You’d be forgiven for missing it, but the last couple of weeks of 2022 were chosen by CBRE as the time to release a study of some significance into the benefits of inclusive design.
Maybe the intention was to ride on the back of International Day of Persons with Disabilities at the beginning of December but, whatever the reason for the timing, it’s likely the “Building Belonging” report didn’t reach the audience it deserved.
We spotted an article about it in the business news pages of a highly respected regional newspaper and found it interesting because we know from experience the commercial property sector isn’t as clued-up on accessibility as it should be.
At the risk of sounding like a stuck record, we regularly find that property professionals are unaware that the Equality Act 2010 replaced the Disability Discrimination Act except in Northern Ireland.
You’re unlikely to be able to embrace regulations and guidance if you don’t even know they exist, and it is therefore to be hoped that awareness will be increased by the report from the world’s largest commercial real estate services and investment firm, which has more than 105,000 people in 500 offices in over 100 countries.
We have some reservations about the reference within the document to the World Health Organisation, because we work to the social model of disability rather than the medical model.
The latter focuses on “curing” the disease or condition which causes disability, or on the individual changing the way they live. The social model recognises the need for social action – it is up to us to make the environmental modifications necessary for the full participation of people with disabilities in all areas of social life.
CBRE acknowledges that from the outset, and highlights five key areas where organisations can overcome barriers to inclusive design.
Leadership teams must lead by example. Organisations should improve their understanding of accessibility issues by engaging with stakeholders and employee networks. They should also consider connecting with local charities and organisations, which may be able to introduce ideas and expertise to accelerate progress. It’s important to consider inclusive design throughout the life cycle of the entire property. And finally, engaging an expert consultant can help to navigate inclusive design and ensure adherence to the latest legislation and best practice guidelines.
The report identifies that inclusive design applies to the whole workplace experience and the key to making a space usable is therefore to ensure as much flexibility and choice as possible.
Individuals of all backgrounds, gender, age and abilities should be able to navigate a space in a way that supports their social needs, for instance meeting with and learning from colleagues. That includes technology, which has the potential to make a big difference but only if training is provided to ensure it can be used in an inclusive way.
The report notes that globally about 15 per cent of the population – over a billion people – experience accessibility issues, with the number increasing because of ageing.
The CBRE view is that the focus on making workplaces accessible doesn’t go far enough and the commitment needs to be to make them suitable, comfortable and usable by addressing the range of user needs rather than just the users themselves.
Evidence that action is needed comes from CBRE figures which reveal 36 per cent of its clients said that inclusive design was either “very important” or “so important that the decision would turn on it”, but that 32 per cent felt that it was “not important at all” or even “not relevant” to real estate.
CBRE also cites the Monster 2020 State of the Candidates Survey of how people perceive their jobs and what they expect from employers. It found that 83 per cent of Gen Z candidates said a company’s commitment to diversity and inclusion is important when choosing an employer. Another survey from Deloitte found that almost two-thirds of Millennials and Gen Z respondents believed leaders only paid “lip service” to diversity and inclusion.
There’s a reference to research by Accenture which shows how greater inclusion of workers who have a disability demonstrates proven improvement in returns for shareholders. Also McKinsey, who found that companies with greater diversity were more likely to outperform their competitors.
CBRE’s verdict is that the business case for inclusion is compelling. They recognise it is the cornerstone of innovation, and fosters diversity and creativity of thought, with a huge opportunity within the real estate industry to do more.
Jen Siebrits, CBRE’s head of UK research, said: “A workplace that promotes inclusion enables all employees to feel welcome and perform at their best, but sadly incorporating inclusive design remains a relatively low priority for office occupiers.
“We know there are several factors contributing to employees leaving their jobs, however, a primary reason that continually leads to attrition is a toxic workplace culture, suggesting that lack of inclusion and respect are common deciding factors. People don’t stay where they don’t feel they belong, and the pandemic has only magnified this. Making a space usable, flexible and adaptable through inclusive design is key to supporting people.”
Here’s a link to the CBRE newsroom where you can fine out more about Building Belonging: https://bit.ly/3vCJaMS
