Recently, I shared an online discussion with a number of Sirius colleagues on the topic of diversity, inclusion and belonging.

At Sirius Real Estate, we are committed to promoting diversity and safeguarding equal opportunities and recently I had a great discussion with a number of colleagues on this topic. I was joined by colleagues from across our business to learn more about their experiences and thoughts on the importance of diversity and inclusion (D&I) and its impact on their careers. You can read an excerpt below:

Kremi: What does Diversity and Inclusion mean to you?

Monika Rejmanova (National Operations Manager, BizSpace): D&I encapsulates the principles of recognising, valuing, and respecting the rich tapestry of differences that exist among individuals. It goes beyond mere tolerance, it's about actively embracing and celebrating differences in all forms.

Jihad Al-Khazali (Senior Marketing Manager, Sirius): To me, D&I is a commitment to fostering an environment where all individuals are appreciated for their unique characteristics and perspectives. It involves recognising and valuing backgrounds, skills, and experiences that each person brings to the table. This commitment extends beyond mere representation. It's about creating a culture where everyone feels genuinely welcomed, respected, and part of the community, enabling them to contribute fully and thrive.

Olamide Fafemi (Head of Finance, BizSpace): For me it’s about making sure people are on a level playing field so that they can compete and participate. In business, it means that people have the opportunity to progress in anything they choose to, without feeling any bias in decision-making.

Kremi: Can you name any key moments in your career where you have felt included?

Jihad: I have always felt included at Sirius, right from my very first meeting with our CEO Andrew Coombs. From starting my career in marketing and continuously developing my skills, I cemented my sense of inclusion, as I was always supported and encouraged to grow professionally. This experience inspired me to launch the Prisma programme, aimed at offering similar opportunities to refugees and promoting a diverse and inclusive work environment.

Craig Hoskins (Asset Management Director, Sirius): There is a world of difference between ‘fitting in’ and belonging, we all try to fit in at some point; we thrive on diversity here at Sirius and I truly belong here.

Monika: One significant moment in my career where I truly felt included was during my first month at the company in a new region. I was actively encouraged to share my feedback and ideas regarding acquisitions and general process improvements. What made this experience stand out was the genuine interest and respect shown by the entire senior management team and other involved members. They not only listened attentively to my suggestions and reasoning but also engaged in constructive dialogue.

Kremi: How do you ensure that your actions and decisions promote diversity and inclusion day-to-day?

Mo Jiwaji (Commercial Director, BizSpace): I don’t actively go out to promote diversity and inclusion, but I always try to treat everyone in the same way. I typically try and identify the individual that can best meet the needs of the business – there is no focus on their background or beliefs.

Monika: I create an environment where team members feel empowered to share their views and ideas freely, fostering a culture of openness and inclusion. I also make a conscious effort to seek out diverse perspectives and voices in decision-making processes, recognising the value that different experiences and backgrounds bring to the table.

Olamide: I think mentoring within the business is key, and that is something we’ve introduced at BizSpace. I’m very open to sharing my experience and feedback from a female perspective working in Finance, as sometimes people don’t understand some of the challenges we have to navigate. I think sharing those experiences with the junior employees and generally trying to be more engaged with the people in my team is a great way to promote D&I.

Kremi: Can you provide an example of a challenge you faced in promoting diversity and inclusion, and how you overcame it?

Craig: I’m in daily discussions and challenge people constantly on how they perceive different ways of thinking. Diverse backgrounds bring diverse thinking which is imperative to a balanced culture.

Olamide: There are a lot of knowledge gaps, which sometimes makes people make unreasonable comments, so awareness is an area of improvement. In my personal experience, conversations, and knowledge gaps make people uncomfortable. I think it's key to be able to have conversations around these topics and speak openly about them.

Jihad: One significant challenge was providing meaningful employment opportunities for refugees. With the Prisma programme, we address this issue by offering three internship placements for refugees each year. The programme includes language and cultural training, mentorship, and structured skill development projects. Each intern is paired with a mentor for guidance and support. After completing the three-month internship, participants are often offered good job positions within our company. This initiative has successfully integrated refugees into our workforce, enriching our company with diverse perspectives and creating a more inclusive work environment.