Realcomm’s August two-part webinar series, Celebrating Women and the Diverse Voices in CRE, highlighted the talent, thought leadership and unique mindsets that have enhanced commercial and corporate real estate as more women, minorities and diverse thinkers fill executive leadership positions and advanced technology roles as well as facilitate key vendor partnerships. Insights on career paths and navigating challenges In session one, Leadership, Diversity & Evolving Company Cultures, the executive-level women panelists talked about how workplace culture reflects the values of company leadership and can shape employee interactions as well as promote motivation and loyalty. With new voices in the leadership space, the panel discussed changes in leadership modeling, evolving workplace challenges, the critical role that mentorship plays and how companies are attracting new talent. A big theme among the panelists’ stories of their personal journeys was about receiving mentorship and support and becoming a mentor themselves to help other people advance and open up opportunities. Further, working with good leaders taught them how to become good leaders. Another common theme was about advocating for yourself. Hope Dunleavy, enterprise managing consultant at RealFoundations, stressed the importance of reaching out, being authentic and sharing your story while also listening to others’ stories. The panel agreed on the importance of creating community for support — such as joining (or creating) a women’s group in your organization, which Kelly Soljacich, senior vice president of LaSalle Investment Management, recommended. Veronica Unnikrishnan, partner and senior vice president of innovation, sales and marketing at 5Q Partners, commented that choosing the right organization and positions that will lift you up “is where the magic happens” and will help you grow and develop your career. Further advice included choosing the best opportunity over the most money is a wise decision in the long...

This is the final week to submit applications for The National Apartment Association (NAA) Innovation in Diversity Grant (IDI). The program aims to advance diversity and inclusion in the rental housing industry through impactful education and hiring practices. NAA seeks to “inspire the next generation and strengthen those whom we work and exist to serve.” To do so, NAA has designated $25,000 per fiscal year towards the IDI grant. NAA member associations, property management firms, supplier partners and related organizations are eligible to apply. Creating a more equitable multifamily industry To qualify, participants are encouraged to align their program objectives with the ideals of the NAA Diversity and Inclusion Vision Statement. Additionally, the proposals must reflect the NAA’s dedication to an inclusive and supportive workforce environment that is rich in diversity. Applicants must propose innovative ideas that will result in meaningful contributions to the multifamily industry. NAA supports projects that fall into three main categories: Education Programs should demonstrate methods to improve diversity, inclusion and awareness within the applicant’s organization. Leadership Programs should enhance the presence of diversity among leadership and boards within their organizations. Such programs may create specialized training tracks for marginalized groups. D&I Projects Programs should bolster the presence of underrepresented groups at all levels in the industry. Opportunities may include but are not limited to scholarships and innovative steps towards more equitable hiring practices. Selecting finalists Applications will be received by the NAA Diversity and Inclusion Committee. Evaluators analyze each applicant’s potential for measurable outcomes, detailed budget, program timeline and support of NAA’s Diversity & Inclusion vision. Home Depot Pro: supporting diversity and inclusion in multifamily housing Home Depot Pro is a proud sponsor of the IDI Grant. The world’s largest home improvement retailer released a statement, stating, “We are...

The first day of the Goldman Sachs diversity pledge has arrived. The investment bank announced that as of July 1, 2020, it will require diversity amongst the board members of new applicants in the United States and Europe. When announced in January, the investment bank could not have foreseen how poignant the pledge would become. All eyes on diversity Late spring and summer brought an onslaught of social issues to the forefront of American culture. As the nation attempted to establish a new normal amidst COVID-19 precautions, essential workers kept the economy and healthcare systems afloat. During these times, 1 in 3 women were considered essential workers. Also during this time, researchers revealed that the pandemic brought worsening economic and social inequalities for women. The necessary role of women in the workforce juxtaposed the inadequate measures to help them balance the demands of work and home. To add to the complexity, March marked the beginning of social unrest. A series of police-involved shootings sparked the first wave of protests highlighting discrimination against minorities within the justice system. The protests continued into June, joined by Pride Month events that highlight the struggles of the LGTBQ community in the workplace and healthcare system. Consumers and employees across the U.S. forced businesses and institutions to examine their inclusion practices or lack thereof. Goldman Sachs CEO David Solomon could not have foreseen any of this back in January. He could not have known that pandemic fallout and social justice demonstrations would place the bank at the forefront of the social equity revolution on Wall Street–but timing is everything, even when it’s unplanned. Bye bye “bro boards” Goldman Sachs now requires all American and European IPOs to have at least one “diverse” board member. Solomon emphasized that women are...

Yardi recently sponsored and participated in an event hosted by the Empire Club of Canada. The panel talk, titled “The Evolution of the Real Estate Industry — Diversity, Culture and the Workplace,” focused on the commercial market. Established in 1903, the Empire Club of Canada is an influential forum for leaders in various industries and cultural organizations. Every generation, but especially Baby Boomers and millennials, has a major impact on various sectors of real estate. The Empire Club panel broadened the discussion to include gender and racial diversity. The hope was to motivate industry leaders to increase the presence and influence of women and minorities in the Canadian real estate industry. The panel included Scott Addison, President, Brokerage Services Canada, Colliers International; Toni Rossi, President, Real Estate Division, Infrastructure Ontario; and Michael Brooks, CEO, Real Property Association of Canada. Serving as moderator was Sheila Botting, National Real Estate Leader in Canada and a partner at Deloitte. Driving Change Botting compared a thriving work culture to an ecosystem. No ecosystem can be homogeneous — diversity is crucial for ongoing growth and survival. “Diversity drives productivity, profitability and better outcomes for everyone involved,” Botting said. Addison commented that the first thing that needs to happen to drive change is awareness. He has personally observed a lack of gender diversity in the brokerage arena. To address this issue,  Colliers set up campus recruiting and other hiring programs led by women to help balance the gender gap. Rossi, representing Infrastructure Ontario, said the organization is fortunate to have a 50/50 gender balance in its leadership.  That has been established thanks to direction by the federal government, especially during the Trudeau administration. Rossi outlined three key things she believes can prompt change: Leadership: set a target (not a quota) for...