Hawkins\Brown’s Pui Quan Choi reflects on the first meeting of the Diverse Leaders Steering Group, exploring inclusive skills and meaningful mentoring.

Two weeks ago, the Diverse Leader’s Steering Group welcomed new and current members for our first meeting of the year. We established our common ground and how we can encourage, advocate and enact the steps that move us forward to a more inclusive industry.

 

We approached the discussion in two parts: skills and mentoring. The ever-evolving skills needed within the profession to tackle the challenges we collectively face and the sustained system of support we need to prioritise.

 

 

In anticipation of the upcoming Skills for Places launch in April, we asked ourselves, What key skills are important within the built environment and pathway into the industry? The below list is by no means comprehensive but, at its heart, prioritises inclusivity and equity.

 

We need to:

-        Listen more

-        Collaborate and keep learning together

-        Gather people and communities 

-        Have meaningful representation 

-        Encourage resilience and adaptability to deal with change

-        Understand the intersectionality of inclusion with other pressing topics.

 

But as with all good discussions, it prompted its own series of questions:

1.     How is the perception of our professions differing from the reality? 

2.     Are the workplaces fundamentally inclusive or tokenistic?

3.     Are we collaborating respectfully and including those historically excluded and overlooked?

Take the above as a starter for ten and honestly ask your workplaces.

 

 

The above could also be a checklist for those that are mentors. What may invoke the image of a once-a-month sit-down could and should be the answer to a sustainable system of support which encourages collaboration and reduces competitive and un-inclusive behaviours.

 

Mentoring up. Mentoring down. Reverse mentoring. To mentor and to be mentored has the capacity to make us better members of the profession. Whether you actively mentor or passively support in your day-to-day by modelling inclusive behaviours, there is no right way to mentor (although there definitely is a wrong way).

 

This industry is too complex to navigate by ourselves, and nor should we have to. This group aspires to provide the space and framework for members of the industry to connect meaningfully. To be inclusive but transparent. And to have those difficult conversations. Whatever form this takes, we hope to see you there.

 

 

Over the coming year, the group will be reviewing the Diverse Leader’s Pledge, ensuring it is fit for purpose and supports the industry in moving forward.

 

Where we don’t want to be:

Representation without resilience

Culture without collaboration

Mentoring without being mentored

Diversity without inclusion

 

It’s simple – get rid of the ‘out’, and we collectively move towards meaningful change. What is abundantly clear – this group is willing to put the work in.  Join us.