EMBRACING DIVERSITY IN ALL FORMS
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BUILDING BALANCE
BUILDING BALANCED REAL ESTATE TEAMS THROUGH
DIVERSITY, EQUITY & INCLUSION
Customized Solutions to achieve your DEI goals in talent acquisition and retention efforts. Equipping leaders with impactful tools, metrics, and KPI’s to drive change.
Holistic approach and solutions to help you identify, invite and actively engage the diverse talent pipeline with your brand at every level of the human capital stack.
Source and hire diverse talent via Executive Search and Recruitment Services. Assess current team to refine talent acquisition criteria, and engage talent pipeline to achieve talent acquisition goals through the DEI lens.
Post-placement continuing services along with customized strategic solutions/partnerships to ensure inclusion and long term retention goals are achieved, and placed talent is fully supported and integrated in line with DEI goals.
With over 25 years of real estate executive search and consulting experience, Lisa, who has a diverse background herself, is passionate about creating an environment where individuals, leaders & teams embrace diversity of thought and work to close the opportunity gap.
Helping companies create work cultures where diverse employees can be their full, authentic selves is Leina’s strength. First in her family to graduate from college and graduate school, Leina brings invaluable social capital and a unique multicultural perspective.
With over 15 years of industry and operational leadership experience, Neda has built diverse teams throughout her real estate career. As a woman who has constantly fought against systemic barriers to advance her career, she is confident that the time for change is now.
Companies in the top quartile of gender diversity on executive teams are 25 percent more likely to experience above-average profitability than peer companies.
-McKinsey
The higher the representation, the higher the likelihood of outperformance.There is a substantial performance differential—48 percent—between the most and least gender-diverse companies.
-McKinsey
Highly educated young professionals have increasingly prioritized personal values in deciding where to work. 76% of job seekers said a diverse workforce was important when evaluating firms and job offers.
-Washington Post
Companies in the top quartile of gender diversity on executive teams are 25 percent more likely to experience above-average profitability than peer companies.
-McKinsey
The higher the representation, the higher the likelihood of outperformance.There is a substantial performance differential—48 percent—between the most and least gender-diverse companies.
-McKinsey
Highly educated young professionals have increasingly prioritized personal values in deciding where to work. 76% of job seekers said a diverse workforce was important when evaluating firms and job offers.
-Washington Post
Without exception, management consulting studies from the highest ranks of industry agree that expansions in leadership diversity have positive impacts on the bottom line. Building Balance brings the movement to the forefront of the real estate workplace, where the talent of each individual is cultivated to improve performance and increase brand value.
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