Real Estate Company in Terms of Diversity and Inclusion

Final Term Paper: A Critical Assessment of Real Estate Company in Terms of Diversity and Inclusion
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In my internship experience at a real estate company, several global issues were on spotlight, but the issue of diversity and inclusion was particularly the most important area that needs consideration in this modern era of the 21st century. For the period I was in the company, I served as a Market Analyst, helping the company analyze the project information, including risk control, and return on investments (ROI). Literature on managing diversity and inclusion, especially in real estate sector has been published by an increasing number of authors, but there is a deficiency on the part of the industry to implement recommendations from academia, leading to, sometimes, poor ROI. The whole concept of diversity and inclusivity in real estate management revolves around stressing the importance of creating an environment that accommodates all individual differences in society. This paper is an analytical study of the real estate company and a reflection on my experience in terms of the global issue of diversity and inclusivity pertinent to the language service profession.[Jawad Syed, and Mustafa Ozbilgin, “Managing diversity and inclusion: an international perspective.” (Loss Angeles: SAGE Publications Ltd, 2015), 2.]
How the Real Estate Company Measure Up In Terms Of Diversity and Inclusion: How Characteristics of the Company Speak Directly For/Against the Issue
Like in most real estate companies, my place of internship depicted a plain microcosm of the problem with diversity and inclusion. The Royal Institution of Chartered Surveyors (RICS), a professional body that is charged with the mandate of implementing and promoting the highest standards in international land management and development, infrastructure, construction, and real estate has a serious issue with gender diversity amongst its professionals, trainees, and graduates around the world. There are 120,000 members affiliated with RICS, but qualified females only make up 15% of the total population. Recruitment in the property sector is said to be a daunting task and many property practices have met their growth ambitions with challenges because they are not able to recruit enough candidates that satisfy the requirements both at senior and junior levels. A similar scenario was evident from where I worked as an intern where there was a serious deficiency in qualified staff working as surveyors. However, this issue begins from college training that must be in line with industry requirements.[Amanda Clark, “Managing diversity and inclusion in real estate and construction.” March 18, 2019, /pulse/managing-diversity-inclusion-real-estate-construction-amanda-clack/]
The global challenge of diversity and inclusiveness has depicted that the talent pool is insufficient and more efforts need to be invested in drawing more talent and brightest people into real estate sector. For instance, due to lack of inclusiveness and diversity conscious business models, many companies continue struggling with the issue of employing talent from gay communities because the society has labeled such practices of being gay illegal. The issue of diversity and inclusiveness in real estate sector not only affects females, gays, and transgender population, but spreads further to include the disabled. The company where I worked comprised of 120 staff members, and none was disabled and only two were females, which sends a wrong picture about society that has always supported equal rights to the disabled when it comes to job placement. Only one female member was working in the field of survey or real estate, while the other was in charge of secretarial tasks or understanding work as a messenger in the company. In theory, society is vocal about their rights, but mute in practice.[Clark (2019)]
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