Supporting your Muslim team members during Ramadan

We wish all those observing Ramadan (also known as Ramazan) to be happy and blessed during this auspicious time.

Ramadan is the ninth and holiest month of the Islamic Year. For 30 days, many of the world’s 1.9 billion Muslims will abstain from food and drink from dawn til dusk and mosques will be open for prayer. Fasting is not simply about denying the body of food and water; it involves pause and reflection in order to avoid ill speech, arguments, loss of temper and malicious behaviour and is a time for Muslims to reaffirm their faith in God. Ramadan is also a time for generosity and charity – the latter in particular being an important part of Islam.

During this time, we are encouraging employers to be informed about Ramadan and to be authentic in the communications they plug internally and on their social channels. We welcome you all to learn more about this holy month and below we have shared some tips for employers to support their Muslim employees.

• Whilst working from home has become part of working culture for most, please ensure that you are open to flexible working and that requests to work from home on specific days are accommodated.

• Provide a quiet and private space for prayer. This could be a dedicated room in your office, clearly labelled as 'Prayer room', during the month of Ramadan.

• Because Muslim colleagues will be fasting, be considerate to the fact that they may want to exchange lunch breaks for prayer breaks.

• Take into account that there may be annual leave requests during this period; especially in the last 10 days of Ramadan. You could initiate a 'Cultural Day' swap, where employees can self-select two existing Public Holidays to be swapped with religious or cultural days of significance to them.

• Avoid holding training sessions or social events late into the evening when colleagues will want to break their fast.

• Avoid asking your Muslim colleagues 'but not even water?!'. Most Muslims have been fasting for many years, so this is standard protocol.

• Please be mindful that not all Muslims will be fasting. There may also be exemptions to who can and cannot fast e.g., pregnant women, women on their period, being unwell etc., which should not be judged, and some people may simply choose not to fast at all.

• Be curious, but not ignorant. After all, you can find out anything on Google.

• Have others in the team get involved: you could organise talks about Ramadan during this period, or have non-Muslim colleagues take part in a fast, followed by breaking Iftar together. This is a great way to create an inclusive event.

• Most important of all, start the conversation with your Muslim colleagues and ask about their preferences.

Why is this important for employers? The 2021 Census showed an increase in the number of people who described themselves as “Muslim” (3.9 million, 6.5% in 2021, up from 2.7 million, 4.9% in 2011).

This means that the number of Muslim employees is increasing and more-so in areas where there are already large Muslim populations, such as Bradford, Leeds, East London and others.

Greater awareness and work adjustments are likely to lead to an improvement in well-being and sense of value at work. And, if Muslim colleagues feel supported, they are more likely to stay at their place of employment.

You can learn more by reading our Faith and Religion guidebook, which shares best practice on supporting employees of all faiths within the workplace and in the Built Environment.

What are you doing to support your Muslim colleagues during Ramadan? Share with us in the comments below.

In Conversation with Nicole Benford and Alexandra “Lex” Nchidwuor from Cavendish Consulting

This month, we had the privilege of sitting down with Nicole Benford, Associate Director, and Alexandra “Lex” Nchidwuor, Account Executive, from Cavendish Consulting—one of PREACH Inclusion’s corporate partners. Cavendish is a UK-based communications consultancy renowned for its expertise in corporate, planning communications, political, and creative services.

The interview explores not only Nicole and Lex’s career paths but also their shared commitment to making DEI a core aspect of Cavendish’s culture and mission. Through candid discussions about mentorship, challenges, and lessons learned, Nicole and Lex highlight the importance of fostering inclusivity and authenticity in the communications industry.

So, grab a cuppa, and join us as we delve into a conversation that celebrates personal growth, community connection, and the transformative potential of diverse voices in shaping the future of communications.

Nicole’s Journey: From South West London to France and Beyond

Nicole grew up in Battersea, South West London, before

Nicole grew up in Battersea, South West London, before she and her family relocated to Paris when she was six. This move was a defining moment for Nicole, introducing her to a new culture and language, which laid the foundation for her future in communications. She recalls: 

“We had to go to a local French school, so we were immersed in French culture. It was probably the best thing, as we had no choice but to learn the language. This started my awareness of diversity and difference from a cultural perspective. We were taught to embrace French culture, even celebrating events like Bastille Day, a day of defiance against the monarchy, which was quite interesting as a British person.” - Nicole

This early exposure to different perspectives sparked Nicole’s interest in communication and culture, and subsequently, her future career path. After studying public relations and communications at Solent University, she spent a year as their student union president, giving her an opportunity to apply those very skills she had just learned.

"The student election team was mostly white male athletes, which didn’t reflect the full student body. I was given a chance to make sure diversity wasn’t just a checkbox but was integrated authentically into our campaigns.” - Nicole

Following that role, Nicole, like many graduates, was faced with challenges in the job market due to the 2008 economic recession. Much to her surprise, she found her next opportunity on Gumtree (!) and headed to Chennai, India, working in marketing for an English-teaching school. This was an incredible opportunity to immerse herself into a different culture, language and ways of working.

She then returned to the UK and joined Lidl in their Quality Assurance department. It was at Lidl that she learned invaluable lessons about building relationships and understanding internal operations. She even convinced her managers to allow her to shift into public relations.

One of the pivotal moments of her career was during the 2013 horse meat scandal, where at Lidl, her background in quality assurance played a crucial role in managing the crisis. She reflects:

“It taught me that even in public relations, understanding a company’s internal processes is crucial. It’s not just about communicating a message; it’s about knowing the truth of the matter so you can address it effectively.” - Nicole

After six years at Lidl, she took a career break to travel around Southeast Asia and Australia before joining Local Dialogue in Public Affairs. Two and a half years ago, Nicole joined Cavendish, where she has continued her career in public affairs— working for clients including National Grid, Marick Real Estate and Berkely Group.

Lex’s Story: From Politics to Public Affairs and Community Engagement

For Lex, the journey to public affairs began in secondary school, where she studied critical thinking and developed an interest in politics and current affairs. Growing up in a predominantly white area and later attending a more diverse school, she became increasingly aware of issues like classism and racism, which deeply influenced her career aspirations. Lex explains:

“I was raised in a predominantly white area, but once I went to a more diverse school at secondary level, I started noticing the divides between different social groups. It made me want to understand how I could help bridge those divides in my future career.” - Lex

Lex studied Government and Politics at St Mary’s University, followed by a master’s in Development Studies at SOAS. During this time, she worked part-time for an NGO focused on Pan-Africanism, which gave her a unique perspective on how the legacies of debt, slavery, colonialism, and neo-colonialism continue to shape African communities and the diaspora. She reflects:

"It was a powerful realisation of how these issues affect people's lives, including my own, and it deepened my understanding of the challenges faced by communities. It was during this time that I decided I wanted to bring these insights to make a difference in the corporate world." - Lex

Lex then spent a couple of years in recruitment, which further deepened her understanding of representation, particularly in public affairs. She shares:

“Being in recruitment helped me realise how important it is to have diverse voices in these sectors. It showed me that representation in the workplace was fundamental to a candidate’s decision on accepting a role or not, often regarded higher than financial benefits.”- Lex

In July 2024, Lex joined Cavendish Consulting, where she focuses on community engagement and public affairs.

Building Relationships with Communities

One of Lex’s core values is building relationships with communities. She believes in the importance of listening and being visible to understand the needs and concerns of local people. She recalls a particularly memorable visit to a retirement home as part of her role at Cavendish, working with a client, KYN, where she had the opportunity to engage with residents on development projects in the local area:

“For me, it’s about going out, being visible, and listening. When you build relationships with people in the community, you build trust. Transparency and honesty are key in community engagement.” - Lex

Nicole echoes the same sentiment:

“The pandemic was a turning point for me in terms of getting more involved in my local community. It made me realise that everyone, no matter their background, wants to feel connected to where they live and work.” - Nicole

Cavendish ensures local communities have a real voice in planning decisions, something Lex and Nicole deeply value.

At Cavendish, one of the core principles of their Stakeholder Engagement strategy is to tailor approaches to each unique project, recognising that a one-size-fits-all method is ineffective. The concerns of urban communities differ significantly from those in rural areas, and Cavendish’s engagement strategies reflect this understanding. Cavendish customise all messaging, design materials, and choose both digital and traditional channels to ensure inclusivity and relevance for all communities, regardless of their backgrounds.

The Importance of DEI: Within Cavendish and Beyond

At Cavendish, DEI is not treated as a one-off initiative but as a core, ongoing priority. They are particularly passionate about promoting inclusion through efforts like mandatory DEI training and the internal DEI network, Cavendish Culture, which supports staff from diverse backgrounds. She explains:

“For us, DEI isn’t just a one-off training session. It’s about creating a culture where staff feel safe, protected, and empowered to engage with the communities they serve. It’s about ongoing conversations and real action.” - Nicole

Nicole’s dedication extends beyond Cavendish, as she mentors young professionals, through the I have a voice programme, helping them navigate career uncertainties and build confidence. Reflecting on the mutual benefits of mentorship, she shares about her experience of mentoring a female graduate who despite her academic achievements feels uncertain about her career direction:

"I learn just as much from her as she learns from me. It's been really rewarding to support young people, especially those who feel lost despite their incredible talents. My own career has been a bit of this and a bit of that, but each experience has helped me grow and prepare for the next opportunity." - Nicole

Similarly, Lex is driven by her commitment to empowering communities, particularly the youth in her hometown of Croydon. Her early experiences addressing challenges like a lack of resources and gang culture inspired her to create after-school programs and eventually pursue broader social change. This passion continues today in her role as a trustee for Belong, a criminal justice charity focused on rehabilitation, where she applies her communications expertise to create meaningful impact.

“Even small differences can make a big impact. Offering young people something positive to focus on—like sports or after-school programs—can make all the difference.” - Lex

Both Nicole and Lex stress how important DEI is in communications. They point out that it’s vital to create messages that connect with different audiences and take cultural understanding into account. For Lex, this means adapting communication to meet the unique needs and diversity of the communities they work with:

“I feel like our community is so diverse and so complex. Messaging is really important because it resonates in different ways and means different things for different people.” - Lex

Nicole echoes the sentiment, emphasising the societal impact of inclusive communication:

“Comms affect everyone. It impacts society, and it doesn’t matter whether you’re Black, brown, or white. That’s why it’s so important to understand cultures, communities, gender—because the way you communicate a message to one person can be received very differently by someone else.” - Nicole

Together, Nicole and Lex advocate for DEI as an essential aspect of effective communication. By fostering inclusivity and sensitivity to diverse experiences, they ensure that all voices are heard and represented meaningfully—within Cavendish and beyond.

Advice for Each Other - The Power of Mentorship and Breaking Barriers

Nicole and Lex both emphasise the importance of mentorship and breaking barriers for the next generation. Their conversation about reverse mentoring highlights how they learn from each other and share valuable insights.

Nicole advises Lex to embrace risks and learn from failures:

“Say yes to things and then figure it out. Don’t be afraid to fail. There’s no such thing as failure—only lessons learned. Sometimes, as women, we hold ourselves to such high standards, and when things go wrong, it feels overwhelming. But in reality, everyone makes mistakes, and the best thing you can do is reflect, learn, and move forward. The journey is just as important as the end result.” - Nicole

In return, Lex tells Nicole the importance of continuing to break barriers:

“Don’t stop breaking down those barriers. I wouldn’t be here if it wasn’t for the work you've already done. The barriers you’ve broken are the ones I’ll continue to break for others. By seeing leaders like you, I can see myself in those roles, too. It’s that visibility that’s so important to push others in their career goals.” - Lex

Their exchange underscores the importance of mentorship, visibility, and breaking barriers for the next generation. Both Nicole and Lex are committed to making a difference by inspiring others and creating a more accessible career path.

A huge thank you to Nicole Benford and Lex Nchidwuor from Cavendish for this enlightening conversation.

Ethnicity pay gap reporting – where are we now?

Photo by AXP Photography on Unsplash.

In the UK, ethnicity pay gap reporting is currently voluntary, unlike gender pay gap reporting, which is mandatory for companies with 250 or more employees. However, the issue is gaining attention, with advocacy groups calling for mandatory reporting to hold employers accountable for addressing ethnic pay disparities.

Within the Built Environment sector, only a few companies are voluntarily reporting their ethnicity pay gaps, highlighting that the lack of legal requirements may be hindering broader adoption.

Read on, as we explore the current state of ethnicity pay gap reporting, key challenges, and why companies in the Built Environment sector should take action to address this issue.

How serious has this issue been taken

In February 2022, the Women and Equalities Committee recommended making ethnicity pay gap reporting mandatory to address pay disparities across ethnic groups. The then-Conservative Government responded by stating that, although it recognised the importance of such reporting, it would not be making it mandatory “at this stage” to avoid adding extra burden during the post-pandemic recovery.

Then in 2023, the Trades Union Congress (TUC) echoed the call for mandatory reporting, urging employers to publish both raw data and action plans to address the gap. In the run up to the 2024 General Election, the Labour Party committed to introducing a Race Equality Act, which would ensure equal pay for ethnic minorities. This was realised in October 2024 when the Labour Government launched the Office for Equality and Opportunity, focusing on strengthening legal duties for employers, including equal pay for ethnic minority workers.

Looking ahead

Although not yet an official policy, mandatory ethnicity pay gap reporting is likely to be introduced during this government’s tenure. Some companies, such as JLL, Cushman & Wakefield, Savills, and Knight Frank, are already voluntarily reporting their data, acknowledging areas for improvement and holding themselves accountable.

Challenges with ethnicity pay gap reporting

One significant challenge is data collection. Companies struggle with how to gather and present ethnicity data, while some employees, particularly from ethnic minorities, are hesitant to disclose their ethnicity or religion due to concerns about potential bias in their career progression. Lack of or incomplete data could undermine the effectiveness of reporting.

To overcome these challenges, any diversity data collection exercise needs to be accompanied with an extensive communications campaign, explaining why the data is being collected, how it will be used, and what steps will follow.

Why it's important

Despite challenges, addressing the ethnicity pay gap should be seen as an opportunity for the Built Environment sector to be more inclusive. This issue impacts everyone, not just ethnic minorities, and a lack of pay transparency can deter talented candidates from applying, particularly those from underrepresented groups.

Quick wins for the short term

While implementing ethnicity pay gap reporting may take time, companies can start by sharing salary information in job descriptions. This simple step promotes equal pay and helps ensure that candidates, regardless of background, receive fair compensation. It also reduces the risk of negotiation imbalances that often lead to lower offers for women and ethnic minorities.

Furthermore, when salaries are published externally, companies may be prompted to ensure that their internal pay structures are consistent and fair, leading to more equitable compensation practices within the organisation.

What’s next

At PREACH Inclusion, we are encouraging the Built Environment sector to report on the ethnicity pay gap, demonstrating that equal pay is a priority. We are collaborating with our Corporate Members to share best practices for data collection and reporting. This isn’t a competitive process; instead, it’s about collective improvement across the industry.

It won’t be easy, but it’s necessary. If you need support, please reach out to hello@preachinclusion.com.

2024: A Year of Growth and Change for PREACH Inclusion

PREACH Inclusion® founder and director, Priya Aggarwal-Shah at the rebrand launch party, sponsored by Montagu Evans.

As we approach the festive period, we’re reflecting on what has been a fantastic year.

One word that sums up 2024 for us is evolving. This year has marked significant growth, not just in what we do, but how we do it and who we are.

A key milestone this year was our rebrand. After seven years of operating as BAME in Property, we made the bold decision to rebrand to PREACH Inclusion® in April. PREACH, standing for Promoting Race, Ethnicity and Cultural Heritage, signalled a new chapter for us.

We moved away from the term BAME, which had long defined ethnic minority communities by an acronym, and embraced a more intersectional approach that better reflects the complexity of our diverse identities.

With this shift, we launched new focus areas, training sessions, and content to better support our community.

A rebrand is not easy – having to change everything that you’ve known. But the positive feedback we’ve received confirms it was the right decision.

Alongside the rebrand, we’re also proud of a few other achievements this year.

• We’ve continued to expand our community, welcoming new members and clients, with a special focus on SMEs.

• In partnership with London Property Alliance, we led on their final Diversifying Real Estate Guidebook, which focused on Faith and Religion. Published early in 2024, the guide became a timely and valuable resource for the Built Environment sector, especially given the rise of Antisemitism and Islamophobia.

• We hosted seven public speaking masterclasses in London and Birmingham, helping over 100 professionals develop this essential skill. Thanks to Trident BC, ING Media, Turley and Stanton Williams for partnering with us.

• We enabled numerous individuals from underrepresented backgrounds to attend major industry events like MIPIM, UKREIIF, and London Real Estate Forum for free.

• We partnered with our corporate members for events this year, including Race Equality Week (Lambert Smith Hampton) and National Mentoring Day (National Grid).

• We were honoured to be shortlisted for EG’s Campaign of the Year award alongside our client, Prideview Group.

• And of course, we continued advocating for EDI by speaking at numerous events, preaching inclusion at every opportunity.

As we close out 2024, we’d like to thank our partners, clients and beyond for your ongoing support. We look forward to more collaboration in 2025.

PREACH Inclusion®. Promote it | Preach it.

In Conversation with Jiyoung Jo and Darius Subramaniam, ING Media

Darius Subramaniam and Jiyoung Jo, ING Media. 

This month, we had the pleasure of speaking with Jiyoung Jo, Senior Cities Account Manager, and Darius Subramaniam, Multimedia Creative Specialist at ING Media, one of PREACH Inclusion’s corporate partners. Despite having varying backgrounds and expertise, their shared experiences of navigating complex cultural identities while forging meaningful careers within Built Environment communications, offer a unique perspective on their journeys.

As the conversation unfolds, we delve into Jiyoung and Darius’s personal stories, challenges, and the importance of diversity, inclusion, and accessibility in their work.

Grab a cuppa and dive in!

A Journey Shaped by Cities

Jiyoung Jo’s story is one of transition and adaptation. Originally from Gunpo, a satellite city near Seoul, South Korea, she spent her early years in the public school system before moving to Hong Kong and then China as a teenager – due to her father’s work – where she completed her high school education in international schools. Immersion in different cultures marked a pivotal turning point in her life.

“My mum had always envisioned me becoming a doctor, lawyer or someone high-status like a CEO. One day, she gave me a book called City Reading CEO, written by Jinae Kim, someone who planned my hometown, and it completely changed my perspective. I didn’t even know cities could be planned. I reached out to her personally and thought, ‘this is what I want to study.’” - Jiyoung

Much to Jiyoung’s delight, Jinae responded and recommended other published books she could read, as well as connecting her to city-related professionals working in Korea.

After discovering her passion for urban planning, Jiyoung moved to New York to study Metropolitan Studies and Environmental Studies. Her curiosity about cities grew, prompting her to then pursue a master’s degree in Planning, Growth, and Regeneration at Cambridge University.

In 2020, after working for UN-affiliated organisations in Korea, Jiyoung made a bold decision to move to London during the height of the pandemic. With no job lined up, she took a leap of faith, relocated across the globe, and began seeking opportunities in her chosen field.

However, this wasn’t without challenges. As a ‘third culture’ kid, she often struggled to balance multiple cultural identities. She explained:

“A third culture kid feels like they belong everywhere and nowhere. When I returned to Korea, I struggled with the strict workplace hierarchy. As someone who looks Korean but didn’t grow up there, I was expected to follow norms I didn’t understand. It wasn’t until I moved to London that I truly felt at home—individual preferences are more respected here, which I really value.” - Jiyoung

Finding a New Path

Darius’s story follows a different path. Born and raised in West London in a Christian household, Darius identifies as Tamil, with roots in Sri Lanka and South India. Although he pursued a degree in accounting and finance – following the traditional route expected of many South Asians – he soon discovered his passion for the creative sector, particularly after completing a placement year at the tech company SAP.

"I was encouraged to take the 'stable' path of accounting. For many South Asians, pursuing STEM subjects at university is seen as a practical way of overcoming socio-economic challenges, but it left me feeling unfulfilled creatively. It wasn’t until I got the chance to work at SAP during my placement year that I realised I could combine my technical skills with my creative passions. I had two incredible mentors, Thea Peterson and Lola Laternser, who helped me see the possibilities. Those two managers had a wealth of knowledge in terms of customer journeys and how you present things creatively - the power of ideation. I’ve since been able to bring this into my creative work at ING.” - Darius

The experience at SAP opened Darius’s eyes to the creative side of tech. Working in digital prototyping, video production, and web design, he found a way to apply his accounting knowledge in a more creative context.

"It was a perfect balance of corporate and creative work," - Darius

From Sustainable Tourism to City Development

Jiyoung’s career has been shaped by her international experiences and impactful contributions to sustainable urban development. She started at UNITAR CIFAL Jeju, a global training centre under the United Nations, where she organised workshops on sustainable tourism in Jeju Island, South Korea. Her role involved coordinating speakers, participants, and knowledge exchange initiatives that connected cities across the Asia-Pacific region to share best practices in sustainable development.

After a year at UNITAR, Jiyoung joined CityNet in Seoul, the largest network of urban stakeholders in the Asia-Pacific. There, she worked on project grants and implemented initiatives, including a collaboration with the Barcelona Metropolitan Area on net-zero building research, which involved site visits and published reports comparing outcomes with South Korean projects. Reflecting on her work, she said:

“Working with cities in the Asia Pacific required much facilitation of knowledge sharing and collaboration, connecting cities with solutions to problems they face together.” - Jiyoung

Now a Senior Cities Account Manager at ING, Jiyoung focuses on publishing city reports, analysing visibility trends, and crafting communication strategies for cities as well as other built environment stakeholders across Europe and the UK. Her work includes examining media coverage linked to political events, cultural trends, and global happenings.

“Cities are increasingly competing for global attention. Leveraging soft power—such as cultural and climate initiatives can help cities stand out.” - Jiyoung

Part of this fascinating role includes ING Media’s annual launch of its European Cities Report 2024 at MIPIM, in Cannes, France. The report offers insights into the latest trends and developments in urban environments across Europe. Representatives from various cities discuss city branding, investment, and tourism strategies, along with challenges such as aligning messaging across different departments, like tourism and investment, and engaging diverse audiences.

Creative Projects

Meanwhile, Darius’s work as a creative professional has led him to fascinating projects that bridge public policy and design. One standout piece was his work with Key Cities on their 2024 manifesto. The project meant presenting vital policy recommendations regarding social care, housing and tax in an eye-catching yet digestible way – he was also able to photograph the manifesto’s launch at the House of Commons.

“For many of us, the recommendations within the Key Cities Manifesto 2024 are personal. I had studied in Southampton, a member city, and seen first-hand how crucial lobby groups are in highlighting local issues to the central government. Being able to work with the Key Cities team, meant I was able to give my creative work a deeper purpose, one that informs and hopefully changes our situations for the better."> – Darius

His work in this space marked a new chapter in his career, blending his passion for design with social causes and content production. Darius also creates content for MIPIM, where he contributes to promoting diversity and inclusion, ensuring visual, global representation at such conferences.

“It’s great to be part of the change in showcasing a more diverse group of people and ideas.”> - Darius

Accessibility and Inclusivity in Design

Darius believes that diversity and inclusion are integral to his work. He acknowledges that architecture, often shaped by a standardised, uniform process, can overlook the needs of diverse populations. However, he is optimistic about how things are changing.

“Inclusion isn’t just a concept; it’s about representing different people in our communications, whether it’s our choice of stock imagery or how we film videos. Even in the reports we make, it’s about ensuring we use accessible fonts and colour combinations. Accessibility isn’t just allowing people into spaces; it’s about making sure we can interact with those spaces. Sometimes the most practical solutions aren’t the most visually striking, but they’re essential for inclusion.” - Darius

Darius has a personal understanding of how identity intersects with inclusion, and particularly the way language has been used to systematically undermine and exclude the artistic contributions of people of colour. From colonial interpretations of non-European art as “traditional”, “ethnic” or “primitive” to the undervaluation of the skills of Asian textile workers. This complex interplay between art and ethnicity has made Darius hyperaware of unbiased representation, and its power in ensuring fair and just remuneration.

DEI at ING Media

Jiyoung is actively involved in initiatives promoting diversity and inclusion. One initiative is ING’s Elevate programme, which supports emerging businesses led by individuals from ethnically diverse backgrounds, with bespoke PR and communications consultancy. Jiyoung has developed lasting relationships with two firms on the programme over the past two years. This has included delivering communication workshops and advisory support, and advising on how to grow through communications, marketing and business development.

“It was great to learn about their journey and offer insights on specific actions that could help them expand.” Jiyoung

Darius, meanwhile, is heavily involved in projects promoting diversity and inclusion through his creative work. One such project in East London involved collaborating with South Asian and Caribbean creatives to explore colonialism, British identity, and cultural heritage through fashion.

Darius also ensures that his daily creative practice fosters inclusivity.

“Ensuring that people of colour are represented in my work is one of the most important things I can do.” - Darius

For him, telling diverse stories through his content is an ongoing commitment to inclusion in the creative industry.

Reflecting on their Career Paths

Jiyoung and Darius both highlight the importance of adaptability and taking risks in their careers. For Jiyoung, leaving her home country during a global pandemic was a significant risk, but it led to exciting opportunities in London.

“If I were to speak to my younger self, I’d say: don’t settle for less than what you truly want. At one point, I considered a quieter life on Jeju Island, but I knew it wouldn’t bring me joy. It wouldn’t place me in an international environment where I could explore my passion for cities and the built environment. So, despite having no concrete plan, I took a leap and flew to London. I’m pleased I followed my passion.” - Jiyoung

Similarly, Darius’s bold shift from finance to creative tech allowed him to explore a passion he never thought he’d have the privilege to work in.

“I’m grateful for the lessons learned from the path I thought was right for me. It ultimately led me to a more creative field that truly suits me. I’ve now found my place and can contribute in a meaningful way." - Darius

Throughout their careers, both Jiyoung and Darius have managed cultural expectations. For Jiyoung, it was the pressure to excel in traditional fields like medicine or law, while for Darius, it was the expectation to pursue a conventional route in accounting and finance. Despite these challenges, both have forged unique professional paths by following their passions and breaking away from societal norms.

Though both are still navigating their careers, their stories show how embracing risk, stepping outside their comfort zones, and staying open to new opportunities have shaped their paths in meaningful ways.

A huge thank you to Jiyoung and Darius for sharing their candid career stories with us.

Islamophobia Awareness Month 2024 – Seeds of Change

Islamophobia Awareness Month (IAM) occurs in November and is a campaign founded in 2012 by a group of Muslim organisations. It aims to showcase the positive contributions of Muslims as well as raise awareness of Islamophobia in society.

For 2024, the theme for IAM is #SeedsOfChange, with a goal to emphasise the importance of how small actions contribute to big changes. From having a conversation to making workplace adjustments, such actions can foster more inclusion and allow your Muslim employees to feel more comfortable.

In this blog, we discuss the many types of Islamophobic behaviours which can occur within the workplace and how you can take small actions to promote more inclusion.

What is Islamophobia?

To begin, it’s so important we define Islamophobia:

“Islamophobia is rooted in racism and is a type of racism that targets expressions of Muslimness or perceived Muslimness.” - APPG on British Muslims

There are many types of Islamophobia, such as verbal and physical attacks, which are frequently reported in the media. But this is only the tip of the iceberg, and the majority of Islamophobic traits are less visible, such as discrimination, stereotypes, exclusion and marginalisation, often issues which can occur in the workplace.

The statistics

According to data from the Office of National Statistics (ONS), in 2021, nearly 3.9 million individuals identified as Muslim in England and Wales, making up around 6.5% of the total 67.6 million population.

Yet despite being a relatively small, albeit growing, community, Muslims face some of the highest levels of religious hate.

Home Office data ending March 2024 showed:

• 38% of religious hate crimes recorded by the police were against Muslims.
• Over 70% of young Muslims in the UK who say they experience mental health struggles; also say they have been victims of Islamophobia.
• 42% of Mosques experienced a religiously motivated attack in the last 3 years and of those, 83% have been attacked at least once a year.

Furthermore, research by MEND (Muslim Engagement and Development) – a charity that seeks to tackle Islamophobia in the UK – found that those who appear visibly Muslim, such as women who wear the hijab or niqab, are likely to be targeted with both overt and covert forms of Islamophobia.

Islamophobia in the workplace

Often, we don’t realise the hidden forms of Islamophobia that takes place in the working environment. Here’s some examples:

• Making assumptions about religious festivals, such as Ramadan and Muslim’s who are fasting, not fasting and choosing not to fast.
• Refusing flexible working and annual leave requests during religious festivals.
• Not providing a safe space for prayer but then asking for workers to return to the office.
• Treating someone differently and discriminatory because they wear a headscarf or niqab.
• Only holding drinking socials and thereby indirectly excluding some Muslim colleagues from taking part, who may feel uncomfortable in attending these events.
• When holding team meals, you feel that providing Halal food is an inconvenience.

While many companies have made progress in policies and events for their Muslim employees, there is a still a long way to go in ensuring a truly inclusive and Islamophobic-free workforce. A recent report by Pearn Kandola on Antisemitism and Islamophobia at work (2024), found that many Muslims are faced with passive-aggressive behaviours when seeking time off work for prayers and feel they are merely ‘tolerated’, rather than fully accepted.

Without realising it, many people are unconsciously bias towards Muslim individuals, impacting their career progression, mental health and day-to-day interactions.

How you can make a difference

Here’s how can you plant some #SeedsForChange and ensure your Muslim colleagues feel welcomed and included.

• Education over ignorance. Like with most things, we truly believe in the power of education. A large part of this is learning about Islam, the festivals, the principles and how this guides someone’s appearance and values, such as not drinking alcohol. Be curious, but not ignorant. After all, you can find out anything on Google.

• Diversify your social events. Not all socials have to be centred around drinking. This not only alienates some Muslims but pretty much anyone who doesn’t drink or who feels uncomfortable around alcohol.

• Provide a quiet and private space for prayer. This is particularly important if you have a working policy swayed more towards being in the office. Ensure the prayer room is labelled clearly and isn’t changed into a meeting or other type of room at short notice.

• Respect flexible working requests. Be sure to honour and allow more flexible working during certain religious periods, such as Ramadan, where fasting patterns require more flexibility.

• Invest and act on anti-racism/Islamophobic training. Often being on the EDI journey is recognising that ‘you’ve not cracked everything’ and that there’s still a long a way to go. Accept that there may be times when uncomfortable training, such as anti-racism, may be necessary to help understand unacceptable behaviours.

We’ve discussed many of these areas before, take a look at our Ramadan blog for more specific support during Ramadan and our Faith and Religion guidebook for more general guidance on supporting those who follow a religion or faith.

To speak to PREACH Inclusion about our intersectional inclusion policies, please email hello@preachinclusion.com.

Black History Month Special – In conversation with Emmanuel Alade, Lambert Smith Hampton

Emmanuel Alade. 

October marks Black History Month, a time to honour the contributions of Black individuals and communities while reflecting on the past and looking toward a more inclusive future. In this spirit, we are delighted to speak with Emmanuel Alade, a Senior Associate at Lambert Smith Hampton (LSH) – one of PREACH Inclusion’s corporate partners’ – whose journey to a prominent role in the UK’s built environment sector encapsulates resilience, adaptability, and a commitment to inclusivity.

This year’s theme, Reclaiming Narratives, emphasises the importance of spotlighting untold stories, unsung heroes, and everyday individuals who have made an indelible impact on Black communities. By highlighting Black excellence in all its forms—from the arts and sciences to politics and everyday life—this theme empowers the next generation with a richer, more accurate understanding of Black history.

Emmanuel’s journey is a powerful example of how Black professionals are making a lasting impact on the UK’s built environment. So, grab a cuppa and settle in as we delve into his story and how it beautifully reflects this year’s theme.

A Path Less Taken

Emmanuel’s journey began in Lagos, Nigeria, where he was born before relocating to the UK at the tender age of eight. Navigating the complexities of a new culture was challenging, especially with his mother in the UK and his father remaining in Nigeria. However, Emmanuel found solace and support from friends who shared similar backgrounds, enabling him to adapt and thrive.

After completing his BSc in Architecture at the Royal Docks School of Business and Law, part of the University of East London Docklands, Emmanuel took a year out to gain practical experience in Milton Keynes. He faced the reality that pursuing architecture required a significant financial investment, which led him to take various jobs in sales and customer service. In these positions, Emmanuel discovered a natural talent for engaging with people and building connections, reflecting:

"Speaking with people, making connections, and holding conversations came naturally to me." - Emmanuel

This unexpected pivot allowed him to merge his architectural interests with business development in the built environment.

Finding His Niche at Lambert Smith Hampton

Emmanuel joined Lambert Smith Hampton (LSH) in 2018, marking the beginning of a transformative chapter in his career. Initially part of a small team focused on project acquisition, he found himself navigating the unfamiliar language of surveying and development, despite his architectural background. He recalled those early months:

"The first six months were tough, but the support I received from the team made all the difference." - Emmanuel

What stood out to Emmanuel at LSH was the company’s culture—a supportive environment that prioritises recognition and collaboration. He appreciated the company’s commitment to acknowledging hard work, noting:

"If you do your job well, you’re recognised and rewarded. This attitude kept me motivated, even during tough times like the pandemic. It’s a place where I can be myself." - Emmanuel

Leading on Business Development and EDI Initiatives

As part of Emmanuel’s position as Senior Associate at LSH, he leads on business development. Emmanuel is responsible for sourcing opportunities and networking across different offices. He shared recent success stories, such as collaborating with Redbridge Council, but acknowledged that challenges are part of the process:

"There are great days when everything clicks, and challenging days where clients choose to go with competitors." - Emmanuel

Central to Emmanuel’s role is his commitment to equity, diversity, and inclusion (EDI). He leads LSH’s multicultural EDI network, focusing on raising awareness around diversity and fostering discussions on recruitment. Emmanuel highlighted the importance of these initiatives, explaining:

"Working with HR to present LSH in schools is about cultivating a diverse talent pool and providing apprentices and graduates from local areas with work experience opportunities." - Emmanuel

However, Emmanuel believes more can be done to support Black and ethnic minority professionals in the workplace, particularly in terms of personal development:

"What’s often missing is focused, granular development plans for ethnic minority employees, particularly at mid-senior levels. There’s a need for tailored professional development from associates upwards." - Emmanuel

"Increased visibility can bring diverse ideas and perspectives to the table. In construction, while we typically see standard materials like steel and concrete, we could benefit from incorporating innovative architectural concepts inspired by African structures. The problem is that there aren’t enough visible Black professionals for newcomers to emulate. This lack of representation makes it difficult for aspiring individuals to find inspiration.” - Emmanuel

Reclaiming Narratives for Black Professionals

This year’s Black History Month theme, “Reclaiming Narratives,” resonated deeply with Emmanuel. He reflected on how, for too long, Black stories have been told by others, often leading to incomplete or skewed portrayals that fail to capture the true depth and complexity of their experiences.

This theme is not just about revisiting history; it’s about taking ownership of stories that define Black culture, contributions, and identity. It’s a call to action for Black communities across the UK to step into the role of storytellers, historians, and custodians of their heritage.

Emmanuel highlighted the importance of showcasing Black excellence in the built environment. He pointed out that the contributions of Black professionals often go unnoticed, apart from a few notable names like Ghanaian-British architect David Adjaye.

"If you Google 'top Black architects in the UK,' only a few names come up. It’s disheartening. The achievements of many Black professionals are often overshadowed by negative narratives." - Emmanuel

He believes that increased visibility for Black professionals can inspire newcomers and stressed the impact of representation:

"Increased visibility can bring diverse ideas and perspectives to the table. In construction, while we typically see standard materials like steel and concrete, we could benefit from incorporating innovative architectural concepts inspired by African structures. The problem is that there aren’t enough visible Black professionals for newcomers to emulate. This lack of representation makes it difficult for aspiring individuals to find inspiration.” - Emmanuel

Supporting and Retaining Black Talent

Emmanuel believes that to effectively support ethnic minorities, companies should focus on implementing development plans that help employees understand the skills needed to advance. He stressed the importance of initiatives that go beyond traditional social events:

"To retain talent, it’s not just about recruitment—it’s about promotion and ensuring minorities can rise to senior positions." - Emmanuel

While he is proud that LSH has made significant strides toward inclusivity - such as collaborating with organisations like PREACH Inclusion and establishing four to five networks dedicated to EDI — he believes more can be done across the wider built environment sector to retain talent and support minorities into leadership roles.

Emmanuel with PREACH Inclusion founder, Priya Aggarwal-Shah. Emmanuel is dressed in Nigerian clothing, while Priya is dressed in Indian clothing. 

As Emmanuel looks ahead, he emphasises the importance of continuing the conversation around representation and recognition and actively highlighting the achievements of Black and minority employees in the built environment sector.

Despite the challenges, he remains hopeful, noting that meaningful change can be achieved by engaging with networks that advocate for inclusion.

Celebrating his Nigerian Heritage

In a lighthearted conclusion, Emmanuel shared the joy of his Nigerian heritage, particularly the vibrant aspects of cultural expression. He reflected on what makes Nigerian culture special:

"The fun side of our culture—dancing, food, and free-spirited laughter—makes it so special." - Emmanuel

He shared the significance of communal dining in Nigeria, where many dishes are enjoyed with hands, reinforcing the connection between culture and cuisine.

When asked about his favourite African landmark, he said the Egyptian pyramids of Giza stand out as his favourite place. He appreciates its historical significance as the burial site for Egyptian royalty during the Old Kingdom, where the three monumental pyramids were constructed for the revered kings Khufu, Khafre, and Menkaure, each representing a remarkable chapter in the rich tapestry of African history.

Final Thoughts

As we celebrate Black History Month, Emmanuel’s journey is a powerful reminder of resilience, representation, and community. His dedication to inclusivity in the built environment inspires us to reflect on our own roles in shaping a more equitable future. Emmanuel’s story urges us to be active participants in our communities, highlighting the importance of sharing our unique narratives.

Embracing change through a new country, culture and season

September is ESEA Heritage Month, with the aim to celebrate and honour people of ESEA (East and Southeast Asian) heritage and their culture, history and everything in between.

As part of this month, we are thrilled to have ING Media's Haziq Ariffin, share his reflections on this year's theme: Changing Seasons.

“A reflection on the cyclical nature of life. Just as the seasons transition, so too do our experiences, cultures and identities within the ESEA communities and beyond. From the tangible shifts in weather to the evolving cultural zeitgeist, this theme encapsulates our collective journey towards new beginnings and growth.”

Enjoying the Singapore National Day Parade, August 2024.

Haziq Ariffin

As I find myself at a unique crossroads, it feels like the theme for this year’s ESEA Heritage Month, “Changing Seasons”, couldn’t be more apt.

This time last year, I wrote about Roots and Routes, reflecting on a short trip back to Southeast Asia. Now, I write this from my new home in Singapore, having relocated after seven years in the UK. Personally, I’m really excited to be expanding ING Media's international presense, particularly in Asia.

Finding meaning in seasons

Whilst readjusting to Southeast Asia, I’ve quickly learnt that “Changing Seasons” could be a misnomer here, where the climate is seemingly unchanging — it is either hot or rainy, but it is always humid. The absence of four distinct seasons means you can’t rely on the number of coats and umbrellas on the streets to determine which part of the year you’re in. Instead, you look out for seasonal fruits and moments in the calendar.

Haziq Ariffin, Singapore. 

Celebrating our shared identity

September, in particular, has been a great month for reflections on identity and community as August marks the National Days for both Malaysia and Singapore. National Days are significant events that commemorate our past whilst being hopeful about the future. Particularly for those of Southeast Asian heritage. It is a day celebrating national pride, identity and belonging and as a massively diverse region, it is an opportunity to reflect on our shared histories and connection across cultures – a journey that never ceases.

Feeling conflicted

At the same time, August this year was a particularly difficult time with one of the worst periods of unrest the UK has seen in recent decades. From afar, I felt the tangible fear and anxiety, particularly amongst the ESEA community, following the nationwide riots that were fuelled by misinformation and anti-immigration sentiment. No doubt, an experience like that forces you to reexamine your identity and community and its position in the zeitgeist.

Change is progress

However, “Changing Seasons” is also a reminder that we should embrace change with fervour and courage. You don’t have to look far. Priya’s decision to rebrand PREACH Inclusion (from BAME in Property) this year is a powerful example. I presume that it was a daunting prospect to have to negotiate and a formidable task to undertake but I’m certain that it’s a welcome change. From a communications perspective, it speaks volumes to Priya, her brand, and what it stands for.

Embracing change

Change can be intimidating, but it can also be a door to new opportunities and growth. As ING celebrates its 25th anniversary this year, we are actively reflecting on our journey and looking forward to the next 25 years. In the words of Damian Wild, ING’s Managing Director, “ING is embracing these changes with purpose.”

A global perspective

I’m proud to be a part of ING’s international story - bringing our expertise in strategic communications to connect businesses across the globe. Whether that means supporting companies based in Asia Pacific looking to expand internationally or helping raise the profile of businesses from around the world in the Singapore market, our mission is to serve as a bridge that facilitates meaningful connections.

This journey has already proven to be an incredibly fun challenge. Attending various events and engaging with business leaders as well as members of the media, I’ve realised the nuances in ways of working and learned to make micro-adjustments in how we communicate to suit specific cultural contexts.

As we celebrate East and Southeast Asian Heritage month, I hope we continue to celebrate our rich and colourful cultural heritage and commit to learning from each other with humility.

A visit to the Impact Lab at the Surbana Jurong campus with SAA Architects. 

In conversation with Hannah Tottie and Lamarr Bonaparte-Myers, Trident Building Consultancy

Hannah Tottie and Lamarr Bonaparte-Myers.

This month we caught up with Hannah Tottie, Marketing Executive and Lamarr Bonaparte-Myers, a Building Surveyor from Trident Building Consultancy (Trident), one of PREACH Inclusion’s corporate partners.

Although Hannah and Lamarr work in different parts of the business, the nature of working in a smaller company has enabled them both to be exposed to other disciplines, whilst developing new skills and having more responsibility overall.

Hannah shares more about graduating and then reading a master’s during the COVID-19 pandemic – a challenge to say the least – and how she then began her career in marketing at Trident.

On the other hand, Lamarr has had a slightly longer career to date, initially working in Transport Economics and Economic Development, before finally deciding he wanted to pursue a career in Surveying.

With equity, diversity and inclusion being key parts of the conversation, we cover everything from inclusive marketing to unconscious bias and microaggressions.

Grab a cuppa a dive in!

Navigating the pandemic

Hannah was born and bred in Bradford, near Leeds. She was state school educated before heading to Staffordshire University, in Stoke-on-Trent, to study for her undergraduate degree in Modern and International History.

She completed this towards the beginning of the COVID-19 pandemic, after which she returned to Leeds and began her master’s in Modern History at Leeds University, which was completely online due to pandemic restrictions.

“Although I enjoyed the course, everything else was hard… It was entirely on MS Teams and people didn’t have their cameras on, making it challenging to build a rapport… I never met anyone in person, making it a lonely and isolating experience. You always expect to have that community-feel when you study, but I just didn’t have that.” – Hannah

It was during her master’s that Hannah explored various options on what to do after her degree. Realising that she enjoyed being creative, Hannah sought advice from career services, who suggested Marketing as a career path.

Following a voluntary marketing role, Hannah landed her first proper job as a Marketing Assistant at Trident, in November 2021.

“I’ve been with Trident for nearly three years now and in that time, I’ve had so many opportunities. I think it comes with being in a smaller team, just getting stuck in with lots of different tasks – from SEO to writing content, reviewing analytics and leading campaigns – no two days are the same; it’s been great. I’ve also completed my CIM Level 4 Certificate in Professional Digital Marketing. Working full time alongside studying brings its own challenges, but Trident’s support and flexibility made it possible.” - Hannah

Embracing a squiggly career

Meanwhile, Lamarr is of St Lucian and Jamaican heritage and was born and raised in Islington, a vibrant and diverse part of London.

He then went onto study a BA in Economics at the University of West England (UWE) Bristol, followed by a master’s in International Development at Bristol University.

Lamarr enjoyed the analytical side of things so economics, numbers and data were a natural choice for him.

However, he did have a bit of a cultural shock when first moving to Bristol.

“Admittedly, I was in my own little London Bubble – it’s so multicultural and you forget that many other places within the UK aren’t like this! At first glance, it appeared there was less ethnic diversity. However, as I submerged myself deeper into the city, I discovered Bristol’s diversity. Closer to my heart, and with Grandparents from London's Windrush generation, I discovered the diverse history behind Bristol’s Windrush Generation and the influence that generation had across the city, from the heroic 1963 Bristol Bus Boycott to St Paul’s carnival.” – Lamarr

Between both degrees, Lamarr had a placement in International Economic Development at Atkins Realis, giving him opportunities to work on a range of projects.

He then joined WSP, initially as a Graduate Transport Consultant, where he developed his stakeholder engagement skills and provided insights in culturally diverse communities, owing to his own heritage and background.

Two years after joining WSP, he transferred to their Advisory department, with opportunities to contribute to the Al Ula project in Saudi Arabia.

It was during his time at WSP, that Lamarr realised he wanted to work in surveying. Partially due to the pandemic, the idea of spending more time outside, while working in a variety of locations, appealed to him.

“Fortunately, WSP welcomed my enthusiasm and willingness to adapt to surveying and I was able to transfer internally into a new role.” – Lamarr

Alongside his role, Lamarr studied for a PgDip in Building Surveying, ensuring he was equipped with the right knowledge for a successful transition to this new career.

Despite the changes, Lamarr believes in following your gut.

“Economics was all I knew, having studied it, so working in that field was a natural choice. But something was missing, and I wanted to spend more time outdoors and be active in my role… In reality the transition was easier than I thought… there’s a lot of transferable skills from economics to surveying and I often come with a different perspective… don’t be afraid to change your path, just take the risk and the rewards will follow.” - Lamarr

Lamarr joined Trident in July 2023 as a Building Surveyor and currently specialises in fire safety related projects, across a range of sectors including hotels, student accommodation and residential apartment blocks. He is also enrolled on a Level 4 Fire Risk Assessor course to gain membership in the Institute of Fire Engineers and Institute of Fire Safety Managers.

“The biggest transition in my career to date was going from WSP to Trident. WSP is a huge company in comparison, while Trident is smaller, like a family. I have more responsibility and involvement in every stage of the projects I work on.” - Lamarr

Life at Trident

Both Hannah and Lamarr speak highly of the culture at Trident, echoing how its enabled them to achieve more than what they imagined.

“Being a small company, everyone knows each other and is very approachable. I’ve had more opportunities, such as presenting to members of the leadership team, which gave me a chance to practice my public speaking skills… I don’t think I would have been able to do this in a larger company, so I really believe Trident pushes me out of my comfort zone – in a good way… And this has helped me in my personal life too, being more confident and assured in myself.”– Hannah

“For me, I’ve been able to grow in a safe environment. Trident gives you a lot of freedom and you know you can speak to anyone and express yourself. I’ve been here just over a year now, and my responsibility and involvement with clients has grown exponentially.” – Lamarr

And even outside of usual work activities, Trident has cultivated an inclusive and welcoming culture.

“We have ‘Trident Day’ and because we are an Employee-Owned Company, we celebrate that too and make everyone aware of how they can benefit from that. It’s good to talk outside the business and technical environment.” - Hannah

The importance of equity, diversity and inclusion

For Hannah, her interest in diversity and inclusion stems from growing up in a diverse area and feeling enriched from exposure to so many different cultures and religions.

“Bradford is a very diverse area, but I never appreciated it until I moved away for university. There was always a religious festival and celebration in the area, so it grew my understanding of different cultures. But when I moved away, I realised how others hadn’t been exposed to this. Being aware of different cultures helps to build connections and enriches you.” ­ - Hannah

This curiosity led Hannah to join Trident’s EDI Committee, allowing for more opportunities to fuel her learning, while also supporting important business objectives.

“I joined the EDI Committee, not only to ensure my approaches with marketing were inclusive, but also because I wanted to broaden my understanding of EDI and its impact within the wider business and our industry.

“With marketing, it’s important to consider how something might be perceived based on that individual’s cultural context. I always try to think of the bigger picture.” – Hannah

Through Trident’s EDI Committee, and with the support of Hannah, the company has marked a number of events and festivals. One particular highlight was a company-wide fast during Ramadan, where employees across all regional offices were encouraged to fast during the day to experience the positive and challenging impacts of this.

“For me, fasting was a great experience. We then shared the activity on our social channels, allowing me to be creative, while also supporting the learning of others.” – Hannah

Navigating the profession as a Black surveyor

For Lamarr, his skin colour has highlighted a number of challenges he has experienced himself and has fuelled the importance of inclusion and better representation in the industry.

While conducting site visits, Lamarr has experienced micro-aggressive behaviours from the public.

"On one occasion, I was taking photos of a site and a member of the public queried this, even though I was wearing a hi-vis jacket, indicating my reason for being there. The questions crossed the line between being inquisitive and challenging my presence. It made me feel uneasy, so I asked my line manager if I could have an ID badge made. IDs were promptly rolled out across the company, which made me feel supported, but equally, there should never have been a need. It made me feel like an imposter in my own job that I worked hard to get… like I didn’t deserve to be there." - Lamarr

Lamarr is now more cautious about construction site visits, especially those outside of London or in areas where there is less diversity.

He emphasised the need to have others like him around to lean on and seek guidance.

“I don't have many work role models, and I believe that is due to a lack of Black representation in the industry as a whole, particularly at senior management and director level… I feel as though I'm having to create my own path.” – Lamarr

There is no doubt that better representation can help reduce unconscious biases in the workplace.

“Representation can help with cultural understanding and building working relationships. For example, pub culture in the industry is common, but going to the pub isn't common from where I’m from… although no one forces a pub upon you, you do often feel like an outsider or not a team player if you turn it down.” - Lamarr

Additionally, in light of recent Far Right riots in the UK (August 2024) and the overt racism that many ethnic minorities were facing, Lamarr wants the industry to call out the systemic racism that exists in our society – all the time – not just when we are triggered with such behaviour.

“Many people are shocked at the level of vocal and overt racism we saw, but the offenders have always had those views, just less open. As a surveyor, those people could be residents, contractors, or business owners. And growing up those people could have been teachers or people with a duty of care. Its why systematic racism should always be mentioned alongside the vocal racism.” - Lamarr

He emphasises that it’s OK to check in on colleagues and clients, and the need for open and progressive discussions.

A note to their younger selves

As we wrapped up the conversations, both Hannah and Lamarr shared what they would say to their younger selves.

“Just chill out! Of course, work hard… but do what you enjoy, and it will work out. Save the worrying for when you’re an adult!” – Hannah

“Don’t feel like you’re stuck in one career for life. You can move around, retrain, just go for it… I have no regrets, because everything is a learning experience.” – Lamarr

A huge thank you to Hannah and Lamarr for speaking with us and sharing their career stories so candidly.

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EDI at Trident

Our association with Trident goes back nearly two years, where in that time we’ve supported the leadership team with training, helped set up an internal equity, diversity and inclusion (EDI) committee and provided advice and guidance on inclusive social media content. In January 2024, Trident signed up as a corporate member, solidifying our work and partnership.

“Our partnership with PREACH Inclusion has provided us with invaluable guidance and resources to create a more diverse and inclusive workplace. Through workshops and our EDI framework, our team has a deeper understanding of diversity and inclusion, enabling us to address biases and create a more welcoming environment for all.”

- Alexander Price, Director of Marketing

Trident is one of PREACH Inclusion’s corporate partners. Learn more here: https://www.preachinclusion.com/membership.

Marking East and Southeast Asian Month – changing seasons, changing identity?

September is ESEA Heritage Month, with the aim to celebrate and honour people of ESEA (East and Southeast Asian) heritage and their culture, history and everything in between.

At PREACH Inclusion, we are marking the month by sharing experiences from our ESEA members based on this year’s theme: Changing Seasons.

“A reflection on the cyclical nature of life. Just as the seasons transition, so too do our experiences, cultures and identities within the ESEA communities and beyond. From the tangible shifts in weather to the evolving cultural zeitgeist, this theme encapsulates our collective journey towards new beginnings and growth.”

To kick this series off, we are featuring Jessie Leung, an Estates Surveyor at South Gloucestershire Council, who was born and raised in Hong Kong. Here she shares with us the impact of adapting to British life, while holding onto her unique cultural identity and values.

By Jessie Leung

Jessie walking along the promenade in Hong Kong few years ago with my candle-lit lantern.

This year’s Mid-Autumn Festival falls on the 17th of September, which is also my fourth one spent in the UK. Traditionally in East Asian cultures, the festival celebrates the harvest of crops on the day of full moon, which is a symbol of unity and harmony. In Hong Kong, we always dedicate the day for reunion with family and friends, eating mooncakes and enjoying a breezy autumnal stroll with paper lanterns. It is commonly believed that summer is officially over as Mid-Autumn Festival marks the change of season.

Lanterns with family in Jessie's back garden last year.

Interestingly, this will only be the second year that I properly celebrate Mid-Autumn Festival in the UK, with my extended family including my 96-year-old grandmother. When I first moved to Bristol in 2021, I was busy settling down and building a life in a new country, that I didn’t pay attention to most cultural festivities that I normally observe in Hong Kong. I wasn’t trying to ignore my culture on purpose to ‘blend in’, but simply too busy adjusting to different aspects in life. It certainly didn’t help by the fact that I can no longer enjoy the multitude of bank holidays in Hong Kong, which celebrates both East and West cultures! We have 17 public holidays each year ranging from Buddha’s birthday to Easter Monday.

"On days when it is dark, cold and rainy, I question my decision to leave my hometown (Hong Kong) for a life full of uncertainty – the language barrier, challenges of contrasting communication style, and the struggle to show up as my authentic self and establish my cultural identity."

The subtropical climate in Hong Kong means that the seasonal changes are milder compared to the UK, in terms of the length of daylight and the temperature range. It was only in the last three years that I fully realised the impact of weather and seasons on my body and mind. There are days when I feel fully adapted to life in UK, embracing the opportunities as a first-generation immigrant. I proudly share my multi-cultural background and present myself as a three-dimensional person with unique identity. Then on days when it is dark, cold and rainy, I question my decision to leave my hometown (Hong Kong) for a life full of uncertainty – the language barrier, challenges of contrasting communication style, and the struggle to show up as my authentic self and establish my cultural identity. Do I explain to people that I mainly speak Cantonese every time they ‘Ni Hao’ me? Do I compromise my urge to have hot lunch in the office and grab some meal deal with colleagues instead?

"Just as we should acknowledge the role of seasonal changes on our body and mind, we should embrace the evolving identities within ourselves that could change with the environment and experiences we receive in our daily life."

Then I remember the core value of my culture – to celebrate and do things according to the climate. There are 24 solar terms in the Lunar calendar indicating the cycles of nature, guiding routines and rituals closely linked to the weather. Just as we should acknowledge the role of seasonal changes on our body and mind, we should embrace the evolving identities within ourselves that could change with the environment and experiences we receive in our daily life. It’s perfectly acceptable to be more adaptive and accommodating to new local cultures on some days, and equally reasonable to be in touch with our cultural upbringing on certain days to celebrate my roots. Identity is a fluid concept, and we should learn to be comfortable with the shifts within ourselves just as those outside of us. Here’s to beginnings of a new season!

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About East and Southeast Asian Month

In 2021, the first ever ESEA Heritage Month was held to celebrate East and South East Asian culture, heritage and communities. The month was founded by Britain’s East and Southeast Asian Network (BESEA) in the wake of the COVID-19 pandemic where racism and discrimination against East and Southeast Asians increased. The network campaigns for positive representation of ESEA people in the UK, in all walks of life – from British media, on screen, in creative spaces and in corporate and institutional positions of power way you tell your story online can make all the difference.

Thank you to Jessie for sharing with us this personal experience, which sheds light on just some of the challenges and opportunities many people from different countries may face

Far Right riots – thoughts, guidance and more from PREACH Inclusion

Photo by James Eades on Unsplash.

Comment and guidance by Priya Aggarwal-Shah

Stay safe, stay alert.

Four words that have become all too familiar within WhatsApp groups among Muslim and ethnic minority communities.

“Don’t stay out late… avoid that area… maybe change your plans… etc.”

Welcome to the UK in 2024. A place where racism, Islamophobia, fascism and more are very much alive.

We’ve always known it; we didn’t need some riots over the last week to confirm it. Now everyone else is aware and wondering what to do.

But let’s take you back a little, and help you understand why some of these issues exist.

Racism is an uncomfortable topic

The hard and harsh truth is that British people don’t like talking about race. We have this fear of getting it wrong or worry that we don’t know enough about racial issues. The other challenge is the fear of offending others, stopping us from asking questions that can help us learn and break down barriers. This is all confirmed in the Race and Microaggression workshops I host.

And now when I think about it, perhaps the term microaggression is problematic in itself – there is really nothing micro about a microaggression. It’s racism. And all those companies implementing ‘unconscious bias’ training, let’s be real: that’s just a nice way of saying ‘I think my employees often exercise an element of racism when hiring new people.’

We must be able to talk about it and call the thing the thing. As soon as we cherry-pick our language, we are undermining and invalidating the experiences that so many ethnic minority individuals are encountering.

Islamophobia is rife

"Surely, pulling off a Muslim woman’s hijab, throwing acid on their face, vandalising mosques and damaging graves can only be labelled as one thing."

The Prime Minister, Sir Kier Starmer the most senior politician in our country, is failing to label the current riots and behaviours that have been happening for years now, as Islamophobic. Surely, pulling off a Muslim woman’s hijab, throwing acid on their face, vandalising mosques and damaging graves can only be labelled as one thing. When other religions aren’t targeted in the same way, the answers are obvious.

It’s not enough for Muslim people to only be calling it out – it has far more substance when people outside of this community can label it.

When you fail to call something for what it is, you are complicit in the terror it’s causing.

We are a diverse nation, but we are not inclusive

"There is a sizeable proportion of our country that supports a party like Reform - one that doesn’t value immigrant contributions, multiculturalism and integration, and one that promotes division over what we have in common."

Our General Election on 4th July, 2024 confirmed the rise of right-wing populist party, Reform.

Reform received 14% of the vote share and four seats, more than the Lib Dempcrats’ 12%, despite them holding 71 seats. It’s a strange consequence of the first-past-the-post system and perhaps a good one too - while many would like to see proportional representation in our elections, it would mean that more extreme parties get more seats and thus a say in our policies.

And this isn’t a good thing. Our latest Census data (2021) showed that around one in six people residing in the UK, were born abroad. It also showed that c.18% of the population is ethnic minority, with many cities being global majority, I.e. ethnic minorities make up the majority of the city (Birmingham, Leicester, Luton etc). We also have more religious diversity than ever before.

So, on paper we are a diverse nation.

But in reality, there is a sizeable proportion of our country that supports a party like Reform - one that doesn’t value immigrant contributions, multiculturalism and integration, and one that promotes division over what we have in common.

The riots aren’t a result of recent tragic events; they have been brewing for some time, fuelled by politicians and the media.

How to move forward from this

As an organisation, we are here to support the industry. We are called PREACH Inclusion – PREACH standing for Promoting Race, Ethnicity and Cultural Heritage. This is what our organisation stands for; everything the riots over the last week do not.

As many Muslim and ethnic minority individuals continue to feel uneasy, anxious and worried, here is our advice for companies to support their employees in an appropriate way.

Call the thing the thing. Language matters. These aren’t protests; these are riots, which are racist and Islamophobic. They are led by fascists, who are violent, dangerous and are creating a culture of fear. It’s important we acknowledge exactly what these are.

Remember your emotional contract with your employees. When we say ‘check-in with your Muslim and ethnic minority employees and colleagues’, we mean this needs to go beyond asking: are you OK? Suggest hosting safe spaces for people to share concerns and signpost people to employee assistant programmes.

Be reactive. There are rumours of new riots being announced daily and regardless of whether these claims can be substantiated or not, the fear is enough to make people want to stay at home. Allow your employees more flexibility, more working from home, finishing early, if required. There is no need for anyone to put themselves in compromising situations.

Educate yourself about racial issues, Islamophobia, white supremacy, immigration patterns and more. Good allyship is doing the homework to understand the challenges faced by marginalised groups; not expecting your diversity networks to lead on these.

Here are some resources to help you:

Our Faith and Religion guidebook, produced in partnership with London Property Alliance.

Our Race guidebook, also produced in partnership with London Property Alliance.

Learn more about Islamophobia here.

Our comment piece on culturul intelligence during a time of global conflict.

Finally, take it a step further and openly show your support. Messages, posts and more all make a difference.

At a time when DEI has received so much backlash, we’d argue that intersectional inclusion is more important than ever.

We’ll continue to #PREACHInclusion and support our members and network accordingly. If you’d like any assistance, please email: hello@preachinclusion.com

In conversation with Joshua Skyers and Arslan Iqbal, Quod

Josh Skyers and Arslan Iqbal, Quod.

This month, we’re spotlighting our corporate partner, Quod and sharing a candid interview with Joshua Skyers (Josh), a Consultant in Socio Economics and Arslan Iqbal, a Senior Consultant in Development Economics, within the company.

Both in their early careers, Josh and Arslan have already achieved a significant amount in a few years, including professional qualifications and progression within their respective roles.

Like many people, they also experienced the impact of the global pandemic on their careers and share how this affected them – both the challenges and how they came out stronger the other side.

With equity, diversity and inclusion being central themes of this discussion, we also cover everything from code-switching to the influence of faith and religion on their work.

Grab a cuppa and dive in!

Early years and education

Josh was born and bred in Lewisham, South London. He went to a state school there and even to this date, still calls this vibrant part of London his home.

His decision to study Economics at the University of Southampton, was born out of an interest in learning the science behind decision-making. Like many of his peers, he thought he would go down the investment banking route, typical of Economic graduates.

What he didn’t know was how his difference in school education would become so apparent at university.

“Reflecting back on my university years, I do feel that my experiences were different having gone to state school. From the activities people did, the way they spoke to the holidays they had… these were things that I hadn’t experienced and found it difficult to relate to as a young boy from South London.” - Josh

Following his graduation, Josh landed an internship at Quod in the Socio Economics team and has been there since. Although his dad is a surveyor and they had a few conversations about property and real estate, for Josh, his decision to enter the Built Environment sector, was mainly his own.

Meanwhile, Arslan was born and bred in Bedford and still lives there, immersed within the tight-knit South Asian community.

Although Arslan enjoyed school, he was always a more practical individual and didn’t foresee higher education for himself.

“I didn’t think I would go beyond A-levels, but my school made me apply! Like many other South Asians, I was encouraged to pick a degree like Accounting and Finance… But I knew this wasn’t for me and rejected an offer I already had for this course.” – Arslan

Arslan instead chose the property route. After speaking to a few university lecturers, he was advised to pick a course that was RICS accredited and would give him some good options after. A further conversation with his brother’s friend confirmed this.

Despite his early views on higher education, Arslan excelled at university through his own hard-working ethic. Though similar to Josh, his state-school stamp was not without its challenges.

“I remember I was once in a lecture where we were asked who was state schooled. Funnily enough, I was only one of three people who was, and we all happened to sit next to each other! It was a stark reminder of how different we were.” – Arslan

Life at Quod

Josh has been with Quod’s Socio-Economic team since 2019 and was recently promoted from an ‘Assistant Consultant’ to a ‘Consultant’ in June 2024. During his tenure at Quod, he has worked across a wide variety of projects and work streams, with some examples including Community Infrastructure Levy (CIL) advice, Socio-economic Chapters for Environmental Statements, Health Impact Assessments (HIAs) and Equality Impact Assessments (EQIAs). Josh currently specialises in Infrastructure but also works across various Strategic Land and Regeneration schemes. The nature of working in an interdisciplinary company has exposed Josh to a range of skills as well, which he’s enjoyed.

But it wasn’t always smooth. In his early career, Josh was navigating long hours with two jobs.

“During my internship, I was working at Quod 9 to 5 and then a shift at Next in the evenings! It was tough but I ended up getting a permanent role which I’m proud of.” - Josh

On the other hand, Arslan has been a Surveyor at Quod for around 11 months, having previously worked at a smaller firm, where he passed his APC and qualified as a surveyor.

Arslan also echoed how it’s nice to work in a bigger company “where everyone’s skills are embraced”.

Working during the COVID-19 pandemic

Both Josh and Arslan shared how working during the global pandemic was one of the toughest times in their careers.

“Working during COVID has been one of the hardest periods in my Quod tenure to date. It was very early on in my career, at a time when being in the office is so crucial and beneficial… Although we tried to connect on Teams, I do feel this had an impact on my development… Coming out of the pandemic, I really feel like I’ve come out the other side.”

- Josh

Josh currently comes into the office four days a week. His team is also in most days and there is a good amount of cross-collaboration, which has helped him learn from others too.

For Arslan, his experience of COVID was very-much intertwined with his family life. As a carer at home, in the early days of the pandemic, Arslan needed to work from home, perhaps sooner than it was officially announced as a requirement.

“Being quite junior, I didn’t have the courage to ask about working from home before it was announced… However, my manager at the time stepped in and effectively made that decision for me. I was so relieved, and it made me realise that I didn’t need to be afraid to ask for things that were important.” – Arslan

For Arslan, he was able to enjoy a good balance of work, flexibility and running errands during the first two months of the pandemic. But when his caring responsibilities ended, coupled with him being furloughed, he entered a period of change. One thing he is grateful for is how supportive his former employer and colleagues were during this time.

“My colleagues gave me the time to deal with my personal circumstances and they also supported me with coming back into work… even though it may not have been the best decision for the business unit, they recognised it was the best decision for me… to have some routine and connection with my colleagues, once again.”– Arslan

The importance of equity, diversity and inclusion

There was complete consensus on the merits of a diverse and inclusive workforce.

“It’s important to ensure our workforce is reflective of the areas we work in… During my time at Quod, this has been reflected and it’s been really positive for the company culture and the work we do.” – Josh

Josh is also part of Quod’s Racial Equality Working Group, which has run initiatives such as unconscious bias training and working lunch sessions, aimed to be safe spaces for all employees to share their thoughts and learn from each other.

This was echoed by Arslan, who also shared that Quod has cultivated a culture that welcomes everyone.

“Quod has really ensured there is a space for everyone. Earlier this year, I celebrated the holy month of Ramadan. The company dedicated a post on our intranet informing colleagues about the protocols of Ramadan, prompting the Managing Director to email me to check my needs at this time, including offering a prayer room to anyone requiring that space… As someone of a religious minority, that made me feel really valued amongst my peers”

- Arslan

Codeswitching

Despite the positive steps with EDI, both Josh and Arslan went through a phase of ‘code switching’ in their early careers. This is when an individual changes their behaviour or culture to fit in with majority groups.

“… this was very early on in my career. My colleagues were from majority backgrounds and in order to fit it, I would try to portray myself as the same… I would playdown my role at home, being a carer, which resulted in being obscure about my life outside of work in order to fit in.” – Arslan

“For me, it was hard not seeing anyon who looked like me… I stopped being my true, authentic self.” – Josh

Both Josh and Arslan have grown in confidence during their careers to date.

“As I became older, I became more confident in my identity… and it’s so important for others to see my authentic self – you never know who might be feeling the same and is inspired from that authenticity.” – Arslan

The influence of faith and religion at work

Faith and religion are important factors in both Josh and Arslan’s lives.

As a Christian, Josh often considers his faith in the work he does.

“I think my faith does play a part in my work, especially when we are working on Equality Impact Assessments. We always ensure that these documents are not just tick-box exercises and always try to highlight and address the genuine issues at stake. My Christian faith puts even more emphasis on ensuring that these assessments are carried out both efficiently and effectively” - Josh

Meanwhile, for Arslan being a Muslim influences his behaviours and how others perceive his religion too.

“A few years back, I heard some uncomfortable conversations about my religion… Although at the time, I wasn’t entirely confident to challenge this, I am grateful for that experience, because it’s taught me how I might deal with a similar situation in the future.” – Arslan

There was also an acknowledgement that social and other networking events need to become more diverse, with more non-alcoholic drink options and greater dietary requirements being met. This can also help people of different faiths feel more comfortable, without having to ask for changes and being singled out.

Arslan also contributes to initiatives focussing on being Muslim in the Built Environment sector, which he hopes will be a positive force for Muslims in the industry, those looking to join and allies, looking to learn and do better.

Words to their younger selves

As we wrapped up the conversation, some final words were shared by Josh and Arslan to their younger selves.

“Trust the process and be confident in your ability… it’s easy to get into a spiral of doubt, but the hard work pays off.” – Josh

“Be your authentic self… it’s what takes you further.” – Arslan

A huge thank you to Josh and Arslan for speaking with us and sharing their career stories so candidly.

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EDI at Quod

“Quod is committed to being an inclusive workplace – we want everyone to feel able to participate fully and achieve their potential. Our EDI Team was set up in 2019 with a remit to champion diversity at Quod, and in our networks and wider industry. In our award for RTPI Planning Consultancy of the Year 2023, our work on equality, diversity and inclusion was commended – Judges were impressed by the systematic and pro-active approach to equality, diversity and inclusion that Quod have developed.

“Quod is proud to partner with PREACH Inclusion to continue to make Quod an even more inclusive, diverse, knowledgeable, and enjoyable place to work for all. This approach carries through to our work, with the need for understanding and representation across our projects and the communities we work in. We are looking forward to our continued relationship, working together to ensure progression, through our company initiatives, and to also contribute to meaningful change in our industry.”

- Carly Vince, Senior Director

Quod is one of PREACH Inclusion’s corporate partners. Learn more here: https://www.preachinclusion.com/membership.

How to effectively support diversity networks

By Priya Aggarwal-Shah, Founder and Director of PREACH Inclusion®

In recent years, the use of diversity networks or committees within organisations has increased exponentially. From catch-all networks covering different diversity perspectives, to single identification networks, such as ethnicity, sexuality or gender, nearly every organisation has at least one if not several networks.

Despite many companies adopting diversity networks, there is still uncertainty on how effective they are. Drawing from our experiences of being part of diversity networks and supporting other companies with theirs, we’ve identified the common factors that can make the network ineffective, alongside best practice to ensure the diversity network is making a difference.

What are diversity networks?

“Such networks provide employees from underrepresented backgrounds an opportunity to come together in a safe space..."

Diversity networks, also referred to as ‘employee resource groups’ or ‘affinity networks’, are initiated to inform, support and advance employees with similar social identities. In many organisations, diversity networks are part of a larger diversity management agenda and an increasingly popular practice to promote equity, diversity and inclusion in the workplace.

While many diversity networks originally focused on one or two issues, such as gender balance or race, in recent years, bigger companies have extended affinity networks to a range of identifications, including sexuality, religion, disabilities and parent networks.

The most obvious benefit of such networks is that they provide many employees from underrepresented backgrounds an opportunity to come together in a safe space, share any concerns and demonstrate that strength in numbers.

Nevertheless, there are several factors that can make or break a diversity network and its success, as discussed below.

1. Absence of an Executive Sponsor

One of the biggest downfalls of a diversity network is the absence of a senior leader within the group, helping to move the dial. Without this, there is no clear person to report to and no guarantee that suggestions will be implemented.

“An executive sponsor demonstrates to members and the wider company that the diversity network is a serious initiative, with backing from those at the top."

Solution: All diversity networks need to have an executive sponsor, ideally someone who identifies with that group’s lived experience i.e., ethnic minority, LGBTQ+ etc., as this will enable them to support and empathise with conversations.

An executive sponsor’s role and seniority allows them to pass issues onto the wider executive team, determine budget and ensure actions are moving forward. It also demonstrates to members and the wider company that the diversity network is a serious initiative, with backing from those at the top.

2. Insufficient time and resources

“Without sufficient time allocated for the network, many become merely ‘talking shops’, where nice ideas are discussed but not implemented."

Another reason why diversity networks often stall, is due to members not having sufficient time to dedicate to meetings, actions and activities. Most members of such groups already have a day job – billable client work, which takes priority and usually results in other activities being cancelled or shelved. Furthermore, most networks are expected to hold meetings during lunch hours, suggesting it isn’t serious enough of a responsibility to be held during working, billable hours.

This doesn’t mean that brilliant ideas aren’t discussed or there isn’t ambition to materialise them, but without sufficient time allocated for the network, many become merely ‘talking shops’, where nice ideas are discussed but not implemented.

The issue is further challenged due to colleagues not acknowledging the importance of one’s role in a diversity network, and therefore allowing them time to spend on it.

Solution: While client work will always be important, members of diversity committees or networks need to be given adequate time to participate in activities and these should be acknowledged in professional appraisals, as advancing DEI efforts within the company. This recognition will show that the company values their input, efforts and encourage them to stay because they are making a tangible contribution.

It’s also important to have someone from your finance team involved in the committee or network to enable a budget for activities. This will help materialise ideas and give more substance to the group.

3. Expecting the DEI network to effect change

“A diversity network is not a replacement or an execution channel for a company’s DEI policies."

The burden of effecting DEI change within an organisation should not solely fall upon your underrepresented employees, who may already be facing challenges. A diversity network is not a replacement or an execution channel for a company’s DEI policies. It is a supplementary resource, which should be used occasionally for the reviewing or sounding out of new initiatives.

Solution: While the role of the DEI network or committee is important to discuss issues, create allyship and help to move the dial, it should not be responsible for implementing initiatives on top of day jobs. This is where the role of diversity taskforces come to play, whereby a smaller group of employees – including senior leaders and managers – are tasked with implementing a diversity initiative, monitoring its progress and proposing suggestions for improvements, all within a specific timeframe.

In the absence of knowledge, external support, such as through organisations like PREACH Inclusion, should be sought for guidance and advice.

4. Absence of allies from majority groups within the network

It’s no surprise that the usual membership of a diversity network is those who identify with said characteristics e.g., ethnic minority, LGBTQ+, women etc. There are very few members of majority groups i.e., white males, present in such networks, listening in and exercising allyship.

“You cannot move the dial without the support of the majority. We all need to get comfortable with feeling uncomfortable – whether we like it or not."

Most of the time this isn’t due to lack of care or interest. But often there is a fear or discomfort with being in a space that is potentially talking about issues faced by majority groups – ignorance is bliss.

Solution: You cannot move the dial without the support of the majority. We all need to get comfortable with feeling uncomfortable – whether we like it or not. Being part of the DEI network will expose allies to the challenges that some underrepresented employees face, providing an opportunity to use one’s privilege to empower others.

Final thoughts

Diversity networks can be effective with the right support, time and resource. Without these, diversity networks will run out of steam and you risk losing the very people you are trying to support, due to diversity fatigue.

If you’d like any support with your internal DEI network, please get in touch with us on hello@preachinclusion.com.

Cultural Intelligence during a time of global conflict

PREACH Inclusion founder, Priya Aggarwal-Shah

As part of PREACH Inclusion’s (Promoting Race, Ethnicity and Cultural Heritage) rebrand and in response to calls from clients and individuals wanting to do better, we've introduced Cultural Intelligence (also known as CQ) as a new area which we'll be sharing more insights on.

Cultural Intelligence is our ability to recognise and adapt to cultural differences. In the context of global conflict, it’s our ability to understand the cultural setting in which a conflict arises.

Over the last year, we’ve found that companies have struggled to support their employees appropriately and are increasingly asking for support.

PREACH Inclusion founder, Priya Aggarwal-Shah, shares more about CQ and why it matters more than ever today.

Global conflict at an all-time high

We are living in the most volatile times in our lives, with numerous conflicts happening in various parts of the world.

These are all having direct and indirect impacts on our employees, colleagues and friends.

But what we've found is that organisations have struggled to approach what is happening around the world in appropriate ways.

Through lack of understanding and awareness, companies have missed the mark on statements, not given any at all, or more importantly, not acknowledged the impact of different conflicts on their employees.

This can create divisions between employees, who feel unheard or ignored and subsequently have an impact on productivity.

The role of Cultural Intelligence

This is where the role of Cultural Intelligence (CQ) comes in. Cultural Intelligence begins with a deep understanding of the cultural context in which a conflict arises. People from different cultural backgrounds may perceive and react to situations differently.

It's also about building trust and psychological safety, to enable your employees to open up about how they're feeling and to allow you to support them in the right way.

This isn’t necessarily about learning the specifics and history of every culture – that’s an impossible and ever-evolving task.

Rather, this is about being a more empathetic, curious and respectful leader. It’s about changing the way we view others and removing biases, pre-judged conceptions and recognising that every individual is valuable, regardless of their beginnings. Much of our unconscious bias towards certain people stems from our early years and influences around us.

How can you convey empathy and Cultural Intelligence when you haven’t changed your mindset?

The most appropriate action

In the first instance, your responsibility as an employer is your ‘emotional contract’ with your employees – checking on their wellbeing and asking what support you can give. You may not have all the knowledge or the answers on a conflict, but that’s OK – your employees can share with you what they need. They are more likely to open up if you have taken that first step to reach out.

If you do choose to say something there are certain things that should be considered first:

• Is it appropriate to release a statement?
• Have you checked the statement or spoken to those impacted first?
• Is your statement one–sided and suggestive of supporting one community over another?
• How could this impact certain employees?
• Why are you choosing to make a statement?
• Understand your why before saying anything and ensure you have a plan on how to respond honestly and authentically.

Conflict and the wider business

At a macro level, your openness to being culturally aware may even question your ESG approaches and whether you want to divest funds or projects that are indirectly fuelling conflict.

This is certainly something that B-Corp companies should be considering, if their purpose is to transform the global economy to benefit all people, communities and the planet.

Even without the B-Corp status, if you are talking about social value, then there is an expectation that this value extends to all human beings.

Some questions that we should all be asking are… do we really understand what is happening around us? Do we know the footprint of our business from a cultural perspective?

So, what next?

We want to help companies become more effective at communicating the challenges around us, which may not always be easy to approach in the first instance.

In a world that grows increasingly interconnected, the ability to understand how global conflict impacts our employees and work is not just a desirable skill; it's an essential one.

Find out more in our recent Faith & Religion guidebook, produced in partnership with London Property Alliance.

BAME in Property rebrands to PREACH Inclusion®

Change in name signals the organisation’s growth and evolution

The new ‘PREACH Inclusion®’ logo, featuring the strapline ‘Promote it | Preach it’.

PRESS ANNOUNCEMENT, 26TH APRIL

BAME in Property, which works to promote equity, diversity and inclusion in real estate, has announced a new name, brand and expanded purpose. The new name, ‘PREACH Inclusion®’ (PREACH standing for Promoting Race, Ethnicity and Cultural Heritage), acknowledges the evolution of the organisation’s services and scope. PREACH Inclusion® will not only promote racial, ethnic and cultural diversity across the Built Environment sector, it will also support the sector towards greater intersectional inclusion.

Over the last 18 months, what was ‘BAME In Property’ has expanded to include race workshops, creative content around faith and religion, as well as insights into identity and cultural heritage. PREACH Inclusion® will grow this, exploring workshops on identity and Cultural Intelligence (also known as CQ). It will also continue its existing services including: corporate and individual memberships, events, a job promotion board, consultancy, community engagement strategies, as well as support on industry educational campaigns.

The new name and brand acknowledge that the term BAME (Black, Asian and Minority Ethnic) can be insufficient when it comes to describing individual ethnic groups, as well as the huge diversity of people with whom PREACH Inclusion® works and represents. Born out of dialogue and debate with many in the industry, the new name reflects the views of those who do not identify as ‘BAME’ and are keen to see the sector move away from this controversial term.

Founder and Director Priya Aggarwal-Shah launched BAME in Property in 2018 to challenge the status quo and to address taboos within the sector around unconscious and conscious bias, microaggressions, racism, as well as staff retention and senior representation in leadership of ethnic minorities. The organisation, which began as a part-time passion project, has since hosted networking events with industry leaders for thousands of property professionals, built a respected social media platform and has been a role model for the industry in demonstrating best practice campaigns for the likes of Race Equality Week, #MyNameIs, and South Asian Heritage Month – to name a few. Priya left her role at a leading communications consultancy to go full-time with BAME in Property in summer 2022. Current clients include Montagu Evans, Trident Building Consultancy, National Grid, Turley, London Property Alliance and many others.

Priya Aggarwal-Shah, Founder and Director, PREACH Inclusion®:

“BAME in Property is something I have been so proud of, but in recent years we’ve seen first-hand a greater interest in anti-racism, and people using ethnicity and cultural heritage as a mode of identification. Our new name, PREACH Inclusion®, reflects our desire to do more, to have a greater impact and to recognise that personal identity can come not just from race, but through the intersection of race, ethnicity and cultural heritage.

“We know that talking about race, ethnicity and identity can, for many, be daunting. Our mission is to act as the industry’s critical friend and guide – and to be disruptive when needed. Why? Because ultimately inclusive corporate workplaces deliver diversity of thoughts – which in turn breeds greater innovation, creativity, and more successful places. Through tailored services, creative analogies, and strategic advice, we’re helping companies PREACH Inclusion® as a key part of their overall company strategy – not just an afterthought.”

The new brand was unveiled at an event last night (Thursday 25 April), sponsored by Montagu Evans.

Victoria Thompson, HR Director, Montagu Evans:

"A diverse and inclusive workforce brings with it diversity of thought, skills and experience which enable us all to be progressive, innovative and make a difference. Priya has already made an enormous, positive impact on the sector but there is still lots more to do. This new name and focus on greater intersectional inclusion is an important – and welcome – next step.”

To find out more or to become a member, visit www.preachinclusion.com

ENDS

Notes for Editors

Please contact Priya Aggarwal-Shah on priya@preachinclusion.com with any queries regarding the announcement.

PREACH Inclusion® is the trading name for BAME in Property Ltd. You can read more about the transition on our website: https://www.preachinclusion.com/new-blog/new-brand-faqs.

New brand FAQs

Please note that this article was published prior to the new brand name of PREACH Inclusion® on 25 April 2024, so you will notice references to BAME in Property.

After seven years of being known as BAME in Property, we’re excited to share that we’ll be rebranding and announcing a new name for the organisation.

There’s no doubt that for some time we’ve known that ‘BAME’ isn’t the right term to describe the diversity and complexities of who we are and how we identify ourselves.

The new brand will mark a new chapter in the journey of BAME in Property. It better reflects where we’ve been taking the organisation over the last 18 months and where we intend to take it in the future.

We look forward to announcing the new name at an exclusive launch event on 25th April, with further updates online thereafter.

Thank you to everyone who has supported BAME in Property over the last seven years – we hope to have your continued support with our new name… coming soon 😉.

In anticipation of some queries around the new brand announcement, we've pulled together the below FAQs to help you. We'll continue to update these if any further questions come through.

1. When will the new brand go live?

We'll be making an announcement during our exclusive launch event on Thursday 25th April. Following this, on the morning of Friday 26th April, we'll make announcements across our social media channels - stay tuned! Our website will go live as soon as the announcement has been made.

2. How can I join the launch event on 25th April?

As you can imagine, this launch event is popular, with targeted invites to ensure we can reach as many stakeholders as possible across the built environment industry. There are a few spaces available for general sale and you can sign up HERE.

N.B. Please don't sign up via the link if you have received any other invites from Priya.

3. Will you be continuing with business as usual during the launch period?

Yes, we'll continue to support our members as we normally do with various services, and you'll see our usual social media posts on a range of Equity, Diversity and Inclusion (EDI) topics too.

However, we'll be sharing more about the new brand in between our regular posts to update the industry and our followers.

4. Will the website be unavailable during any time in the lead up to the new brand announcement?

Yes, regrettably, the existing BAME in Property website will be down for a few days just before the announcement, while we update it with our new branding. We'll make the exact timings clear on our social media channels, so please be sure to follow us on LinkedIn, X and/or Instagram for all the latest brand-related announcements. If you click on the ‘bell’ at the top of our company pages, you can be notified whenever we share any new posts.

We apologise for any inconvenience this may cause. During this period, please feel free to email hello@bameinproperty.com with any queries.

5. Will your email change?

Yes, our email will change in due course. After the announcement, we'll send our final newsletters under the existing email of priya.shah@bameinproperty.com letting you know which new email to look out for. Don’t worry, we’ll continue to remind you about this.

6. Will your existing email remain in use?

Yes, although we'll start to use a new email, any emails sent to our bameinproperty addresses will simply be forwarded to our new email address. As soon as you receive an email from us under the new brand, we encourage you to continue using this one, so over time we can all adopt the new brand name.

7. What will happen to my access to the organisation with the new brand?

Nothing will change. We'll still remain as a free organisation, with all of our articles, blogs and insights free to access by anyone. Unless you opt-out of receiving our newsletters, you'll continue to receive updates about the latest jobs and events too.

8. How can interested press get in touch?

Please contact priya.shah@bameinproperty.com for any press enquiries.

If your question has not been answered above, please contact hello@bameinproperty.com.

In conversation with Priscilla Ephraim and Palvinder Kalsi, National Grid UK Land and Property

Please note that this article was published prior to the new brand name of PREACH Inclusion® on 25 April 2024, so you will notice references to BAME in Property.

Priscilla Ephraim and Palvinder Kalsi.

For National Careers Week 2024 (4 – 9 March), we’re spotlighting our partner, National Grid to showcase the array of careers within the UK Land and Property (UKLP) department. While careers in Engineering and Energy are perhaps more resonant with National Grid, there is an entire Property Portfolio, comprising of some 1,680 properties and land holdings on 645 sites throughout the UK.

The portfolio consists of offices, depots, houses and land, which are used for National Grid's business operations, let to third parties, or surplus to requirements. The operations require a range of skills, from surveying to land rights and project management, to support officers and more. Overall, the department adds value to National Grid’s Land and Property assets; and enables the business through safe, effective and efficient property services and solutions.

To help our readers understand more about careers within the UKLP team, we caught up with Priscilla Ephraim, a Senior Project Manager and Palvinder Kalsi, a Grantor Relations Assistant, who share with us how they carved a career into property and what their roles entail at National Grid.

They tell us where it all started, from what they studied to any previous work experience that was helpful in landing their roles in the UKLP team.

Being passionate about supporting young people, Priscilla and Palvinder share the importance of mentoring and speaking at careers events as a way to boost confidence and support future talent.

Finally, we share how young people can get involved with National Grid and start their career in the exciting intersection of energy, property and infrastructure.

Grab a cuppa and dive in!

Humble beginnings

Priscilla and Palvinder had slightly different routes and ambitions for entering into the world of property.

Nigerian born and bred, like many of her peers, Priscilla was encouraged to study medicine, law or engineering, professions highly regarded as ‘stable and respectable’. But she had other ideas, following her dream of entering property and construction.

“Like most millennial Nigerians, you either studied to become a Doctor, Lawyer or Engineer, while anything else was viewed as “substandard”. So, you can imagine the flood of tears when I was offered an admission to study Estate Management. In hindsight, I can’t imagine doing anything else but property or construction; it is my bread and butter. Estate management is one of the vastest degrees one could take. The variety of modules I undertook from valuation, contract law, tort law, town planning, architecture, quantity survey etc., has made me a “jack of all trades” – I ended up writing a dissertation on the impact of airport noise on property values. In addition, it helped that my dad has a Diploma in Estate Management, and my uncle is a Chartered Surveyor with a practice in Nigeria. Property runs in the family.” - Priscilla

Following her degree in Estate Management in Nigeria, Priscilla then migrated to England to further her education with firstly an MSc in Engineering Project management and soon after, commenced a PhD in Construction Management.

Meanwhile, for Palvinder, entering the world of property was initially about security and ensuring he could earn a good salary. He later realised an interest in Property Law.

“As a teenager, I thoroughly enjoyed drawing and studied Art as one of my A Level subjects for which I got an A*. However, coming from a low-income background, I made a difficult decision to pursue a career in law with the hope to earn a good salary and help my family and I live a better standard of living. I studied law for three years followed by the Legal Practice Course. As part of my qualifications, I studied Land and Property Law where I learned about ownership, easements, covenants, and licenses. I found this area of law fascinating, especially as I knew I wanted to buy a property for myself and my family in the future.” - Palvinder

Landing their roles at National Grid

Priscilla’s career in property started off as an intern surveyor at a firm in Nigeria. Over time, she has worked in various property related roles in various sectors such as utilities, banking and property finance.

In her current role as Senior Project Manager in the National Grid UKLP team, she is responsible for delivering mission critical building projects that contribute to net zero carbon ambitions.

“I love being part of building projects that will go on to outlive me. There is a myth around National Grid being an “Engineering” company however, there are career opportunities for those with an interest in property. My team, for example, supports with the delivery of property projects within National Grid.” - Priscilla

Upon completing his legal qualifications, Palvinder, like many graduates, was hit by the 2008 recession, and many law firms withdrew their training contracts, necessary for law graduates to qualify as solicitors. He thus decided to pursue a slightly different route, initially in HM Courts and Tribunals, which then led to his role at National Grid.

“With fierce competition, I pursued a career in the Courts and Tribunals outside of my hometown for just over seven years. In the seventh year, I became ill and decided to work closer to home where I could manage a better work-life balance. This is when I saw the role of Grantor Relations Assistant in the Land Rights Acquisitions Team at National Grid. I applied and was offered the role. I manage the details of the owners and occupiers (known as Grantors) whose land we rent to have our apparatus on. I also have to calculate and process any payments owed to Grantors.” - Palvinder

Life at National Grid

Both Priscilla and Palvinder speak highly of the training opportunities at National Grid. Employees are empowered to take on additional responsibilities, as well as develop new skills and qualifications.

“National Grid is keen to see its people SuperPowered! There is so much internal and external resource and support for colleagues who are on their APC. There is also support with professional fees and loads of training on offer (RICS, APM, etc). Alongside objectives, people are encouraged to have a personal development plan.” - Priscilla

“Since starting my role, I have taken strong ownership of my progression from handling simple to the most complex matters. I have also taken on various ad hoc tasks from being an Employee Engagement Champion to managing Complaints on an interim basis. The role has truly allowed me to continuously develop my skills, knowledge and behaviours to become a well-rounded individual.” - Palvinder

National Grid also invests in leadership and progress for employees, with programmes such as the Future Leaders and Diverse Leaders programmes. Priscilla is currently on the Future Leaders, a highly competitive 12-month development programme intended to develop the leadership behaviours of participants in readiness for future leadership roles. With the support of her manager and career mentor, Priscilla was able to secure a spot. The programme grants her access to an online peer-learning platform, 1-to-1 coaching, fireside chats, peer led discussion groups and events focused on developing leadership skills.

Empowering the next generation of talent

There is no doubt that Priscilla and Palvinder are passionate about inspiring and supporting the next generation of talent, citing mentoring as an important way to help achieve this, along with speaking to young people about different career choices.

“A positive mentoring relationship can boost a young person’s self-confidence to tackle challenges and achieve their goals… A mentor can introduce young people to industry professionals and, in turn, open doors to new opportunities. Overall, mentoring can play a significant role in helping young people achieve a successful career in the property sector.” - Palvinder

In October 2023, Priscilla took part in the STEM Careers panel at the UK Black Business Show, where she shared insights on her career journey and role at National Grid. The fact that it was her birthday too, just elevated the experience for her!

“Yesterday was my birthday and it was the greatest honour to spend it with the next generation of STEM talent. Pouring into them, answering questions and speaking about my career journey into STEM and my time at National Grid. Shout out to my dad for guiding me down the STEM path.

“I will leave you with this: STEM has no race, no gender, no physical appearance, it comes from no country. STEM is for everyone. STEM is for problem solvers; STEM is a way of thinking.” - Priscilla

Diversity at the heart of National Grid

National Grid is at the heart of energy in the UK, serving diverse communities across society. It is therefore vital that the people who make up National Grid represent these different communities.

With the need for more clean energy and constant innovation, it only makes sense to bring the most diverse and brightest minds together.

“The future net zero workforce needs more diverse leaders. The net zero challenge is a concern to everyone, and it is crucial that the people who provide the solution are representative of the communities that we serve.” - Priscilla

“Attracting and building a diverse workforce is crucial to identify and implement the most cost-efficient energy solutions while representing the communities we serve.” - Palvinder

And to help with more diverse outputs, the work starts from within. National Grid has several Employee Resource Groups (ERGs), representing and supporting employees from a range of backgrounds.

Priscilla is currently Vice Chair of the ONE ERG that supports colleagues from ethnic minority backgrounds. ONE recently got shortlisted as “ERG of the Year” at the British Diversity Awards. National Grid was also ranked within the Top 25 organisations in the 2023 Investing in Ethnicity Maturity Matrix.

Wise words to their younger selves

Both Priscilla and Palvinder have had great careers to date and should be proud of everything they’ve achieved. However, they both echo the importance of accepting one’s fate and giving yourself grace in the face of adversity.

“Life is lived in forward motion but understood in retrospect. The more I live, the more I understand that all the great and challenging things I have encountered in life, have led me to where I am and made me who I have become. A bible scripture I live by is Romans 3:3-5 says: “but we rejoice in our sufferings, knowing that suffering produces endurance, and endurance produces character, and character produces hope, and hope does not put us to shame, because God's love has been poured into our hearts through the Holy Spirit who has been given to us.” - Priscilla

“Embrace the journey with all its ups and downs. Everything happens for a reason, which helps us to learn and grow and become who we are today. To have more faith in myself: I am stronger than I think – especially given I went through a life changing and major surgery in 2022, followed by further surgery in 2023, while still excelling in my role and pursuing my hobby of drawing. Finally, be kind, curious and true to who you are.” - Palvinder

Career opportunities at National Grid

If you’re inspired to join National Grid after reading Priscilla and Palvinder’s fascinating stories, our Apprenticeship programme could be perfect for you.

National Grid’s Advanced and Higher Apprenticeship programmes are suitable for those who are leaving formal education and are looking for their next steps in the world of work.

They are also suitable for those who are looking to switch up their career path or dive back into education after some time out of work. The apprenticeships allow people to combine academic studying of an industry recognised qualification with ‘on the job’ learning all while receiving a competitive salary. Learn more HERE.

The latest Apprenticeship roles can also be found on our Jobs Board HERE.

Thank you to Priscilla and Palvinder for sharing more about their careers and what National Grid UKLP does.

Call for entries for Elevate

Please note that this article was published prior to the new brand name of PREACH Inclusion® on 25 April 2024, so you will notice references to BAME in Property.

The 2023 Elevate cohort.

Applications have just opened to join the Elevate programme which will be providing pro bono communications and business development support to a cohort of small firms with ethnically diverse leaders, within the built environment.

ING Media, a communications consultancy specialising in the built environment, founded Elevate in 2023 to promote better representation in the sector. The programme is open to companies with under 15 employees that are run by at least one person from a diverse ethnic background.

The programme includes a half-day workshop session with ING consultants and bespoke seminars and events, all dedicated to ‘elevating’ the businesses. The cohort will become part of a dedicated network, and join ING’s wider network of clients and opinion leaders across the built environment.

Giacomo Castili and Palak Jhunjhunwala, co-founders of Beyonddesign.

See what Beyonddesign, one of last year’s participants had to say about the programme:

“We have flourished from having ING Media in our corner over the last year and cherish the relationships developed with all those who have guided us during and since taking part in Elevate.

“As a PR and communications powerhouse, we appreciate ING’s drive to support emerging businesses led by ethnically diverse leaders, promoting equality and ensuring representation within the industry.”

It's quick and easy to apply here by 29 March 2024: https://www.ing-media.com/insights/elevate-application-2024

Progressing racial equity in the Built Environment

By Priya Aggarwal-Shah (BAME in Property), and Donna Smith and Chris McCartney (LSH)

Please note that this article was published prior to the new brand name of PREACH Inclusion® on 25 April 2024, so you will notice references to BAME in Property.

The panel for our Racial Equity in the Built Environment discussion.

As part of Race Equality Week* (5-9 February 2024), leaders from across the Built Environment took part in an important and insightful discussion about progressing racial equity in our industry, at a joint event hosted by BAME in Property and our corporate partner, Lambert Smith Hampton (LSH) in London.

*Race Equality Week is an annual UK-wide movement uniting hundreds of thousands of organisations and individuals to address the barriers to race equality in the workplace.

From microaggressions to hindered progression, there’s no overlooking the fact that many individuals from ethnic minority backgrounds face barriers when it comes to advancing their careers.

Whether it’s lack of interesting project opportunities, less engagement with networking and extra-curricular activities that support career progression, or lack of confidence to ask for more, the general trend across the industry is that ethnic minority talent is stalling at the middle management level.

While companies have gotten better at hiring more talent from diverse backgrounds, we’re not seeing this diversity filter through to senior positions.

That is why we brought together a panel of experts to discuss these issues and provide EDI tips and guidance to our audience to implement within their own organisations.

Our esteemed panel included:

• Priya Aggarwal-Shah, Founder & Director of BAME in Property (Chair)
• Ryan Dean, Head of Transactional Services, LSH
• Alex Tross, Partner, Head of Office Agency – Midlands, Carter Jonas
• Warren Stapley, Head of Diversity, Equity and Inclusion, Montagu Evans
• Violet Pugh, Senior Manager, Marketing and Communications and Chair of the Race Network, Metropolitan Thames Valley Housing
• Nathan Lutz, Regional Technical Director, Wates Group

Bias in recruitment

Priya opened the conversation by commenting that we need to do ‘less walking, more talking’.

There is an unconscious bias towards ethnic minorities which is affecting retention of talent in the industry, particularly at more senior level positions. - Priya

Ryan stated that although he understands why ‘refer a friend’ schemes are in place, they are more likely to continue the cycle of recruiting people from similar backgrounds to the current population. We inherently have affinity bias, we are naturally drawn to people who look, think, and behave like us.

Challenges with retention

Both Nathan and Alex shared how retention is one of the biggest issues in the Built Environment industry. Nathan stated that companies need to find out why people from minority ethnic groups are leaving the business/the industry. Do they not feel comfortable? Are there barriers to psychologically safety and/or calling out bad behaviours when they occur or are experienced? Do they not feel like they have allies?

"It is much more powerful when ethnic minorities have white allies who are calling out bad behaviour." - Alex

The panel identified that it can be difficult for people from ethnic minority groups to do this themselves for fear of being deemed ‘troublemakers’.

Outreach programmes

Another important point was half hearted outreach programmes.

"It is clumsy to claim that ‘not enough diversity’ is coming through the doors, when the problem often lies with companies consistently going to the same places." - Nathan

Ryan added that we need to find ways to get school aged children more excited / interested in the built environment and as a potential career choice. By the time young people reach university age, it’s likely that we will be too late.

Priya noted that the parents of young people from minority ethnic backgrounds are more comfortable supporting their children in pursuing career paths that they are familiar with, and this quickly restricts the talent pool from these groups unless we can make the industry appealing and accessible before they are actively pursuing career paths in medicine, law, pharmacy, finance etc.

The elephant in the room

Underpinning many of the issues in our sector is the prevalence of racism. Warren called out that the western world is inherently racist as a result of the benefit and privilege that has been assumed and ingrained through colonialism.

"Delivering unconscious basis training as a way to correct behaviour is not going to cut it when there is 400+ years of deep racialised conditioning to work through." - Warren

Warren shared that he is himself a member of minority groups (being both deaf and a member of the LGBTQ+ community), but that he considers that he has never been treated as badly as those from ethnic minority populations as he still ‘benefits’ from his white ethnic heritage. His conviction was that white supremacy can only be altered when inherent racism and bias is fully deconstructed and he shared how to do this:

• There are systemic issues that we all have to think about.
• Critically appraise ourselves - to what extent have I been (or still am) complicit in racism?
• Look at it from an intersectional lens. How do we react in these situations?

How to do better:

The benefits of diversity

While it was agreed that striving for more diversity and inclusion are morally right, it was acknowledged that sometimes the only way to change attitudes is to bring the business case to the table.

"Social value is increasingly at the forefront of client considerations, particularly across the public and large corporate sectors. Through tender processes we are increasingly being asked questions about our make-up, our commitments and what we are doing in this space. There is therefore a commercial imperative to change, or we risk losing business." - Ryan

Violet added the importance of innovation through diversity, resulting in better outcomes for the communities in which we operate.

Alex boiled it down to a simple analogy:

“You have a group of physicists in a pub quiz. Most people might assume that that’s the best team to join as physicists are clearly bright. However, if a question came up about Taylor Swift, they may well not know the answer. The point being that diverse groups are better at problem solving as they have a broader range of knowledge and will be of value to a greater range of clients.” - Alex

The role of Staff Networks

One way of supporting ethnic minority employees is through staff networks, safe spaces where people from similar backgrounds can come together and share experiences.

Violet explained that staff networks are not a substitute for leadership teams in organisations applying and enacting real change through their businesses.

"The people in these groups are largely volunteers who are passionate about the cause they are representing. These groups should be considered ‘critical friends’ to the business and can be used as a sounding board, to review whether policies and initiatives are appropriate, relevant and/or fit for purpose, to call out where things aren’t working and to champion those good things that are happening across the organisation.

"These groups should also be used as another source of allyship and work alongside the HR team to drive change. Each Group should have a Senior Sponsor who actively takes part and is passionate about the aims of the group." - Violet

Quick wins

With the aim of ensuring our audience left with some actions they could take away and implement in their own organisations, our panel closed the event with their final tips:

• Nathan: Introduce reverse mentoring or early careers mentoring to get that different perspective.
• Violet: Get comfortable with the uncomfortable – seek out difference (grab a coffee with someone who is from a different ethnic background to you).
• Warren: Be a good ally – call out unacceptable behaviour and continue to examine your privilege.
• Ryan: Think about group social activities – are they too ‘white middle-aged men’ activities (i.e. drinking, sport etc).
• Alex: Don’t think that you can change it all at once, small incremental changes will eventually turn into a large change.

Thanks to our brilliant panels for sharing their insights and to our audience for actively engaging and striving to do better.

Learn more about BAME in Property and our corporate partners HERE.

In conversation with Amran Nagra and Tiahna Joshi, Montagu Evans

Please note that this article was published prior to the new brand name of PREACH Inclusion® on 25 April 2024, so you will notice references to BAME in Property.

Amran Nagra and Tiahna Joshi, Montagu Evans.

To kick off Race Equality Week 2024, we caught up with Montagu Evans’ Amran Nagra, a Chartered Town Planner (MRTPI) and Tiahna Joshi, a Chartered Planning and Development Surveyor (MRICS & MRTPI), both based at the partnership’s headquarters in the City of London. Although Amran and Tiahna are in the early years of their careers, they have achieved an incredible amount to date. From travelling and studying abroad, to passing the demanding Chartered qualifications, both are oozing with ambition and determination to excel in their respective fields.

Amran and Tiahna share what it’s like to work at Montagu Evans or ‘Monties’ as they know it (!), a planning and development consultancy, with great opportunities. We also discuss their views on the importance of diversity and inclusion, which in their opinion, is fundamental to innovation.

Finally, we round off the interview with some insights from Warren Stapley, Head of Diversity, Equity and Inclusion at Montagu Evans, who shares his priorities for the organisation and how this can support the best and most diverse talent to thrive.

Grab a cuppa and dive in!

Property influences from a young age

Both Amran and Tiahna were fortunate to have property influences in their life from a young age.

Amran has fond memories of learning about property through his stepdad, who worked in development. From meeting colleagues in the office to strapping up in high vis to walk around development sites and even being dragged along to the odd planning committee, this exposure was hugely powerful in supporting his career aspirations and strengthening his relationship with his stepdad, who remains a key role model in his life today.

“My drive to pursue a career in property started around the dinner table. It wasn’t just being around people to have these conversations that was important, but when I had them, I felt valued and listened to. People always made time for me, which stimulated my interest in the property sector.” - Amran

Amran always found different places interesting and more specifically what sets them apart from each other, both culturally and by design. He was intrigued by the impact of the built environment on people’s lives, both to incite positive change and on the flipside, its potential to exacerbate disparities.

Eager to pursue a career in placemaking, he fuelled this interest into a Planning degree, which he undertook at Bristol, UWE, followed by a master’s at Manchester University.

For Tiahna, her passion for property came primarily from her father. He started his early career as a Junior Negotiator in an estate agent at age 18 and then spent the next 40 years working his way up the ladder. She also noted that both her grandfathers immigrated to the UK in the late 1960’s as construction workers – the property connection is inherent.

Throughout her childhood, Tiahna was influenced by her surroundings; she loved drawing houses and fondly shared her memory of having a doll’s house. Following in her father’s footsteps, she also worked at an estate agent from the age of 16. Having initially aspired to become an architect, it was a conversation with a Planner, who coincidently worked at Montagu Evans too that sparked her interest in Planning and Development.

“This was the first time I’d met anyone who worked in this industry. This conversation inspired me to study Urban Planning at The University of Sheffield.” - Tiahna

During her Undergraduate degree, Tiahna spent a year abroad in Australia, where she made her first network of international friends, each with diverse cultural backgrounds. During this time, she travelled to Hong Kong, Singapore, Bali, Malaysia and Dubai where she was inspired by diverse approaches to planning and development. Following her graduation, and through her enjoyment of learning languages, Tiahna went on to study Italian in Florence for 3 months.

Overcoming adversity

Following university, and in light of the limited job opportunities in the wake of the Covid-19 pandemic, Amran started his career in planning at a private consultancy firm in Sheffield. Moving to a new city without knowing anyone was naturally challenging, compounded by the changes to the workplace during the pandemic – there was a lot of working from home, at a time in his career when being in the office would have been beneficial to making connections, hearing conversations and learning outside of the usual project work.

Any reservations on moving to Sheffield quickly disappeared and he thoroughly valued his time this city. However, eager for a new challenge both personally and professionally, he moved to London and joined Montagu Evans in September 2021.

At Monties, Amran sat his APC earlier, due to his previous planning experience, which came with its own challenges.

“Sitting earlier, meant I was not with my usual cohort, so I was having to rely on motivating myself, as I couldn’t discuss it with my peers as much. Regardless, this was something I was committed to achieving.” - Amran

He felt proud to pass the APC and shares his top tips for future candidates.

“Start working for it early because time is important… talk to as many people as possible for advice, even those outside of work. Don’t be afraid to ask for help – not just technical, but general wellbeing too.” - Amran

For Tiahna, a big moment in her life was during her master’s degree at UCL, when she sadly lost both her mother and grandmother within 24hours. From that moment, she became determined to take on any challenge and make them proud.

“Losing my mother and grandmother was extremely challenging and traumatic. It reminded me that life is short, and encouraged me to seize every day and every opportunity. I really just threw myself into my studies as a coping mechanism. Graduating from the Bartlett School with a First Class Honours degree was my proudest moment. I did it for me, but I also did it for them.”

- Tiahna

Tiahna then focused on dual accreditation, becoming both a Chartered Town Planner (MRTPI) and Chartered Planning and Development Surveyor (MRICS) in 2023, a huge achievement.

Life at Monties

Both Amran and Tiahna agree that Monties is a great place to start your career. There are lots of different people in a range of disciplines and there’s ample opportunity for career progression. A nice office also helps!

Having been in the company for two years now, Amran has already had the chance to work on several major projects, including town centre regeneration projects, senior living schemes, and supporting a public consultation for a film studios campus, which will be the largest of its kind.

“You need to be able to empathise with people to really have a meaningful conversation.” - Amran

More recently, Amran’s work has been within Planning’s Commercial team, working on industrial projects and doing sequential assessments for out-of-town retail, which has provided opportunities to visit a variety of towns and cities across the country.

Having spent three years working for a small private planning consultancy firm, Tiahna joined Planning’s Housing and Land team at Monties in September 2023. She has since been involved in a range of workstreams from assessing development feasibility, advising on ways in which to re-purpose existing assets, and collaborating with other areas of the partnership including the viability, land and agency teams to provide comprehensive residential development advice to clients.

She’s also welcomed the opportunity to combine her personal interests in health and wellness with her work.

“I am passionate about the mental health benefits of yoga and so I completed a yoga teacher training qualification in Goa, India. During Wellness Week, I ran a yoga session for colleagues in the office, which was received well.” - Tiahna

The importance of diversity

As two ethnic minority individuals carving a career path in a typically non-diverse sector, Amran and Tiahna had plenty to say on why diversity matters in Planning.

“We need planning committees to be more diverse and to reflect our communities – and this is all aspects of diversity – gender, ethnicity, race and more." - Amran

“People from different cultural backgrounds have different perspectives, we see things through various lenses. Diversity is key to innovation." - Tiahna

“If the inputs are diverse and culturally rich, you would hope the outputs are too. I firmly believe that with some simple tweaks, we can truly drive positive change within our industry." - Amran

Within organisations and indeed in the property industry as a whole, there is a need for greater BAME representation at all levels, particularly senior.

“For BAME individuals in the workplace, one challenge may be a fear of speaking out on underrepresentation”. - Tiahna

“Networking and social events can sometimes seem exclusive and push people away.” - Amran

In terms of moving forward, both echoed the importance of having role models within the industry that you can look toward, having open and honest conversations, and educating young people of the various career opportunities available to them to help create a more diverse workplace.

An EDI focus at Montagu Evans

Both Tiahna and Amran welcomed EDI initiatives at Montagu Evans, currently led by Warren Stapley. As such, we took the opportunity to catch up with Warren too and learn more about what’s in store for ’24.

As a ‘systems-thinker’, Warren is fairly adamant in his approach to the necessary equity mindset.

“I’ve always centred anti-racism and anti-oppression in my DEI practice. However, factoring it into wider training and coaching programmes is not enough… if we really want to improve racial and cultural inclusion, we need to talk openly and honestly about our identities, our privilege and the barriers faced by minoritised employees… Only by addressing the root causes of inequity and exclusion can we effect real change.”

- Warren

Warren is also a strong advocate for ethnicity pay gap reporting (something the built environment industry is currently not exactly known for), recognising that sharing this data will identify where to make changes, as well as sending a positive message to those who may consider joining in the future – that the company is open about pay gaps and is actively taking measures to reduce them.

Ultimately, as Warren paraphrases the well-known quote which relates to feminism, his version is:

“My DEI will be intersectional, or it will be b*llshit.” - Warren

No beating around the bush here, he’s got some serious changes planned.

A huge thank you to our rising stars, Amran and Tiahna for sharing their stories with us and to Warren for inspiring real EDI change at Montagu Evans.