insideSUSSEX Magazine Issue 05 - July 2015 | Page 96

property

RICS to launch ‘Quality’ scheme to
encourage diversity & best practice
amongst South East firms

The land, property and construction sector is not known for its diversity
but RICS have been working across the industry and learning from
other professions to find out what is not working and what can be
done differently. Findings from the organisation’s research have led to
it launching a scheme known as the Inclusive Employer Quality Mark,
designed to help firms gain a competitive advantage and a diverse
workforce.
Launched in June, the Inclusive Employer Quality Mark asks employers to
pledge their commitment to adopting and continually improving against
the following six principles:

case studies from high performers to help drive up improvements for all.
Signatories will be published on the RICS website, and member firms may
then use the tag line ‘signatory to the RICS Inclusive Employer Quality
Mark’ and the logo.
Louise Brooke-Smith, RICS President said: “I am delighted to be
launching the Inclusive Employer Quality Mark. It marks the step change
that the profession needs. This initiative has been discussed with, and
has the support and encouragement of, a number of leading firms – both
large and small – across the land and property sector.

“Employee needs are changing, along with their expectations and
demographic make-up. The competitive war for talent has also shifted the
focus to attracting and retaining talent in the industry. Only by doing so,
can we deliver a sustainable future. By committing to the Quality Mark,
firms will gain a competitive advantage. An inclusive approach allows
organisations to reflect and engage with their clients more effectively and
efficiently.”

•  Leadership and Vision – commitment to increasing the diversity of the
workforce
•  Recruitment – engage and attract new people to the industry from
under-represented groups; best practice recruitment methods
•  Staff development– training/promotion policies that offer equal

opportunities for career progression
• Staff retention – flexible working arrangements/adaptive working

practices
•  Staff engagement – an inclusive culture where all staff engage with
developing, delivering, monitoring and assessing the diversity and
inclusivity policies
•  Continuous improvement – continually refreshing and renewing the
firm’s commitment to being the best employer; sharing and learning
from best practice across the industry

Lynn Robinson, RICS Regional Director South, adds: “If current workforce
statistics in our industry do not improve then Britain, including the South
East, will stop building in 2019. Our profession needs to encourage a
larger number of skilled and qualified people into our sector, and changing
the culture in the workplace will enable us to attract the brightest talent. 

“The Quality Mark will put RICS at the forefront of the profession, leading
on rewarding and sharing best practice, and recognising and promoting
the work of both large and small firms who are striving towards creating
an inclusive workforce. An inclusive workforce is a competitive workforce,
and is a business asset - the more diverse the workforce, the better X