كتاب Managing Diversity and Inclusion in the Real Estate Sector
منتدى هندسة الإنتاج والتصميم الميكانيكى
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منتدى هندسة الإنتاج والتصميم الميكانيكى
بسم الله الرحمن الرحيم

أهلا وسهلاً بك زائرنا الكريم
نتمنى أن تقضوا معنا أفضل الأوقات
وتسعدونا بالأراء والمساهمات
إذا كنت أحد أعضائنا يرجى تسجيل الدخول
أو وإذا كانت هذة زيارتك الأولى للمنتدى فنتشرف بإنضمامك لأسرتنا
وهذا شرح لطريقة التسجيل فى المنتدى بالفيديو :
http://www.eng2010.yoo7.com/t5785-topic
وشرح لطريقة التنزيل من المنتدى بالفيديو:
http://www.eng2010.yoo7.com/t2065-topic
إذا واجهتك مشاكل فى التسجيل أو تفعيل حسابك
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يرجى مراسلتنا على البريد الإلكترونى التالى :

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 كتاب Managing Diversity and Inclusion in the Real Estate Sector

اذهب الى الأسفل 
كاتب الموضوعرسالة
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مدير المنتدى
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عدد المساهمات : 18795
التقييم : 34909
تاريخ التسجيل : 01/07/2009
الدولة : مصر
العمل : مدير منتدى هندسة الإنتاج والتصميم الميكانيكى

كتاب Managing Diversity and Inclusion in the Real Estate Sector  Empty
مُساهمةموضوع: كتاب Managing Diversity and Inclusion in the Real Estate Sector    كتاب Managing Diversity and Inclusion in the Real Estate Sector  Emptyالسبت 16 مارس 2024, 2:21 am

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

كتاب Managing Diversity and Inclusion in the Real Estate Sector  M_d_a_20
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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