As leaders of a diverse, multicultural brokerage in Atlanta, Georgia, inclusivity is part of our company DNA. Even the name of our company, ERA Foster & Bond, reflects our commitment to fostering relationships and strengthening bonds with the people we work with — both real estate professionals and the public we serve.
Early in our lives, we learned that being different isn’t bad, it’s just – well – different, and we incorporated that philosophy into our brokerage. This means we look at each person as an individual who isn’t labeled or categorized in any way. In our office, you will find people who some would call conservative and liberal, missionaries and atheists, straight and gay, and cisgender and transgender.
From our perspective, everyone is who they are, and we don’t get involved in telling anyone who they are or who they’re supposed to be. It’s a true “golden rule” environment; we are comfortable with our people and treat them how they want to be treated.
The secret to hosting a good party isn’t the food or drinks you provide, but rather, inviting enough different people to the party. The same holds true for building a business – from the agents on our team to our clients, our company motto is “We’re here to make good things happen for other people.” Understood in that philosophy is that we are here to help ALL people, and that includes one another.
Here are some other ways we approach inclusivity in our company and community:
- An important thing to remember is that it is impossible to change peoples’ minds when it comes to discrimination and prejudice without first changing their perspective. So, we live and work as “us” and let our actions, behaviors, and accomplishments be the thing that people notice (and like) about us. The lesson is simple – there is no right or wrong way to live — just your way. As in real estate, where there is rarely a single right answer, especially in negotiations. Each side creates a common ground, and inevitably, a solution appears that works for both parties.
- We have also found that a big part of feeling included in any community is feeling safe. Unfortunately, people whose safety is often compromised do not feel comfortable confronting who, or what, is behind the danger because confrontation can put them at further risk. Our people know that our company is the safest place possible for them and their business.
- Laws exist that make it illegal to discriminate against people on the basis of race, religion, gender, or sexual orientation. Standing up to perpetrators of prejudice, reporting instances of fair housing violations, and educating your community about the protections that exist are critical to promoting inclusivity.
- It is imperative to remind people that we are in a [divided] society. None of us are in a position where our rights or beliefs supersede another’s. We must collectively agree that “people are people” and we must eliminate any “you versus me” mentality.
- Leading with empathy also promotes a sense of acceptance and belonging. Too often people don’t care about an issue unless it somehow applies to them, either directly or through a friend or family member. Thinking of others and their situations and needs promotes a culture of caring for others.
All of these ideas are actionable right now, today, in your company. But it takes all of us to promote inclusivity. That is, in fact, the very foundation of inclusivity – that everyone is vested and that everyone is involved.
Rusty Willis and David Wrenn are co-founders of ERA Foster and Bond in Atlanta, Georgia.
This column does not necessarily reflect the opinion of RealTrends’ editorial department and its owners
