Toolkit resources

Better balanced
business

Real Estate Balance seeks to support organisations in the UK real estate sector through the different stages in their journeys towards equity, diversity and inclusion (EDI) with a particular focus on gender, ethnicity and social mobility. Some companies already have well-advanced policies and are setting the standards for best practice, but others lag and some are only just starting to recognise the many benefits of diverse and inclusive workplace cultures.

If you need help to progress EDI, you’ve come to the right place. This Toolkit offers practical guidance and information on some of the best advice and good practice already available, not just from our own sector but from the wider business community. Our aim is to give you the tools to make yours a better balanced business and a diverse and inclusive workplace.

  • Leadership

    The success of initiatives to improve diversity is typically dependent on leadership commitment. It's easy to set objectives, another thing entirely to deliver them. We think there are three keys to success. Crack these and you are well on the way to transforming your business.

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  • Culture

    A diverse corporate culture is one where everyone has a chance to reach their full potential. But the UK real estate sector is failing to capitalise on its diverse talent. We are failing when it comes to gender, ethnic and socioeconomic representation on our Boards and in senior leadership teams.

    The problem lies in corporate cultures where long-established practices and attitudes prejudice women and people from underrepresented backgrounds, either consciously or unconsciously. Develop inclusive management practices and workplace cultures and the wide benefits for your organisation will speak for themselves.

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  • Opportunity

    Opportunity means giving everyone the chance to reach their potential, but that is not happening for many people in real estate and associated sectors. Millennials and those from Gen Z moving into the workplace today want to work for inclusive organisations that offer interesting and challenging career opportunities. If you don’t meet their expectations, they will look elsewhere.

    To capitalise on wasted female and ethnic minority talent, workplaces need fair and objective recruitment and promotions practices at every level.

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