Let's talk about menstrual health

Priya Aggarwal-Shah, Founder of PREACH Inclusion® (formerly BAME in Property) and Lauren Doy, Communications and Engagement Manager at LandAid

Please note that this article was published prior to the new brand name of PREACH Inclusion® on 25 April 2024, so you will notice references to BAME in Property.

BAME in Property and LandAid, have come together to talk about the impact of periods on women facing homelessness to raise awareness for World Menstrual Hygiene Day (28 May).

From talking about the reality facing millions of women every day to providing tangible actions, we hope to encourage the built environment industry to do more to support not just homeless individuals on their period, but any individual who may be caught out when out and about.

Before we start, a short disclaimer. The official day is called World Menstrual Hygiene Day, however we have chosen to call it World Menstrual Health Day, to remove the stigma often attached with periods, and change the narrative and conversation to access, education and ultimately, better period health.

Let’s be honest, most women have been there. You’re out and about, enjoying your usual activities, and then you get caught short.

Often, there is a pharmacy or a supermarket close by to quickly purchase a few period products and the moment of panic is over. However, for young women experiencing homelessness the solution is not always so simple. Life is often unstable. From not having a bed from one day to the next, to managing financially, the struggle is real, and the reality is uncertain.

Yet, despite this challenge, in the context of periods, there is little research available about how women experiencing homelessness are really affected by their menstrual cycle and how they cope with access to products and toilets.

"The official day is called World Menstrual Hygiene Day, however we have chosen to call it World Menstrual Health Day, to remove the stigma often attached with periods, and change the narrative and conversation to access, education and ultimately, better period health."

Charities changing the narrative

In line with World Menstrual Health Day, we spoke to two charities who work with both LandAid and BAME in Property to understand a little more about how they support women in educating them around their periods, how they should be perceived and how to cope best in line with their own needs. These are Binti Period, another charity partner of BAME in Property and the Anah Project, one of the charities supported through LandAid funding.

"Collectively we want to change this conversation. From hygiene and sanitation to dignity and provision."

Binti Period believe that every girl deserves menstrual dignity. They provide access to education about periods, access to pads, and advocate for freedom from stigmas and taboos surrounding periods.

The Anah Project provides multilingual support for women who have fled abusive environments. They aim to educate women on their human rights, increase their confidence and self-esteem and regain their independence. They do this by delivering support that focuses on a woman’s individual needs. This includes education on period health.

Both charities support women from many different cultures and backgrounds. The commonality they experience is how often the women that they work with feel ashamed of what they are experiencing every month. They feel that it’s both unsanitary and dirty.

Collectively we want to change this conversation. From hygiene and sanitation to dignity and provision.

Periods should be perceived as a healthy part of life as opposed to something that should be hidden.

Intertwined with often untrue myths about how women should act when on their period or why they are experiencing the symptoms, they find it difficult to talk about.

The Anah Project is experienced in dealing with conversations around period health and provides regular training sessions to act as a factual sounding board for the women at their centre. They also share information packs which have been translated into multiple languages, including Urdu and Punjabi.

This conversation is very powerful but does have its limits.

The harsh reality

The financial instability that comes with homelessness means that many women can find it difficult to acquire the basic necessities needed to manage a healthy period. The women at the Anah Project are provided with period products as part of the regular routine when they arrive at the centre.

"We all understand that feeling of being caught short!"

However, for those more unsupported, Binti Period find that these women often resort to using toilet paper in between periods because this is readily available in public buildings. This is only exasperated in young people who can feel even more embarrassed to ask for help.

Despite the vending machines present in many toilets across the UK, women do not always have the means to pay for these, or even have the correct change needed. We all understand that feeling of being caught short!

Support can create impactful change

The built environment industry and individuals can all play a part in changing the narrative of period health and providing the right resources and support to all women from all backgrounds. Here’s how.

"Collectively we can all talk about period health in a new light. Own the conversation and encourage dignity and provision."

Free period products in all public buildings. Real estate companies can encourage the implementation of free period products in public spaces across the UK. This would have considerable impact on the social infrastructure of the country for women. For young women experiencing homelessness in particular, this small change would create feelings of security. From shopping centres to supermarkets and libraries, real estate companies have key leverage in ensuring the facilities they own are providing everything they can.

Surrey County Council became the first council to provide free products across the borough. This means that anyone can pick up period products, feeling confident that there will be no judgement. To make it known that these products are available there are stickers in the locations where they are provided, like Visa or Mastercard stickers. They are striving to eradicate the stigma. Binti Period are particularly advocating for this to be rolled out across the UK. There should be no discrepancy between those experiencing homelessness to those who may have forgotten their pad or tampon; it doesn’t matter.

Educating and raising awareness. Collectively we can all talk about period health in a new light. Own the conversation and encourage dignity and provision.

Donating to relevant charities. And we can all, as individuals and companies keep providing support through donations, both monetary and physical health products, to those charities who are creating a safe space and helping those who need it most.

We hope we have given some food for thought and inspired you to start the conversation about periods. Please do get in touch with either of us for any support.

This article was originally published in EG here.

BAME in Property and LandAid

BAME in Property bring together BAME (Black, Asian and Minority Ethnicities) and non-BAME professionals who are passionate about increasing ethnic diversity in the property and planning sectors. They are part of LandAid’s Networks Against Homelessness. LandAid bring the property industry together to support charities across the UK, delivering lifechanging services for young people who are experiencing homelessness.

To find out more visit https://www.landaid.org/join-us/our-communities/networks-against-homelessness

BAME in Property signs up to Race Equality Network's #MyNameIs campaign

Please note that this article was published prior to the new brand name of PREACH Inclusion® on 25 April 2024, so you will notice references to BAME in Property.

To mark Race Equality Week (7-13th February), BAME in Property signed up to Race Equality Network's #MyNameIs campaign.

Research conducted by the Race Equality Network found that 73% of respondents from more than 100 organisations had their names mispronounced. 88% of respondents thought a phonetic name spelling campaign would help tackle race inequality.

But why does this matter?

Your name is your identity. It represents your culture, heritage and family connections. Getting someone's name right is respecting this and their differences, and giving them a sense of belonging.

Intentionally getting someone's name wrong or shortening it to make it easier to pronounce shows lack of respect and can make someone feel uncomfortable. Over time, many people stop correcting mispronounced names simply to fit in. Read more about our committee member Bhavini Shah's experience here.

Let's stop this.

The solution

Race Equality Matters #MyNameIs campaign, is a simple but highly impactful solution to ensure everyone pronounces people’s names correctly.

The Campaign calls to normalise phonetic spelling in your email signature, meetings, name badges and more.

How to get it right?

1. Ask the person to pronounce it. and actively listen. Rather than try to say a name you are unfamiliar with, ask the person how to pronounce it.
2. Don't make it a big deal. Once you have heard the correct pronunciation, thank them and move on. Don’t focus on how unfamiliar you are with their name.
3. Observe and practise. Make an effort to hear how someone pronounces their name to other people, even if you have heard it before. Check if you are introducing them in a public forum and practise.
4. Clarify again. If you meet someone again after a while it’s fine to check how you should pronounce their name.
5. Do something when you realise you’ve been mispronouncing it. Apologise when you get it wrong, as soon as you realise.
6. Be an ally. If you hear someone mispronouncing a colleague's name, when they are not around, step in and correct them gently. 7. Don't be arrogant of flippant. Don't say "I'll never get it right," or not listen when you are corrected.

Will you become part of the #MyNameIs movement?

The Need for Equity in BAME Communities

Please note that this article was published prior to the new brand name of PREACH Inclusion® on 25 April 2024, so you will notice references to BAME in Property.

It’s 2022 and we’re still talking about injustices in housing and planning?! To kick off our 2022 blog series, Antoinette Squires, an Urban Planning student at Loughborough University, shares her views on why equity over equality needs to be prioritised in planning to result in better outcomes for Black, Asian and minority ethnic (BAME) communities. From meaningful engagement to community-based practices, these are just some of the equitable solutions planners can start to incorporate to create a more inclusive society. Less talking - more walking, who’s with us?

As I was exploring ways in which the planning system can prioritise the needs of BAME communities through explicit policy, I came across an impactful line:- In Amy Bristow’s report on ‘Meeting the Needs of BAME Households’, it stated that most of the planners interviewed, felt that “they would need strong evidence to prioritise the needs of certain groups above others.” In all honesty, I was completely stunned. Isn’t the evidence all around us? A walk through predominantly ethnic neighbourhoods in Hackney or Tower Hamlets reveals the ingrained inequalities. The tangible evidence often manifests itself in poorly maintained houses and streets, all of which contributes to the atmosphere of poverty that enshrouds these places. If I can see this with my naked eye, why is there an absence of “strong evidence”?

"There is a serious knowledge gap within the industry on manifestations of racial inequality"

In my opinion, this troubling perception is because research into the experience of BAME individuals is unprioritized. With only 3% of planners identifying as BAME, there is a serious knowledge gap within the industry on manifestations of racial inequality. Additionally, there is a tendency to adopt a technocratic approach to community engagement. This constrains democratic discourse; the only way we can hear the needs of the marginalised. Thankfully, following the Black Lives Matter protests, the RTPI has pledged to increase diversity within the sector. With greater power granted to the opinions of BAME planners, we might witness a shift in priorities.

Equality versus equity

A policy shift towards building equity within ethnic enclaves should be considered. Equity tailors resource allocation to the specific needs of a community, creating equal access to success. Within planning, the Equity Planning framework exists to make this possible. It encourages planners to utilise their resources and influence, to implement policies that redistribute resources to marginalised groups.

"The truth is equality can be problematic because we all have different starting points in life. Therefore, equity is the best way to achieve equality"

Since adopting equity planning, Baltimore City has altered its planning process to include equitable concerns. For example, when assessing proposals, they ask 'What historic disadvantages and advantages have affected residents in the given community?'. These changes align with their goal of making Baltimore a city that “addresses the needs of its diverse population, and meaningfully engages with residents through inclusive, collaborative processes to expand access to resources and power.” In its current form, the UK’s planning system evades equity. The domineering argument is the planning system is fair and inclusive because our procedures promote equality. However, the truth is equality can be problematic because we all have different starting points in life. Therefore, equity is the best way to achieve equality.

An equitable solution that can be considered is Collaborative Housing (CH). Popular in cities like Vienna, CH is designed to make communities take the lead in the housing development process. From its inception, residents work with external stakeholders like planners and architects, to design housing that fulfils their needs. Ranging from small apartments to a collection of single-family units, developments frequently include communal kitchens, childcare facilities, and green spaces. This tailored approach to housing, builds community networks, which ultimately improves residents’ quality of life.

Structural biases within housing

Many ethnic enclaves lack this community support. To comprehend why, we must consider the structural biases, particularly within the housing sector. According to research, 30% of the BAME population (excluding Indians), are likely to live in unaffordable housing, despite, on average, allocating one-third of their income to rent. When coupled with policies that disproportionally affect minorities like Benefit Cuts, NRPF and Right to Rent, considerable levels of housing insecurity are experienced. Because of this, ethnic minorities are frequently unable to develop spatial and personal attachments with their neighbourhoods. Hence, the rapid rates of residential turnover and lack of community engagement often witnessed.

"With strong connections, a willingness to aid each other can emerge."

On a household level, the lack of community leads to struggles in child rearing. With many parents working to provide for their family, both here and abroad, a pattern of parental absenteeism within the home emerges. Unfortunately, this may result in their child underachieving due to a lack of guidance, potentially stunting upward social mobility. A supportive community can change this. With strong connections, a willingness to aid each other can emerge. Multipurpose rooms may become language centres for parents, so they can better engage in their children’s education. Community operated childcare services may extend from a singular space, to include things like school bus services or affordable babysitting.

Changing policy

"I implore all planners and the RTPI to recognise the power they possess and use it to stimulate equity"

If the RTPI wants to increase diversity within the sector and achieve equality, it must begin by instilling equity into BAME communities. While it won’t be easy, policy changes are critical. Meaningful engagement must be prioritised, with a focus on allowing conversations and building understanding. Moreover, to increase participation, recommendations outlined in Grayling Engage and the RTPI’s Future of Engagement report must be implemented. Lastly, we must persuade investors by establishing a sound business case for equitable development. In closing, I implore all planners and the RTPI to recognise the power they possess and use it to stimulate equity.

Black History Month special - In conversation with Ebun Ewedemi, Founder of Prime Link Property Services

Please note that this article was published prior to the new brand name of PREACH Inclusion® on 25 April 2024, so you will notice references to BAME in Property.

To mark Black History Month (BHM), Priya Aggarwal-Shah chats with Ebun Ewedemi, Founder of Prime Link Property Services to celebrate five years of her business. Ebun is an entrepreneur and a risk taker, pursuing the road less trodden, while many of her peers have chosen traditional career paths. At only 23, Ebun founded her Property Inventory business and has since grown her scope of work and her team, one of her biggest achievements.

But it’s not been all plain sailing and Ebun speaks candidly about some of the challenges of running a business and more so, the impact of COVID-19 on day-to-day functions. That being said, Ebun has successfully diversified the business's services, expanded their work across London and has plans to head to other major UK regions. Watch this space, the next five years are going to be special.

How it started

“I started working when I was 13, earning £5 p/h, working one evening a week at a youth/theatre club for teens; I would do that after school. I’ve had a strong work ethic instilled in me from a young age.”

Ebun spoke about how her parents had inspired an entrepreneurial bug within her as they owned small businesses. However, her interest in property peaked from watching Homes Under the Hammer. The combination of the two inspired her to study Residential Property at Kingston University. Although this was more of a surveying related degree, she then started part-time work at Property Inventory company, learning the ins and outs of the trade. After her time at university, she landed a position within the real estate company, Savills but soon quit to start her own business, which is known today as Prime Link Property Services.

Major Milestones

Running a business is no easy task, yet every milestone is worth being acknowledged. Ebun graduated with a First-Class Honours from Kingston University and started her own company at just 23 years old not long after. A key achievement was employing her first member of staff whilst her peers had begun climbing the corporate ladder, and the cherry on top of the cake was buying her first property a year after graduating from university at age 22.

“I bought my first property a year after I graduated from university. Whilst I was at university I worked part time during term time, full time during the summer. I saved my wages and lived off of student maintenance loans and grants during my time as a student. I saved with the intention of purchasing a property, that was a pretty important goal for me. I wanted to get on the property ladder straight away, I saved up and did just that, which was a huge achievement for me.”

Ebun has been fortunate enough to purchase an additional property since then, which is currently undergoing a refurb to add value.

More recently, she has been nominated as finalist for the ‘Young Entrepreneur of the year 2021’ award in the Royal Borough of Greenwich. It’s an honour to receive such recognition, alongside esteem individuals different sectors.

She has and continues to ‘do it all and then some’ all whilst being young. A truly inspiring figure for today’s youth and to shine a spotlight on her will certainly help to show others that if she can do it, they can too.

Being unconventional when it was easier to do the opposite

From our conversation, it was clear that Ebun’s parents had been very influential in her life. But starting a business at such a young age when her peers were starting out their careers must have had its own challenges. Ebun was clear that whilst her chosen path differed to those around her, her journey would also be unique.

“Post uni, students from my course were securing positions in graduate schemes and jobs at the big real estate firms, they had their Surveying and corporate Real Estate careers mapped out. I always knew my journey would be different. I tried not to compare myself and I knew it would be rewarding down the line. But yes, some people questioned my decision to go into this field, to them it just seemed so random?! My friends were curious but also supportive. My dad was excited and all for it. My mum was initially a little sceptical, as I had literally just started paying my mortgage, however, I had her full support not long after.”

She went on to say that it is difficult to step out on your own, however working part time when she first started her business was the best thing, because she had more time to focus on her newly budding enterprise whilst remaining financially afloat.

The highs and lows

When asked about her experience on being her own boss, Ebun stated that the best things about the transition from working for another to working for oneself, is living life on her own terms, and having the freedom to wake up each day and be in full control of her schedule. Another perk of being her own boss is cultivating her own team, which is made up of women of different races and cultures.

“Empowering and supporting my team is a priority for me. I enjoy watching people develop and thrive within the company. I’m big on self development and I make a conscious effort to ensure everyone has the opportunity to grow within their role. I love helping people, also having a close-knit team, is another part of entrepreneurship that I enjoy.”

When it comes to the lows, Ebun has realised that every aspect of her business comes with its own challenges. If it is not a challenge with regards to expenses, it is the challenge of working through moments of self-doubt. With such huge responsibilities, it is certainly easier to give up, but she is adamant in pushing through the adversities.

As she aptly states, “with failure comes wisdom, I’ve had a lot of challenges on this journey, but I see each negative experience as a lesson. For each time I’ve been knocked back, I’ve come back better and stronger.”

The impact of COVID-19

Since Ebun’s business is based on tenants moving in and out of properties, she explained that for a short period at the start of the pandemic, the phones were ringing but her team could not go out and render their services to customers. To combat the issue of not being able to go out, she started looking at other avenues such as virtual inventory check ins.

“At the beginning of Covid-19 we started looking into other methods of performing our Inventory services, such as virtual Inventory check ins and self Inventory check ins. We were ready to adapt and change our methods to meet the needs to our customers during that challenging time. We didn’t actually end up launching these services, as the government soon gave the go-ahead for property viewings to continue, which meant that tenants could move, therefore business slowly started to pick up again. As a result of the crisis, we adopted remote working, created our own covid safety practices and invested into a great deal of PPE! I am blessed and grateful that we were able to bounce back, we all know many businesses that struggled during the pandemic, and are still struggling.”

The importance of diversity

“It’s so important for me to offer opportunities to and work with people who look like me, because I know we all have it hard. I feel like we’re the only ones that are going to help ourselves.”

From one challenge to another, diversity in the workplace was our next topic of conversation. Ebun reiterated that as a Black woman, diversity is very important to her. She believes that everyone deserves a fair chance, no matter their race.

For her, especially as a Londoner, coming together to share ideas, is when the 'magic really does happen.' She also explained that because she’s grown up as a Black woman and had to face certain challenges, she does not want other ethnic minorities to face those challenges either. Thus, she is creating opportunities for Black women because a lot of big corporations, even in London as diverse as it is, are not really diverse in who they hire. That is why it is important for her, as exemplified with her team to hire people from different racial backgrounds. Hiring ethnic minorities puts a spotlight on them and their achievements which will in turn allow those in power to give such individuals a chance.

Next steps for Prime Link Property Services and Ebun

“We've always predominantly offered Property Inventory services, however we recently diversified and now offer a variety of services making us a one stop shop.. Alongside the business, I’m working on building up my property portfolio and working with more Investors and Landlords on property investment projects."

A huge congratulations are in order for Ebun, as her business has achieved a major milestone of turning five. When asked what her plans will be for the next five years, she is looking to diversify the services that the company provides. Although Prime Link is primarily known for providing inventory services, they also offer other services such as: Professional cleaning, Energy Performance Certificates (EPCs), Gas Safety certificates, and more. These services complement each other, so it very important for Ebun that they garner equal recognition. Another goal of hers is scaling and expanding the business across the UK.

Last but not the least, Ebun shares her thoughts on Black History Month

As our BHM special interview, it was only right to ask Ebun a few questions about what this means to her.

“I feel like every month should be Black History Month. The Month is a time of reflection of the past accomplishments and sacrifices Black people have made. It means learning about my roots and how I got here. It’s also an opportunity to celebrate how far we’ve come, and recognise our contributions to society today."

There is no doubt that Ebun has achieved a huge amount in a short space of time. She has navigated through challenges and made the best of opportunities. All the best for the next five years and we look forward to following her journey.

What does a feminist city look like? – Academy of Urbanism event summary

Please note that this article was published prior to the new brand name of PREACH Inclusion® on 25 April 2024, so you will notice references to BAME in Property.

This month, we’re delighted to have Kirsty Watt, an architectural assistant at the progressive design studio GRAS, and recent graduate from the University of Dundee’s Architecture with Urban Planning course. Kirsty also researches and consults on gendered design and feminist urbanism on a freelance basis and as a result chaired this Academy of Urbanism event, ‘What does a feminist city look like?’ to not only facilitate a hugely important and topical discussion, but to enhance her own learnings in the subject. Kirsty brought together a range of speakers to share their views, and here she shares her own thoughts on the event.

I tried as much as possible to get a variation of different speakers across disciplines - including architects, urban planners, academics and activists - as well as varying cultural and ethnic backgrounds, ages and level of experiences. The event acted as an instigator for the Academy to discuss topics of community empowerment, feminism, and gendered design, and will hopefully be the first of many like it. Chairing the conversation also provided me the opportunity to explore some of the ideals I had been researching, and the ways in which they could be differently actioned within the UK’s built environment.

"A feminist city is a feeling. It cannot easily be prescribed within design and policy" - Deborah Broomfield

Perhaps the title of 'what does a feminist city look like' was incorrect, because - as one of our speakers Deborah Broomfield reminded us - a feminist city is a feeling. It cannot easily be prescribed within design and policy, although of course any momentum that architecture and urban design can create in this area is very much welcome.

A feminist city is a better way of treating people - and notably all people - and our environment. Where does planning and architecture currently fail to create a feminist city? A lot of what we discovered and learnt from each other was that feminist and just cities rely on genuine community engagement. We need to meet people where they are at - be that by ensuring that community consultations are fully accessible, at convenient times, and safe places, or by catering participatory methods to the needs and level of understanding of the local community, who perhaps don’t have any experience of the commercial side of property, or indeed have never seen a scaled drawing before. Aoibhin McGinley of Manalo & White Architects spoke of her experiences of community engagement within her latest project, the East End Women’s Museum, and the benefit that the charity’s perspective has had on the design process. This sparked a memory of the work of Matrix, a feminist architecture collective that arose in England in the 1980s, and their project Jumoke Nursery in particular, where the women of Matrix strived to support the client and charity staff in gaining a spatial understanding of what was drawn.

“We put a ribbon marked as a metric tape on the wall of the room they usually met in’ ... ‘We did an overlay of the meeting-room at the same size as any of the drawings, to provide a point of comparison. We held a session on the building process and put up some A3 explanatory sheets. And we also used a model. [Julia Dwyer of Matrix]” (Griffiths, 1989)

One of our other speakers, In The Making, also cited community participation during the discussion. In The Making was formed by a group of architecture students during the pandemic, and their latest project Make Big Noise incorporated and included the end user - children - throughout the whole process, be that through imaginative drawing exercises, or by teaching them how to help with the building. Make Big Noise is a constantly evolving series of structures. It became apparent throughout the event - and in my previous research - that mixed use and adaptable space is vital to the creation of this feeling of a feminist city that we spoke so much about. Adaptable space has the capability of being inclusive to everyone, whilst also being efficient with time and space. It could even be argued that mixed use provides constant “eyes on the street,” as Jane Jacobs highlighted within The Life and Death of American Cities as fundamental to the perception of safety within cityspaces.

The event provided some confirmation that the things I had been researching did in fact work in practice, and were being thought about in the right places, grounded by the priorities outline by Alys Mumford - a representative from the Scottish feminist organisation Engender.

"Vulnerable and marginalised people and communities must be prioritised, and deserve the space to voice their opinions and requirements with knowledge that what they’re asking for will be at the forefront of the developing design."

It was really encouraging to see the audience and the speakers interact from a place of equality and passion for a common goal. What is key now is that architects and planners begin, albeit slowly, implementing these ideas at the outset of their designs and try where possible to either research and understand the needs of everyone in those spaces, or alternatively just ask the community. Charles Montgomery argues that in order to create a “happy city,” (Montgomery, 2013) every person within the society must feel that they have a place. As such, vulnerable and marginalised people and communities must be prioritised, and deserve the space to voice their opinions and requirements with knowledge that what they’re asking for will be at the forefront of the developing design.

Ignorance is no longer an excuse for societal, political or spatial exclusion, and appropriate visibility of these people and their problems needs to be at the forefront of our next steps towards a feminist city.

Read more about Kirsty Watt here.

South Asian Heritage Month Special, In conversation with Roma the Engineer

Please note that this article was published prior to the new brand name of PREACH Inclusion® on 25 April 2024, so you will notice references to BAME in Property.

To mark South Asian Heritage Month 2021, BAME in Property is delighted to bring you a fascinating and personal interview with Roma Agrawal, aka 'Roma the Engineer'. Roma is an award-winning engineer, author and broadcaster. From footbridges and sculptures, to train stations and skyscrapers – including The Shard – she has left an indelible mark on London’s landscape. Born in India, Roma has been inspired by Bombay's apartment blocks and colourful heritage in her own life and work. She has made her mark across Science and Engineering through her advocacy and diversity work, inspiring the next generation of female and BAME engineers. The author of several books, we are also thrilled to share some key insights on her latest children's book, How was that built. Grab a chai and dive in!

1. Let's start from the beginning; tell us about you, your upbringing and education.

I was born in Bombay (as it was called at the time) then shortly left to live in the USA on the East Coast. My family moved back to Bombay when I was 7, and then I came to the UK for my A levels when I was 16. I always loved maths and science and knew I wanted a career somewhere in these fields but I didn't know what I wanted to do until I was about 20! So I came into engineering circuitously.

2. What inspired you to study physics, a subject dominated by men, and subsequently pursue a career in structural engineering? Tell us about some of the high-profile projects you've worked on.

"I didn't really think about the fact that physics would be male dominated, I just went along with it, but I definitely had a crisis of confidence when I started at Oxford."

Not knowing what career I wanted, I decided to do physics at university because I liked it, and because I knew that I could do a wide range of jobs from there - physics kept my options open. I didn't really think about the fact it would be male dominated, I just went along with it, but I definitely had a crisis of confidence when I started at Oxford. One summer during my undergraduate degree, I had a job to earn some extra cash, and I was lucky enough to be sitting in an office with engineers (although my job didn't entail engineering). I watched them work and realised that they were using maths and physics to solve problems, and I was hooked. I chose structural engineering because I had wanted to be an architect when I was a teenager so I thought this would also satisfy my curiosity of building. I was lucky to have worked on some amazing projects during my career. I'm best known for my work on The Shard, on which I spent six years, and I also worked on the design of a footbridge in Newcastle, a train station in South London, and a few residential buildings in central London.

3. What influence has growing up in India had on your career?

"Our preferences for how we live are strongly influenced by culture."

I lived in a concrete apartment block which was seven stories tall next to the beach and loved it. We had communal space and lots of friends to play with. That upbringing made me realise how our preferences for how we live are strongly influenced by culture, and that I was very happy living in a flat in London because that's how I'd grown up, whereas most people I know here aspire to buy a house with a garden. It means that I believe there are lots of different ways that people can live and be comfortable and happy. My diverse background and associated life experiences also makes me more attuned to where I feel spaces aren't working for everyone.

4. You're the author of several books, tell us about these and your latest children's book, 'How was that built'?

"I wanted to inspire young people and show them what an exciting opportunity becoming an engineer can be."

I followed the usual career path of working on projects, taking on growing responsibility, and honing my technical and communication skills for the early years of my career. While working on The Shard, I began receiving loads of invites to speak at school and universities because I don't look like the typical engineer. I realised I was good at breaking down complex technical principles and explaining engineering in an exciting way, so I wanted to inspire young people and show them what an exciting opportunity becoming an engineer can be. After years of doing dozens of talks a year for many years, I decided to write Built: The Hidden Stories Behind our Structures. It's written for the layperson and has loads of interesting anecdotes and fascinating stories from history. After receiving glowing reviews in outlets such as The Observer, The Financial Times, The Guardian and our industry trade press, I decided that a children's version was needed, and How Was That Built? was born. The book has structures from all seven continents, underwater and space, with lots of wonderful, diverse role models. It's being published on 16 September this year, and I'm really excited about it!

5. Tell us more about the diversity initiatives you're involved in? What has been your greatest achievement in this space? Why is levelling the playing field so important in structural engineering?

I've been involved in many initiatives including being part of the CIC Diversity Panel. I engage with most of the major engineering institutions on their campaigns and also with all my employers. My greatest achievement is actually slightly outside the engineering world -- it's the mentoring scheme I've launched to support underrepresented science writers, called ScienceWrite The publishing world in the UK also has a major diversity problem, and I want to empower writers from different backgrounds to be able to write and make a name for themselves. It's in its first year and we're hoping to expand in the future (funding dependent!).

6. As this is a South Asian Heritage Month special interview, here's some quickfire questions!

Favourite city or place in South Asia? Bombay, there is a buzz in that city that cannot be rivalled.

Favourite South Asian food or cuisine? Chaat, always chaat!

Favourite Bollywood film. Hmm, I'm a huge Aamir Khan fan, so most of his work really! If I had to pick, I'd say Lagaan had a lasting impact on me.

What does South Asian Heritage Month mean to you in three words. Learning our history.

Thank you, Roma for sharing your fascinating career and life with us, we wish you all the best in the publication of your upcoming book.

In conversation with Anup Pankhania, Managing Director of Jaspar Group

Please note that this article was published prior to the new brand name of PREACH Inclusion® on 25 April 2024, so you will notice references to BAME in Property.

This week, Priya Aggarwal-Shah, founder of PREACH Inclusion® (formerly BAME in Property) sat down with Anup Pankhania, Managing Director of Jaspar Group, a family business, which has grown exponentially in the last few years. They discussed Jaspar Group’s fascinating journey, how its pivoted through the COVID-19 pandemic and what this means for current and future development, as well as the all-important Jaspar Foundation, the company’s charity arm making a difference to communities in need. Grab a cuppa and dive in!

The journey

Anup learnt the hard graft of property and real estate from his father, the founder and Chairman of Jaspar Group. After completing an Undergraduate in Geography at Oxford University, followed by an MPhil in Real Estate Finance at Cambridge University, Anup immediately joined the family business. Unlike his peers who were heading into central London on graduate schemes, Anup was working from his father’s one room office in Stanmore with only two other colleagues in the company.

“The early days were quite lonely, but the responsibility was real,” said Anup. “At the age of 22, my father sent me to Hong Kong to sell a block of flats and I sold half of them in two and half days. At one point, I even held back on selling units thinking the market was going to boom once we finish the development. Little did I know a financial crash was looming. The experience was surreal.”

Just when Anup thought he had hit a major milestone, the real work started.

“Then the hardhat came straight on and we had to deliver schemes we had acquired. Being slung into the deep end I very quickly learnt about planning, construction, design, the full set of skills needed to run and grow the business.”

And that wasn’t an understatement. Anup has since grown the business from three employees to 30 and counting. He explained how throughout the years he has gone through countless trial and errors but in the end, taking risks and being open to new ideas and new ways of doing things have paid off.

In the early days of Jaspar Group, their bread and butter was commercial to residential unit conversions. These days, Jaspar Group has completely diversified its range of assets, from heritage assets to retirement living developments, Anup has pivoted the company to focus on areas with long term planning potential. Today, Anup’s main goal is to scale the business, and this is contributed by growing a team of talented people and focusing on creating structure and processes in their business.

Current projects

Anup shared that Jaspar Group currently has four sites on the go and are aiming to deliver 100 homes this year, where previously this would have been 30-40 per year. As a business, they are always on the lookout for new sites, from Chichester to Canterbury, Mayfair to Holborn and Tonbridge to St Albans. He proudly added that Jaspar Group has developed most of Stanmore town centre the jewel of Harrow. The company’s focus across the Southeast is impressive and constantly growing. Anup added that his growing team now has the ability and knowledge to accommodate all different parts of the UK. E.g. they are close to securing an iconic site in Sevenoaks- which will add to their enviable portfolio.

Post-COVID-19

How we live, work and engage with others has completely changed during the pandemic, something which was highlighted in Grayling Engage’s Future of Digital Engagement report.

"You no longer need to live where you work and that has been one of the reasons why we have shifted our focus [as a company] to out of city centre sites.”

We discussed how town hall engagement doesn’t suit every demographic, while online engagement offers greater flexibility for young couples and growing families – their target market. At the same time, there was acknowledgement that online engagement misses those informal conversations you may have during face-to-face consultation.

At a macro level, COVID-19 has provided Jaspar Group with new site opportunities due to a change in behaviour.

"My dream is to work from Portugal, I truly believe in flexible working...”

“COVID has changed behaviour, people want new homes and have a real sense of YOLO after being in numerous lockdowns! They also want to upsize, and want access to open space,” said Anup. “You no longer need to live where you work and that has been one of the reasons why we have shifted our focus [as a company] to out of city centre sites.” Anup talked about some of their successful schemes in Haslemere and Virginia Water, and a new site in Finchley, which all have one feature in common – access to considerable open space.

Meanwhile, on a micro level, Anup is optimistic about how he might change his own way of working.

“My dream is to work from Portugal, I truly believe in flexible working and if you have the right people anything is possible.”

Power in people

"Collaboration is important; property is about people – people in your business and providing homes for people. If you haven’t got diversity, you’re just not hitting it."

There is no bigger strength than your people and they are your real assets. Anup spoke proudly of the diversity across his employees.

“We’ve got good gender balance and ethnic diversity within the company – this gives me strength in my business,” said Anup. “The quality of leaders is important but having the right people around you is crucial. Collaboration is important; property is about people – people in your business and providing homes for people. If you haven’t got diversity, you’re just not hitting it.”

And despite a stellar education at Oxbridge, Anup hasn’t stopped learning from the best. He is part of an academy, which encourages peer to peer learning. Having joined five years ago, this Academy has changed his thinking and been one of the main catalysts to his company’s growth. He has learnt the challenges and solutions other business leaders have faced and applied these learnings to Jaspar Group’s future growth.

“How can I expect my people to develop and learn if I’m not continuously learning and developing myself?” said Anup.

Jaspar Foundation

With all this success, Jaspar Group has committed to giving back to the community, a founding principle of the company. This was initially done through the creation of the Jaspar Centre in Harrow town centre, which later evolved into the Jaspar Foundation.

“Jaspar Foundation was set up by my father,” said Anup.* “He wanted to support a group of Asian women who were looking after the elderly in Harrow. They didn’t have their own community centre to socialise and run events, so he created the Jaspar Centre, to empower and inspire the elderly population in our community.”*

Anup’s father’s [Raj Pankhania] work was recognised in the Queen’s Birthday Honours List on Saturday 11 June 2021. Raj was awarded a BEM – a British Empire Medal for services to older people and the community in North London. This is an accolade directly attributed to his creation of Jaspar Centre.

"My parents’ generation came from very humble beginnings, but I am fortunate to have been given a solid platform and I want to build on it and share it."

A few years ago, Jaspar Group sold Jaspar Centre and the income acquired from this sale and a proportion of the company’s overall sales, is going towards charities. Jaspar Group is looking to donate £250,000 a year to charities and within five years, increase this figure to £1 million a year.

They are donating all over the world and to different causes, involving the business at every opportunity. This month (June 2021), the whole company is taking part in LandAid’s 10km run – with LandAid’s aim to end youth homelessness, this was a value that naturally aligned with Jaspar Group. Additionally, Jaspar Foundation is going beyond the usual S106 requirements, identifying charities and community groups to support in the areas they work in.

Ultimately, this comes down to people over profits.

“My parents’ generation came from very humble beginnings, but I am fortunate to have been given a solid platform and I want to build on it and share it. Not just within communities we work in, but even our company profits are shared with our employees – the people who make the magic happen.”

No doubt Anup has built a company on some meaningful values. Watch this space for the future of Jaspar Group and the Jaspar Foundation.

This article was first published on Grayling Engage.

It’s time to tackle racial housing inequalities through effective stakeholder and community engagement

Please note that this article was published prior to the new brand name of PREACH Inclusion® on 25 April 2024, so you will notice references to BAME in Property.

Founder of PREACH Inclusion® (formerly BAME in Property), Priya Aggarwal-Shah considers what role stakeholder engagement can take in addressing housing inequalities faced by BAME people

We have known for decades that BAME communities face inequalities in many aspects of society. However, when it comes to housing, BAME communities face significant challenges with climbing the property ladder, overcrowding, and how and where they live – factors which are usually out of their control.

“When we talk about inequalities in housing, one cannot dissect these without acknowledging the links between health, housing and race, impacting different ethnic minorities in varying ways”

The culmination of these issues has huge implications for health and overall quality of life, creating a vicious circle where some ethnic minorities continue to face housing challenges throughout generations.

As founder of BAME in Property, I am no stranger to airing my concerns about these inequalities. That being said, I also wear another hat, with my work in stakeholder and community engagement at Grayling Engage using effective consultation as one of the key solutions to reduce BAME housing inequalities.

Before I delve into this topic and in light of the recent Sewell Report, which has recommended scrapping the term ‘BAME’, it’s worth providing a disclaimer. BAME is an all-encompassing term, used because it’s easy to abbreviate and adopt in everyday terminology. I am the first to state that “BAME does not mean the same”.

When we talk about inequalities in housing, one cannot dissect these without acknowledging the links between health, housing and race, impacting different ethnic minorities in varying ways. Take homeownership for example, Indians in Britain have the highest rates of homeownership at 74%, compared with 68% of white British households. On the other hand, Pakistani and Bangladeshi communities face more housing hardships, including overcrowding and difficulties with accessing finance to get onto the housing ladder.

Indeed, while all these ethnicities come under the umbrella term ‘Asian’, their lived experiences are different. It’s important to recognise the cultural differences or barriers which might reinforce overcrowding, such as language hurdles to communicate issues to local authorities or fewer women working within some communities, resulting in less income to upsize the family home.

“One in 23 Black households are homeless or threatened with homelessness, versus one in 83 households from all other ethnicities combined”

Closely related is the practice of multigenerational housing. The Resolution Foundation found that 80% of British South Asian families and 50% of Black African or Caribbean households are multigenerational. While traditional family housing is perfect for multigenerational living, many newer developments are smaller in size and space, making it difficult to house multiple families without the risk of overcrowding.

This has been exacerbated by the COVID-19 pandemic. The Health Foundation found that people’s housing environments have impacted their ability to self-isolate and shield. People have been encouraged to stay at home, but a full house means a higher chance of transmitting the virus.

The list of inequalities facing BAME communities in housing could go on. Black people make up 3% of the UK’s population but count for over 14% of rough sleepers. Research by Shelter has shown that Black people are disproportionately affected by homelessness, with one in 23 Black households becoming homeless or threatened with homelessness, versus one in 83 households from all other ethnicities combined.

“One of the most effective ways to understand these inequalities and thus respond better to diverse needs is through community and stakeholder engagement”

Aside from the physical impacts of overcrowding pushing people into homelessness, most families living in constrained spaces are facing a multitude of hardships, such as unemployment, digital poverty and family breakdown – all of which contribute to homelessness. It’s worth noting that Black families are disproportionately impacted by all of these issues, many stating that this is related to their race.

One of the most effective ways to understand these inequalities and thus respond better to diverse needs is through community and stakeholder engagement. Aside from thoroughly researching age and ethnicity demographics, understanding who the key stakeholders and influencers are within a community – for example, religious leaders – can aid better and more sensitive engagement.

Grayling Engage and the Royal Town Planning Institute’s Future of Digital Engagement report, published in December 2020, highlighted the importance of established networks in breaking down barriers and building trust with the very communities that are marginalised and tend to be disproportionately impacted by new developments or housing issues.

Such leaders can help create a collaborative forum for residents to come together and share their views in a comfortable way. By doing this, you’re empowering hard-to-reach communities and they are more likely to seek help.

“Online engagement must reflect diverse needs and audiences”

Where this type of engagement was once predominantly held face-to-face, digital engagement is now a must-have, not a nice-to-have. The coronavirus pandemic has moved conversations online, something we’re seeing first-hand through our Engage Online platform, which tailors engagement campaigns to different demographics and digital abilities.

Most importantly, online engagement must reflect diverse needs and audiences – our same report emphasised the need to have digital engagement tools and content designed by diverse teams to ensure inclusivity. This means using imagery which reflects the community you’re engaging with or offering multiple language options relevant to an area. The better and more inclusive the tool, the higher the likelihood of such communities taking part and sharing their views.

Ultimately, it goes without saying that planning and engagement teams should be representative of the very communities that we are working in. This allows for more specific insights into the lived experiences of marginalised communities to ensure that our support is sensitive and appropriate for different needs.

We’re not going to eradicate housing inequalities overnight, but getting the right engagement is one step closer to empowering the very people that you want to help.

Priya Shah, Founder of BAME in Property and senior account manager, Grayling UK

This article was first published in Inside Housing.

BAME in Property marks International Women's Day 2021

Please note that this article was published prior to the new brand name of PREACH Inclusion® on 25 April 2024, so you will notice references to BAME in Property.

To mark International Women's Day 2021, BAME in Property asked our members, partners and supporters to share their #choosetochallenge photos, which was this year's theme. We were thrilled with the response and throughout March shared the various commitments we all pledged to create a more equal and just society.

A challenged world is an alert world. Individually, we're all responsible for our own thoughts and actions - all day, every day.

We can all choose to challenge and call out gender bias and inequality. We can all choose to seek out and celebrate women's achievements. Collectively, we can all help create an inclusive world.

This year, amidst one year of the COVID-19 lockdown and a global pandemic, IWD felt more important than ever. The pandemic has reversed years of progress society had made with gender equality. Research by PwC has shown that women in the global workforce have been disproportionately affected by the pandemic, in being more likely to work in the sectors hardest-hit by the crisis. A United Nations study also found that women have been taking on the brunt of extra childcare and domestic duties since the onset of the pandemic.

COVID recovery strategies must prioritise women, their skills and labour and we should #choosetochallenge those that don’t.

A huge thank you to everyone who got involved. We've made our pledges, what are you choosing to challenge?

In conversation with Noha Nasser, an architect, urban designer and bridging cultures expert

Please note that this article was published prior to the new brand name of PREACH Inclusion® on 25 April 2024, so you will notice references to BAME in Property.

We are thrilled to bring you our next interview with the fascinating Noha Nasser, an architect, founder of a social enterprise and brigding cultures expert. Having lived and worked in multiple countries throughout her life, diverse cultures have shaped Noha's thinking and ultimately fuelled her current focus with her social enterprise. For Noha, 'co-design' and 'place-making' are more than just buzzwords, they are an integral part of creating flourishing communities. Here Noha shares with us her inspiring journey, which ultimately influenced her debut book, Bridging Cultures: A guide to social innovation in cosmopolitan cities.

1. Let's start from the beginning! Tell us about you, your upbringing and how you got to where you are today.

Well, I was born in London to Egyptian parents, both architects. I grew up in London in the 1970s when racism was rife. Luckily, I didn’t experience racism first hand but a few of my South Asian friends did. I learnt at an early age to bridge cultures, keeping my networks and friendships open. The bridging cultures strategies stayed with me all my life and influenced my work. I lived in London until I was 12 and then we moved to Egypt where I had to bridge cultures all over again. I graduated from Cairo University top of my class with a BSc in Architectural Engineering but my real passion was urban design.

I was only 21 when I moved again, this time first to Saudi Arabia for two years and then Japan for four. Even here, more bridging culture strategies were needed to integrate as much as possible into these contexts.

I began my MPhil/PhD in the intersection of culture and urban design at Birmingham School of Architecture shortly after graduating so I was traveling (and settling), doing a PhD, working and bringing up a young family all at once.

" I grew up in London in the 1970s when racism was rife. Luckily, I didn’t experience racism first hand but a few of my South Asian friends did. I learnt at an early age to bridge cultures, keeping my networks and friendships open. The bridging cultures strategies stayed with me all my life and influenced my work."

I finally settled back in the UK in 1996 where I moved around again, living in London, Liverpool and finally settling in Birmingham for 11 years where I launched my career and post-doctoral studies.

I was fortunate enough to become Course Director shaping the new MA Urban Design course. It was a dynamic programme that went beyond an ordinary Masters to involve local practitioners in CPD, an annual conference, and engagement with local diverse communities in shaping urban regeneration areas in the West Midlands.

My research supported the course by focusing on social inclusion in public spaces, genuine community co-design and engagement and recording of post-colonial South Asian urban transformations in large industrial cities in the UK. In fact, I ran a number of international conferences while on post-doctoral scholarships at University of California Berkeley, and University of South Australia on Muslims in the contemporary Western City.

I went part-time in academia in 2012. I started my own business in 2015, MELA, that pulled together my passions of social cohesion, cultural diversity and the democratic promise of public spaces.

"In my own work, I always start with understanding who makes up the place; what cultures? What social groups? Who is empowered? And who needs some further assistance to become involved?"

2. Why is cultural diversity so important? Can you share any examples of where you've incorporated this into your work?

We know that statistically we are living in an increasingly globalised and culturally diverse world. This is down to a number of factors including the movement of people, the higher birth rate of some cultures, and lower birth rates in many European, North American and Scandinavian countries. So, we can’t ignore the fact that we will be seeing more and more unfamiliar faces in our neighbourhoods. At the same time, we are moving further right politically, leaving many places more segregated than ever. That is why we have to seriously consider how we are engaging people and design places that promote intercultural exchange.

In my own work, I always start with understanding who makes up the place; what cultures? What social groups? Who is empowered? And who needs some further assistance to become involved? This can only happen when you are immersed in a place for days and weeks on end, walking the streets, talking to people. From there I build the project around what people need or want that would bring them together more, and benefit the place socially, economically and physically. I have done this work primarily in Birmingham where my networks are strong in places like Balsall Heath, Handsworth and Aston.

3. Your book 'Bridging Cultures' sounds fascinating? Tell us more about this and what has the response been?

Bridging Cultures: A guide to social innovation in cosmopolitan cities is like a manifesto which explores practical ways to build bridging capital; the cross-cultural networks that help build trust, resilience, and collaboration, using public spaces as the space of encounter. The book makes the case that social interactions are key to building social cohesion and breaking down stereotypes. Several socially innovative case studies from around the world showcase best practice with simple techniques – many based on temporary spaces in which the range of activities build those important social bonds.

"Setting up MELA was my way of introducing how to think about place"

Besides the manifesto aspects of the book, Bridging Cultures Roundtables have become a methodology in engaging with cities to co-produce an action plan. The public sector often leads the conversation and the private, voluntary community, creative and social enterprise sectors are invited to the table to identify together the challenges facing the city in bridging its cultures and creating inclusive spaces. Together they proceed to hear ideas from each other and arrive to solutions that they plan to develop in the short, medium and long term. The Bridging Cultures Roundtables have been endorsed by Council Leaders and Mayors in several cities including Birmingham, Bristol, Dublin, Camden in London, Odessa in the Ukraine, and Limassol in Cyprus. The methodology has also been adopted by the Council of Europe Intercultural Cities Network, of which I am an expert on public space.

4. What is MELA? How and why did you start this?

MELA started after the publication of my first book. Setting up MELA was my way of introducing how to think about place, starting with the building of social networks and activities that happen, then thinking how these can be strengthened in designing and curating public spaces. I felt it was a gap in urban design and the built environment practices.

5. Co-design seems like the ultimate buzzword, everyone loves to throw it in but how do you truly achieve this?

"In co-design, power is either equally shared or even better is led by local people, enabled by those in power to become stewards of their place."

Co-design is fundamentally about collaboration between those with local knowledge (the community in its broadest representation) and those with the technical skills to develop solutions (such as the architects, master planners, planners, and surveyors). To achieve true collaboration, it has to be about sharing power. Ordinarily the Local Authority, the Government, Developer, Investor and their technical consultants have the most power in shaping places. But in co-design, this power is either equally shared or even better is led by local people, enabled by those in power to become stewards of their place.

6. Finally, on a more personal note, tell us about your love for walking and nature. What solace has this give you during the pandemic?

It has been invaluable to maintain physical and mental health during these testing times. I run a group called Hiking Lovers and throughout the pandemic we would set a monthly date, time and theme to explore our local area. We then would share photos and reflections in real time, as if we were together. We had people all over the UK and our themes included trees, views, wildlife, bluebells and flowers, and skies. In fact, I wrote a blog with some of the Hiking Lovers in the form of haikus. You can find them here.

Why does it take a tragedy to question our action?

An open letter to our readers from Anna Sabine, Chairman of MPC, who shares her rage and sadness on the tragic disappearance and murder of Sarah Everard. Once unknown, within a few days, Sarah has become the symbol of what it means to say ‘text me when you get home’, which now has a deeper meaning than it first ever did. This case raises questions not only about design, safety and women in public spaces, but about the people who create them. What can we do to genuinely be transformative in our change? Anna shares her thoughts below.

Women, and more specifically the issue of what more men could be doing to support women, has been in the news this week thanks to the tragic disappearance of Sarah Everard. Dame Cressida Dick, Commissioner of the Metropolitan Police, said that many women would be 'scared' by what had occurred; I only know women who are ragingly angry about it. I am very wary of 'using' a tragedy like this to make a wider point, but I feel very passionately that there are so many areas in life where what women really need is for men to step up and take some action. So often, men seem to think they have no role to play when it comes to womens' issues; indeed what’s made many women so cross this week is the suggestion that the solution to male violence was for women to stay home, or take more precautions, or 'be scared', rather than for men to change their attitudes and behaviour.

"Wouldn’t it be amazing to have more male colleagues who, when asked to be on a panel, suggest a female colleague they think might be more suitable?"

In the property industry, I get very frustrated that the response to gender inequality seems to be that women set up various organisations to help other women; and that once they become well known, big firms tick a diversity box by sponsoring these women’s groups, and in a sense get to dodge the fundamentals like tackling their gender pay inequality, rubbish conditions for women, or all male boards. It almost smacks of ”It’s ok, the ladies are having a lunch to talk about inequality, we’ll sponsor the canapes, job done. Oh and don’t forget to put a photo of our one female employee on LinkedIn this week – it’s International Women’s Day…”

At MPC I set up the Gender Champions campaign to try to get men in the industry to understand that despite our best efforts, nothing would significantly change for women unless men stepped forward to make real, committed change – including change which might ultimately be at their expense. Wouldn’t it be amazing to have more male colleagues who, when asked to be on a panel, suggest a female colleague they think might be more suitable? Who call out the unsuitable behaviour of their colleagues, (ranging from organising yet another golf day, to full on groping at MIPIM)?

Anna with her gender champions at MPC.

"It’s often the hardest things we have to contemplate which are the most important to consider."

I wonder if the same may be true for BAME groups within the industry: are white members of the property sector aware enough that the onus on improving ethnic diversity is actually on us? I used to issue all new staff at MPC with a copy of Sheryl Sandberg’s “Lean In”; I feel like the time has come instead to send everyone a copy of Reni Eddo Lodge’s “Why I’m No Longer Talking to White People about Race”. So many of the lame excuses for inaction on both BAME and gender equality are the same:“It’s really hard to find BAME/female candidates; BAME candidates/women don’t apply for jobs; we have to employ the best person for the job” (as though this and someone being BAME/female might be mutually exclusive).

It's clear from Twitter that a lot of white men are feeling pretty challenged this week – Piers Morgan being the perfect example. I’d say I’m sorry for them but I’m not. It’s often the hardest things we have to contemplate which are the most important to consider, and if you’re a white man reading this and feeling affronted I would ask you to take a step back, and consider (i) do I consider myself to be someone who is fairly switched on about race and gender and if yes, (ii) what practical, tangible steps am I actually taking in my professional life to improve representation for both of these groups? Because if the answer is not much, then don’t be surprised if not much changes as a result.

BAME in Property adds LandAid to 2021 charity partners

BAME in Property is pleased to add LandAid, the property industry charity, to its 2021 charity partners, to help raise awareness about homelessness within BAME communities.

This is part of LandAid’s Networks Against Homelessness initiative, bringing together 10 networks and membership organisations from across the built environment sector to help achieve its mission to end youth homelessness.

Founding members are: BAME in Property, Building Equality, Freehold, Ladies in Real Estate, London Property Alliance, Luxury Property Forum, Real Estate Balance, RE Women UKAA and ULI.

Youth homelessness adversely affects young people from minority backgrounds with 27% of young people accessing services coming from BAME communities and 24% of young people identifying as LGBTQ+.

Moved by this shocking statistic and the risks young LGBTQ+ homeless people face, Freehold led by its co-chair, David Mann, joined other property networks to create Networks Against Homelessness and pledge to support LandAid’s mission to end youth homelessness, particularly among LGBTQ+ people. The aim of Networks Against Homelessness is to harness the collective membership of leading real estate and construction networks to work together to help LandAid achieve its aim to end youth homelessness.

BAME in Property has chosen to support this important charity because youth homelessness within BAME communities is significantly high and the reasons for homelessness often encompass cultural and religious factors, requiring diverse perspectives to be understood.

We cannot talk about homelessness without acknowledging the significant systemic racism, which impacts Black (and other ethnic minority) families and their access to housing finance, services and support.

Statutory homelessness figures released by the government on 1 October 2020, showed that Black people are three times more likely to experience homelessness. Additionally, a quarter of people making homelessness applications to local councils are from BAME groups, even though they make up just 11% of all households. Underlying these statistics are a whole host of reasons leading to BAME homelessness, such as multigenerational living, overcrowding and exposure to pollution. In particular, we cannot talk about homelessness without acknowledging the significant systemic racism, which impacts Black (and other ethnic minority) families and their access to housing finance, services and support.

Paul Morish, Chief Executive, LandAid says: “LandAid is proud to bring together such a diverse range of networks and membership organisations to unite behind our mission. The built environment sector is working hard to improve diversity and inclusion and many of Networks Against Homelessness have a key role in improving this. A big thanks to David for spearheading this initiative – one which will make a huge impact on our mission and take us steps closer to ending youth homelessness.”

Priya Shah, Founder and Director of BAME in Property says: “I am really pleased to add LandAid to our charity partners and help raise awareness about an incredibly important issue. Working together with other networks and companies, we hope to amplify our impact and outreach. This is not only to support vulnerable people but due to our social responsibility - going beyond bricks and mortar and supporting the development of thriving communities.”

From 8-14th February 2021, BAME in Property will be running a social media campaign to educate the industry and beyond about homelessness within BAME communities. Look out for this content on our LinkedIn, Twitter and Instagram pages.

BAME in Property will be supporting LandAid throughout 2021, alongside its other charity partner, Binti Period, a charity that ensures every girl has menstrual dignity. You can learn more about BAME in Property’s charity partners on our website here: https://www.bameinproperty.com/partners.

‘Industry, Innovation and Inclusion’

This week, we welcome Michelle McLaughlin, Business Development Executive and DEI Group member at GIA Surveyors to share what her organisation is doing to put its people at the heart of its diversity and inclusion policy. From collaborative placemaking to cultivating awareness and education about global events and festivals, GIA Surveyors has really embedded diversity and inclusion within its overall organisational strategy.

It goes without saying that as a multi-disciplinary practice of Chartered Surveyors, we’re extremely passionate about placemaking. But do you know what we’re even more passionate about? People! The true value of our company is our people and we’re proud to have an extremely diverse workforce from all corners of the globe.

“Our people” – who operate across our regional offices in London, Manchester, Belfast, Bristol and Dublin - are a 150 strong bunch comprising sixteen different nationalities, (and counting!), each with unique backgrounds, unique strengths, unique vulnerabilities and ultimately unique stories. Our common denominator? We all care about people and we care about the built environment.

Unlike previous ideals of ‘New Year, New Start’, collectively - locally, regionally, nationally, globally - we enter this year, very much entwined and continuing from the last. There’s sadness in the continuation of loss of lives, livelihoods and human connections, but amidst this, there has been small flickers of hope and progress.

At GIA Surveyors, our vision is to be the natural choice in shaping the built environment through informed surveying services. For 27 years, we have been delivering accurate strategic guidance and solutions to inform the positive development of our communities. Whilst our role in placemaking is often behind the scenes - working with architects, developers, planners, neighbours - our technological innovations enable our teams to provide a more contextual approach to planning and development. We don’t believe in a ‘one size fits all’ approach to our work or ourselves: in the same way that every project on which we consult has a unique brief, requiring a bespoke solution, every member of our team has their own unique values, which are important to them, and to us.

Our Diversity, Equity and Inclusion Group was formed in Spring 2020, to lead GIA Surveyor’s committed mission: for every member of the team to have access to the same opportunities, and to feel supported, safe and heard.

Any consideration of our 2021 vision would neither be complete, nor logical without reflecting on the significant year that’s come before it. Unlike previous ideals of ‘New Year, New Start’, collectively - locally, regionally, nationally, globally - we enter this year, very much entwined and continuing from the last. There’s sadness in the continuation of loss of lives, livelihoods and human connections, but amidst this, there has been small flickers of hope and progress: the resilience of communities; the ability of technology to bring people together virtually and the continuation of demand for racial and social justice and equality.

Urbanisation provides vast potential for social inclusion and whilst we talk a great deal about futureproofing our towns, cities and spaces, this must also include our communities.

Inequality has long existed in our built environment, not only in how our communities have been shaped, but who shaped them. There have been many calls to increase diversity across the property and planning sector. An Urban Designer first, I’ve always been passionate about collaborative placemaking that has local people at the heart of every project. It’s people who truly make places what they are and nowhere is that better demonstrated than in London. Every street, every nook, has its own character; there’s anticipation, and diversity, around every corner.

To me, London is every culture in one city. But here and beyond, gentrification has become a topic of contentious debate: making places aesthetically more pleasing, new resources and amenities, at the consequence of shifting a neighbourhood’s unique characteristics, diluting heritage and community culture. This can be a tough balance to achieve within the development industry, as there is no clear-cut answer. Urbanisation provides vast potential for social inclusion and whilst we talk a great deal about futureproofing our towns, cities and spaces, this must also include our communities.

Our DEI Group believe that education can cultivate awareness and understanding, which in turn can facilitate change. This has been at the core of our initiatives to date, from supporting and celebrating Pride, to Diwali and Hanukah, to our deep interest in the most prolific movement of the past year, Black Lives Matter. George Floyd’s murder ignited a movement – voices were no longer willing to be silenced.

October 2020’s Black History Month was an important opportunity to educate ourselves on notable black people who have helped shape our environment – the built, the social and the cultural - through insightful research and short stories curated by our team, from Sir David Adjaye, to Walter Tull, Olive Morris and more. The insights gained were tremendous, yet as we know, a small step within the grandeur of our social responsibility; for as recent events in the US have shown, the importance of Black Lives Matter is greater than ever.

Whilst we believe we are doing things in the right way, we can all benefit from reviewing from the inside out with a new lens - whether that’s addressing ethnicity gaps and opportunities that may exist within our companies to eliminating unconscious bias.

Coincidentally, the final day of Black History Month fell on World Cities Day - the day’s 2020 theme: ‘Valuing our communities and cities’, couldn’t have been more poignant. Many of us have gained a new-found appreciation for aspects of urban life that were once taken for granted. There’s been a welcome shift in thinking which has generated a new found appreciation for the role our communities and their diverse cultures play, not only in shaping our very towns and cities, but in maintaining the community spirit that has been pivotal in keeping people safe and maintaining economic activities and development throughout these challenging times. It’s important that we protect the unique assets of our people and communities in the ways that we can.

GIA’s endeavours are not just for the short-term but a genuine long-term investment in our people. We aspire to have a workforce that feel free to be themselves and to burst with creative spirit that reflects the diversity, not only of the fantastic cities we currently operate in, but the cities that are unique to the individuals of our team and part and parcel of their heritage. Whilst we believe we are doing things in the right way, we can all benefit from reviewing from the inside out with a new lens - whether that’s addressing ethnicity gaps and opportunities that may exist within our companies to eliminating unconscious bias. We are committed to regularly reviewing how we operate; we will continue to speak to our people, and truly listen to what they have to say. We will continue to be educated and learn from lived experiences. There is power in everyday action, and in the timeless words of Reverend Doctor Martin Luther King Jr ~ “The time is always right to do what is right.”

Whilst the New Year doesn’t signal a dissipation of challenges, we enter 2021 proud of the resilience of our industry, our communities and our team. I’m proud to be part of a team that has Diversity, Equity and Inclusion, but most importantly people, at the fore of what we do: without our people we wouldn’t have a story to tell or a service to provide.

Difficult times often bring about change, and I’m hopeful that development that has people's health, happiness, and well-being at the core can be the only way forward, because development can only be sustainable if it delivers for all.

We’re incredibly thankful that amidst the challenging times, we can continue to operate ‘business as usual’ and continue to have a role in shaping future spaces. Our technological advancements have enabled our clients to progress through the development process remotely and attain planning consent at virtual committees - keeping the system moving.

The pandemic has shifted people’s thinking in what is important to them – from the homes they live in, to their values and how they see themselves in their own communities. Difficult times often bring about change, and I’m hopeful that development that has people's health, happiness, and well-being at the core can be the only way forward, because development can only be sustainable if it delivers for all.

In conversation with Daniel Akinola-Odusola, a cognitive scientist, creative strategist, and STEAM and ethics advocate

Please note that this article was published prior to the new brand name of PREACH Inclusion® on 25 April 2024, so you will notice references to BAME in Property.

BAME in Property is back with our interviews and we’re thrilled to have the fascinating Daniel Akinola-Odusola as our first guest on the virtual hotseat for 2021. A human-data scientist, a creative founder, a workshop facilitator and a STEAM mentor, Daniel is one busy individual. He tells us about the different projects he’s got his teeth into, his expanding network, the meaningful mentoring he provides and how he has adapted his work during the COVID-19 pandemic. Safe to say, we can all learn a fair bit from Daniel, who also shares some great tips about reclaiming boundaries, not falling victim to the hustle culture, and ensuring you take sufficient rest to be your best self.

1. Let's start from the beginning, tell us about you, your upbringing and education, and how you became a self-proclaimed 'data nerd'!

I was born in London but schooled in the Chicago suburbs, moving from private to public school just before secondary. My parents thankfully allowed my sister and I to follow a lot of our interests growing up. I have always been intensely into music, comedy, technology, and science/speculative fiction.

Going into university, I was torn between becoming a material scientist and an architect (my mum’s initial profession) and started attending Dartmouth College as an engineer. Halfway through my degree, I realised that I wanted a more human and political element to my scientific studies and switched to cognitive science (consisting of philosophy, psychology, computer science, and linguistics courses). I believe this experience of so many different courses laid the foundation for how I currently approach novel problems – getting to the heuristics, the “who”, and the “why”.

I interned with an NGO, some psychology research, and an internet of things start-up, before deciding to attend King’s College London for a Neuroimaging MSc to be more qualified as a scientist on paper. It was a fantastic experience that made me realise I really do enjoy human data, communications, and experimental design. I am still close with the programme leader who invited me to go back and talk about life post-MSc to students a couple of times before the programme disbanded.

2. You're involved in multiple projects, tell us a bit about them and why they are important to you (particularly interested in the Centric Lab and your work with STEM)

My work with Centric Lab was born of a working relationship I already had with the founders when they kindly took me into their former coworking space, THECUBE, in exchange for running the Neuroscience London monthly meet up. My first project was to create the Stress Risk Score (SRS) which would visualise the relative risk of pollutants in different areas of London by turning the research Centric had gathered from current literature and open-source data into easier to understand scales and maps. They allowed me to nerd out on self-learning the qGIS software and coming up with the first SRS map. This work is important because of the healthy environment of respect and shared values. I am given license to be an inter-disciplinary scientist and encouraged to assess everything we do philosophically and ethically.

A few failed projects in neurotech and data science, some pro bono work, and my Centric experience have given me more insight into my value and motivation as a data and ethics advisor for sole traders and SME founders

My work with Citizens with Experience (CWE) was derived from Centric sending me to a workshop at the Royal Society of Arts (RSA) that CWE was running. After the workshop, I got talking with Rob who wanted to have a more data and neuro influence in some of the projects. We are currently prioritising work on how to promote psychological safe spaces and democratised design.

I created Daotive Thinking to be a brand and service that comes from my inherent skills and experiences with human-centred data. A few failed projects in neurotech and data science, some pro bono work, and my Centric experience have given me more insight into my value and motivation as a data and ethics advisor for sole traders and SME founders who want to create ethical purpose and value for their target communities.

Lastly, I have been tutoring MSc students (usually foreign) in scientific writing and statistics for dissertations as well as taking on the occasional GCSE math or science student. I really enjoy making STEM accessible to students and find a lot of enjoyment in STEM mentoring and facilitation.

3. Did your work evolve during the COVID-19 pandemic? how? why is it important?

Now is a time where work must be more intentional and iterative because whether you are dealing with students, local communities and authorities, small businesses, or others, the human problems of Brexit and the pandemic exist on top of the usual uncertainty. For instance, the GCSEs are cancelled this year which removes that avenue of work and income this winter and spring (again) but doesn’t stop me from thinking of content I can make that will be useful for students who want to still build their confidence in these topics.

4. How important is diversity in all of the work you do? What have you learnt from working in diverse teams?

Diversity must be done in the right environment for more than simple tokenism or you are doing more harm than good.

While I do not currently work in any teams outside of our small team at Centric Lab and some of my CWE work, I will highlight that there is inherent diversity in both. However, diversity must be done in the right environment for more than simple tokenism or you are doing more harm than good. There must be respect and an acknowledgement of boundaries and consent within a diverse group or you can be contributing to someone’s trauma or development of imposter syndrome.

5. As we've entered another year of the COVID-19 pandemic, what are some of the habits you are changing in your work? What tips would you give to our readers?

My work process in the previous year or two was not very heavily planned. I said “yes” to anything I had time for which probably balanced with having a social life but still living alone to be able to reset. The “yes” mentality burned me out multiple times since the pandemic hit because technology makes you always available or not at all. New, meaningful networks are harder to create. My work stopped on all fronts for most of the year in what was my first year going fully contract-based and self-employed.

Treat rest and breaks as an investment in the same way that most health and exercise benefits come from the recovery.

I spent the end of last year figuring out my comfortable level of planning. I personally prefer using a blank notebook as opposed to a dated planner and planning my tasks by the week. It gives me the flexibility to switch the days around on some tasks but ensure they are done on time. It also allows me to rest when needed and make up for it.

Treat rest and breaks as an investment in the same way that most health and exercise benefits come from the recovery. Work on creating psychological safety in your schedule and discuss this with family, friends, and colleagues so that they are aware of your needs, boundaries, and intentions. Get comfortable saying “no” without coming up with an excuse.

My work with Citizens with Experience (CWE) was derived from Centric sending me to a workshop at the Royal Society of Arts (RSA) that CWE was running. After the workshop, I got talking with Rob who wanted to have a more data and neuro influence in some of the projects. We are currently prioritising work on how to promote psychological safe spaces and democratised design.

I created Daotive Thinking to be a brand and service that comes from my inherent skills and experiences with human-centred data. A few failed projects in neurotech and data science, some pro bono work, and my Centric experience have given me more insight into my value and motivation as a data and ethics advisor for sole traders and SME founders who want to create ethical purpose and value for their target communities.

Lastly, I have been tutoring MSc students (usually foreign) in scientific writing and statistics for dissertations as well as taking on the occasional GCSE math or science student. I really enjoy making STEM accessible to students and find a lot of enjoyment in STEM mentoring and facilitation.

I forced myself to have 3-week break to reset and come back free from the hustle culture mentality.

6. What's next for you and your hustling?

I forced myself to have 3-week break to reset and come back free from the hustle culture mentality. I want to publish and create products in each hustle to complement the service work I do since we are likely to stay in remote circumstances for at least the next few seasons.

At Centric Lab, we have the whole year mapped out on the various mediums we are using to give the people and communities the knowledge and tools to understand and fight for their health. I am really excited to get back to work again and about what we have in store.

For Daotive Thinking, I plan on organically finding founders and key-decision makers who want support on tasks such as prototyping and feedback, consensual data use with their community, and community-led innovation. I will build content from this work to create templates and case studies for people who don’t need or can’t afford dedicated help.

For Daotive Learning, I plan to help create content that makes STEM topics for exams and dissertations more accessible but also mentor early career workers and students on how they can take a STEAM (STEM with the inclusion of Arts) approach to their interests to create a portfolio or build a career. This would be particularly interesting in underrepresented groups.

CWE work prior to the pandemic was very dependent on spaces and institutions that may not be available for a while. I am focusing on what value can be created through workshops or content that help people with psychological safe spaces and design during this pandemic.

I have made this the first year that I build creativity into my calendar in terms of music, art, and publication. I started a podcast last year that has also become a Medium publication, called Daotive Living, that I want to revisit soon that blends my interest in culture, psychology, and philosophy.

2020 was bad, here's how you can start 2021 on the right foot

Please note that this article was published prior to the new brand name of PREACH Inclusion® on 25 April 2024, so you will notice references to BAME in Property.

To say that 2020 was an eventful year is a bit of an understatement. Not only did COVID-19 wreak havoc globally, it also seemed to have a disproportionate impact on BAME populations. Furthermore, the killing of George Floyd led to many conversations about the lack of diversity and inclusivity in the workplace and the property sector has not been exempt from this. Given how essential property is to our everyday lives, it seems to me that the property sector is in a prime place to advocate for and take on the challenge of improving inclusion in their industry. But how?

1. Looking outside of our usual networks – stop hiring in your own image

According to Bisnow's 2019 survey on Racism, less than 10 percent of people currently working in the built environment identify as BAME, so though it is often the case that many people want to hire in their image, it is vital that those hiring make the effort to look outside of their usual networks and actively search for people from different backgrounds. Not only do organisations who are diverse tend to be more successful but it would also give people the opportunity to share new perspectives and ideas that you don’t already have. Ultimately, hiring outside of your usual circles helps to improve the pipeline for younger BAME professionals.

2. Provide support for people already in your organisation

Whilst the percentage of BAME people working in the built environment is low, it is important to provide support opportunities for those colleagues. This could be an internal network for staff such as British Land's REACH (Race, Equality and Celebrating Heritage) Network, or an external network such as BAME in Property or DiverseCity Surveyors. These networks can also provide support for more junior staff who might benefit from building connections with older and more experienced BAME professionals who are in a better position to help to advocate for changes in an organisation. By making this investment, it is a good step in showing that you are committed to supporting your colleagues and are willing to be held to account.

If you can’t see anyone who looks or sounds like you, then you might not even apply because it could look like there isn’t a space for someone like you.

3. Make your marketing more inclusive

When applying for a new job, most people will look at an organisation’s website and marketing material to see how diverse the organisation is and whether they could see themselves fitting in. But if you can’t see anyone who looks or sounds like you, then you might not even apply because it could look like there isn’t a space for someone like you. To change this, companies need to make an effort to ensure that this literature is inclusive and doesn’t just highlight colleagues who are white and with similar academic backgrounds but to also highlight a variety of traditional and non-traditional backgrounds and experiences as BAME professionals, so that people can see a place for them to fit in and succeed.

If the Property sector is going to become more inclusive, then they will have to remain accountable and commit to making changes that might not necessarily see immediate change. The sector will be all the better for it.

By Denean Rowe

Denean is Senior Development Officer at Centre for London, managing partnerships for their research projects and events. Prior to this, Denean worked as a Researcher for the Executive Search team at Badenoch & Clark. She focused on identifying new opportunities for business growth in economic development, regeneration and education in London. Outside of work, Denean’s interests are the relationship between the built environment and mental health and urban design in London.

Have We Got Planning News For You - BAME in Property special

Please note that this article was published prior to the new brand name of PREACH Inclusion® on 25 April 2024, so you will notice references to BAME in Property.

The fantastic Have We Got Planning News For You invited BAME in Property founder, Priya Shah as a guest on their show.

Priya spoke candidly about how to encourage more people from BAME backgrounds to enter the industry, the unspoken issue of racism and the importance of getting Local Plans right to work for diverse demographics.

With the week’s theme being safari, grab yourself a rooibos or even better, an amarula and enjoy the antics.

HWGPNFY encourage all viewers to kindly make a donation to charity if they enjoy the show. BAME in Property’s 2020 charity partner is Binti Period and any donations would be gratefully appreciated and will go a long way in fighting period poverty in the UK and beyond.

Thank you for having us and we hope to return in the future!

Catch the full episode on the YouTube link below.

BAME in Property's Diwali 2020 message

Please note that this article was published prior to the new brand name of PREACH Inclusion® on 25 April 2024, so you will notice references to BAME in Property.

This year like all major festivals and cultural events, Diwali will also not be celebrated in its usual vibrancy. But the spirit of Diwali is not cancelled. We hope you enjoy our short Diwali message.

With love, from BAME in Property x

Thank you everyone who took part, Grayling's fabulous creative team for video production and Bhavik Haria & friends for the beautiful music.

Confronting 'race' in the built environment profession

This week, we are delighted to have Harpriya Chaggar contribute an important blog about confronting race in the built environment. Harpriya completed her MSc in Urban Design and City Planning at UCL, The Bartlett School of Planning. In her final year, Harpriya’s projects focused on the significance of ethnic minorities in building healthy, sustainable communities. Using her thesis, she confronts the challenges in discussing ‘race’ in the built environment industry and how this has had major limitations on the quality of life for BIPoC communities.

The demand for racial and social justice has become more prominent than ever, as the escalation of the Black Lives Matter (BLM) movement this summer and COVID-19 disparities have positioned the lives of ethnic minorities as disregarded. The vast differences in livelihoods of deprived Black Indigenous People of Colour (BIPoC) communities and white affluent communities is alarming. While academic studies and government official documents touch on Diversity and Inclusion (D&I) in some shape or form, the barrier in truly confronting the challenges facing aspiring BIPoC individuals acquires further analysis. The importance of the built environment in facilitating racial equality is tremendous, as the built environment is founded on the shaping of communities.

Terminology is essential as part of this discussion, as we should collectively understand that there is no one size fits all when referring to groups of ethnic minorities, as individuals identify themselves in different ways. The continued use of ‘race’ in apostrophes highlights the detachment the term has on who it defines, alternatively ‘race’ should be viewed as a social construct (Chattoo, Atkins, Craig and Flynn, 2012).

The use of BIPoC, referring to ethnic minorities experiencing inequality has been suggested to be more inclusive and exhibits the intersectionality between multi ethnic groups. BIPoC shifts the narrative of these individuals at the ‘forefront of the dialogue’ and helps to classify ethnic groups by not only family birth origin but also individual story (Farseli and Vootkur, 2020).

Such terminology is relatively new in UK context. In this instance, social media has provided great insight on the importance of change in vocabulary as the current transformative period bares the conversation to be consciously in a pursuit to not leave anyone behind.

The research discussed in this article comes from my Master’s thesis, which sought to answer how structural racism denies planning objectives in improving the livelihood of BIPoC communities? Evidently, what became most apparent is the absence of BIPoC professionals in positions of agency, the deterrent in the education system that limits the skills pool for ethnic minorities, and the connotations present in language and behaviours that initiate continued actions of unconscious racial bias’. In the interviews that formed this research, words such as ‘degrading’, ‘demoralising’ and ‘exclusionary’ referred to the severity of the working circumstances for BIPoC and how this immediately dampens opportunities available to progress.

There is sensitivity in using the term 'Black' as a way to identify an individual of Black origin... Diversity should be celebrated, not disguised.

The richness in the data collected is partly owed to my personal identification; being a Punjabi woman in the built environment sector, the shared connection between myself and participants allowed the conversations to be organic, supporting the comfortability ethnic minorities have when given the opportunity to openly discuss ‘race’ amongst other ethnic minorities. These discussions exposed the emotions and manners linked with being a Person of Colour (PoC) in an industry which is mostly populated with white middle-aged men, and how unconscious and conscious attitudes mould the atmosphere. An example of this is the alleged sensitivity around using the term ‘Black’ as a way to identify an individual of Black origin, further demonstrating the unacceptance of unfamiliar cultures and supports this impression of colour blindness that suggests it’s offensive to identify someone as how they see themselves, i.e. Black. Diversity should be celebrated, not disguised.

Many of the participants experienced working in diverse London Boroughs, where there had often been one of two scenarios; 1. Exclusive atmosphere where authoritative figures were formed of senior white staff. 2. Sense of division between ethnic minority colleagues who hold negative assumptions of specific minority neighbourhoods. Emphasising, although a densely diverse city, London is very much a patchwork arrangement where the quality of diversity is slightly misinterpreted, and often concentrated to particular areas, which blurs the vision of D&I that should be adhered to. Thus, diminishing the value of diversity and its impact in making structural change.

... Senior colleagues bestow their trust to those who look like their children... PoC have to maximise their efforts to break into the industry.

It is implied detachment is rooted in the hiring process; familiarity is a significant attribute in limiting BIPoC prosperity, as interviewees shared when you do not physically represent your employer you often miss out. One participant viewed work place relationships as ‘parental’, where senior colleagues bestow their trust to those who look like their children. Such environments have built this recognition in PoC where they are aware their work efforts must be maximised to break through in the industry. Interviewees emphasised the acceptance of understanding why such stigmas are in place, allowing individuals to achieve the best from their circumstance. The mutual understanding between participants is that in order to move forward there should be a shared mindset to overcome oppression. Along this lies personal conflict around falling into stereotypes and fulfilling cultural identity, as BIPoC professionals try to promote the best image of themselves. For ethnic minorities, portraying work place professionalism goes deeper than acting in a proficient manner, it extends to ‘code switching’ and the requirement to adopt a new ‘vernacular’.

Supporting the research into power of BIPoC influence in the built environment, my study also queried the outputs of the industry, showing how under representation sacrifices the quality of the built environment and ultimately causes cases of environmental racism. Through research I found there has been significant neglect in labelling cases of environmental racism as environmental injustice, validating the colour blindness present in the UK. The persistent use of injustice in place of racism denies the severity of environmental racism to BIPoC communities, emphasising the apparent discomfort when discussing ‘race’. The covert behaviour in addressing environmental racism in the UK further demonstrates the inability to admit ‘inequality’ often translates to ‘structural racism’.

Spatial inequalities are a matter of social injustice, and in order to achieve social justice, power distribution needs to be evaluated.

In order to move forward with genuine aspirations of inclusivity, a holistic approach across sectors should be adopted. The weight given to built environment practitioners in perpetuating racial equality should not go underestimated. There is urgent need to unite thinking across sectors, undertaking what is understood as ‘inclusive’ and how BIPoC employees are valuable, not based on skin colour, but by experiences and knowledge of cultural diversity. Spatial inequalities are a matter of social injustice, and in order to achieve social justice, power distribution needs to be evaluated.

Ultimately the ambition should be focused on decolonising the system and its components that establish and maintain structural racism. Structural racism seeps through education, policy, and employment, all of which play a role in facilitating how individuals navigate through life and prosper. Now in the wake of BLM protests, there mustn’t be a silence over achieving racial and social justice. The removal of monuments was the beginning, however such actions are face value. Carmona emphasises that the aesthetics play a small part in place quality and value, and so although tearing down Edward Colston’s statue shows action, results should be directed in improving the health, wellbeing and prosperity of BIPoC communities (Rydin and Carmona, 2019). As a generation, we may not live the results of the change we seek. However, Gen Z should be acknowledged for their mindful thinking and how they will influence the way change evolves.

BAME in Property co-sponsors new industry-wide Diversity Pledge

Please note that this article was published prior to the new brand name of PREACH Inclusion® on 25 April 2024, so you will notice references to BAME in Property.

BAME in Property is proud to co-sponsor New London Architecture's Diverse Leaders Pledge. As one of the leading ethnic diversity organisation's in the built environment industry, BAME in Property welcomes the opportunity to collaborate with an array of diversity networks, all making significant progress in their own right. Together we bring more skills, expertise and most importantly, the intersection of diversity, crucial to making lasting change.

The 14 organisations part of the Diverse Leader’s Pledge.

As a group of 14 organisations, we are inviting you as industry leaders to join us in making a pledge to help make the built environment sector more representative through the recruitment, progression and advocacy.

The built environment industry has identified the need to overcome chronic discrimination based on gender, ethnicity, disability, sexual orientation, age and socio-economic background to create a strengthened, resilient and representative workforce.

Diversity is an asset to any organisation, with a diverse workforce a business can expect diverse and dynamic solutions and outputs, appealing to broader audiences and ultimately becoming a more successful and profitable business. A McKinsey & Company global study from 2019 found that ethnically diverse companies are 36% more likely to have financial returns above national industry medians and gender diverse companies are 25% more likely to do the same.

We recognise that diversity and inclusion are multifaceted issues and that we need to tackle these subjects holistically to better engage and support all underrepresented groups within our industry. To do this, we believe we also need to address honestly and head-on the concerns and needs of people from underrepresented and non-traditional backgrounds and increase equity for all. Collectively as industry leaders we agree that we must do more.

For us, this means committing to measurable goals over the coming years that we believe will catalyse change, enabling engagement, action and progress around diversity and inclusion within the workplace, fostering collaboration across the built environment industry as a whole.

Sign up to the Diverse Leaders Pledge here.

Commenting on the pledge, BAME in Property Founder and Director, Priya Shah said:

"BAME in Property is proud to support the NLA's diversity pledge. It's not only important but necessary for the industry at such a crucial time in economic and social times. I hope lots of companies sign up to this pledge and use it as an opportunity to make some long-term, tangible changes, which will really benefit current and future employees. Let’s be transformative, not just performative."

You can read more about the pledge here.

Black, Female and In Placemaking. What is it like?

Please note that this article was published prior to the new brand name of PREACH Inclusion® on 25 April 2024, so you will notice references to BAME in Property.

As part of our #BlackHistoryMonth coverage, we are pleased to have Deborah Broomfield contribute for us again. Here, Deborah shares very candidly about the realities of being a Black woman on placemaking. Although COVID-19 has started an important conversation this year, she thinks we need to go further to create a truly inclusive industry.

It is Black History Month and what a year it has been. I feel like I have been placed in a scene of a science fiction, farcical movie and not knowing when my part in the film may end. We have COVID-19 to deal with plus, endless discussions around race and diversity and what institutions and society need to do to improve the environment. Although discussions are necessary and there are debates and levels of participation, which are perhaps more than in previous years, it saddens me that they are still going on.

I am a recent masters graduate in Urban and Regional Planning and in the very early stages of doctoral studies in Women and Planning at Leeds Beckett University. I have come into placemaking from a varied previous career to include the property world. I also live in inner-city Birmingham and on the receiving end of planning policy and placemaking decisions. This combination I believe helps me to view the world of placemaking through a different and what has been described, as an interesting lens.

What is it like to be Black, female and in placemaking?

'I attract a level of curiosity from all races as to my reasons for choosing urban planning and my subject of study... It is a challenge to know who to speak to and where to go for support.'

It is an interesting journey from my own experience. I attract a level of curiosity from all races as to my reasons for choosing urban planning and my subject of study. Some say it is interesting. Others do not know what spatial planning is, does and should achieve. I also feel a bit on the outside as professions in the built environment can be a club, let us not forget still predominantly male and white. Although more women and BAME groups are moving into the area, there is a lack of diversity in terms of the kinds of people (not just in racial terms) that planning attracts and supports through existing professional systems. It is a challenge to know who to speak to and where to go for support.

It is great to see groups like BAME in Property, BAME in Planning and Black Females in Architecture exist. However, further support is needed for people who enter the area with significant other experience. This includes recognising the work and expertise through greater collaboration with community led urbanists, who may not have accredited planning degrees but are doing the work.

COVID-19 has accelerated some great discussions around what the future of place should and will look like. They are interesting and exciting conversations. I hope that these visions will live up to being inclusive, and not be unaffordable in terms of implementation within marginalised communities. An obvious example is having suitable living environments and equity in where they are created. The involvement of the voices that will live in and benefit from these visions need to be increased, which the planning profession is appearing to understand. However, the challenge remains and I hope we can move forward with a vision that benefits everyone.