iscover
Here is how one advocacy group is helping the property sector realise its full potential.
All employees should feel safe at work, but for many LGBTQIA+ workers in the property and construction sectors, this is not always the case.
“Research shows that discrimination and bullying disproportionately affects LGBTQIA+ people who work in the property and construction sectors than any other industry,” said Dayle Bennett and Adrien Moffatt, co-chairs of advocacy group Queers in Property.
According to Bennett and Moffatt, some LGBTQIA+ employees are “finding it difficult to be open about their same-sex attraction or gender diversity for fear it might negatively impact their career prospects and professional development, or worse, make them a target for bullying and harassment”.
In 2018, a group of Melbourne property professionals united to form Queers in Property (QIP), an advocacy group that aims to provide queer employees with “a network of safety and support”.
“We personally feel that QIP fills a void for intersectional representation in the property sector,” said Bennett and Moffatt.
“We are committed to showcasing the stories and perspectives of marginalised people within the industry while advocating for a safer, more inclusive industry.”
While LGBTQIA+ inclusion initiatives are becoming more prevalent in organisations, the pair warned that these are often box-ticking activities rather than meaningful drivers of change.
“A lot of organisations are on a mission to achieve certain ESG targets,” the co-chairs said. “We tend to see organisations trying to implement inclusive policies without community input, engagement or consultation.”
“In other words, we are seeing a lot of companies in the property industry overlook or desperately try to tick boxes without creating a top-down model of inclusion, safety and support for their LGBTQIA+ employees.”
QIP aims to provide an alternative to box-ticking initiatives by showcasing companies who are genuinely creating inclusive cultures, and by providing a network of peers and mentors to LGBTQIA+ property professionals.
The group facilitates mentoring partnerships and regular opportunities for networking in order to provide employees with a sense of community.
Bennett and Moffatt said: “By sharing personal journeys and achievements, we seek to empower one another to view our authenticity as a source of strength, and create a comfortable space to live openly in the workplace.
“Our goal is for every member to always have someone to call at work, whether it’s for a property question, moral support or a pick-me-up.”
QIP now has over 300 queerleaders across a variety of property fields, including development, construction, architecture, planning and sales.
For the two co-chairs and their QIP colleagues, the future of Australian property is bright.
“The best thing about working in property is that we are part of an industry that is building the future landscape where we will all live, work and play,” they said.
“Imagine what our cities could look like!”
This article was originally featured in Real Estate Business.
RELATED TERMS
Your organization's culture determines its personality and character. The combination of your formal and informal procedures, attitudes, and beliefs results in the experience that both your workers and consumers have. Company culture is fundamentally the way things are done at work.
Harassment is defined as persistent behaviour or acts that intimidate, threaten, or uncomfortably affect other employees at work. Because of anti-discrimination laws and the Fair Work Act of 2009, harassment in Australia is prohibited on the basis of protected characteristics.
Jack Campbell
Jack is the editor at HR Leader.
