IREM® recognizes these shifting dynamics, and is meeting the challenge by preparing, supporting, and mentoring property management professionals who may otherwise be unseen and unheard. We recognize that everyone in our profession has a voice and a place within IREM, and in our community. It’s our commitment to provide value that makes a difference in the lives of all stakeholders, and our promise to be better tomorrow than we are today.
Effecting meaningful change requires meaningful actions. IREM’s Diversity & Inclusion Succession Initiative (DISI), funded by a grant from the IREM Foundation, recognizes IREM members from underrepresented groups who are committed to diversity in the workplace and in the property management profession. Those recognized are connected to professional mentors, engaged in networking opportunities, and have access to learning opportunities with free leadership courses.
At the end of the day, what does it really mean to be recognized as an IREM DISI leader? We spoke with Drew Williams, CPM®, ARM®, Daniel Rogers, CPM®, ARM®, and Taji Abdullah, CPM® for insight into the program and their experiences as DISI leaders.
There are many awards and recognition programs available to real estate professionals. Why did the IREM DISI Leader program resonate with you, and why did you apply?
DR: IREM is committed to its words! When I found out about DISI it sparked my interest because this organization doesn’t just offer training or a skill badge but “places money where their words are.” To care that much about DEI to invest in leaders to help address a gap within real estate is something I desire to be a part of, and this was what stood out to me.
DW: To bear witness to IREM’s increased awareness and promotion of DEI with intentional commitment to being advocates for change has been such a welcome and refreshing change. I could easily and exponentially expound upon the effects of DEI in the workplace, e.g., greater retention and morale, employee buy-in, strategic thought partnership benefits, etc. But for me, the issue in and of itself is so much more than an issue with our business, it’s about our humanity.
Moving the needle on diversity in the real estate industry, especially commercial real estate, is a challenge IREM has actively taken on. As a DISI leader, how do you think we can advance diversity initiatives within real estate?
DW: It all starts with buy-in. An initiative aimed at the effectiveness of advancing DEI in any space is moot if it doesn’t trickle down from the CEO to the Service Technician. Our C-Suite, Executive, and Senior Level Teams need to establish transparent and candid conversations around their own personal journeys, be fearless in asking the tough questions to gain a greater understanding, establish a democratic culture free of toxicity, hostility, and retaliation, and simply walk the walk and talk the talk.
DR: I think IREM is well on its way to advancing diversity initiatives within real estate management with the DISI program. One thing to remember is that when talking about an underrepresented group, they often have not been afforded the opportunity to sit at the table of influence, and better yet, opportunities to learn skills to experience advancement.
TA: IREM can facilitate and provide opportunities for educational and professional advancement, specifically in real estate and real estate management, to students and potential students who come from disadvantaged backgrounds, impoverished neighborhoods, and families whose ethnicities are underrepresented at the undergraduate, graduate, and professional levels in comparison to their aggregate demographic proportion.
We see many organizations launching diversity and inclusion initiatives, some more robust than others. Why are diversity and inclusion initiatives important to you? And how would you measure success in achieving an inclusive environment?
DW: Five years ago, as an on-site property manager, my direct supervisor told me that I would not go any further with my company or in our industry due to my status in the LGBTQIA+ community. Their exact words? “You’re too loud, too proud.” As you can imagine, that didn’t settle too well with me, but fortunately ended up being the catalyst of a personal and professional evolution. I set out to prove them wrong, but ended up gaining so much more in return.
To me, success in DEI is when every employee can reduce their efforts to build their own table, and join those that are already established and well-attended. To see dollars allocated to their DEI efforts, tracking and accounting for a full, balanced employee demographic, percentage of diverse employees in senior and executive roles, employee tenure, mentorship programs, and number of incident reports as related to harassment and discrimination, those are the factors to look for.
DR: DEI initiatives are important because they help to level the playing field in many areas of our society. In addition, it shows care for a community of people who’ve been underrepresented for centuries, and helps to close gaps such as education, wage disparities and the like. DEI allows for people to enter a room they may not have otherwise been able to enter, simply because of the pigmentation of their skin or sexual preference. It instills an added sense of confidence to show up as themselves every day, with no need to send a “representative” day in and day out.
Measuring the success of achieving an inclusive environment goes far beyond numbers or checking off a box for a score that can be posted on a website or in a company annual report. I measure success by how comfortable and respected each person feels within the environment. Not just the underrepresented groups, but everyone, because this means that an amazing job has been done to foster inclusion on all levels.
Comfortable and respected
These words bear repeating: “I measure success by how comfortable and respected each person feels within the environment.” Because those few words capture the essence of a truly inclusive environment, and this is what IREM intends by fostering our DISI leaders, and encouraging them to achieve that goal.