Many of us have expectations about how we interact with others. These expectations are often based on past experiences or assumptions. We can make sure everyone feels valued at work by looking at our unconscious biases and prioritizing difficult conversations.
Growing up in Atlanta one of my favourite shows was Designing Women. It featured four women from Atlanta who were interior designers. The funniest, at least to my knowledge, was Suzanne Sugarbaker. This was one of her many hilarious opinions and pronouncements.
You are aware of the way men use women’s liberation to stop killing bugs for you. I hate that! I don’t care about what anyone says, but I think the man must kill the bug.
These gender-based expectations of one another are likely to be shared by most people, at least in part.
Think about the office environment.
- Who cleans up after meetings and cleans out the fridge in the break room?
- Who organizes catering or food delivery for events or meetings
- Who makes the coffee and washes it?
- Who drives if female and male colleagues are driving together?
- Who is asked for notes during meetings?
- Who is responsible for moving heavy items in the office or in the car?
- Who is expected or expected to stay home and care for a sick child?
- Who is going to kill the bugs while you’re at it?
Even if we treat one another as equals, clients and agents from outside the brokerage might not. Men and women may react differently to being introduced to each other. A man on the other side of a negotiation table might assume they can bully and talk over a woman agent simply because she’s a female.
Man may expect you to be a hard worker 24/7 with no regard for work-life balance.
Women may be overlooked for additional responsibility if they are not able to support you. [got engaged/got married/are trying for a baby/had a baby]Everyone agreed that it was impossible to handle two things at once.
You may be expected to be aggressive and bro-tastic as a man.
You may be expected to be shy and retiring as a woman.
Are you:
- A team leader or broker who can set policies and procedures within your organization.
- Chair of a committee at the national, state, or local level of your association
- A top-producing agent or a long-standing agent whose opinions are valued by the decision-makers in your office
- A staff member or agent with the strength and courage to confront gender bias.
If you are able to create an inclusive work environment that allows everyone to succeed, Here’s how you can get started, no matter who you are.
Give people the opportunity to have tough discussions
If you don’t bring it up, it is very possible that you can go years without anyone discussing how they are treated in your organization. People don’t like to rock the boat. It can be even more difficult to speak out when there is a perceived power imbalance between younger colleagues or support staff.
You create a space where people can feel heard and seen by prioritizing difficult conversations about how people are treated. You also show your brokerage staff and team that you value them enough for you to be open to their needs.
Offer anonymizing feedback opportunities
Look for ways to implement, in addition to open discussions Anonymous feedback into your organization. It is a great way to identify the root causes of problems in your organization and allow you to have difficult conversations.
To prevent criminal or ethical violations, anonymous feedback is essential. This protects you and your organization in the event of problems that are more serious than the one in the coffee pot.
Share content about the issues of diversity and bias
You may share InmanYou can share articles, blog posts, or infographics on lead generation, lead conversion, and client service with your team regularly. When was the last time you shared anything about professional behavior or workplace etiquette?
It should not be about dollars and cents. Culture you create and participate in must be about more than money and cents. It should also include mutual respect and ensuring that everyone feels valued.
Say something when you see something.
There’s nothing wrong in being a good neighbor. Speak upWhen you feel that someone is treating your unfairly or making offensive comments about you. You don’t need to be adversarial (though it is possible to choose to), and you don’t have have to make a complaint.
They don’t need to be taught about you, your gender, or your culture. There is. Many sources of informationAvailable to help people understand their biases and self-evaluate.
If you are able to speak for another person because of your status within the organization, or the relationship you have, it is worth doing so. This is especially important if the person being treated is younger or has a dependent position.
If you are the broker or team leader, it is your responsibility to create an environment that encourages collaboration and productivity.
Prioritize diversity as a baseline expecttion
Diversity should not be a random event. Diversity should not be an accidental outcome. It should be a norm for meetings and for the organization as a whole. If you are regularly in meetings where everyone looks and sounds the same, you might want to consider how you can add perspective to your life and your organization.
The numbers prove that there are many organizations. Even more profitableIt makes intuitive sense, too. Real estate is both a numbers game as well as a game of influence. Your audience will reach you more if you value diversity and promote it in your content and marketing. Your market reach will grow if you promote diversity and value diversity within your organization.
