Bach anchored the morning with an engaging presentation on the context of diversity and inclusion and how professionals in the workplace should continue to integrate these principles into day-to-day business. “Diversity is the mix; inclusion is getting the mix to work well together,” Bach said. By creating workplaces that enable authenticity, industry leaders are recognizing that diversity is a fact and appreciating that inclusion is then a choice. Bach described various population segments that add to the diversity mix of a workplace culture — including the introduction of “Bob”, the Straight White Able-bodied Man (also known as the SWAM). SWAMs make up approximately 30% of Canada’s population, Bach said. By excluding the SWAMs from the social justice model, there will not be effective integration. “If we’re leaving them out so that they lose when others gain, this model isn’t going to be effective,” Bach proclaimed. Before kicking off the first of three panel discussions, Bach advised the audience: “Be humble – be courageous enough not to know the answer.”

Stefan Teague, the Executive Managing Director & GTA Market Leader of Cushman Wakefield, moderated the three panel discussions of the morning.

Empowering Women & Breaking Barriers in Commercial Real Estate: Biases, Challenges & The Way Forward

The commercial real estate industry has been widely known to be a male-dominated industry. Farrah Khimji, Principal at Grant Thornton, explained that there may be misconceptions of few women in senior or top leadership positions, oftentimes because of a lack of visibility. As a result, employers need to be more active in ensuring that visible leadership positions are reflective of the candidacy and labour pool for which they would want to attract. Michelle Hunte, Asset Specialist at Walmart Canada, discussed the importance of understanding unconscious biases within roles and how gender biases play an important role even before a candidate has applied for a job opportunity. In jobs like engineering, facilities management, or technology, it is important to encourage young girls to consider STEM opportunities (science, technology, engineering, mathematics) and remove gender biases or gender roles.

The panelists and various audience members showed signs of agreement when asked whether the real estate industry is known for a “bro culture.” This culture often seeps into the types of industry events available. “There’s a choice to invite a woman to the event,” Khimji said. Women may take up golf so they do not miss any opportunities. As a result, it is important for the industry to become more creative when planning events so that people are not just assimilating.

Teague initiated a lightning round where he asked if the panelists had to change an approach so as not to appear emotional or “b*tchy.” Khimji exclaimed that if a person cannot bring their whole self to work, then there is a missed opportunity for the employers since they are not utilizing the full workforce or talent available to them.

Taking a line from his book, 35 Dumb Things Well-Intended People Say: Surprising Things We Say that Widen the Diversity Gap by Maura Cullen, Teague asked the panelists to comment on their experiences in the workplace with male counterparts and using an example of when men refer to female counterparts as “the girls.” Khimji stated that with more women helping women, the dynamics will shift more as organizations continue to support women’s initiatives. The panelists discussed the previous competitiveness among women that was likely a function of limited opportunities. The animosity is not as apparent now with more women coming together to support one another. Sharon Addison, Partner at Dentons Canada LLP, stated that in earlier years, women wanted to be ‘the woman in the room’, and oftentimes, there was only room for one. Addison also recognized that she was fortunate to have a male mentor who was also her champion. By displaying his support for her, other men and clients saw that and respected it.

Sexual Orientation & Identity Diversity: Fostering an Inclusive Environment & Forging Alliances Between the LGBTQ Community & CRE

The next panel dove right into the panelists’ perspectives on why the LGBTQ community has not been receiving as much attention, compared to other groups. Holly Warnick, Senior Director of Global Account Operations – CBRE, explained that employees usually have to assess whether the workplace is a safe space to “out” oneself. This was also echoed by Jeffrey Knowles, Partner at McCarthy Tétrault LLP, who agreed that identifying within the LGBTQ+ community is not as visible as racial minorities, as an example.

Steven Pacifico, Director of Sustainability – Epic Investment Services, stated that in some urban communities like Toronto, those who identify as LGBTQ+ may feel like it is a “non-issue.” Although some urban areas have demonstrated inclusive environments, there are still barriers felt in the workplace. Pacifico explained that employees oftentimes assimilate and therefore struggle with “outing” themselves. It is then crucial for employees to seek companies that can provide the support that they need. Pacifico shared a personal story where he was pushed to assimilate at a previous employer after being told he was “too gay” and his behaviour would not be “client-friendly.” Understanding that the organization was not a fit for him, he has since built a 20-year career and delivered significant value to more than 60 large North American corporations.

Knowles shared his personal story which started in Calgary. Recognizing that Calgary was not as inclusive, he moved to Vancouver and felt it was a safe space for him to come out. Having role models and colleagues at his workplace supported this decision and changed him for the better. Knowles acknowledged that by coming out, it allowed him to be better engaged. “Now they have all of me,” Knowles said.

Warnick’s personal story involved coming out both in her personal and work life. “CBRE got the real Holly,” Warnick said as she attributed her career progression to being fully engaged at her job.

Teague brought out the book again and asked how the panelists feel when people refer to same-sex significant others as a “friend.” It diminishes the relationship, Warnick and Pacifico said. People need to be comfortable with the relationship by acknowledging it for what it is.

Workplaces are placing more and more of an emphasis on inclusion. Warnick agreed diversity will not stay if employees do not feel included. Pacifico also acknowledged that a diverse workforce should mimic the communities in which they are in. Knowles spoke about various initiatives that organizations like McCarthy Tétrault are undertaking to promote and encourage more inclusiveness beyond traditional real estate events.

Their advice to leaders was: Do your homework. Leaders should be educating themselves, getting engaged, and being vocal. “Be a vocal ally if you’re an ally,” Warnick asserted.

Leveraging Diversity: Examining how the Real Estate and Development Industry Leverages the World’s Most Ethnically Diverse Urban Market and Labour Force

The final panel discussed racial and ethnic diversity, which began with the panelists’ personal experiences struggling with barriers in the workplace. A common sentiment was that racial and ethnic diversity is not always visible with senior leaders, which may influence recruiting and retention of talent diversity. Theresa Warnaar, Senior Vice President, Retail Asset Management at KingSett Capital, claimed that companies and organizations need to be clear on their values so that it is visible and observed by potential candidates. Andrew Garrett, Director of Real Estate Development at Cadillac Fairview, explained that oftentimes marginalization happens earlier, which creates barriers for these potential candidates to even apply. Organizations like Cadillac Fairview have implemented programs that provide unique opportunities for increased organizational and leadership exposure. KingSett Capital has similar programs, one of which involves the leadership program that every employee participates in. Jon Love, founder and CEO of KingSett, attends and discusses the values to the organization, emanating humility and transparency. Jeanhy Shim, President, Housing Lab Toronto & Founder, Children’s Discovery Centre, encouraged everyone to bring the change to their workplace to embracing diversity and inclusion. “Change is coming through the progression of people’s careers,” Shim noted.

All three panels had thoughtful discussions moderated by Teague, who closed off the discussion with these parting words: “Sometimes we are so afraid to say the wrong thing that we say nothing.”