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عدد المساهمات : 18956 التقييم : 35374 تاريخ التسجيل : 01/07/2009 الدولة : مصر العمل : مدير منتدى هندسة الإنتاج والتصميم الميكانيكى
| موضوع: كتاب Managing Diversity and Inclusion in the Real Estate Sector السبت 16 مارس 2024, 2:21 am | |
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أخواني في الله أحضرت لكم كتاب Managing Diversity and Inclusion in the Real Estate Sector Amanda Clack MSc BSc PPRICS FRICS FICE FAPM FRSA CCMI FIC CMC Affiliate ICAEW Judith Gabler MSc BA (Hons) Dip RSA FCMI CMgr FCIL CL Contents
و المحتوى كما يلي :
Acknowledgements x Foreword: Diversity in action xii DR SEAN TOMPKINS, CHIEF EXECUTIVE OFFICER, RICS Foreword: Inclusion is not an illusion xiii MARTIN J. BRÜHL FRICS, CHIEF INVESTMENT OFFICER, UNION INVESTMENT REAL ESTATE GMBH Introduction 1 1 Setting the scene 4 2 The relevance of D&I in real estate and construction 16 3 Gender parity 28 4 Workplace realities 49 5 The principles of building an inclusive workplace 63 6 How to successfully implement a D&I strategy 79 7 Perspectives 99 8 Be the change that you want to create 141 Biographies 159 Index Index Page numbers in bold refer to tables. Académie francaise 12 accessibility 135–137 accreditation 22 action plans 77, 147, 158 adaptation 91 age groups 49–51; see also multigenerational workplace ageism 54 agenda, tackling 145 ambassadors for change 86, 89, 147 apprenticeships 46, 70, 72, 107, 112–114, 148 Asian Women of Achievement Awards 119 Association of Commonwealth Universities 25 authenticity 10, 14 avoidance 91 baby boomers 49–50 Barchon, Kinga 42–43 Batra, Arun 101–102, 157 behaviour 12–13, 151 Belcher, Antonia 103–105, 152 Bird, Ciaran 106–108, 145 board diversity 80 branch organizations 23–24 British Property Federation (BPF) 41 Building Inclusivity: Laying the Foundation for the Future 63, 101 Building Owners and Managers Association International 24 business case for D&I 83–84, 94 Carty, Justin 109–111, 150 Catalyst 24, 41, 54 CBRE Apprenticeship scheme 107 CBRE Women’s Network 107 Centennials (Gen Z; iGen) 50 Cercle des Femmes de l’Immobilier, Le 41 challenges: awareness of 147; facing parents 58–60, 115–116, 132–134; tackling 56 change: ambassadors for 86, 89, 147; case for 79–82; evaluating need for 82–83 Changing the Face of Property 42 character development 56 Charter of Fundamental Rights of the European Union 7 Chartered Institute of Linguists 12 Chartered Management Institute 20 childcare 34–35, 59–60 Cities for our Future challenge 25 Clack, Amanda 43–46 Class of Your Own 46 closed groups 11 Commercial Real Estate Women (CREW) 24, 41 commitment: building 90; from top 87–88, 146 communication: deafness and 121–122; diversity competency and 90; encouraging 14; formality level of 56; intercultural 90; organisational culture and 85; strategy implementation and 93 competencies 91–92, 93 compromise 91 Constitution of India 6 continuous improvement 65, 77–78, 83, 156 corporate social responsibility (CSR) 4, 13 country hopping 14 Credit Suisse 30 Cullen, Barry 67 cultural barriers 52–53 cultural norms 6 cultural values 85 culture 10–11, 66–67, 150–154Index 163 data collection 7–8, 147 data legislation 7–8 development 67, 154–157 digital disruption 56 Directive 2000/78/EC 7 disabilities, people with 52–53, 56–58, 121–122, 151 discrimination complaints 53 diversity, description of 2 diversity and inclusion (D&I): building an inclusive workplace and 63–78; building awareness of 76; champions for 76, 155; change toward 141–158; gender parity and 28–46; implementing strategy for 79–97; importance of 1; organizations devoted to 24; perspectives on 99–139; relevance of 16–27; setting scene for 4–14; in workplace 3; workplace realities and 49–62 diversity competency 89–90, 90 diversity managers/task forces 34 dominance 91 earnings 82 education: access to 29–30; providers of 24–25; role of 106–108, 148–149; and training 22 emotional responses, managing 86 employees: diversity competency and 89–90; feedback from 76, 155; groups of 76; surveys of 76; see also staff engagement environment, creating right 38–40, 150–151 Equal Franchise Act (1929; UK) 29 Equality Act (2010; Great Britain) 6, 21, 57 Equality and Human Rights Commission in England and Wales 21 ethics 17 EU General Data Protection Regulation (GDPR) 8 EU Platform of Diversity Charters 9 Europe Chairs’ Insight Survey 51 European Commission 36 European Union (EU) 7–8 family-friendly workplace 58–60, 61, 151 feedback from employees 76, 155 female networks 40–42, 153; see also women female quota 30–31 financial performance 80 flexibility 34, 39, 55, 58, 60, 73, 74–75, 132–134, 151 France 53–54 Frauen in der Immobilienwirtschaft e.V. 41 French Diversity Charter 53 Gen X 50 Gen Y (Millennials) 50 Gen Z (Centennials; iGen) 50 gender equality 35–37, 153 gender gap 29–35, 29 gender inequality 29 gender parity 28–46, 60, 61 gender pay gap, closing 33–35, 71, 153 gender pay reporting 31–33, 46, 71, 81, 147, 152 gender perceptions, changing 37–38 gender-neutral writing 12 gender-specific issues 152–153 generational differences 54 Global Gender Gap Report 29 governance and management, reviewing 89, 147 Great Britain 6 Hepburn, Kimberly 112–114, 148 human resource management 93–94 identifying new opportunities 56 iGen (Centennials; Gen Z) 50 IMMOMENT 56 impact assessment 68, 70, 147 inclusion, description of 2 Inclusive Employer Quality Mark (IEQM) 25–26, 63–67, 78, 82–83, 101, 108, 142, 145 inclusive organisational culture 39–40, 45, 151 inclusive workplace, principles of building 63–78, 151 India 6 infrastructure, importance of 17 infrastructure gap 18 initiative, taking 56 Institute for Corporate Governance in the German Real Estate Industry (ICG) 31 intercultural sensitivity 90 international firms/organizations 8–10, 23 International Real Estate Challenge (IREC) 25 internships 46, 70, 72, 148164 Index job assignments, challenging 39–40 kindness 118–120 knowledge 89, 90 language 11–12, 14 lateral changes 62 Leader, Amy 115–116, 149 leadership 17, 65, 66, 67–70, 83, 142–143, 144–148 Lean In: Women, Work and the Will to Lead (Sandberg) 40 legal considerations 80–81 legislation 6–8 LGBTQ issues 103–104 Lilani, Pinky 41, 118–120, 152 Llano Batarrita, Antonio 121–122, 150 Making the Difference (van Geffen) 83 management assessment 94–95 managers: resistance from 87–88; strategy implementation and 91, 93 market impact 81 McKinsey 12 mentoring 31, 35, 55–56, 69, 72–73, 155 Millennials (Gen Y) 50 mixed-generational networking opportunities 55 Mohamed, Hashi 123–125, 146 motivation 89 multigenerational differences 49–51 multigenerational workplace 54–56, 150 multilingualism 12, 14 Nano Tools for Leaders series 85 National Association of Women in Construction 42 National Equality Standard (NES) 65, 78, 82, 101–102, 108, 111; NES Business Case Drivers 79–82 networking organizations 24 networking programmes 35 networks, female 40–42 Nos Quartiers ont des Talents 54 objective hiring and promotion policies 39–40 Organisation for Economic Co-operation and Development (OECD) 31 organisational culture 84–86, 139, 144, 148 organisational structure 85 Our Changing World: Let’s Be Ready (RICS) 17 outputs, judging on 109–111 parental leave, shared 34–35, 55 parents, challenges facing 58–60, 115–116, 132–134 Parsa, Ali 126–127, 148 part-time work 32, 59 pay equality 31–33, 71, 73–74 people dimension 82, 89–93 perceptions 123–125, 149 personal development systems 14 Poland 42–43 potential 123–125 Power, Gian 129–131, 154 progress, measuring 89, 155, 156 Property Needs You 42 protected characteristics 20–21, 26, 57, 147 racial diversity 80 Real Estate Balance 41, 42 real estate industry bodies 23–24 recruitment 65, 66, 70–72, 83, 94, 139, 148–150; see also talent, winning war for regulation 22 relationships 39–40 Report on Equality between Men and Women in the EU, 2017 36 Representation of the People Act (1918; UK) 29 resistance, sources of 87–88 results-based working philosophy 62 returners 35, 70–71 return-to-work policies 74, 75 reverse mentoring 55–56, 69, 155 RICS Futures 17, 22 righteousness 83–84 Rights of Persons with Disabilities Act (2016; India) 6 role models 25, 37–38, 45, 46, 68–70, 85, 113 Royal Institution of Chartered Surveyors (RICS) 7, 17, 22, 44, 51, 63–64, 67, 103, 119 salary negotiations 33–34 Salon Real 41 Sandberg, Sheryl 40 schools initiatives 46 Schools Outreach programme 107 Scovell, Nell 40 self-assessment process 64, 66–67, 82 self-care 129–131 Shadid, Wasif 89 shortlists, women on 33 skill-based assessment tasks 33 skills 89, 90, 91–92, 93Index 165 small or medium-sized enterprises (SMEs) 8–10, 53 sponsorship 35, 39 staff development 65, 72–73, 83 staff engagement 65, 75–76, 83, 155; see also employees staff participation 85 staff retention 65, 73–75, 82, 83 stakeholder participation 85, 86, 89, 147 standards, development of 22 step-free access 57 stereotypes 12–13 strategy: implementing 79–97; setting 83–89 structured interviews 33 support networks 74, 75 supporting processes and systems 93–95 sustainability 17 Sustainable Development Goal (SDG) on gender equality 36–37 synergy 91 talent, winning war for 17–19, 22, 61, 102, 112–114, 141; see also recruitment targets, setting 35, 45, 155 teamwork 106–107 Technische Universität Wien 25 technology and big data 17 training 72–73, 92, 93, 154–155 trans people 103–104 transparency 34, 73 Treaty of Lisbon 7 Treaty of Rome 36 trends, indicative 51–53 uncertainty, managing 90 unconscious bias 110, 113–114, 139 United Nations 23 United Nations Convention on the Rights of Persons with Disabilities 6 United Nations Educational, Scientific and Cultural Organization (UNESCO) 23, 25 United Nations Global Compact 4 Urban Land Institute 38–39 Urban Land Institute’s Women’s Leadership Initiative programme 24 Uys, Sanett 132–134, 153–154 value-definition 56 van Geffen, Gretha 83 Visible Women 42 vision 65, 67–69, 83, 88, 146 vision statement 143 voting rights 29 Watson, Alison 46 weaknesses, tackling 56 Wharton University 85 Wheaton, Ashley 135–137, 149–150 Willcock, Sue 138–139, 156–157 Wodon, Quentin 35–36 women: financial performance and 80; gender parity and 28–46; networks for 40–42, 153; quotas and 30–31; recognition of 119; recruiting 120; support for 153; underrepresentation of 20, 44; working mothers 115–116, 132–134; see also gender entries Women in Project Management Specific Interest Group (WiPM SIG) of the Association of Project Management 41 Women in Property Switzerland Association 41 Women in Property (WIP) 24, 41 Women in Real Estate in Poland (WIREP) 41 Women in Surveying 42 Women Into Construction 42 Women of the Future (WOF) 24, 41–42, 119–120 Women Talk Real Estate 42 Women’s Property Network (WPN) 24, 42 womenTUsuccess initiative 25 workforce monitoring 7–8 working mothers 115–116, 132–134 workplace realities 49–62 workplace wellness 129–131 World Bank 35 World Economic Forum 29, 31 World Women in Real Estate (WWIRE) 42 YouGov 37
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