Embracing diversity and advocating inclusion in the commercial property industry

The topic of diversity and inclusion (D&I) has been a critical point of discussion for many organisations in recent years. This keen focus can be attributed to some of the recent research that has identified:

Ethnically diverse executive teams are 33% more likely to outperform their peers on profitability.
47% of millennials are actively looking for D&I in potential employers.
Inclusive teams make better business decisions up to 87% of the time.
Employees who say they can be their authentic self at work are nearly three times more likely to say they are proud to work for their organisation; and four times more likely to say they are empowered to perform their best work.

Essentially, investing in diversity and inclusion results in a happier and more satisfied workforce, which in turn delivers better business performance. Whilst this is enough for any industry to plainly see how a D&I focus is critical to the overall health and success of the business, it is especially important within the legal profession. Lawyers represent a wide range of clients with a diverse range of needs. Therefore, it stands to reason that a diverse and inclusive profession is better equipped to represent those needs.

An individual who exemplifies this is Jorgie Gorman, Senior Legal Counsel (APAC) and Partner for Knight Frank. Jorgie has long been a passionate advocate of social and justice issues, championing D&I within Knight Frank and the wider legal profession and commercial property industry. We spoke with Jorgie about why she believes D&I is an essential element of any workplace and how organisations can implement strategic initiatives to further their commitment to this focus area.

What is diversity and inclusion to you?

Personally, it means recognising and valuing differences in perspectives, cultural backgrounds, and experiences and creating an environment where everyone feels respected, valued, heard. To me, diversity and inclusion is about embracing the value that comes from diverse ideas and people and ensuring that everyone has the same opportunities, rights, and treatment, regardless of their differences.

Why do you think it’s imperative that organisations start to focus more on diversity and inclusion?

By focusing on diversity and inclusion, it allows organisations to gain access to a broader range of perspectives and skill sets. This fosters innovation and creates a more dynamic and adaptable workplace. It enhances employee engagement and improves decision-making, ultimately contributing to a more sustainable and successful business.

Organisations that embrace diversity, particularly gender diversity, are a magnet for top-tier female talent as they feel that they are given equal opportunities to thrive and make a valuable contribution to the business without the hindrance of gender related-biases.

It is imperative that people feel like they can bring their whole selves to work so they don’t have to worry about how they are perceived or reacted to. To me, it is fundamental to know that the business that you work for supports everyone equitably and I am so fortunate to be able to work for a company like Knight Frank that truly wants it people to feel empowered to perform at their best and be recognised for the individual value they bring.

How did you come to being on the Knight Frank Diversity and Inclusion Committee? What motivated you to attain this position?

I am a member of the Knight Frank Gender Employee Advocacy Group, which is part of the broader Diversity, Equity & Inclusion (DEI) Committee. My decision to join the committee was both a personal and professional one. Personally, it was a commitment to be a role model for my daughters and advocate for a fair and equitable playing field for everyone. I want them to see that being a female is a strength and not a limitation, to teach them anything is possible and instil a sense of self-confidence, resilience, possibility, and imagination in them to challenge stereotypes and traditional gender roles.

The commercial property industry has been traditionally underrepresented by women, particularly in client facing or senior leadership roles. From a professional perspective, I was motivated to join the Gender Employee Advocacy Group so that we could work on strategies to further break down these barriers by advocating for gender equality and pay parity and driving meaningful change both within Knight Frank and the wider commercial property industry.

You’ve previously mentioned that you’re passionate to ‘advocate for gender equality in the commercial property industry’. From your perspective, what changes need to occur?

Achieving gender equality in the commercial property industry will involve promoting equal opportunities, addressing unconscious biases, and implementing transparent hiring and remuneration practices.

Encouraging mentorship and networking opportunities for women instead of the traditional male oriented golf days as well as offering flexible, family-friendly policies can also contribute to a more equitable and inclusive working environment for women.

Fostering a culture that values and supports diversity at all levels from the top down, is crucial for creating lasting and meaningful change. Easier said than done, however, I can see that a positive shift is occurring and it is fantastic to see businesses like Knight Frank advocating for these changes.

What are the benefits for businesses that recognise and promote diversity within their workforce?

Diversity brings a mosaic of perspectives to the table. Female lawyers and property professionals, with their unique life experiences offer insights that can enrich strategies, problem solving and decision making. A workplace that engages employees from diverse backgrounds has access to variety of perspectives which helps to stimulate innovative thinking to deliver creative and comprehensive solutions.

Personally, as a lawyer and property professional, seeing other women in leadership roles has been a powerful motivator. Representation fosters a sense of belonging and encourages aspiring female lawyers and professionals to pursue their goals with confidence. A diverse professional landscape reflects the diversity within society and promotes trust and confidence in an organisation and the wider industry.

Another benefit is that it helps to break down stereotypes and bias. Inclusive and diverse environments challenge stereotypes and views that have unfortunately persisted in both the legal and commercial property industries. Female lawyers, agents and leaders, through their accomplishments, debunk preconceived notions, paving the way for younger generations to speak up and challenge inequality.

What D&I initiatives do you think are critical for organisations to implement?

One of the most fundamental changes is to ensure from the outset that Senior Management and Leadership is committed to implementing positive changes. This is essential to ensure they lead by example and model the standard of behaviour that aligns with that of a respectful, diverse and inclusive workplace.

I think ensuring an organisation has effective and equitable recruitment practices is also very important as this not only ensures successful candidates demonstrate the behaviours, values, and attitudes of the organisation from the outset, but it also seeks to address potential bias and issues around pay parity and transparency.

To support any initiative, ongoing education and training is also important. Knight Frank offers a range of Respect@Work training programs that set out clear expectations around diversity and inclusion, sexual harassment, bullying and unconscious bias.

Knight Frank recently announced the exciting news that they have become the Property Council of Australia NSW Diversity, Equity, and Inclusion Partner for 2024 and 2025. Read all about this latest announcement.

Learn more about Knight Frank and how they are furthering their commitment to diversity and inclusion here.