2023 - a year in review

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.

As 2023 draws to a close, we’re taking a moment to reflect on a wonderful year of business, making connections and continuously collaborating… on bringing more ethnicity to property.

Our 2023 highlights reel, featuring our key achievements, events and testimonials. Thank you to everyone who contributed to this and to Cincera for producing the video.

This was our first whole year of business since our founder, Priya Aggarwal-Shah took the decision to run BAME in Property full time.

Amidst the challenging economic climate, we’re thankful to the c.30 companies who chose to work with us, either as a corporate partner, on a retainer basis or on one-off pieces of work - not forgetting the dozen more companies who hosted job adverts with us. A particular highlight has been bringing our partners together to network, exchange ideas and to learn from each other.

From hosting events for South Asian Heritage Month and Black History Month, to chairing roundtables for London Property Alliance and speaking at numerous conferences, we’ve spread our wings further than ever before.

Our workshops have been delivered to people in all corners of the UK, starting important conversations about race, microaggressions, unconscious bias, inclusive engagement and more.

“Despite our business ventures, one thing has remained – BAME in Property is free to sign up to as an individual member and all of our articles, content and insights are free to read, regardless of whether you are a paying corporate client or not.”

In our bid to reach more students to educate and inform about careers in the Built Environment, Priya has spoken at LSE, UCL and Cambridge University, and we’ve hosted events with students from Kings College London and Kingston University – thanks to Gerald Eve and Colliers for sponsoring these initiatives.

Our Jobs Board has hosted over 60 roles, reaching 1,000s of people across our network. We’re pleased to share that many have secured roles through this medium and the other support we’ve provided in the recruitment process.

From BBC London to Property Week and BE News, we’ve not shied away from sharing our views in the media, using any opportunity to spread our mission and ideas.

Despite our business ventures, one thing has remained – BAME in Property is free to sign up to as an individual member and all of our articles, content and insights are free to read, regardless of whether you are a paying corporate client or not. Without companies who support us financially, we wouldn’t be able to continue providing the high-quality content we do, so thank you to those who put their trust in us.  

Thanks to your support, we’ve been able to support several charities this year – LandAid, Smile with Shiv and the DEC Turkey Earthquake Appeal, allowing us to give back.

We look forwarding to sharing more insights and exciting announcements in 2024. Here’s hoping for another fantastic year!

As always, please email hello@bameinproperty.com to have a chat with us about working together and learn more about our Services here.

Comment: Promoting ethnic and cultural diversity in planning and engagement

By Alex Fuller and Fola Kalesanwo

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.

Our ethnicity in planning and engagement roundtable, held at Turley.

Is local and national policy adequately responsive to the diverse needs of our population? Does ethnic and cultural diversity influence the way we plan and make decisions regarding the future of our city?

These were some of the questions explored during a London-focused roundtable discussion, held at Turley’s office in the capital on Wednesday 1st November, in partnership with BAME in Property Ltd.

As London’s population continues to grow, planners and built environment practitioners need to tackle huge challenges from the ongoing housing crisis to preserving the Green Belt, whilst also striving to be a net-zero carbon city by 2030. As we rightfully focus our efforts on those big challenges, it is also important that we do not lose sight of the people we are planning and building for. Being the most ethnically diverse region of the UK, London has long been known as the melting pot of cultures and recent data from the ONS Census 2021 shows that London now has a majority ethnic minority population.

So as our city looks set to become increasingly diverse, is enough being done to cater to everyone’s needs?

The roundtable brought together a diverse group of built environment professionals, including local authority and private sector planners, architects, community engagement specialists, developers and lecturers.

Policy as an enabler

Among the themes explored, it was acknowledged that although some progress had been made, policy is often still too broad. The NPPF suggests we “should aim to” provide inclusive communities. Arguably this wording could be more direct to mitigate the risk of some in the industry being tempted to settle for doing the bare minimum or treating diversity and inclusivity efforts as a very light-touch tick box exercise.

With national policy and guidance providing a broad scope around ethnic diversity in planning, it is up to each of London’s 32 boroughs to act in the interests of their ethnically diverse residents. Local Planning Authorities need to decide how much they want to engage with and serve their ethnically diverse local communities, and they must take measures to optimise and promote this level of engagement at a local borough level. Local Planning Authorities therefore need to set the scene and expectations more clearly for developers and housebuilders regarding design and engagement, and place greater emphasis on this in the planning and planning application process.

Positive strides, such as Lewisham’s Developers Protocol and the City of London’s Cultural Plan exemplify efforts being made to promote proactive and meaningful engagement with local communities.

Desirable design features within ethnic households

The discussion also delved into design features commonly sought by ethnic minority communities, revealing insightful preferences such as:

• Multi-generational living spaces;
• Separate (non-open plan) kitchens - to contain cooking smells apart from the family gathering and entertaining spaces;
• Logical layouts easily linking key living spaces;
• Downstairs bedrooms – to support multi-generational living; and
• Porches – primarily used for removing shoes and cleansing oneself before entering the home.

Through conversation, it was found that some features initially deemed as being exclusive to certain communities are actually sought after by many cultures, due to the overarching principles of good design. And more specifically, multi-generational living is set to become more popular regardless of ethnic background with many young people opting to (or having to) live with their parents due to the rising cost of living. It is important to also highlight that such design requests must also be balanced with viability.

Inclusive community engagement principles

Another significant point addressed was the challenge of fostering inclusive and meaningful community engagement, recognising that there is no meaningful community engagement without trust, and in many cases, we need to actively work to address mistrust. The necessity for building trust through early and ongoing engagement initiatives was highlighted as key in addressing this. Examples were shared of engagement with prominent local community and religious leaders that harnessed their cultural influence to promote more successful engagement processes with ethnic minority community groups.

Other times, making the community ‘the star of the show’ allows for more effective engagement. An example of this can be seen in Aberfeldy Street, where Poplar HARCA collaborated with the predominantly Bangladeshi community to rejuvenate the high street in a way that would work for the existing Bangladeshi community as well as new visitors to the area.

The roundtable held on 1st November 2023 with stakeholders across the Built Environment sector.

Exploring different housing models

The roundtable discussion also touched on the need for equitable housing models that cater to varying needs and ensures a fair access to housing for all. Various perspectives across the board revealed that there is no single approach to creating such a model, however through collaboration, local authorities, planners and developers should consider:

• Local design guides which reflect local communities and needs;
• The need for a proactive local authority who can champion this;
• The need to consider housing design that responds to the climate context;
• The idea of each community having a list of negotiables/ non-negotiables;
• The possibility of including multi-generational homes in housing numbers;
• Acknowledging that the lack of social housing makes customisation difficult.

Diversifying the Built Environment sector

The importance of diversifying the built environment industry itself concluded the roundtable discussion. There was a focus on the need for more active efforts to engage people from different ethnic and cultural backgrounds from early on in life (potentially as young as primary school) to encourage them into the industry.

Marketing pathways towards becoming a built environment professional with an increased focus on minority groups in the recruitment processes would no doubt contribute towards a greater presence of people with different backgrounds and perspectives.

Making diverse representation more visible to the public, for example through Design Review Panels and Community Review Panel membership, will also hopefully inspire future generations to pursue a career in the built environment sector, as they can see that their participation is genuinely achievable and valued.

An increased focus on community engagement with ethnically diverse groups and consideration of cultural needs in planning decisions would also increase awareness of how the UK planning system affects and supports ethnically diverse communities to in turn influence a new generation of planners.

As with anyone, retaining ethnically diverse talent, should be done through continued support, empowerment and opportunities.

Concluding points

A key takeaway from this discussion was that in the current climate, placing importance on ethnic diversity largely requires the willingness to do so. With national policy and guidance providing a broad scope around ethnic diversity in planning, it is up to Local Planning Authorities to act in the interests of their ethnically diverse residents.

Developers must also get used to the fact that their tick box exercise approach may be insufficient in the future and must start to think about ways in which they can also engage with the community and meet their needs and as well as making their own financial returns.

Communities also play a crucial role in this – if a community wants change, then they need to speak up and engage with the planning process. Creation of groups and organisations mean strength in numbers and can ultimately contribute to driving the desired change.

Ultimately, engaging with young people from ethnic minority backgrounds gives us an opportunity to advocate for our profession and support the next generation of talent.

A summary of the discussion was also provided to the GLA for consideration as part of the Planning for London Programme.

Thank you to Priya Aggarwal-Shah, founder of BAME in Property for chairing the session and to the following stakeholders for participating in the roundtable:

• Mark Underwood, Turley
• Fola Kalesanwo, Turley
• Lauren Theide-Palmer, Turley
• Vinesh Patel, De Montfort University
• Isabelle Asante, MUSE
• Lerato Marema, Populo Living
• Danielle Lennon, Notting Hill Genesis
• Lisa Fairmaner, GLA
• Parag Dhanani, Brent Council
• Anna Pagani, UCL Institute for Environmental Design and Engineering
• Michael Forrester, Lewisham Council
• Alex Fuller, Turley

If you’d like to further discuss the themes covered in the piece or if interested in getting involved in future events, please get in touch with: Alex Fuller (alex.fuller@turley.co.uk), Fola Kalesanwo (fola.kalesanwo@turley.co.uk) and Priya Aggarwal-Shah (priya.shah@bameinproperty.com).

Shape your city with a career in the built environment

Future of London offers work placements to people from ethnic minority backgrounds looking to launch their career in housing, planning or regeneration. Safaa Usmani explains why graduating from the programme helped her land a dream job.

The Emerging Talent Programme 2022-23 cohort.

For me, signing up to the Emerging Talent Programme was a no brainer. I had applied for a couple of planning roles but had been unsuccessful. This was partly due to the age-old catch-22 of a “lack of experience”, while not being given the chance to get the experience.

“Along came the Emerging Talent Programme and I thought “this is my golden ticket!”"

I had hoped a Planning Masters from the Bartlett School of Planning would be the golden ticket for a job in the industry, but I quickly learnt that wasn’t enough in a highly competitive and biased job market.

Then along came the Emerging Talent Programme and I thought “this is my golden ticket!”. I knew the variation in placements available on the programme, covering private, public and third-sector jobs, would give me invaluable experience. The programme of paid work placements with training and mentoring would help me decide which sector and job role I would like to build my career around.

For those not aware, Future of London builds thriving cities through knowledge, networks and leadership. Their unique network is passionate about finding social, environmental and economic solutions facing cities.

They are a not-for-profit organisation supported by member organisation in the public and private sector. Future of London help employers nurture talent that reflects the diversity of London.

I had previously worked in a local authority and charities, but my interests spanned elements of housing and community engagement beyond the planning discipline. A programme where I could explore roles in different organisations and pick up skills on the way was right up my street.

My experience of the programme was just what I had hoped for. My first placement was at the Department of Levelling Up, Housing and Communities (DLUHC). This is the government department responsible for housing, planning and the built environment – all the things I am interested in!

I felt very lucky to have the chance to work there for nine months. I had heard the application process for the civil service was extremely difficult, which had put me off applying before.

The placement was challenging but I enjoyed my time at DLUHC and learnt a lot about how the government works. I feel proud to have contributed to policy writing that led to the Leasehold and Freehold Reform Bill, included in the recent King’s Speech.

My final placement was with Arup - my first job in the private sector - working across the City Economics and City Planning & Regeneration team. I picked up many new skills as I developed myself as a consultant for clients including UK Government departments, local authorities, development corporations and Transport for London.

“I have secured a new role at Arup, and from January 2024 will be moving to Peru for a one-year assignment working on their Reconstruction with Changes project, which is rebuilding an area hit by flooding linked to climate change."

I also worked alongside planning colleagues doing secondments at local authorities, which gave me experience on the client side as a planning officer. My proudest achievement at Arup was researching and writing a report on the health impact of building a new bridge across a busy road in Yorkshire. Not a glamorous project, but an important one for the people living in the area!

My time at Arup gave me first-hand experience and set me up well for any future consulting roles. Good thing too, as that is exactly what I have decided to pursue. I have secured a new role at Arup, and from January 2024 will be moving to Peru for a one-year assignment working on their Reconstruction with Changes project, which is rebuilding an area hit by flooding linked to climate change.

If this has not been enough to persuade anyone from an ethnic minority background interested in a career in the built environment to apply to the ETP, then let me make two more points.

“Future of London team provides a wider network of support, events, networking opportunities, field trips and more, all to enrich the experience you have on the programme."

Firstly, you don’t do the programme alone. You will be joined by a brilliant group of other go-getters that form a supportive network of people in similar positions, whose experiences you can learn from too.

Secondly, the Future of London team provides a wider network of support, events, networking opportunities, field trips and more, all to enrich the experience you have on the programme. This is over and above the regular training days Future of London runs exclusively for each ETP cohort, where you develop skills beyond what you use in day-to-day work. Oh, and you are also paired with a personal mentor as a source of inspiration and to accompany your journey. Have I sold the programme yet?

The third round of the programme is now open. My advice is to just go for it, there is really nothing to lose. I found the application made me think hard about why I want to join the programme but also inclusive. The ETP team is very open to questions every step of the way.

I attribute at least part of my success of getting on to the ETP to being my authentic self through the application process - after all, the programme is designed to support exactly that: people from ethnic minority backgrounds who are passionate about the built environment to take their rightful places in the sector’s institutions and shape the futures of our towns and cities.

About the Emerging Talent Programme

The Emerging Talent Programme offers paid work placements with excellent public and private sector employers.

The programme is open to people from ethnic minority backgrounds, as part of Future of London’s commitment to creating a more diverse sector.

We find you full-time employment for 15 months with training and an experienced mentor. You will also get peer support from a motivated group of people like you. The next cohort starts in April 2024.

The programme leads to rewarding careers, including housing, planning, regeneration, urban design and community building.

Applications close on Monday 8 January 2024, 12pm.

If you’re an organisation reading this and would like to know how you can get involved in hosting work placements, please contact elaine@futureoflondon.org.uk.

The art of chairing – introducing our new hosting services

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.

We’re excited to formally introduce our hosting services, led by our founder, Priya Aggarwal-Shah. At a time when there is a greater need for conversations and unity about EDI, we’re ready to provide a service that can shape those challenging, yet necessary discussions.

We’ve all been there... A dragging panel discussion, where the chair is boring and a certain panellist is hogging the mic! You're watching the clock or distracted by your phone, and perhaps peering around the room to see many others doing the same.

The difference between a good event and a great event is often an engaging and interesting host. Someone who has evidently researched and spoken to the speakers beforehand, and understood their expertise and nuances, to provide them with an opportunity to shine.

The role of the chair is not simply to introduce speakers and ask a set of pre-agreed questions, it’s to move and guide the discussion, adapt to responses when someone goes on a tangent, and shift the mic away from someone who is waffling away.

With this in mind, we’re excited to formally introduce our hosting services, led by our founder, Priya Aggarwal-Shah. From chairing roundtables to panel discussions or an entire event, Priya comes with significant experience of public speaking and hosting on a range of topics, including diversity, equity and inclusion (EDI), as well as intersectional approaches, community and digital engagement, race and anti-racism, faith & religion and more.

Some of Priya’s experience includes:

• Chairing BAME in Property’s Corporate Partners’ roundtable discussion.
• Opening and leading the session about later living across ethnic minority communities at Property Week’s Later Living Conference.
• Chairing a discussion about anti-racism and internal communications at Inside Housing’s Communications Conference.
• Hosting and chairing the panel discussion for BAME in Property and NLA’s event about later living in South Asian communities.
• Chairing a discussion about ethnicity in planning and engagement with industry leaders.
• Chairing a discussion about faith and religion on behalf of the London Property Alliance.
• Speaking at Forsters LLP about race and anti-racism for Race Equality Week.

More in the images below too.

Hosting can be particularly beneficial for corporate events, where you’re looking for an external perspective from someone who is slightly more removed from the organisation of the event but who also has knowledge about the topic across the industry. For example, having an external, independent host for a topic about EDI could help reduce biases that may naturally occur if you had a host from the sponsor company instead.

We’re excited to launch this service at a time when there is a need for more challenging conversations about EDI (and other similar topics) across the industry. While all of our hosting is 100% professional, we won’t be shy to critique and challenge industry leaders about their positions and actions.

Please get in touch on hello@bameinproperty.com if you’re keen to discuss Priya supporting you on your next roundtable or panel event.

Head over to our Services page to learn more about all the ways we can support you.

In conversation with Oby Bamidele, COO of Built-ID

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.

To mark Black History Month 2023, we caught up with Oby Bamidele, former Chief Operating Officer of Built-ID, a social impact PropTech company, helping to create sustainable and inclusive places. Oby is also an author, counsellor and wellbeing coach, focusing on Black mental health, and has supported The Curvy Project, which seeks to build a more empowering and diverse narrative around Black hair, beauty and femininity.

In this powerful interview, Oby shares her squiggly career path, which helped her find her calling in tech and social impact. She explains why equity, diversity and inclusion efforts need to shine a brighter spotlight on Black lived experiences, validating their stories. Finally, as a practicing Christian, Oby explains how underpinning absolutely everything in her life is her faith.

You’re in for a treat – grab a cuppa and dive in!

Oby Bamidele.

Early years and education

Oby was born in Nigeria and spent the first 15 years of her life there. Her parents were keen for her and her four older siblings to complete their education in the UK and she moved to the UK as she was starting year 11.

At school, Oby’s interests were always inclined towards the social sciences, particularly sociology and psychology.

“Coming from a predominantly Black population like Nigeria - although we didn't use the term "Black" to describe ourselves - I was captivated by the diversity of ethnicities and cultures I encountered in my North London secondary school. I remember creating a survey for a sociology assignment on interracial dating, which speaks to my early fascination with studying people and their motivations. I had a strong desire to continue exploring this interest by pursuing a degree in Psychology or Sociology.”

However, like many immigrant families, Oby’ parents wanted her to opt for a more "prestigious" course, such as Law or Accounting, as they felt it would provide better career and financial prospects. Ultimately, Oby chose to study Accounting and Finance.

“My professional journey began as an Assistant Management Accountant in the media and advertising sector, where I worked for several WPP companies. Subsequently, I transitioned into a role as a finance analyst within the banking industry. A significant turning point in my career journey came twelve years ago, after my daughter's birth and completing my maternity leave. I joined a tech start-up called Cloud IQ as a General Manager. This role allowed me to wear multiple hats and work across all aspects of the business as it scaled. It marked my entry into the tech world. My decision to join Built-ID stemmed from my desire to combine my tech experience with my passion for social impact and my burgeoning interest in property and real estate.”

How Oby’s career has shaped her lived experiences and vice versa

Oby describes her early career as a period of self-discovery, often feeling unfulfilled in her roles.

“I felt lost, uncertain about my identity and passions, and unsure about the path I was meant to pursue. I often describe my journey as anything but linear.”

“I knew I didn't want to merely exist in a job that paid the bills and allowed for material comfort. I yearned for meaning in both my life and work. My frustration and sense of despair drove me to dabble in various pursuits, from taking different courses to exploring various entrepreneurial ventures, all in search of my purpose.”

Coaching and therapy played a pivotal role in Oby’s life; helping her gain much-needed self-awareness and connected the dots.

One thing that became abundantly clear was her zeal and enthusiasm for seeing people thrive.

“I discovered that I was a problem solver and a builder at heart, whether people or processes. In a business context, I found my niche as an "integrator", a term used to refer to someone adept at managing daily organisational challenges and ensuring that the different facets of a business function together seamlessly and harmoniously. Combining my people-centric focus with my integrator abilities was a game-changer for me.”

The highs and lows of her personal experiences led Oby to explore counselling and psychotherapy, and she eventually pursued formal training in these fields.

“I founded BARE Life Class, a mental health platform with a mission to educate, empower and equip women of colour in their self-development journey so that they can thrive in life. I develop and facilitate masterclasses and courses primarily for women of colour to improve emotional and mental health and build a safe space to heal, learn and grow. I have been privileged to work with many organisations to drive awareness and normalise mental health."

Oby’s journey as a Black woman navigating the corporate ladder while grappling with questions about her identity and dealing with biases, prejudices and societal expectations inspired her to write two books (Me, My Hair and the Rest; Finding Purpose).

“Sharing my experience has opened up conversations that enable others to share and own their stories.”

Life at Build-ID

Oby has had an incredible career in HR, tech start-ups and social impact, which pivot nicely to her current role at Built-ID. She shares more about what she does here.

“I joined Built-ID in 2021, and while it was daunting to move into a new sector, given the uncertainty of the pandemic, I was impressed by the company’s mission. I met the founder and CEO, Savannah de Savary, in 2020 and we quickly built a rapport based on our shared values. Our first conversation was about my experience navigating my career as a Black woman. Diversity and Inclusion were at the heart and soul of the organisation. It was refreshing to join a company that encouraged authenticity, enabling individuals to bring their true selves to work and perform at their best.

“As a social impact PropTech, we enable decision-makers to deliver more socially impactful and sustainable places through our award-winning digital community engagement platform, Give My View. By making community engagement easy, gamified & impactful, Give My View motivates diverse communities to engage with decision-makers and to have a constructive voice in shaping the places where they live, work and play.

“As Chief Operating Officer, I oversee all operational activities, including people, finance, and service delivery. You could say I'm the "Chief Executer" because I lead the team to execute the strategy led by the CEO and Executive team. I also played a pivotal role in our becoming a B Corp, reinforcing our commitment to building trust and rapport with all the communities we engage with.”

Black women and afro hair

Oby shared the realities and microaggressions she has faced as a Black woman with afro hair.

“I've encountered numerous instances of biases, prejudices, and expectations surrounding Afro-textured hair throughout my life. There was a time when I wouldn't dare wear my hair natural, fearing it would be perceived as unprofessional, non-corporate, or unkempt. While I've since gained confidence in wearing my natural hair in professional spaces, I'm aware that many Black women and men still face challenges. I recall instances where I received advice against attending interviews with my hair in its natural Afro state out of concern that it might affect my prospects negatively.”

Shortly after joining Built-ID, Oby had conversations with the CEO, Savannah de Savary, about her experiences surrounding hair biases. This led to them supporting Project Embrace, an organisation dedicated to ending hair discrimination and celebrating Afro-textured hair.

“This conversation sparked an inspiring idea: to leverage our Give My View platform to support Project Embrace UK. After engaging in discussions with Project Embrace's founder, Lekia Lee, our team collaborated to create the Curvy Hair Survey. The aim was to gain insights into the lived experiences of Black women and explore the sociological consequences of having Afro-textured hair. The results of the survey will be launched soon.

“We were honoured to provide our platform to support Project Embrace, aligning with our mission to create a more inclusive world and amplify the voices of underrepresented communities.”

Focusing EDI efforts on Black lived experiences

Oby explains why equity, diversity and inclusion efforts need to shine a brighter spotlight on Black lived experiences.

“I'll explain why – drawing from my own perspective as a Black woman. Our experiences carry layers of history and resilience that are often overlooked. By centering on these experiences, we acknowledge the challenges we've faced and the strength it took to overcome them. It's about validating our stories as integral parts of the human narrative.

“When diversity and inclusion efforts prioritise Black-lived experiences, it's akin to finally being seen and heard. It's not just about addressing the past but tackling the present-day issues that persist. Our unique insights and perspectives, often sidelined, have the potential to drive significant change. These experiences bring fresh viewpoints to the table, offering innovative solutions to challenges that affect us all. This inclusivity benefits everyone by fostering creativity and empathy.

“On a personal level, this matters because it's about creating a world where my daughter, nieces, and nephews won't have to confront the same prejudices I did.”

‘Saluting our sisters’

Although Oby is excited about the 2023 Black History Month theme, "Saluting our sisters", she explains why efforts should extend beyond this month, with a focus on practical, ongoing actions.

“To amplify this theme in practical ways, we can start by establishing programs and partnerships with organisations that advocate for Black women, such as Black Women in Real Estate. These collaborations can provide insights into the specific challenges Black women face, aiming to address and mitigate them.

“One impactful idea would be to host a "Sisterhood Symposium" that brings together Black women from diverse sectors. Instead of traditional panels, this event could feature interactive workshops and collaborative discussions. It would create an opportunity to foster connections across industries, share insights, and build a supportive network that extends beyond Black History Month.

“Organisations should also encourage mentorship programs explicitly designed to support Black women within the field and those entering it. These programs should ensure equitable opportunities for growth and leadership roles. By creating an environment that values and uplifts Black women in the sector, we can initiate lasting change and celebrate our sisters all year-round.”

The impact of faith

As a practising Christian, Oby’s faith is a cornerstone of everything she does.

“In a world where the relentless pursuit of self-interest and the constant barrage of external pressures often leave us feeling inadequate or perpetually chasing more, my faith and relationship with God offer a distinct perspective. They steer me away from the relentless pursuit of perfection and encourage me to embrace my inherent humanity.

“The causes and issues that hold a special place in my heart, such as justice, equity, diversity and inclusion, social impact, mental health, and well-being, are all deeply rooted in the principles of my Christian faith. These principles inspire me to treat others with the same love and compassion that I extend to myself, consistently show up as my true self, and create an environment where others can do the same.”

Huge thanks to Oby for sharing her story with us. Catch her delivering a keynote at our upcoming event with Colliers on 17 October 2023. More details HERE.

‘Talent is everywhere but opportunity is not’

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.

This month, we’re pleased to share some of the early career’s outreach work our Corporate Partner, Turley has been doing to help create a more equitable and diverse workforce. Working directly with the 10,000 Interns Foundation, co-owners Tom Ellis, Senior Planner, Economics and Charlotte Palmer, Senior Planner, Planning Midlands, and Mariel Ngemoh, who did a placement with the Economics team in Manchester, have shared some reflections on their experiences of the ‘10,000 Interns’ programme.

“Programmes such as 10,000 Interns Foundation help promote the equity of opportunity, the programme’s website highlights “Talent is everywhere but opportunity is not” which is a quote that sticks when I think about how beneficial it is for Turley to participate in such programmes." - Charlotte Palmer, Senior Planner

Turley appreciates the benefits of even more diverse decision making, and the value of different perspectives and thoughts. We’re committed to widening diversity across the company to be more reflective of the communities that we serve.

We recognise that more can be done to provide meaningful and valuable workplace experiences to help build a more diverse future talent pipeline. As well as directly working with universities we support a number of charities (10,000 Interns Foundation, Career Ready and Mayor’s Fund for London Firm Foundations) that seek to support talented people from under-represented communities access workplace experiences.

“Being able to talk to people in Turley’s different services was really beneficial and helped in figuring out what part of the planning sector I would like to go into in the future.” - Mariel, Intern

The built environment sector needs to see much greater progress to becoming more inclusive and diverse. While ethnic diversity within Real Estate is generally in line with the national average, it’s still lower than average in London (47% BAME and 65% BAME and Other White combined) (Source: ONS Census data 2021) Worryingly in EG’s Race Survey 2021 84% of ethnic minority workers felt that racism was an issue in the real estate sector, and close to 75% had experienced racism themselves. Aside from a focus on IED (inclusion, equity and diversity) being the morally right thing to do, there are also business benefits. The McGregor-Smith Review (2017) reported if BME talent is fully utilised, the economy could receive a £24 billion boost.

“In partnership with BAME in Property our co-owners have contributed to panel events and shared their career journeys to raise awareness on the importance of working to increase ethnic diversity within the built environment industry.”

As a corporate partner we’ve been working with BAME in Property to develop an even more inclusive culture. BAME in Property’s founder Priya Aggarwal-Shah has delivered IED workshops across the business to break down barriers about talking about race and ethnicity issues in the workplace and how co-owners can embrace allyship. In partnership with BAME in Property our co-owners have contributed to panel events and shared their career journeys to raise awareness on the importance of working to increase ethnic diversity within the built environment industry.

Turley is seeking to level the playing field for Black students and graduates through our support of 10,000 Interns Foundation who run innovative programmes that promote equity of opportunity and offer access to paid internships across a wide range of industries. This year we have hosted three paid six week placements in our Economics, Design and Midlands Planning teams. In 2021 70% of candidates who participated in the programme felt they would not have received an internship offer without the programme.

Co-owners Tom Ellis, Senior Planner, Economics and Charlotte Palmer, Senior Planner, Planning Midlands, and Mariel Ngemoh, who did a placement with the Economics team in Manchester, have shared some reflections on their experiences of the programme.

Why workplace opportunities through programmes such as 10,000 Interns Foundation are important

“I hope that programmes such as this go towards helping people like Mariel who are soon going to be completing their studies to gain some practical experience and confidence in a supportive workplace environment." - Tom

Charlotte: 10,000 Interns provides an alternative platform at showcasing our industry. It provides another outlook to scout and consider talent from a wider pool and also provide those with an opportunity which may not have previously been an option.

Tom: It is important that the socio-economic, gender and ethnic make-up of the planning and development industry becomes more reflective of wider society, given that everyone’s day-to-day lives – where they live, how they travel, what services are available to them – is to some degree touched by the decisions and priorities of the industry. Diversity of experience is vital in order to appreciate the potential effects of a development on as broad a cross-section of local communities as possible and to ensure that plans respond to local priorities and meet local needs.

In addition to this, from a commercial perspective, study after study has linked diverse workplaces to increased levels of creativity and innovation and, ultimately, higher productivity through the introduction of new perspectives and ideas. And last but not least, I would also hope that programmes such as this go towards helping people like Mariel who are soon going to be completing their studies to gain some practical experience and confidence in a supportive workplace environment.

Opportunity to see things from a new perspective

“I was pleasantly surprised at how driven and motivated my mentee was." - Charlotte

Charlotte: I participated as a mentor within the programme and was pleasantly surprised at how driven and motivated my mentee was, particularly showcasing an interest and understanding of an industry that isn’t directly linked to their degree subject; it gave me an opportunity to help provide guidance to someone who was at the very start of their professional career and who also had limited role models within professional industry. It provided me with insight into what it is like to step into the working world today.

The interns make valuable contributions to the teams they support

Tom: Mariel proved an extremely useful addition to the team this summer, showing her adaptability by calmly turning her hand to contribute to a very wide range of (hopefully!) interesting projects, ranging from the health and wellbeing impacts of a new apartment block in central Milton Keynes, to the economic strategy of rural communities in Ireland. I know that everyone in the team was impressed with her quality of work, diligent approach and keenness to learn throughout her internship.

10,000 Interns Foundation is now accepting pledges for the 2023/24 cycle and are asking businesses to agree to host an internship before 20 October – you can make a pledge HERE.

“My advice to people applying to the programme would be to really go for sectors that align with your genuine interests! This is a really great opportunity to try out an area of work you may have brushed aside before" - Mariel (Intern)

Thanks to Turley for sharing their experience of supporting the 10,000 Interns Foundation and we hope this encourages other companies to consider them as an early careers outreach partner.

Take Action Make Impact: How to ensure your DEI policies are sustainable

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.

National Inclusion Week takes place from 25th September – 1st October and this year’s theme is ‘Take Action, Make Impact’. The theme was inspired by some of the momentum of the theme from NIW 2022; ‘Time to Act: The Power of Now’, which centred around encouraging immediate action – not next month or next year, or in six months, but now. You can read more about last year’s theme and our tips HERE.

But as we know, DEI is long term and while there are some policies you can implement immediately, most require constant and consistent action. And when you’re thinking ‘long term’, you’re going beyond the virtue signalling that many organisations unfortunately end up doing.

That is why, we’ve put some suggestions together for you to think about, considering:

• Why are you implementing a policy?
• Are you being authentic and genuine?
• Who is benefitting from the policy?

Below are some tips to help ensure your DEI policies are sustainable and really do make an impact.

1. Think about intersectionality in your approaches, recognising that every individual has multiple layers to their identity – the visible, and the non-visible. Underpinning your approaches will be race, which forms the foundation of DEI.

2. Be consistent – if you’re collecting data, then explain why you are doing this? How you are going to do it and what will happen after you have the results? One of the biggest areas where companies go wrong with data collection is not sharing the results (good or bad) with their employees. This not only reduces transparency within the organisation, but it creates a culture where people don’t want to share any further information because it appears nothing is being done about it.

   The more data you collect, the more you will need to analyse – so only collect data you know you have the time to dissect and track properly.

3. If you’re celebrating a festival or cultural awareness day, have you consulted on any messaging or plans with people from specific ethnic or religious groups? Conscious leaders acknowledge their limitations and allows those who know better to lead.

4. If you’re introducing a new initiative, how are you measuring its progress? You could set up a Diversity Taskforce, which brings together senior managers and directors regularly to check the initiative is working, gather feedback from others, present the outcomes after 6 months or a year, and recommend further action.

   Alternatively, you could seek external DEI support to help you keep on track with your policies and provide expert guidance and advice.

5. Supporting your internal diversity networks or ERGs by providing:

• An executive sponsor – 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.

• Sufficient resources and budget – Without these, many ERGs are merely ‘talking shops’, with lots of nice ideas not materialising. This can cause the group to lose momentum and individuals within these to feel frustrated and unsupported.

• Sufficient time within their working week to participate in the group – your employees shouldn’t be working on ERGs during lunch hours or after work. If their involvement in DEI is supporting overall company objectives (which it likely is), then consider reducing their workload by X% to give them meaningful time to participate in these activities, just as you would for Business Development.

• Recognition of their contributions by senior leaders – this could be in Appraisals, Personal Development Plans and/or remuneration for their time.

Want to learn more about having effective internal diversity networks? Read our detailed guidance HERE.

6. Continuously do the homework. Events and workshops help, but Google is at your disposal, and use it to learn and unlearn things to make you anti-racist and a better ally.

“To be anti-racist is to be an ally (verb) – it means you are actively striving to do better, to unlearn things that are wrong and educate yourselves on how to improve. It is simply not enough to be not racist.”

If you need any assistance with your DEI approaches, please contact us on hello@bameinproperty.com to find out more about our services and/or corporate packages.

Roots and Routes – reflections from a recent visit back home in Southeast Asia

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.

September is East and Southeast Asian (ESEA) Heritage Month, which was established in the UK to honour and celebrate the culture, diversity, history and contributions of East and South East Asian communities across the UK and raise awareness for those who are not East and/or South East Asian.

The theme for 2023, "Roots and Routes", was an opportunity for one of our members, Haziq Ariffin, Account Manager at ING Media, to reflect on his recent travels back home in Malaysia and Singapore.

For some, Southeast Asia is a gap year destination. But as one of the most culturally diverse regions of the world, it has a lot to offer, especially as we continue moving towards a more globalised society.

Made up of eleven countries, Southeast Asia has always been an important global trading hub, forming a bridge between the West and the East. Centuries of intercontinental trade and migration is one of the reasons the region boasts a rich tapestry of ethnicities, languages, food, and traditions. Today, partly due to political and economic conditions, there is also a large contingent of Southeast Asian diaspora across the world, including in the UK. So, what can the built environment industry learn from a Southeast Asian perspective on "Roots and Routes"?

“The connection to nature is inherently important to Southeast Asian communities. For Malaysians, the homeland is referred to as "Tanah Air", an amalgamation of two words: "Tanah" which means Land" and "Air" is "Water"."

To take the theme quite literally, the connection to nature is inherently important to Southeast Asian communities. For Malaysians, the homeland is referred to as "Tanah Air", an amalgamation of two words: "Tanah" which means Land" and "Air" is "Water". Southeast Asia as a whole is home to nearly 15% of the world's tropical rainforest and the Coral Triangle, one of eight major coral reef zones in the world. But it is also one of the most vulnerable regions to climate change. Heat waves, floods, and droughts are becoming increasingly common. In light of this, in recent years there has been more attention given to alternative construction materials, such as bamboo, and building on indigenous knowledge to develop more sustainable ways of living.

“Originally constructed by Indian Muslim Traders in the 18th century, the mosque is an iconic symbol of the region's cultural and religious diversity."

Reflecting on "Routes", during my recent trip, I also visited Masjid Kampung Kling, a timber mosque in Malacca, Malaysia. The port city, recognised as a UNESCO World Heritage Site, was a historically significant centre of trade and cultural exchange. Originally constructed by Indian Muslim Traders in the 18th century, the mosque is an iconic symbol of the region's cultural and religious diversity. The main hall is a Malay-style wooden structure with intricate tile work and carvings, featuring a blend of various cultural influences, including Javanese, Sumatran, Indian and Chinese. European influences can be seen by the colonnade of Corinthian columns which hold up the tiered roof. And strikingly, its minaret resembles a pagoda, built entirely of masonry. The mosque is truly an architectural smorgasbord reflecting the cultural diversity that has shaped the region over the centuries.

Masjid Kampung Kling, Malacca, Malaysia.

This is just the third year that the UK is celebrating East and Southeast Asian Heritage Month, but I hope we continue to celebrate the rich and colourful cultures that the East and Southeast Asian diaspora brings to the world.

Spotlight on Lendlease – leading the way on Equity, Diversity and Inclusion initiatives

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.

At BAME in Property we’re proud to partner with a range of companies in the Built Environment, who are passionate about creating inclusive cultures. This month, we’re highlighting some of the exemplary EDI initiatives Lendlease has been implementing across their company.

From establishing and supporting an array of internal diversity networks, to rolling out company-wide training and reaching into new communities for future talent, here we share how small steps can make a difference.

We hope that this is an opportunity for other companies to learn and trial out their own similar EDI initiatives, recognising that the industry must work together in driving change.

Team photo: Silvertown site.

Internal EDI networks

At Lendlease, there are five formal EDI networks – REACH (Racial Equity and Cultural Heritage), Gender Equity, All-Abilities, Pride and Mental Health. While all networks aim to provide a safe space for employees to come together and share experiences, they’re also open to allies, keen to educate themselves.

Each network has an Executive sponsor, either someone who identifies with that group, or someone who considers themselves an ally. This is the case for the Pride Network, All-Abilities and Gender Equity, which has a male sponsor – the person leading this has been on his own sponsorship training, recognising the importance of this role. No doubt, having someone from a majority group leading a gender group can be hugely powerful in encouraging others to take action.

Furthermore, the Executive sponsor can pass issues onto the wider senior 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.

How the internal networks have influenced company policies and initiatives

All the internal networks at Lendlease have been effective at driving some changes within the company.

The REACH Committee suggested cultural day swapping, allowing people to swap UK public holidays with their own religious or cultural celebrations, without having to take additional annual leave.

The Gender Equity network queried how Lendlease was supporting women on their fertility or menopause journeys, and recognising the absence of such guidance, Lendlease partnered with relevant organisations to roll-out training across the business. They also created an app, which signposts employees to other resources.

Meanwhile, the All-Abilities network was keen for the different groups to have various times in the years to highlight important awareness months/days or cultural events and arrange activities accordingly.

Designing inclusive places and spaces

The company’s ethos is about creating spaces for different communities, and so in April 2023, the All-Abilities network invited several disability charities to experience Lendlease’s flagship Elephant Park public space. This was to receive feedback about how the spaces were supporting different user groups, as well as suggestions for improvement. Through this activity, Lendlease was open to listening, learning and adapting spaces in ways which different communities might use them.

The All-Abilities group is producing a report based on this feedback to be used as guidance for the Development team at Lendlease.

EDI initiatives at Lendlease

A key initiative at Lendlease is the roll-out of unconscious bias training to the whole company, delivered completely in-house. The response has been positive, and many employees have been on their own discovery journey about EDI topics too.

Lendlease also has several mentoring programmes, including Mosaic, which is a partnership between the Lendlease UK and USA regions, allowing Black, Asian and Ethnic minority employees to mentor and build connections across the Atlantic. This has been eye-opening to say the least, as racial issues differ hugely between the USA and UK, but also an important learning opportunity for all those involved.

There are also different diversity targets, depending on the role and the location, acknowledging that one size doesn’t fit all, and there needs to be a level of flexibility with EDI initiatives.

Outreach work to attract the next generation of talent

With the majority of the business being Construction, Lendlease is working hard to attract more diverse candidates into the industry. While the rewards may not happen overnight, the seeds are being sewed, with their ‘Beyond Site’ initiative, where teams go into disadvantaged communities to attract future workers, usually through supply chain partners.

Final thoughts

Lendlease is quite open about the fact that companies should be sharing EDI knowledge and learning from each other, because despite all the good intentions and initiatives, the whole industry needs to improve.

With such an attitude and approach, it’s no surprise that Lendlease was named as one of The Times’ Top 50 companies to work at, in June 2023.

Thanks to Lendlease for sharing some of the great work they’re doing in the EDI space. Learn more about BAME in Property’s Corporate Partners here: https://www.bameinproperty.com/membership

In conversation with Palak Jhunjhunwala, co-founder of Beyonddesign

This month we caught up with Palak Jhunjhunwala, co-founder of Beyonddesign, a forward-thinking architecture and design practice with studios in London and Mumbai.

Palak shares with us her upbringing in Mumbai, from a fulfilling childhood with plenty of opportunities, to her education at Mumbai’s leading architecture school, followed by her Masters in the UK.

She then goes on to tell us the vision behind setting up her own architectural practice, from the initial idea to the execution, which happened none other than during the COVID-19 pandemic. With a focus on some of the most exciting projects in the UK, India, and beyond, Palak is only getting started on her journey.

Despite the planning and development challenges in Indian cities, like Mumbai, she sees these as opportunities to do better. And for Palak, talking about the change isn’t enough, she wants to be that change.

Amongst the inspiring words of wisdom, we close the conversation with some of Palak’s favourite parts about Indian culture.

Grab a chai and dive in!

Discovering a love for architecture

Palak was born and raised in the busyness of the Mumbai city, to a typical set of business-homemaker parents. She was fortunate to live in the South (and more planned) part of the city, with easy access to school and other activities such as dance, music, art and sport that have influenced the person she is today. She was given exposure and opportunity to discover and thrive in the creative space.

“I remember my first month at architecture school and the sense of belonging and content that I felt."

Like many young South Asians, architecture was not on Palak’s radar. Alongside much of the Indian population, she wanted to be a doctor or an engineer, both careers deemed reputable and successful.

When architecture was introduced to her as option, she was instantly drawn in.

“I discovered the harmonious blend architecture offered, between creative expression and science... I remember my first month at architecture school and the sense of belonging and content that I felt. It was a satisfying moment of convergence for me.”

Studying architecture both in India and the UK

“Starting architecture school at first, was a gamble. I knew I had other options if I changed my mind (I had done all the entrance exams!). I went in with an open mind and no expectation, and I was positively surprised.”

Palak started her architectural education at Kamla Raheja Vidyanidhi Institute for Architecture (KRVIA), Mumbai University in 2007. The first couple of years of architecture at her university were more about deconstruction, design and breaking boundaries.

Following five years of architecture at KRVIA, Palak completed a post professional masters at the Bartlett School of Architecture, UCL a few years later. At the Bartlett, Palak chose to do a research-based masters that focused on innovation using digital design and manufacturing with Ai, robotics, 3D printing and Modern Methods of Construction (MMC).

Despite a common rhetoric that architectural education is often Eurocentric, with limited discussion about non-male and/or ethnic minority designers, Palak didn’t find this to be an issue in her education in India.

“During my time at KRVIA, I didn’t feel a sense of Eurocentrism. Of course, we learnt about Tschumi, Enric Miralles and Alto but not much more than that of Charles Correa, Laurie Baker and Raj Rewal. At UCL, the context was different as only a handful of universities in London, USA and Germany were working with similar levels of technology and design integration.”

Founding her own architectural practice

“Our first four projects all came together at the perfect moment, the stars aligned and before we knew it, we were open for business." Palak always knew she would start her own architectural practice. She first came close to starting a practice in 2015, just before she moved to London. However, it wasn’t quite the right time, and she revisited the idea a few years later during the global COVID-19 pandemic.

“In 2020, a series of lockdowns followed by inactivity due to the spread of the pandemic, gave me the time and mental space to revisit the idea [of starting my own practice]. Luckily, my business partner and I, and our first four projects all came together at the perfect moment, the stars aligned and before we knew it, we were open for business.”

This is when Beyonddesign was created, a forward-thinking architecture and design practice with studios in London and Mumbai. They work with private, public and commercial clients to achieve high-quality, innovative, and sustainable designs.

Palak set up Beyonddesign with Giacomo Calisti, a fellow Architect, with a focus on heritage and inclusive design. He oversees the practice's strategic development in the UK, Europe, and India markets.

Palak with her co-founder, Giacomo Calisti.

Although both Palak and Giacomo are based in London, they work between both the UK and India, as being at the heart of developments is key to their progress.

“Both Giacomo and I are based in London, and shuttle between the UK and India (and other locations). From early on, it was important for us to have part of the team locally in India, to provide the kind of support that our clients expected. Once we started to grow our team in both locations, due to difference in business cultures, mindsets and logistics, we saw the growing complexities that came alongside this. The two contexts are starkly different, and working continually in both contexts keeps us on our toes, but it simultaneously provides endless opportunity to be adaptable and versatile unlike others. It helps us to understand people more holistically, transfer knowledge seamlessly and be aware of a world that is global.”

Ultimately, though, running one’s practice is about being the change.

“Running a practice provides the opportunity to change the ‘can be’ to making it happen.”

Projects across continents and cultures

Palak and Giacomo have an exciting pipeline of projects on the go. Currently, they are working on a new research and development centre and offices for a tyre manufacturer in India alongside a mix of private residential extensions and retrofits, and mixed-use developments in the UK. Over the last year they have also established a few collaborations through which they are working on a high-end commercial scheme in Ahmedabad, a set of permanent art installations in Frankfurt, design of concrete cladding panels with a company based in Udaipur and exploring versatility of form using highly sustainable MMC systems in UK.

The Beyonddesign team.

How growing up in India has influenced Palak’s career

“Moving to the UK after living in India has revealed a way of existing and co-existing that is different.”

Palak describes India as a land of opportunities – if you want it to be.

“Growing up in India exposes you to as much as you want to be exposed to. It’s a highly segregated society, which can form a complex setting. Simultaneously, there is great energy, tremendous drive, momentum, and vision. We (Indians) are fairly peaceful and helpful but carry a level of scepticism and distrust for others. One tends to develop instinctive caution."

Being raised in an incredibly diverse culture and country has had a huge impact on Palak’s ways of working.

“Personally, I think growing up in India has given me a go-getter attitude and put things into perspective. Moving to the UK after living in India has revealed a way of existing and co-existing that is different. It has helped me develop new instincts and new attitudes. It has helped me to appreciate diversity in thought, preferences and being.”

Biggest architectural opportunities in Mumbai

“We’re still not building sustainable cities or inclusive cities [in India]. The cost of living and buying property is disproportionate to one’s earnings.”

Despite the challenges of uncontrolled, unsustainable planning and development in Mumbai, coupled with huge disparities in one’s income and purchasing parity, Palak is hopeful that a new generation of creatives can help transform the city with a more positive outlook.

“Mumbai is a city of dreams... It’s very densely populated due to the limited space in the city owing to its landform and uncontrolled unplanned development. Currently, the city is seeing the emergence of two multibillion £ infrastructure projects which will have a significant impact on the daily lives of a large part of the population. However, I think some of the important conversations and implementation of those conversations are yet to be had. We’re still not building sustainable cities or inclusive cities. The cost of living and buying property is disproportionate to one’s earnings. However, there is a fantastic new generation of architects, artists and intellectuals emerging, forming a great community. It all feels very hopeful.”

Biggest challenges in architecture

As with many others, Palak echoes the challenges of policy, regulations and long working hours in hindering the progress of architects.

“Although fees have remained the same, expectations are increasing and as a result, the quality of the architecture often suffers.”

However, Palak is positive about the development of Ai.

“Contrary to what a lot of people believe, automation of some of the mechanical functions that architects currently undertake, using Ai (and other) tools might help to bring back the focus of architects to space, experience, and human relationships.”

“The good and bad news is that we have a long, long way to go. It’s good because it offers opportunity to do better and bad for obvious reasons.”

The fun stuff

We couldn’t close this interview without asking Palak her best parts about Indian culture.

• Favourite architectural masterpiece in India or South Asia more broadly? “I love stepwells. The Chand Baori in Rajasthan is a masterpiece. It was commissioned by King Chanda, but unfortunately, the architect is unknown.”

• Favourite South Asian food? “Pani puri and pav bhaji are my favourites!”

• Favourite Bollywood film? “I’m currently obsessed with Bollywood sport films like 83 and Chak de India.”

• What does South Asian Heritage Month mean to you in three words. “Filling-in the gaps.”

An absolute delight to chat with Palak and learn more about her life, her vision and her favourite food, which happens to be our founder, Priya’s too! Learn more about Beyonddesign here: https://beyondd.studio/about/

The silent taboo – later living in South Asian communities

By Priya Aggarwal-Shah, PREACH Inclusion® (formerly BAME in Property Ltd) and Bhavini Shah 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.

Why has multigenerational living remained the preferred option in South Asian communities? And why is there such a taboo with exploring later living housing options in these communities?

These were some of the questions asked during a panel discussion with thought leaders at a BAME in Property and NLA event in London on Wednesday 19th July. The event was part of South Asian Heritage Month, which runs from 18th July to 17th August. Our esteemed panel included:

• Priya Aggarwal-Shah, Founder and Director of BAME in Property Ltd (Chair)
• Vinesh Pomal, Senior Architect at Butcher Bayley Architects
• Tahera Rouf, Project Leader at RCKa
• Lucy Hales, Head of Co-housing at Housing 21
• Dipa Joshi, Partner (Residential Lead) at Fletcher Priest Architects

From left to right: Tahera Rouf, Dipa Joshi, Priya Aggarwal-Shah, Vinesh Pomal and Lucy Hales.

'The need for a broader range of later living options for South Asian communities is becoming increasingly apparent.'

In the UK, we have an ageing population and increasingly ethnically diverse population. In some towns and cities, the South Asian population is in the majority, including in places like Leicester and Kirklees, and in London, areas like Harrow, Hounslow, Ealing and Brent.

However, current later living options are not always culturally appropriate, with fewer vegetarian or halal etc. catering options, language barriers between residents and carers, and little to no, religious, and cultural amenities located near developments.

With limited later living options for the South Asian community, multigenerational living has remained the preferred option.

Although multigenerational living is more common in South Asian communities; with new developments generally being smaller in size, and younger generations assimilating to western cultures, the need for a broader range of later living options for South Asian communities is becoming increasingly apparent.

The discussion explored the following themes:

Multigenerational living

"Having my [late] grandfather in the family home was not only an important part of Gujarati culture, but it was also essential to prevent loneliness..." - Vinesh

There’s no secret that multigenerational living is the preferred option in many South Asian communities. Vinesh shared his experience of co-caring for his late grandfather, a decision that was a no-brainer in his family, despite his deteriorating health. He explained how having his late grandfather in the family home was not only an important part of Gujarati culture, but it was also essential to prevent loneliness and provide a sense of familiarity for him.

Tahera talked of the exchange of knowledge, skills and languages across generations within multigenerational families, sharing how her nieces and nephews have picked up the Bangla language through regular communication with their grandparents, who live with them. There was also the added benefit of grandparents helping with childcare, which is a necessity as much as it is a blessing. This can often determine where grandparents live, either within a multigenerational arrangement itself, or where they move to in the future, if considering a later living option.

'You just don’t put your grandparents into a care home!'

Dipa continued by also sharing her experience of looking after her late grandmother. When the Council refused to provide a lift within her home to help with mobility challenges, Dipa used her architectural background to retrofit the home herself, providing a chair lift and extending the time her grandmother could remain in her own home. During this time, she had a Gujarati carer to provide home care in a familiar language and cook authentic Gujarati food, which was essential for her wellbeing.

She later moved to a care home for South Asian older people, meaning specific social and religious activities were planned around the residents’ needs.

Although Vinesh, Tahera and Dipa shared different experiences, there was a consensus that 'you just don’t put your grandparents into a care home!’ With many enthusiastic nods in the audience, this was clearly a sentiment felt by many.

The importance of listening and codesigning with communities

Lucy talked about the development of cohousing, a concept by Housing21 in Birmingham, where homes are designed in conjunction with the local South Asian community for social rent. The consultation with the community flagged the need for independence and a community feeling, leading to the design of spaces such as gardens to be maintained by residents and communal cooking. This highlights the importance of engagement and design in creating spaces people can, and want to, live in.

Vinesh also talked about specific design features which are common within many South Asian homes, including a porch as you enter, to remove shoes and any other outdoor clothing, alongside a toilet and/or washbasin, to immediately wash hands. While these design features may seem specific to South Asian communities, they are clearly beneficial and usable by many others.

Location, location, location

'A central location [for later living developments] is key to reducing feelings of loneliness and isolation and maintaining a link to community and culture.'

While there is often this romanticised idea of where later living homes should be, usually in the suburbs or countryside, there was agreement amongst the panellists about options within town centres. On the one hand, a central location is key to reducing feelings of loneliness and isolation and maintaining a link to community and culture (e.g., proximity to a gurdwara, temple or mosque). On the other hand, it’s about remembering the spending power of this group, often referred to as "the grey pound", and the impact they can have on the local economy, particularly if later living schemes are located in town centres to diversify housing options.

Ensuring affordable options to reflect a diversity of wealth

"Planning policy needs to reflect a diversity of needs." - Lucy

Finally, we talked about the importance of planning policy to reflect the needs of those requiring affordable later living options and not just a luxury offer. There was an acknowledgement that many ethnic minority communities are outpriced from later living options for this very reason, forcing them into overcrowded homes, rather than a positive multigenerational experience.

Networking and follow up

The discussion continued well into the evening over networking, where it was clear that we’d only scratched the surface on this topic. Over the coming months, we’ll be sharing more content about later living in ethnic minority communities, so look out for this on our social media channels.

Thanks to everyone who joined us and shared their experiences too.

The social enterprise giving those with learning disabilities a fair shot

This month, our founder, Priya Aggarwal-Shah, caught up with Bianca Tavella, Founder of Fair Shot, a social enterprise cafe and registered UK charity that aims to transform the lives of young adults with learning disabilities and/or autism through specialty coffee.

Having stumbled across Fair Shot’s quirky Covent Garden café a few months ago, we knew this was an initiative we had to support. After all, how can you argue with the fact that quite simply, everyone deserves a fair shot at employment.

In this piece, we share where the idea all started, how Fair Shot provides employment opportunities for those with learning disabilities, how it’s changing lives and what’s next for the charity.

As a bonus, we were truly humbled to volunteer at Fair Shot’s recent graduation, celebrating the achievements of all trainees, present and past, and we share a bit about that too.

We hope that through this interview, we can raise awareness about this incredible charity and encourage you all to drop by, donate, spread the message and simply, give someone… a fair shot.

About Fair Shot

When I walked into Fair Shot café, the first thing I read was that 95% of adults with a learning disability are unemployed.

This is why Bianca was inspired to create Fair Shot, a “café with a conscience.” Fair Shot café exists to combat the excruciatingly high unemployment rate in adults with learning disabilities. Their vision is to create a society where adults with learning disabilities and/or autism have an equal and fair chance at obtaining and maintaining employment.

Bianca Tavella, Founder and CEO of Fair Shot Cafe.

Fair Shot café doesn’t simply provide fantastic coffee! They offer 12 young adults (aged 18-25) each year, with a learning disability and/or autism the chance to gain real-life work experience through their hospitality traineeship programme.

Following this, the team works with employment partners to help the graduates settle into their next dream job.

“It’s essentially a steppingstone for the trainees. So far, we’ve helped 21 young adults and we’re taking on another 15 in September [2023],” said Bianca, proudly.

“Unfortunately, we don’t have funding to support people older than 25. However, this is just the beginning, and we have ambitions to go beyond the age of 25,” she added.

Where it all started

“I was 13 and told my parents this was something I was going to do”

— Bianca

No doubt, setting up a business is no easy mission. At 28 years young, Bianca initially had other plans for her early career. Having studied Politics at Exeter University, Bianca always wanted to work for an international NGO and after facing a few hurdles with this journey, she decided to just go for it and set up Fair Shot café.

Bianca grew up around people with learning disabilities, who she met through her church. When she was three, her parents set up a Friends for Friends Group in her local area, supporting people with learning disabilities. It was through this group that Bianca became close with an autistic child.

“This is where the café idea started. I was 13 and told my parents this was something I was going to do,” said Bianca.

Little did she know that the idea would materialise so soon. Having originally planned to set up this café later in her life, there was no time like the present.

With the encouragement of family and friends, she was ready to give it a go.

“You only regret what you don’t do,” said Bianca, a phrase I too could empathise with.

Bianca Tavella, Founder and CEO of Fair Shot cafe, with Priya Aggarwal-Shah, Founder and Director of BAME in Property Ltd.

From idea to execution

Having initially set up the café in Mayfair, Bianca moved Fair Shot to Covent Garden, after successfully pitching at Retail Convention last year and gaining support from Beacon Retail Consulting Ltd.

“Everyone matters and everyone has the right to aspire and the right to have a career… society needs to change, not the other way… We need to stop creating high expectations for everyone because adjustments are possible.”

— Bianca

Bianca’s role goes beyond ‘Founder and CEO’, and she wears several hats on a daily basis.

“I am the boss of disabled trainees. I have to manage the finances, customers, start up culture and raise money so we can grow… all these things come with their own set of challenges,” Bianca shared.

With no prior experience in running a business, and more specifically, a café, Bianca is learning on the job.

And for her, faith is important and that helping hand along the way.

“Faith gives you hope and something to fall back on. It’s perspective,” she added.

But despite the challenges, the work Fair Shot café does is so vital in supporting individuals with learning disabilities.

“Everyone matters and everyone has the right to aspire and the right to have a career… society needs to change, not the other way… We need to stop creating high expectations for everyone because adjustments are possible,” said Bianca.

The training and development process

All the trainees work four days a week and rotate between four different workstations in the café – the till, barista, floor and food station. This helps the trainees to focus on one task at a time and gives them the opportunity to really get stuck in, be it learning about different types of coffees, the cups to use, the frothing of the milk etc.

The focus may be on one task at a time, but the overall objective is about learning.

“Our trainees have been told their whole lives that they can’t reach their potential, but they need to know that they can make mistakes. We are creating a space for learning,” said Bianca.

There is also a wider café team to support the trainees, without whom the programme would not be possible.

Bianca Tavella (middle) with Geoffrey, last year’s trainee (left) and Celia, a trainee from the 2022-23 cohort (right).

Many of the trainees have graduated and gone onto work at other cafes, restaurants and the wider hospitality sector. Fair Shot supports them with their employment and keeps in touch throughout the process.

I met a former trainee, Geoffrey, who shared how his confidence had grown throughout the traineeship. He now works at a café in Fulham Broadway and is enjoying the experience of working with other people.

Meanwhile, Celia, a trainee from the 2022-23 cohort, has improved on her teamwork throughout the traineeship, and is now ready for her next role in another café.

Making adjustments in the café

“Most of the time it’s just about having a little patience, setting out tasks clearly and trying to control the environment around us.”

— Bianca

Speaking to Bianca about workplace adjustments made me realise that it really is possible to support people of all abilities. From making task lists for some trainees, promoting regular breaks for others, and providing ear defenders for those who feel overwhelmed, Fair Shot has considered a variety of adjustments to ensure the trainees feel comfortable and happy.

“Most of the time it’s just about having a little patience, setting out tasks clearly and trying to control the environment around us,” explained Bianca.

There is no complete list of adjustments, rather it’s an ongoing process, often with trial and error, but the good intentions are very much there.

There is also a ‘black room’, which any member of staff can use to have some alone, quiet time. A great example of when you design for accessibility, you design for everyone.

Bianca encourages companies that are interested in supporting employees with learning disabilities to work or partner with a charity that understands the barriers. Although it’s a time investment, it’s worth it to know that you’re making a difference.

Celebrating the trainees’ achievements

At the end of the programme, Fair Shot celebrate the trainees in a graduation ceremony, with all the grandeur you would want and expect.

It’s a celebration of the trainees and the wider staff at Fair Shot for the journey they have come on over the last nine months.

I volunteered at the last graduation event on 28th June and saw how humbling of an experience it was.

Each trainee gave their own speech, bringing tears and laughter in equal measures to many. These individuals, many of whom struggle with speaking, had immense courage to stand in front of 150-odd people – mainly friends, family members and supporters – and share what they had gained from the programme.

Former and present trainees, alongside the Fair Shot staff team.

What’s next for Fair Shot café?

Bianca has plans to open as many cafes as possible in London and support more people with learning disabilities get into employment. Can you help with this mission? Find out more here: https://www.fairshot.co.uk/corporate-fundraising

Because everyone deserves a fair shot, and you can help make that happen.

In conversation with Azaria Yogendran and Haziq Ariffin, ING Media

By Priya Aggarwal-Shah, Founder and Director of PREACH Inclusion® (formerly BAME in Property Ltd)

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.

This month, our ‘in conversation with’ interview takes us to ING Media, an international PR and Communications agency, connecting the worlds of property, architecture and regeneration. Priya caught up with Account Manager, Haziq Ariffin and Senior Account Executive, Azaria Yogendran, and discussed everything from their global roots to their educational and career routes, and how growing up and studying in different settings, be it a new country or culture, helps them better understand nuances and sensitives in professional spaces.

Azaria and Haziq also share why diversity and a good understanding of cultures is essential in a people-oriented industry like PR and Communications, especially when it intersects with the Built Environment. We have to go beyond place and space and think about race and accessibility, while ensuring inclusion is at the centre of all our conversations.

Finally, we talk about the importance of getting one’s name right, a topic we all bonded on having experienced people say our names wrong over the years.

Grab a cuppa and dive in, we’re taking you on a journey!

Azaria Yogendran and Haziq Ariffin, ING Media.

An upbringing with international influences

Both Haziq and Azaria feel fortunate to have been exposed to multiple countries and cultures from a young age. While Haziq was born in Malaysia and lived in neighbouring Singapore too, he spent many of his formative teen years in the Middle East, living in Saudi Arabia and Dubai for several years, due to his parents’ work. Although moving around countries was all he knew at the time, it played an important role in learning about other cultures, people and experiences.

“I assumed everyone had the same experiences and sensitivities… but this isn’t the case." - Haziq

Haziq returned to Malaysia prior to starting university, where he studied his first degree in Architecture. He then moved to the UK to study a Master’s in Architecture and Urbanism at the Manchester School of Architecture.

With an urge to live, play and work in a multicultural city, much like some of the places he had grown up in, Haziq then moved to London, where he currently lives. His biggest shock, “I assumed everyone had the same experiences and sensitivities… but this isn’t the case.”

Now to Azaria, who describes herself as a “Londoner, through and through.” Born in Harrow and raised in Enfield, she was brought up around diverse communities, from South Asians in Harrow to Greeks and Turks in Enfield. Outside of the North London bubble, Azaria’s family travelled to Malaysia a fair bit when she was young, while her mixed heritage of half Sri Lankan and half Ugandan-Indian, have exposed her to different cultures and religions all throughout her life.

“When people ask me what languages I’m fluent in, I now add Jamaican Patwah to the list!" - Azaria

However, in terms of realising this diversity, the defining moment for Azaria was when she went to university. She studied English Literature and Creative Writing at Birmingham University, with a year abroad in Jamaica (2017), a country which had a big impact on how she views race and ethnicity today.

*“When people ask me what languages I’m fluent in, I now add Jamaican Patwah to the list! My first two months in Jamaica were spent listening to people around me, understanding the dialect and ultimately learning it myself,” Azaria shared. *

“Jamaica has a strong legacy of colonialism with colonial laws still in place that play a role in dictating views around homophobia and gender,” she added, “I’m learning and unlearning a lot of things.”

Entering the world of PR and Comms

Many of Haziq's friends and former colleagues have described him as a ‘recovering architect!’, as he began his career as an architectural assistant at a London firm. At the time, he was the only Southeast Asian in his office, similarly with his suppliers too.

One day, Haziq went to give a talk at a London Society event, hosted at ING Media, and saw another part of the industry that he was keen to develop new skills. He shortly landed a role at ING and started evolving his career into PR. Haziq has now been at ING for a year and a half.

For Azaria, ING Media is her first role in PR and Comms and having been at the company for over two and a half years, there’s no looking back.

They say no two days are the same working in the PR industry, but this really does seem to be the case at ING, where both Haziq and Azaria have visited and written about some of the most fabulous buildings, public spaces and conferences, not just in the UK, but in the world.

Interesting projects they’ve worked on

“The Biennale used to be about big, unreachable names… now it’s more like your tutor [taking part], or a friend of a friend. It’s more diverse and that makes it more reachable.” - Haziq

This year, Haziq had the opportunity to go to the Venice Biennale for the first time with ING Media (he previously went with the British Council in 2018). What stood out for him was that “the Biennale used to be about big, unreachable names… now it’s more like your tutor [taking part], or a friend of a friend. It’s more diverse and that makes it more reachable.”

Africa was at the heart of the Biennale and despite this being a celebration of African architecture, culture and history, there was also the sad reality that many Africans were denied visas – an issue which did not sit well with Haziq and other colleagues at ING. On the one hand you’re out there doing your job, but on the other, you’re morally compromised.

However, Haziq was happy to share that the pre-Venice event at ING was diverse in attendance.

*“Those at the forefront of architecture are redefining culture and innovation.” *

On the very same week that Haziq was in Venice, Azaria attended her first UKREiiF conference in Leeds.

She admitted to being a little nervous beforehand because typically events in the Built Environment sector haven’t been very diverse and when they are, they’re better.

During the week, Azaria worked with Leeds City Council, from digital campaigns, to photography, videography and interviews, and all throughout, she was very conscious of who she was filming and speaking to, ensuring good gender and racial diversity.

Azaria also noticed better diversity at the conference.

*“The EDI tent was packed, though it was smaller than the other tents. However, it felt like it was embedded in the conference from the start. I also appreciated people asking how to pronounce my name.” *

How living in different countries helps their work in PR and Comms

Haziq’s diverse upbringing, coupled with an international education has resulted in him being able to currently speak four languages – Malay, English, Arabic and French, as well as having a deep understanding of cultural sensitives in different communities, a skill hugely important in PR and Comms.

“Both Haziq and Azaria consider themselves incredibly fortunate to have had such varied lived experiences, as these have been hugely important in shaping their outlook on life."

A year in Jamaica gave Azaria a broader perspective on race, ethnicity and culture. Even within people from the same communities, there is no such thing as homogeneity.

Both Haziq and Azaria consider themselves incredibly fortunate to have had such varied lived experiences, as these have been hugely important in shaping their outlook on life.

Haziq often felt like an imposter when around different people, but now uses this is an opportunity to exert difference of opinion.

For Azaria, her experiences have shown how the world has become more interconnected and that it’s important to have an open mind with every approach.

The importance of diversity, equity and inclusion in the PR, Comms and Built Environment industry

When asked how DEI comes into the Built Environment, Haziq said, “Architecture is about people, not buildings. Who is using the space? And do these spaces work for everyone?”

“In addition to race and physical capabilities, we need to look at class. Are spaces designed with safety in mind? Are they culturally appropriate?”, Azaria added.

“Since George Floyd’s murder, people are more open to talking about race… I also feel more confident in challenging people on their views…" - Azaria

Both Haziq and Azaria recognise the importance and value of diversity in the Built Environment to help achieve equitable outcomes. There was also an acknowledgement that the industry has made progress in talking about race, which can often be uncomfortable and challenging for some people.

“Since George Floyd’s murder, people are more open to talking about race… I also feel more confident in challenging people on their views… I’ve noticed how race has become front and centre of a lot of companies, and it doesn’t just feel like tokenism, they want to do the right thing,” said Azaria.

No doubt when you are the only person of your heritage or ethnicity in a room, you do feel it. Haziq noted that the industry has frequent social events, and it can often be challenging to socialise with others when you have fewer shared experiences.

Azaria added that she is perhaps more cognizant of DEI in her work than others.

“I wasn’t prepared for the lack of diversity in our industry and it’s something which has bothered me more as I’ve progressed in my career.”

What’s in a name?

*“I didn’t communicate how to say my name to people. I had to learn that I should be proud of my name.” * - Haziq

An important part of our discussion was names, where it was apparent that at some point in all our lives, we’d let colleagues and friends get our names wrong, without us correcting them.

*“I didn’t communicate how to say my name to people. I had to learn that I should be proud of my name,” *said Haziq.

While for Azaria, “I used to think it was normal to just simplify my name, to ‘Az’. But now I insist to be called Azaria. Names are important.”

A name is more than just a few letters, it’s your culture, heritage, family background, and ultimately, your identity. Trying to pronounce a name is the very least one can do, as it’s the foundation of forming a relationship with others.

Supporting more people from diverse backgrounds enter the PR and Comms industry

*“We also need to talk to young people about the career routes in our sector, and starting earlier than university level.” * - Azaria

We also agreed that while there are many more people from different backgrounds entering our industry, the biggest issue is retention. People need to be supported once they join companies, whether it’s through training or being given interesting opportunities, diversity is only the start of the process – if people don’t feel included, they won’t stay.

“We also need to talk to young people about the career routes in our sector, and starting earlier than university level,” said Azaria.

“The industry has changed a lot. ING’s Elevate programme, helping small built environment companies with pro bono comms support, will hopefully go a long way in levelling the playing field.”

Ultimately, we just need to keep the dialogue open and ensure we are supporting people in different ways, and at various stages of their career.

A brilliant conversation, and there’s so much more we could have discussed! Thank you, Haziq and Azaria, for joining me on the hotseat.

ING Media is a Corporate Partner to BAME in Property and throughout the year, we are supporting them with workshops, advice and recruitment. Find out more about our members here.

In conversation with Nicola Sheppey, Head of Communications at NLA

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.

We’re thrilled to bring you an interview with Nicola Sheppey, Head of Communications at New London Architecture (NLA). In this piece, Nicola shares with us her interesting career history, from working within arts and culture in Malaysia, to forging a career path in marketing and communications in London’s thriving built environment scene, namely in her current role at NLA.

Nicola shares with us the issues she feels there are with hiring based on culture, often related to unconscious bias, along with why diversity and inclusion is needed in the built environment, given how diverse our towns and cities are. There’s no doubt in her mind that the best decisions come from people with lived experiences in the areas we are seeking to regenerate and work in.

A force of nature, it’s no surprise that Nicola takes inspiration from the one and only Beyonce, who she describes as ‘raising the bar for herself at every step in her career.’ Grab a cuppa and dive in!

Nicola Sheppey, Head of Communications at NLA.

Talk us through you career history and anything that stands out.

“I was shortlisted in 2021 for the 4th Estate short story prize for BAME writers living in the UK and Ireland, which was a big personal achievement for me."

I studied English with Creative Writing then spent four years working in the med-tech industry, where I cut my teeth in all things marketing and comms. I always loved arts and culture, however, so I was exploring ways of moving into that industry. I ended up working for a couple of arts festivals in Malaysia in 2018. I came back to London and found that an organisation called The City Centre were advertising for a Marketing and Comms Manager, mainly to run their project One City, which was a ‘what’s on’ guide to the City of London, celebrating the Square Mile to its young professional working audience. The City Centre and One City became folded into NLA, and here I am today!

On the side, I write fiction and am working on a novel set in a fictional state inspired by Malaysia, which is where most of my family live. I was shortlisted in 2021 for the 4th Estate short story prize for BAME writers living in the UK and Ireland, which was a big personal achievement for me.

Tell us about your role at NLA. Any key projects or accomplishments that stand out?

As Head of Comms my role is pretty encompassing. The NLA team create a HUGE amount of content and value for built environment professionals and enthusiasts, so it’s mine and my team’s job to take that content and push it into the right hands through a number of channels like our websites, newsletters, social media platforms, press, and more. I also oversee the design outputs like our magazines, print publications and exhibitions. As the head of the department, it’s my role to ensure everything is running smoothly and everyone is aware, comfortable and motivated with the work we’re doing, keeping stakeholders happy as well.

“I’ve always sought to find out the quick wins to keep my team motivated, like making sure they’ve got the right equipment or that their input is being listened to."

I started on One City and I remain proud of it – it’s my baby. I wasn’t a founder of the project but I saw huge potential for it when I came into it in 2018. The Instagram had about 13,000 followers at that time. My first step was doing some analysis and chatting to businesses and working out exactly what our audience wanted to see and why. I also tried to tap into the skills of our existing team – our digital content creator at the time was a fantastic photographer, so I arranged for her to hit the streets and start capturing content for the feed. The Instagram blew up as a result, recently hitting 100,000 followers. It taught me a lot about how to successfully navigate algorithms and digital comms.

I’m proud of where we are now as a team and my current comms team are fantastic. I’ve always sought to find out the quick wins to keep my team motivated, like making sure they’ve got the right equipment or that their input is being listened to. As the head of a team, I’m also acutely aware of how important it is to stay positive, and to look for proactive solutions to challenges rather than getting overly stressed myself and affecting the team dynamic as a result. I’m quite a calm person. I hope my team would agree…!

Have you faced any challenges? How did you overcome them?

My journey into NLA was fairly coincidental – The City Centre and One City were absorbed into the work that the wider team of NLA do, and then I started as Head of Comms to cover maternity leave, before recently becoming permanent. It was challenging to adapt to that and to not feel a pinch of impostor syndrome, especially when I’m working with and alongside people who have studied architecture or have worked in the built environment since the start of their careers. Marketing and communications involve skills that are transferrable so it’s not unusual to jump around industries, but it requires a lot of quick learning. I’ve since found it’s OK to trust the learning process and not expect to know everything instantly. Common sense and curiosity play a big role.

“I think unconscious bias is one of the biggest issues we face in business and it’s a really thorny issue to try to wrestle..."

In terms of my identity, I’m relatively white-passing and have a very English name, so I know I’ve escaped a lot of the subtle and insidious discrimination that affects people of colour in business. I don’t worry that my CV is going to be subconsciously judged before I’ve even stepped into the room. I think unconscious bias is one of the biggest issues we face in business and it’s a really thorny issue to try to wrestle. It presents itself in a number of ways – when businesses are hiring, there’s often that line of ‘how well would they fit into the team?’ that subconsciously encourages a homogenous environment, where everyone has the same background, same interests, same schooling. Systemic racism is an issue; we don’t live in a meritocracy and it’s important to look for very real, tangible actions when it comes to getting more BAME voices and experiences into those senior, predominantly white board rooms. This has to start from the ground up, engaging with schoolchildren and examining the very real reasons they might not explore going into an industry, beyond token representation or diversity ticks.

Why is diversity and inclusion in the built environment important to you and more so in the events space?

A few years ago I read Caroline Criado-Perez’s ‘Invisible Women: Exposing Data Bias in a World Built for Men’ and it’s always stayed with me. In the book Caroline speaks to professionals about the subtle ways the world is built around use for a generic non-disabled young-ish white man, and how many industries, from the medical to construction, from the sizes of phones to the crash dummies tested for seatbelts, are not serving those who don’t fit into that very narrow type. The built environment is a supremely important industry where diversity and inclusion has to be at the very top. As an example, initiatives like TfL’s bridging device trial only works because of their step free access consultation – speaking directly to diverse individuals and ensuring their needs are considered when designing public spaces and amenities.

“It should be a number one priority for such an important sector [built environment] to represent the people who are actually living and working in the spaces the sector creates."

It’s crucial for diverse voices to be involved in every step of the decision-making process when it comes to the built environment, especially individuals who have grown up in the areas they might be working in and have unique experiences of living in it. It’s shocking that 18% of the UK’s population classifies as BAME (and that percentage is surely higher for London) but only 1.2% of the built environment sector is BAME. It should be a number one priority for such an important sector to represent the people who are actually living and working in the spaces the sector creates.

On a side note, this is why I’m particularly excited for this year’s London Festival of Architecture, which has the theme of ‘in common’. I’m hoping to see event organisers really explore what we don’t have in common and how we can learn from each other and use our differences to create a better city.

I’d like to shout out the Diverse Leaders Pledge, led by NLA alongside 18 organisations tackling diversity in our sector. It’s taken the perfect approach in my opinion – it encourages organisations to think about internal diversity and inclusion via three components: recruitment, progression and advocacy. The structure actively works against ‘token’ hires and ultimately a lack of representation in the most senior positions – instead, organisations are urged to hire and then empower their staff to rise within their roles. I’m really looking forward to see how the industry develops with this in practice.

Who is your biggest inspiration and why?

“Beyonce truly is probably the only person I look at from a distance whose activities directly encourage me to step my game up. I think everyone wants to be the Beyonce of their industry.

It’s a cliché, but I’m going to say it – Beyonce! Her only competition is herself – she consistently raises the bar for herself at every step in her career. As someone who has a creative hobby on the side I’m always motivated by seeing her next steps as a creative, and the way she experiments and challenges herself. She truly is probably the only person I look at from a distance whose activities directly encourage me to step my game up. I think everyone wants to be the Beyonce of their industry.

NLA is one of BAME in Property's Corporate Partners, and throughout 2023, we are supporting them with a range of initiatives to help promote more diversity and inclusion within the organisation and the members they support.

How to support your Muslim employees 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.

• 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.

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

International Women’s Day special – In conversation with Bindu Pokkyarath and Snigdha Jain, Directors at Turley

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.

To mark International Women’s Month, throughout March 2023, BAME in Property is celebrating some brilliant ethnic minority women making waves in the built environment industry. From those early in their careers challenging norms, to those more established who have inspired others and created a wave of positive change, we’re here to shine a light on female ethnic minority talent at all levels.

This month, we bring you our latest interview with not one, but two, brilliant directors from Turley – Bindu Pokkyarath, Director of Business Cases, Funding and Economics, and Snigdha Jain, Director of ESG. Both have had incredible careers and a look back on their upbringing, experience and impact, shows us why they are leaders in their respective fields.

Bindu Pokkyarath and Snigda Jain, Turley.

Careers at a glance

Bindu and Snigdha were both born and raised in India, albeit different parts. Bindu’s family was originally from Kerala, but she undertook her education in Kolkata. With a natural creative flare and interest in buildings, Bindu pursued a degree in Architecture, followed by a Masters in Urban and Regional Planning. Throughout her education, Bindu was also interested in economics and finance and picked modules in this area, later leading to her roles in business funding, economics, and infrastructure. She started off in the Policy and Investment Advisory Services at EY, then moved to the Economics team at BuroHappold, which resulted in travel and working on international projects across Europe, Africa and the Middle East. Prior to her current role at Turley, Bindu worked in the economics team at AECOM.

At Turley, Bindu leads on business cases and funding for schemes where public funding is required, also conducting appraisals and due diligence for various public funding programmes.

Snigdha grew up in Delhi and also studied architecture, which she described as ‘no sleeping for five years!’. She always had an affinity to nature and enjoyed being outdoors but never really labelled this interest as ‘sustainability’. It was a term that she developed a deeper understanding of when she started her academic education as an architect, with a natural bias towards designing projects that worked with nature.

Snigdha has had multiple sustainability roles across notable firms including WSP, Hilson Moran, Arcadis, working on projects across the UK, EU, Africa and US and for the last year or so, at Turley, leading the Environmental, Social and Governance (ESG) offer, as part of a 15-strong team. Here, she defines and advises on the implementation of ESG at a corporate level, helping companies demonstrate their leadership and facilitating transparent disclosures for the benefit of stakeholders, employees and communities.

Influence of Indian architecture

Both Bindu and Snigdha reference Indian architecture as influential in their career decisions and interests today.

“Sustainability is not a privilege of the wealthy, on the contrary, with some thought and care, we can develop low cost, equitable and mass-market solutions that can be adopted for everyone." - Snigdha

Bindu: “I trained at a firm where they experimented with local materials and involved local community groups. By working with local people, you understand the impact that built environment can have on local communities.”

Snigdha: “My experience of visiting influential buildings like the India Habitat Centre and working on projects like the Development Alternatives World Headquarters, exposed me to green buildings challenging the norm to create a future based on social justice and a clean environment. The approaches pursued made me realise that sustainability is not a privilege of the wealthy, on the contrary, with some thought and care, we can develop low cost, equitable and mass-market solutions that can be adopted for everyone.”

Overcoming challenges

“There was always an expectation on behaviours, either women were not ‘bullish’ enough or women were ‘too aggressive’ with it being difficult to find a happy medium." - Bindu

It was interesting to hear that both Snigdha and Bindu faced similar challenges in their early careers. Often being the only female in meetings and decision-making situations, both felt the need to be heard and challenge the notion that the males in the room knew better. “It was apparent that it wasn’t a level playing field… I was always told to be more assertive and be more like my male colleagues in early days of my career,” said Bindu, while Snigdha described how “there was always an expectation on behaviours, either women were not ‘bullish’ enough or women were ‘too aggressive’ with it being difficult to find a happy medium.”

Though neither women faced any unpleasant situations in their careers, again, both referred to a cultural difference of whether disagreeing with someone was disrespectful. “Although this wasn’t common in India few years ago, in the UK, people have learnt to disagree respectfully,” said Bindu.

Furthermore, both echoed how they rarely saw BAME women in senior positions, making their current roles as Directors all the more inspirational, as women who have challenged perceptions and broken glass ceilings.

The impact of mentoring

Although Bindu wasn’t surrounded by a family of architects or had guidance in the built environment more widely, this didn’t stop her from pursuing a successful career in this space. That being said, she does wonder about the impact of having the right guidance in place and how this can support someone’s career.

By contrast, Snigdha was surrounded by engineers and her mother had a keen interest in architecture but sustainability was still an amorphous concept. She had lots of support when she was growing up but recognises the clear need for better definition of the career pathways and opportunities whilst pursuing an interest in sustainability.

Bindu added, “While people generally understand architecture and design, there is less knowledge how this can intersect with other sectors. There are many fields, which are not obvious to people not familiar with this industry.” This is exactly why it’s important to speak to young people and share the array of brilliant careers in our industry.

Embracing Equity

“Embracing equity is all about social value and the impact on communities." - Bindu

With the theme of International Women’s Day 2023 being ‘Embrace Equity’, it was only right we explored what this means to each of them.

For Bindu, in the workplace this means, “one solution doesn’t fit all… we needed different interventions for different needs. But this only comes from all of us being invested and caring about others.”

While from an output’s perspective, embracing equity is all about “social value and the impact on communities.”

Snigdha described how equity in the workplace is about “having the emotional intelligence to determine whether someone is uncomfortable in a situation and creating an environment where people feel comfortable to be themselves and voice their opinions.”

As someone immersed in sustainability, it wasn’t surprising when Snigdha also referenced equity in climate change and redirecting resources where they are needed more to alleviate challenges and create a just transition.

Role models

“David Attenborough is a universal figure, who gets his message across to everyone, irrespective of gender, ethnicity or age." - Snigdha

We really could have chatted for ages but as we drew our interview to a close, talk turned to role models and who inspires Bindu and Snigdha.

Bindu: “Barrack and Michelle Obama. They lead with grace and humility and have the right balance of leadership.”

Snigdha: “For me, it’s David Attenborough. He’s a universal figure, who gets his message across to everyone, irrespective of gender, ethnicity or age and what we crucially need in an increasingly polarised world.”

One thing was sure when chatting with Bindu and Snigdha – they didn’t let their ethnicity, or their gender define their careers. For them, simply being good at their jobs, exploring their passions and creating positive change was all that mattered.

A pleasure speaking to Bindu and Snigdha, thank you for sharing your stories.

Art to bridge gaps in regeneration

We are pleased to have a guest blog by Shiro Muchiri, founder and creative director of SoShiro, a Collaborative Platform, Consultancy, event Space and Shop that nurtures, celebrates and communicates our artistic and cultural diversity. SoShiro's mission is to bring the richness of the world’s art, design and craft into the popular imagination in a way that is exciting, relevant and mutually beneficial to all.

In this piece, Shiro talks about the power of art in bridging gaps within regeneration. From using the term 'placeguarding' rather than 'placemaking', engaging with communities to build trust, and taking inspiration from the local area to guide art pieces, these were just some of the ideas discussed during a panel event with industry heavyweights in late 2022.

By Shiro Muchiri, Founder of SoShiro

As a curator, I’m fascinated by the symbiotic relationship art and architecture can have on place and local identity. In late 2022 I hosted a panel event at SoShiro – Art in Architecture/Future Heritage - bringing together developers, architects, artists and community champions to explore the potential impact art in architecture has in evolving the story of cities.

We began with a discussion led by architect Pedro Gil about the problematic term of ‘placemaking’ - a place almost always already exists. He prefers ‘place guarding’ and champions development which turns up the volume on the qualities of existing communities as well as introducing new voices.

“I speak to artists every day and am passionate about ensuring that space is created for local narratives in urban developments. These shared experiences underlined my belief that art is a powerful tool to tell stories and create future heritage."

This was mirrored by community activator Binki Taylor, who highlighted how art and architecture can build relationships when commissioners take the time to work out what’s important to local people. In her work for The Brixton Project, Binki helps developers to be less apprehensive about engaging local people, and in turn supports communities to use their voice to ensure the best outcome for everyone.

Development strategist Hanna Afolabi spoke of art’s capacity to create resonance between people and place, including urban furniture like public seating and railings. She recommended open and honest communication between all parties involved in regeneration – developers, local authorities, design teams and local communities – as key to building trust from the start. Hanna also shared how art has been used to great effect in engaging people through active consultation workshops.

Artist Mac Collins gave an insight to his creative approach to permanent artworks in public space, saying his process would be led by an understanding of the people navigating around the work and living with it day to day. Mac’s goal would be to enhance local people’s experience rather than imposing an abstract idea on them. It was clear from everyone’s contribution that art in architecture has huge potential in bridging the gap between old and new, and allowing people to feel part of an evolving place. Key to achieving this is thinking about art strategy, commissioning and local engagement early in the development process.

I speak to artists every day and am passionate about ensuring that space is created for local narratives in urban developments. These shared experiences underlined my belief that art is a powerful tool to tell stories and create future heritage, and that the process can be inclusive when everyone commits to meaningful creative collaboration.

“Meaningful engagement can support people to become champions of place and help it come alive. Art with local resonance has an important role to play in this process"

For developers and boroughs, positive engagement will ultimately bring rewards – socially as well as economically. Binki proposed an industry shift from an ambition of growth to thrive; developers acting as custodians of place for the long term by establishing neighbourhoods that truly look after people. Social sustainability being an essential part of creating economic sustainability.

Challenging the assumption that community plays a negative role in development, meaningful engagement can support people to become champions of place and help it come alive. Art with local resonance has an important role to play in this process.

To illustrate this, each panelist nominated a piece of art in an urban setting which they felt had a strong connection with place. Examples varied from murals and bridges to sculptures and performance spaces – you can see the nominated artworks and hear the conversation in full at the link below. And if you’d like to learn more about how art can build bridges with communities, I’d love to hear from you.

Art in Architecture / Future Heritage can be viewed in full HERE.

The talk was hosted by SoShiro and chaired by Francesca Perry.

Panelists: Hanna Afolabi, Mood and Space; Binki Taylor, The Brixton Project; Pedro Gil, Studio Gil; Mac Collins, Mac Collins Design.

With additional contributions from Selasi Setufe and Josh Fenton

Last chance to apply for pro bono communications support for ethnically diverse SMEs

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.

This week, we are pleased to have a guest contribution from Roxane McMeeken, Director at ING Media – one of BAME in Property’s Corporate Partners. Here, Roxane talks about ING’s new pro bono programme, called Elevate, which will support ethnic minority-run small and medium-sized enterprises (SMEs) in the built environment with communications support and advocacy. The aim of the programme is to enhance participant’s credibility and authority by helping them communicate to raise their profile and increase their chances of success.

Over time, the programme aims to contribute to improving diversity and inclusion in our sector, and ultimately creating a built environment that is better designed for all communities it serves.

Read more about why we need this programme and how you can apply below.

Roxane McMeeken, Director, ING Media

Building a successful architecture practice or consultancy is arduous at the best of times. Producing exceptional work is not enough. You also need people management skills and a head for figures, and you must be constantly developing relationships with clients, while chasing – and impressing – prospects. The amount of unpaid time and effort architecture practices in particular put into tendering and competition entries is probably unmatched in any other sector.

“It goes without saying that those with the drive to start their own firm deserve a level playing field."

But the challenges don’t fall on everyone equally. Entrepreneurs who are not white face extra barriers to success. In a UK survey of aspiring and established Black entrepreneurs, 53% reported having experienced racism or discrimination, and 84% perceived racism as a potential barrier to their entrepreneurial efforts (Black Business Network/Lloyds Bank 2021).

This might mean potential clients ruling you out or having a loan application turned down: according to independent research group BVA BDRC, more than half of ethnic minority-run small and medium-sized enterprises (SMEs) were refused credit in 2021, compared to less than a quarter of all SMEs overall. In the current economic climate, when inflated costs and looming recession are compounding the pressures on emerging practices, this is an issue that is more pressing than ever.

“We all need a built environment that reflects our diverse needs and perspectives, and that will only come when the sector itself is representative of the communities it serves."

In the built environment sector, the implications are far-reaching. It goes without saying that those with the drive to start their own firm deserve a level playing field. But it’s not their problem alone: we all need a built environment that reflects our diverse needs and perspectives, and that will only come when the sector itself is representative of the communities it serves. This must include not only those coming up through the ranks, but those in leadership roles too. We’re a long way from that today. In architecture, for example, the latest data from the Architects Registration Board shows that just 1 per cent of registered UK architects are Black, compared to 3 per cent of the general population.

At ING, as communications consultants specialising in the built environment, we know it is an industry where connections – and communicating a compelling story to a network – are crucial to winning work and to long-term success. We have also become aware of the additional hurdles that emerging businesses with founders of diverse heritage may face, through our work with start-ups and as PR partner for inclusion charity Blueprint for All (formerly the Stephen Lawrence Charitable Trust) which supports people of diverse ethnic heritage to pursue a career in architecture, among other work to support people into professional careers.

There are a number of programmes that seek to improve representation by focusing on the origins of exclusion, education and recruitment, through initiatives such as Blueprint for All’s bursaries for architecture students. At ING, we wondered if we could make a complementary contribution to positive change by supporting entrepreneurs from diverse ethnicities to grow their businesses.

So we are launching Elevate, an initiative to provide PR and communications advice on a pro bono basis to help firms raise their profile and increase their chances of success. Our aim will be to enhance their credibility and authority by helping them communicate - with impact and consistency - the values, skills and experience underpinning their approach.

“Elevate will be a learning process for us, and we will continue to adapt and evolve the programme as we discover what works best for the participants."

It’s open to companies in the built environment sector with up to 15 employees and at least one founder or leader from a diverse ethnic background. Through Elevate, ING will offer an intensive and completely bespoke package of support, including an in-depth workshop session with our consultants, and we aim to build long-standing relationships with the participants.

Elevate will be a learning process for us, and we will continue to adapt and evolve the programme as we discover what works best for the participants. We hope that along the way, it will contribute to improving diversity and inclusion in our sector, and ultimately to creating a built environment that is better designed for all of the communities it serves.

To join Elevate, email elevate@ing-media.com with a couple of sentences on your company, your ambitions, and why you would like to take part. Please apply by 17th February (though ING will accept any applications that come over the weekend too). ING will review applications and appoint the initial cohort in the first quarter of 2023.

It’s time to make anti-racism YOUR business

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.

Race Equality Week ran from 6-12 February and this year’s theme was #ItsEveryonesBusiness. This means that everyone has a responsibility to tackle racial inequalities in the workplace and more widely, within society.

At BAME in Property, we’re asking you all to make anti-racism your business. This means calling out racism, in all its forms, promoting the rights and needs of underrepresented groups, and ultimately educating yourself on how to be anti-racist.

In this blog, we talk about racism in the UK built environment, how this impacts businesses and how you can do better.

What is anti-racism?

Anti-racism is a process of actively identifying and opposing racism. The goal of anti-racism is to challenge racism and actively change the policies, behaviours, and beliefs that perpetuate racist ideas and actions.

Anti-racism is rooted in action. It’s not enough to simply ‘not be racist’ to eliminate racial discrimination. The problem with this perspective is that White people are often unaware of their own unconscious biases. People often don’t fully understand the institutional and structural issues that uphold White supremacy and contribute to racist behaviours, attitudes, and policies.

Racism within housing

As UK society becomes more culturally and ethnically diverse, the challenges and inequalities facing different communities are becoming more apparent.

“Incidents like the Grenfell Tower fire, Awaab Ishak’s death from mould and Ella Kissi-Debrah’s death from poor quality air highlight one commonality – all people involved were ethnic minority."

We have deep-rooted structural racism within housing, where Black people especially often struggle to get onto the housing ladder and cannot access finance in the same capacity as their White peers. In addition, Black people have the highest rates of homelessness, at 14%, despite only making up 5% of the UK population.

Some families within Pakistani and Bangladeshi communities struggle to get appropriate housing for their families and are stuck on waiting lists for years on end, with no help in sight.

Incidents like the Grenfell Tower fire, Awaab Ishak’s death from mould and Ella Kissi-Debrah’s death from poor quality air highlight one commonality – all people involved were ethnic minority and it appeared as if their needs and demands were less important, simply because of their race.

Racism within the built environment sector

The issues clearly stem from within the sector though. EG’s Race Survey 2021 revealed some shocking realities about racism and ethnic minority experiences within the built environment.

• 81.5% of ethnic minority professionals do not think the sector is doing enough to attract people from non-white backgrounds.

• 90% of ethnic minority workers have found the industry has failed to hire BAME people at senior leadership levels.

• 84% of ethnic minority workers felt that racism was an issue in the real estate sector, and close to 75% had experienced racism themselves.

The figures aren’t surprising. Lack of diversity and lived experiences of underrepresented groups is evident within organisations. Despite graduate and entry level cohorts representing better gender and ethnic diversity, this starts to stall at middle management levels, becoming almost non-existent within senior leadership, where key decisions impacting disadvantaged communities are made.

“Ethnic minorities must work twice as hard as their White counterparts just to be seen, let alone progress up the ladder."

22% of Black Gen Z have changed their names on job applications to have a better chance of going through, and nearly 70% of Black Gen Z struggle to be their authentic selves at work. From not wearing their natural hair to speaking in a certain way, Black people are conforming to society’s expectations of what is considered a ‘working professional’.

There’s a saying that ethnic minorities must work twice as hard as their White counterparts just to be seen, let alone progress up the ladder. Is it any surprise ethnic minority professionals leave the industry?

Why racism is bad for your business

Obviously, racism is bad for your business and reputation, but when ethnic minorities leave because of racism, there can be huge financial implications too.

• Lack of diversity stifles creativity and innovation – Research by McKinsey & Co. found that companies that are more ethnically diverse at the executive board level outperform their competitors by 36%.

• Racism creates a toxic culture and poor retention of talent – an organisation that appears to tolerate racist behaviour doesn’t protect its employees. This leads to disengagement, lower productivity, and a higher staff turnover.

• Bad PR – No company wants a racism story dominating the agenda, taking attention away from their goods or services. Your image is important and your ‘vibe attracts your tribe.’ You will push potential business elsewhere and more importantly; lose out on the very talent you’re trying to attract.

“There are situations you will never have to think about – never having to change your name, accent or identity are just some of the things ethnic minority individuals have to do on a daily basis."

Why should this be everyone’s business and how you can do better?

We all have a responsibility to create a safe environment for all employees, whatever their background. Racism, discrimination and microaggressions prevent this from happening. Here’s how you can do better:

“Commitment is not measured by words; it is measured by outcomes and actions."

1. Understand the definition and types of racism. Overt, microaggression, discrimination etc. (BAME in Property offer a workshop about this, so please get in touch if you’d like to know more).

2. Understand your privilege. Just because something is not happening to you personally, it doesn’t make it any less of an issue for someone else. White people will never experience racism and oppression like Black people and other ethnic minority communities. There are situations you will never have to think about – never having to change your name, accent or identity are just some of the things ethnic minority individuals have to do on a daily basis.

3. Support those who don’t have the same privileges are you. Empathy is important. Try to support others who aren’t as privileged in any way you can – from mentoring to extra training and networking, this will go a long way.

4. Educate yourself about anti-racism and stay informed. Don’t expect minorities to do this for you.

5. Create an environment where people feel comfortable to confront racism constructively. The fear of getting it wrong is hindering progress. When employees are afraid of the consequences of speaking up and taking action, the onus should be on leaders. They need to take accountability, foster inclusive behaviours, set an example in challenging stereotypical attitudes, and be open to being challenged. It also requires having effective policies.

6. Have a clear policy about racism and bad behaviour. Don’t be a bystander otherwise you are complicit in racism happening. This also means building skills when it comes to creating environments of psychological safety; and having a clear dignity and respect at work policy.

7. Surround yourself with people from different walks of life. You are an echo chamber of the five people that you spend the most time with – surround yourself with people from different walks of life to better your understanding of lived experiences.

“Commitment is not measured by words; it is measured by outcomes and actions.” That is why we are asking our network, partners, members and beyond to consider what they can do to tackle racial inequality.

As always, please get in touch with us on hello@bameinproperty.com if we can support you and your teams with any initiatives.

Is the conversation on menopause inclusive enough?

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.

This week, we’re pleased to have a guest blog from Sophie Romain, People and Culture Business Partner at Turley – one of BAME in Property’s Corporate Partners – share her views on whether the conversation and guidance around menopause is inclusive enough.

In this piece, Sophie shares some insights into menopause symptoms amongst ethnic communities, the challenges related with talking about it and guidance Turley have provided their co-owners. We hope this supports other companies producing their own guidance on menopause and individuals who may be going through the menopause too.

In recent years a flashlight has been shone on the menopause and the importance of supporting this life stage in the wider media. However, there is much still to be done to have a more inclusive approach and bring more diversity to the menopause conversation.

I recently saw an article which reported that Black and Asian menopausal women and people* on average experience a greater number of menopause symptoms, start the transition through the menopause earlier, and also experience symptoms over a longer time period. Furthermore, they are more likely to be misdiagnosed and less likely to receive treatment.

This piqued my interest, whilst the many and varied resources I had seen before were clear that each person’s experience is unique to them, they hadn’t really drawn out some of these cultural or racial different experiences. With a quick ‘Google’ there are articles regarding the experiences of BAME Americans transitioning through the menopause but there are few resources regarding the impact of the menopause on UK ethnic minorities.

Despite it being a natural life stage that will affect half of the population it remains a taboo subject and people often feel uncomfortable talking about their experience, this can be particularly evident in some ethnic communities. When people don’t feel comfortable sharing their experiences with loved ones or seeking medical help for symptoms, they may lack knowledge on the menopause and will be less likely to be aware of the different support options that could help them manage their symptoms.

Furthermore, (depressingly) research has shown the healthcare inequalities that ethnic minorities can experience. The book Rebel Bodies (Sarah Graham, 2023) also references research in the United States that found racial bias in pain relief assessment and treatment. Anyone unfortunate to experience substandard healthcare may be deterred from seeking vital support from medical professionals when they need it most.

Turley are seeking to raise awareness of the menopause, to normalise conversations about this natural life stage and to support co-owners (and their line managers) who are experiencing symptoms. In October 2022 we launched guidance to support co-owners transitioning through the menopause at work. The guidance is for co-owners and their line managers who play an important role in creating the right environment for co-owners to feel able to share their experiences and to then support in the best way. Understanding more about the menopause and our approach in supporting this life stage is beneficial to all co-owners whatever their gender. We regularly review how we can best support co-owners and this year we enhanced our company medical insurance policy to include GP referrals to menopause specialists.

Research suggests that the menopause costs the UK economy 14 million working days per year and 1 in 10 women will quit their job due to menopause symptoms. These figures demonstrate that as well as being the right thing to do it clearly makes business sense to better support this life stage.

There are a range of support options at Turley for any co-owners who experience challenges talking about menopause within their family or friendship circles. Our approach is to support menopause symptoms in the same way as any other health concern. Each person’s experience is different, and adjustments are tailored to an individual’s specific needs.

We are keen that our resources feel inclusive and in light of the above we have added the resources below that are specific to BAME communities to Turley’s guidance pages on the intranet:

• Podcast series Menopause Whilst Black — TheKarenArthur
• Menopausal resources and events Black Health and Beyond - specialist interest black women in menopause
• GP specialising in women’s health Dr Nighat Arif (@drnighatarif) • Instagram photos and videos

We are keen to understand if there are other resources, particularly with a view to making our resources more inclusive and welcome any suggestions.

We have used menopausal women and people to cover cisgender women, trans men and non-binary people.

Image credit: Mohamad Faizal Bin Ramli