New London Architecture

Join leading industry figures in signing the Diverse Leaders Pledge

Monday 25 October 2021

Join the Pledge
A year on since NLA invited the built environment to sign the Diverse Leaders Pledge and commit to tackling chronic discrimination based on gender, ethnicity, disability, sexual orientation, age and socio-economic background to create a strengthened, resilient and representative workforce – we take a deep dive into the pledge and update on the actions, collaborations and activities undertaken so far.
“Sign the Diverse Leaders Pledge. Inclusion needs to become part of the DNA of every organisation and it is only through talking, questioning and celebrating our differences and our similarities that we will start to achieve balance.”

Rachel Bell, Director, Stride Treglown and National Chair of Women in Property

Key Statistics

  • 28 organisations signed
  • 57% of signees are architecture practices 
  • 89% declare that all jobs will be publicly advertised where they are most likely to attract diversity of applicants
  • 93% declare that they will commit to zero tolerance of harassment, bullying and discrimination of any kind


The action each business takes will differ, but here are some examples from four pledge signees:

Cartwright Pickard 
  • Appointed a Diversity Champion
  • Created an EDI Committee with representatives from each of their studios
  • Undertaken a diversity monitoring survey which they will be completing annually
  • Reviewed their Gender Pay Gap with a view to publishing this data soon
  • Added a diversity statement to all of their recruitment adverts and the careers area of their website 
  • Added a flexible work statement to all of their recruitment adverts and the careers area of their website
  • Held an International Women’s Day lunchtime event
  • Organised a ‘takeover’ of their intranet homepage with useful links and resources throughout Mental Health Awareness Week
  • Removed the final-stage presentation element of Early Careers Recruitment for 2020/21, helping to level the playing field for candidates. This has had a positive impact on candidate success rates from Black and ethnic minority groups, as well as those from lower socio-economic backgrounds
  • Set up D&I group and D&I champions 
  • Reverse mentoring programme – nearly 300 Black and ethnic minority colleagues have been paired with partners and directors to help leaders better understand the lived experiences of colleagues from minority ethnic backgrounds, in and out of the workplace
  • Emerging Leaders Programme – 166 participants from Black and ethnic minority background have been paired with sponsors to support their development and leadership journey
  • Introduced additional mandatory training for all employees covering race bias, micro-behaviours and inclusive language and communication
  • To demonstrate their commitment to the Diversity & Inclusion agenda to their clients, they have updated a clause in the Terms of Engagement, outlining expected joint commitments from clients with regards to Diversity, Respect and Inclusion
  • Published its ‘Building towards inclusion: Deloitte pay report 2021’ in September which sets out the gender and ethnicity pay gap as well as the Firm’s continued commitments to best practice and transparency
  • Set up new targets for representation of female and BAME employees at senior levels. The data is reported quarterly
  • Agreed an Exec sponsor for the Internal Culture Network Group 
  • Launched ‘Boost’ – a personal development programme aimed specifically at employees from minority ethnic backgrounds
  • Launched ‘Conversations about’ sharing experience of underrepresented groups – topics have included Ramadan, language, and heritage 
  • Reverse mentoring for the Construction Executive Leadership Team


Join the Diverse Leaders Networking Evening at Coal Drops Yard on Tuesday 9 November 2021, 6:00–8:00pm.
Book your place for free


BAME in Property’s resources page includes a Race guide developed with London Property Alliance, as well as a report on the impact of planning policy on BAME households.Future of London’s Emerging Talent Programme is a tangible approach to improving the ethnic diversity within organisations working in housing, regeneration and development. Working collaboratively with public and private sector employers, Future of London are leading the recruitment of an entry-level cohort of talented individuals from ethnic minority backgrounds via a unique 21 month paid development programme with opportunity to experience three different London-based work placements.
View more resources

Join the Pledge

Diverse Leaders



London's Pride: celebrating LGBT+ spaces


London's Pride: celebrating LGBT+ spaces

Celebrating the projects and initiatives that support the LGBT+ community in London.

Watch video
Accessible London: creating inclusive spaces


Accessible London: creating inclusive spaces

What would a truly accessible city look, feel and sound like? We explore the people, projects, and policy that are shapi...

Watch video

Stay in touch

Upgrade your plan

Choose the right membership for your business

Billing type:
All prices exclude VAT
View options for Personal membership