Diversity, equity and inclusion (DEI)

The absence of a robust DEI strategy can pose significant risks for organisations.

A lack of diversity in a business, particularly in leadership roles, can lead to a homogeneous and insular working environment where ‘group think’ stifles creativity and innovation. With an absence of diverse perspectives to call on, organisations may struggle to adapt to our increasingly dynamic and multicultural world. This, in turn, can result in talent attrition, employees from underrepresented groups may feel marginalised and undervalued, hindering a company’s ability to attract top-tier talent, ultimately impacting its competitiveness.

Beyond the internal workforce dynamics, companies without a comprehensive DEI strategy may face reputational risks, as stakeholders and customers increasingly demand and expect social responsibility from businesses. Ultimately, failure to prioritise diversity and inclusion may limit a company’s growth potential, hinder decision-making processes and compromise its standing in an evolving business landscape.

Challenges faced by organisations and individuals will differ between countries, or even regions within countries, depending on historic, social and cultural norms and values.

As people and as businesses we can work together to respectfully build more inclusive workplaces, taking into account local norms, values and legal frameworks. The information in our guidance uses the UK’s Equality Act 2010 as its foundation. However, as a global organisation, we recognise that under different countries’ legal frameworks some actions will be not possible to implement. All members of RICS are held to account by RICS’ Rules of Conduct wherever they work or practise. As stipulated in Rule 4, all RICS members should ‘respect the rights of others and treat others with courtesy’. If we work collectively respecting and celebrating our differences, we can ensure surveying is a profession that is recognised globally for our inclusive practices.

Tools

• RICS Podcast #72: The Rules of Conduct in a Global Context. Spotify; Apple Podcasts; Google Podcasts

Equality and anti-discrimination laws exist in most countries, and while the content of these will vary, most aim to eliminate discrimination based on a range of protected characteristics. The UN international human rights legal framework gives a good overview of the principles that aim to combat this discrimination. The Framework covers discrimination against indigenous people, migrants, minorities, people with disabilities, women, racial and religious discrimination, and discrimination based on sexual orientation and gender identity.

It is your responsibility to comply with the law within your jurisdiction.

In the UK the Equality Act 2010 is landmark legislation that revolutionised the approach to equality and anti-discrimination. The Act consolidated and replaced previous anti-discrimination laws, ensuring a cohesive legal framework to protect individuals from discrimination and promote equal opportunities.

The Act aims to eliminate discrimination based on a wide range of protected characteristics, including age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. By covering these protected characteristics, the Equality Act 2010 seeks to create a fair and inclusive society where everyone is treated with dignity and respect, regardless of their personal attributes.

The Equality Act 2010 places obligations on employers, service providers and public authorities to promote equality and prevent discrimination. It requires them to make reasonable adjustments to accommodate the needs of individuals with disabilities and to actively work towards eliminating discriminatory practices.

Tools

Read more about the Equality Act and how it applies to employers in England, Scotland and Wales in the UK Equality and Human Rights Commission Equality Act guidance

• RICS Online Learning Academy: Diversity and Inclusion