* Any views expressed in this opinion piece are those of the author and not of Thomson Reuters Foundation.
Employers within the real estate sector need to recognise the importance of allowing Gen Z to be their authentic selves at workEric Chou is part of the Next Gen Board Members at Freehold LGBT+ CIC and senior consultant at CBRE
The property industry is in the midst of a crucial transformation towards greater inclusivity and diversity. Yet, it's important to acknowledge that there's still a long way to go. According to research by Just Like Us, a quarter of young people still conceal their LGBTQ+ identity at work.
So, how can we effectively address this to create an inclusive work environment that celebrates and supports all?
Gen Z – or those born between 1997 and 2012 – has become a dominant force in the workforce, totalling 4.3 million in 2022, the UK's third-largest generation in the labour force. As these younger generations take centre stage in the workplace, they bring with them heightened expectations regarding inclusion and diversity.
For many young professionals, these values are non-negotiable. In fact, 72% of Gen Z workers actively seek information about a company's genuine commitment to diversity and inclusion before applying. Their emerging voices call for more than token gestures: they demand tangible impacts and cultural shifts within the workplace.
What can we take from Gen Z’s focus on culture?
It is first necessary to recognise that corporate culture holds far more significance today than it did in the past. Gen Z especially places huge importance on their overall workplace experience rather than just the nature of the job itself. Deloitte's 2023 report highlights that one-third of LGBTQ+ workers are actively seeking more inclusive employers.
Mere box-ticking is insufficient; employers must proactively champion inclusivity and allyship. This entails fostering open dialogues, implementing protective measures and taking deliberate actions to create an inclusive workplace. This extends to inclusive hiring practices, equal promotion opportunities and effective measures for addressing non-inclusive behaviours. Additionally, inclusive employee benefit packages should encompass measures such as equal parental leave, gender-neutral bathrooms and healthcare support.
However, inclusivity goes beyond policies and benefits; the collective effort of all employees is essential. A challenge in many companies is the lack of education related to diversity and inclusion. Offering such opportunities can empower young professionals to advocate not only for themselves but also for others.
The importance of demonstrating LGBTQ+ support year-round
The support for LGBTQ+ communities should extend beyond specific days or months. Relying solely on sporadic social media posts during Pride Month comes across as inauthentic. Companies must take an active and vocal stance throughout the year, engaging in genuine conversations and demonstrating unwavering support. However, this outward support must align with the company's broader commitment to inclusion.
Similarly, symbolic gestures of support, while valuable, must be substantiated by meaningful actions behind the scenes. These actions should actively engage and support the LGBTQ+ community both within and outside the organisation.
It is essential to establish communities and groups that allow young LGBTQ+ professionals to connect, share experiences and gain insights into navigating the industry. Partnerships with LGBTQ+ networks, such as Freehold, can provide advice and guidance, and hosting events can facilitate connections.
Inclusive visibility: representation across the business
Visibility throughout the organisation, particularly at the leadership level, sends a potent message about the industry's commitment to diversity and inclusion. Being able to relate to others at a more senior level will enable young people to better navigate the workplace. Mentorship programmes not only promote a sense of belonging but also empower LGBTQ+ employees, particularly those in the early stages of their careers.
While progress has been made in terms of leadership role models, efforts must expand to include all organisational levels. The 2021 annual LGBTQ+ Attitudes and Actions in Real Estate from EG Radius survey found that 73% of respondents believed that more role models across the entire sector would enhance inclusion, ensuring that young professionals feel connected to middle managers as well as their peers.
Time for change
Embracing diversity and inclusion promotes creativity, innovation, and broader perspectives, benefiting all employees. As the workforce evolves, the property sector has the opportunity to actively become more inclusive for young LGBTQ+ workers, shedding its historical perceptions and becoming a more welcoming career path for everyone.
