Business Strategy
  • Business Case and Objectives – gender balance benefits of different perspectives for better decisions
    – equal opportunities in nurturing talent and potential
  • Leadership Direction, Accountability and Tone from Top
  • Strategic Initiatives
  • Policies and Practices
  • Behaviour and Conduct
  • Scope for Flexible Workplace
  • Scope for Metrics Management – performance & incentives
  • External Support

Planning & Implementation

Putting it into action

  • Employee Opinion Survey
  • People Data Analysis, Gender Pay Analysis & Monitoring – priorities for parity
  • Feedback and Employee Engagement
  • Buy-in Plan
  • Communication Plan
  • Inclusive Approach Plan – measurable goals & deliverable actions
  • Talent Resources Plan
  • Role Models
  • Training & Development Plan
  • HR Policies & Practices Review
  • Organisation Structure Review
  • Promotion, Feedback & Appraisal System Review
  • Flexible/Agile Working Programs active management – output or outcome definition, for all staff
  • Lessons Learnt and Success Case Studies
  • Programs for raising awareness: schools, internship, graduates, networking, mentors, sponsorship

Sustaining The Momentum

Measuring progress

  • Reporting People Metrics
  • Regulatory Compliance
  • Workplace & Diversity Metrics and Commitments Disclosures – transparency on status
  • Gender Pay Gap Reporting
  • Qualitative & Quantitative Analysis on Targets, Milestones and Aspirations
  • Sector benchmarking
  • Succession Planning
  • Progress towards Leadership Competencies
  • Tracking bias, hire & promotions and exit outcomes
  • Progress towards benefiting wider socio-economic & under-represented groups
  • External Diversity, Equality & Inclusive Certification, Assessment or Quality Mark
  • Business Actions: female participation in conference panels, internal shortlists, tender panels & suppliers

GETTING HELP FROM THE
REAL ESTATE BALANCE TOOLKIT

  • YOUR BUSINESS ENVIRONMENT

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    Thoughts

    Taking stock of the business. Setting out values, competencies & the business case, the strategic initiatives & aspirations and communication & delivery plan.

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    Toolkit Resources

    Diverse groups bring a more rounded view to business issues, which leads to sharper decision making and better corporate governance.

    Understanding the business case
  • YOUR CULTURE OF INCLUSION

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    Thoughts

    Creating the conditions that fosters the right behaviours, conduct, engagement & representation. Building leadership qualities from within.

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    Toolkit Resources

    To promote inclusivity, you need to embed practices that help it become the norm on a daily basis. We all have unconscious biases but if we allow them to cloud our judgement they can stifle good business.

    Banising bias Everyday actions for inclusivity
  • YOUR LEADERSHIP INFLUENCES

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    Thoughts

    Having direct and active ownership by senior leaders of accountability, roles and responsibilities, communication and leading by example and inspiring others.

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    Toolkit Resources

    It is essential to give strategic direction from the top and that means showing at all organisation levels that diversity is a business priority.

    Demonstrating commitment
  • YOUR PEOPLE & WORKPLACE ENVIRONMENT

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    Thoughts

    Understanding and Recognising the needs of the female workforce & their contribution to the business with programmes, support & development mechanisms.

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    Toolkit Resources

    When you invest in talented people, retaining them should be a business priority.

    Enabling talent to grow
  • YOUR TALENT & PERFORMANCE MEASUREMENT

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    Thoughts

    Addressing how female talent is attracted, trained, developed, appraised & retained. Thinking of the talent pipeline. Putting in place targets, objectives & metrics for measurement and progress reporting.

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    Toolkit Resources

    Changing entrenched attitudes and long-established practices need strong leadership - real change comes with ensuring there is accountability. Flexible working policies create an inclusive workplace allowing everyone to develop a working pattern that suits their lives whilst still doing an effective job.

    Leading change Flexible working
  • YOUR EXTERNAL ENVIRONMENT

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    Thoughts

    Consider human talent in the context of the changing nature of the workforce, reflecting diversity in your customer & client base, and the reputational risks & benefits to your business.

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    Toolkit Resources

    Encouraging and raising awareness about property as a career. There are things that individual businesses can do to make sure that they attract the very best people.

    Widening the talent pool