Ilna Patel of London Property Alliance on why simple steps can help boost diversity

I had the qualifications and a genuine interest in the built environment, but where was I meant to begin, or who was I supposed to talk to? The industry seemed full of people who knew exactly what to do, while I was still trying to work out where the door was.

What changed things was someone taking the time to explain how the industry worked and putting me in front of the right people. Over time, I have realised how many talented people never get that first nudge, not because they lack ability, but because access to information, networks or simply a bit of encouragement is not evenly shared. Talent is evenly distributed; opportunity is not.

There is now wider recognition that people do not experience work in a single, straightforward way. Two people can join the same organisation at the same level and still have very different journeys. Our backgrounds, identities and life experiences shape how welcome we feel, how we progress and whether we can bring our full selves to work.

When people are supported to contribute fully, teams are stronger and decisions are better

Paying attention to that complexity helps organisations make better decisions about recruitment, progression and culture. It’s not a complex theory; it’s simply about paying attention to people.

Creating a fairer, more inclusive sector is rarely about grand gestures. It is about everyday decisions on who we encourage and listen to, how we recruit and promote and how people feel when they walk through the door. For our industry, the case is especially clear. Those of us working in London shape the built environment of one of the most diverse cities in the world, and the places we create should reflect the communities that use them.

Organisations that draw on a wider range of perspectives make better decisions. When people are supported to contribute fully, teams are stronger, decisions are better and the places we create are better for it.

This sits at the heart of my work as co-chair of London Property Alliance’s Diversity, Equity and Inclusion Committee, which brings together professionals from across the sector with a shared aim of making real estate more open and representative. Five years ago, the alliance launched its first Diversifying Real Estate guidebook and this feels like the right time to reflect on progress and refresh our ambitions.

Taking a holistic approach

Our latest Diversifying Real Estate guidebook takes a holistic approach to inclusion across gender, race, sexuality, age, disability, social mobility and faith. It is designed to be practical and accessible, relevant to small practices and global investors and useful for those just starting out as well as senior leaders: a set of tools people can actually use.

I have seen real progress over my career. The industry is more outward looking, open to different ways of working and willing to challenge long-established norms. Flexible working is more accepted, conversations about culture are more common and more women are part of senior decision-making than ever before.

None of this happened by accident. It happened because people asked questions, challenged assumptions and were prepared to do things differently. Companies have put in place impactful policies and programmes, ranging from supporting the return to work after childbirth through to engaging with schools to promote our sector to young people from non-traditional backgrounds.

But change is still slower than many would like and the sector continues to fall short on representation, particularly in senior roles. Research by the Bridge Group shows 51% of senior property professionals are white men from higher socioeconomic backgrounds.

Persistent barriers also shape progression: for every 100 men promoted, only 81 women advance, and just 54 black women, according to research last year by Shape Talent.

Diversity, equity and inclusion can sound complex, but the aim is simple: to build a sector where talent is recognised, is supported and can thrive. With practical action and shared responsibility, more meaningful progress is achievable and it strengthens both our businesses and the communities we serve. That’s the future I want for real estate.

Ilna Patel is co-chair of the Diversity, Equity and Inclusion Committee at London Property Alliance