“When people feel safe to speak up, share ideas and be themselves, everyone benefits—teams collaborate more openly, problems get solved faster and the culture becomes one people want to be part of,” says Joyce Chen, Vice President, People Experience.
It’s a message backed by evidence. A 2023 report from McKinsey & Company found that organizations with diverse, inclusive cultures consistently outperform peers in profitability, innovation and employee engagement and retention.
At Concert Properties, the business case for DEI has always been clear. But equally important is the human case: building a workplace where employees are heard, supported and empowered to contribute meaningfully and with purpose.
Since launching our first DEI Strategy in 2022, we’ve taken steps to embed that commitment into our culture—from updating policies and rolling out new training to creating space for deeper conversations. And as we’ve grown, we’ve kept listening.
In 2024, we partnered with Dignii Technologies to better understand how employees experience inclusion at Concert Properties. Now, we’re proud to introduce our refreshed DEI Framework and renewed priorities for 2025, shaped directly by employee input and designed to grow with us.
Our framework is built on four guiding pillars: Alignment and Governance, Workforce and Workplace, Community Impact and Measurement and Adaptability. Together, they offer structure for the long term—ensuring that DEI stays connected to how we lead, make decisions and engage with our communities.
To bring the framework to life, our 2025 priorities will focus on three key areas.
- Continuing our reconciliation journey by partnering with Indigenous organizations to develop a formal Reconciliation Action Plan and deepen cultural understanding of Indigenous histories in the communities where we work and live.
- Expanding learning opportunities for employees at all levels, align programs and benefits more closely to workforce needs and support leadership development.
- Strengthening internal and external connections—through DEI working groups, community partnerships and continued efforts to grow our visibility as an inclusive employer.
“This framework gives us the structure to embed DEI into our systems and culture, while leaving room to evolve as the needs of our people continue to change,” says Chen. “Our 2025 priorities for DEI are how we activate that framework in the year ahead. They reflect what we’ve heard from employees and focus our efforts on building deeper understanding, more inclusive practices and stronger connections across our company and the communities we build.”
We’re proud of the progress we’ve made. And we’re even more excited about what’s to come.