COMMENT Knight Frank holds its purpose and values central to the business. It’s encouraging to see the passion and drive the company has for diversity, equity and inclusion, not only in the business but across the wider real estate industry.
Knight Frank’s commitment to the EG Future Leaders programme is a prime example of this. It’s great to have learnt that the firm has partnered with EG on this fantastic programme since its inception and championed four women as they’ve gone through rigorous public speaking training.
Kathryn Cripps, Amanda Lim and Sophie Levenson have each given sincere and thought-provoking presentations to an audience of industry-wide professionals, with their focuses ranging from why the industry is struggling to keep women in transactional roles to harnessing the power of emotions in the workplace.
On Thursday, 21 September, Georgie Roberts so impressively followed in their footsteps speaking on unconscious bias and gender equality across the real estate industry. She captivated the audience, first sharing the challenges she’s faced in her own career and the barriers that exist across real estate. She then galvanised those present to break those barriers down together, to create a fairer, more representative and ultimately better industry for everyone.
Accountability matters
I firmly believe change is advanced through meaningful leadership accountability, data transparency and open, honest vulnerability of where we currently are. In my previous roles, I’ve had the opportunity to champion diversity across all the multiple dimensions of difference, including social mobility, ability, gender, race and ethnicity, LGBTQ+ and multigenerational inclusion, all of which are pertinent no matter what industry you are in.
Knight Frank’s commitments to providing its clients with the best possible experience and insight is rooted in a focus on its people. It is critical to the firm’s success that we enhance our colleagues’ experience and ensure we’re cultivating a culture of diversity, equity and inclusion at all levels across the business.
Working with our group people officer Karen Bowes, I’m focused on driving this agenda across our group, facilitating the adoption of industry-wide best practices in DE&I, and developing a set of metrics to report against.
Bring your whole self
Our strategic roadmap to implement DE&I ensures we’re set on creating an equitable organisational culture where all colleagues feel they can bring their whole selves to work.
Some of the initiatives we’re proud to have launched include:
- My appointment as group head of diversity, equity and inclusion and the creation of a new DE&I function within the group HR team.
- Expanding our KFX culture and innovation boards to sit across the entire firm. Ten KFX boards comprise 100 people from all levels of our UK business, each aligned to one of our strategic pillars – people potential, client centricity and creating the future.
- Our business balance groups – race & faith, LGBTQ+, gender and health & wellbeing – lead on a range of issues for our colleagues and host an active programme of well-attended events. Members of the balance groups are members of our group people forum that shapes our people strategy.
- We equalised family leave for all parents, providing the opportunity to take up to 52 weeks’ leave at 26 weeks’ full pay.
- Becoming a member of global Hidden Disabilities Sunflower network to support colleagues with hidden disabilities across the UK business.
- We’ve introduced a new company-funded menopause support and employee support network and a mental health first aid champions scheme and training with MHFA England.
It is an exciting time to be a part of this unique partnership, which is defined by our people and genuinely committed to enhancing lives and environments – through embracing the diversity we have today and accelerating initiatives to attract and retain people from a diverse talent pool.
Hannah Awonuga is group head of diversity, equity and inclusion and partner at Knight Frank
