The Factotum team stepped out this week at the stunning Museum of Contemporary Art, overlooking the Sydney Opera House at sunset, to attend the annual CBRE D&I Networking Evening—an industry event that celebrates the diverse roles and achievements of women in property and construction.
The evening was filled with meaningful conversations and valuable insights shared by our newest industry friends. The obvious highlight was a thought-provoking panel discussion on Diversity and Inclusion (D&I) in the workplace. Here are our key takeaways from the event:
Diversity in Place Doesn’t Mean Diversity in Play
If We Don’t Intentionally Include, We Unintentionally Exclude
Building on the concept of diversity in play, companies must ensure that people from diverse backgrounds are intentionally included in important conversations. Without this intentionality, the entire purpose of DEI initiatives is lost. Batrac shared an inspiring example from Nike’s collaboration with Amna Al Haddad, professional weightlifter and athlete who faced challenges due to the lack of sports garments designed for Muslim women. By asking, “How can we help you?” Nike included her in the conversation, leading to the creation of the first-ever sports hijab. This not only addressed a significant need but also tapped into an underserved market of about 800 million Muslim women who wear hijabs.
“When we include diverse voices in our conversations, we can truly help them where they need it most,” Batrac noted.
Read more about Nike’s initiative here.
Women Are Over-Mentored and Under-Sponsored
Batrac then opened up the floor to a discussion on the difference between mentorship and sponsorship, and the impact each has on career outcomes. The audience provided some powerful insights:
“A mentor is someone who guides you. A sponsor is someone who advocates for you when you’re not in the room,” shared one participant.
“A sponsor doesn’t just advocate for you; they inspire you to advocate for yourself and build confidence in your own capabilities,” added another.
Another memorable comment was, “The thing I remember most about my first sponsor is the way they listened without challenging me, even when I was making a wrong decision. It was all about empowering and guiding me to take charge of my own decisions.”
It’s Not About Changing the Player—It’s About Changing the Field They Are Playing On
Like the title, it’s not about changing individuals or forcing inclusivity into their vocabulary – rather, it’s about cultivating a healthy environment where inclusivity naturally thrives. The session concluded with some practical and often simple ways that workplaces can make every employee feel included in the conversation:
- Active Listening: One of the most impactful ways to connect with someone is to listen actively. Often, people may look away or multitask when someone else is speaking, and while they may not say anything overtly negative, their actions can speak volumes. When listening, be fully present.
- Reframing Mistakes: Many employers make the mistake of coming down too hard on employees when they fail at a task. This can create fear and discourage future attempts. Instead, Batrac suggests reframing the mistake as a learning opportunity by asking, “What have we learned from this?” This approach empowers employees and reduces fear.
- Opening the Conversation: Batrac recalled entering a room full of juniors who were hesitant to share their opinions until she left a deliberate pause in her talk. “Sometimes, you need to ask for their opinion on something,” she explained. Opening the conversation gives everyone a chance to contribute and advocate for themselves.
