What does it take to build a workplace where everyone feels respected, included and empowered? For Concert Properties, the journey toward a more inclusive and equitable workplace started three years ago with the launch of a Diversity, Equity, and Inclusion (DEI) strategy shaped by employee feedback. Now, as we wrap up the first phase of this journey, we’re proud to celebrate the progress we’ve made—and we’re just getting started.
The three-year strategy was launched in 2022 and was built on three pillars—education, leadership development and policy and practice improvement—with clear goals set for each phase to ensure meaningful progress over time.
“Our employees are the reason we’ve been able to achieve so much,” says Joyce Chen, Vice President, People Experience. “Their thoughtful feedback and strong participation in surveys gave the insights we needed to build a meaningful and effective DEI strategy that reflects their needs.”
In 2022, Concert Properties reintroduced the Respectful Workplace Policy to promote mutual respect and minimize conflict, accompanied by training on micro-aggressions, intent versus impact and conflict resolution. To help leaders align performance and build trust, professional development conversations were introduced across the company.
In 2023, mental health emerged as a priority, leading to an increase in mental health benefits from $500 to $1,500 annually. The higher utilization that followed reflected the value of this enhanced support. Concert Properties also launched a pilot program with Maturn to support mothers transitioning back to work, offering career coaching and peer group support. That same year, the company developed a recruitment guide through a DEI lens to promote fair hiring practices and piloted mental health first aid training, preparing for a wider rollout into all manager development programs in 2025.
This year the company introduced a management development program to empower leaders to effectively support their teams and foster an inclusive culture. Concert Properties also rolled out a new recruitment and hiring policy to ensure consistency and equity across the hiring process. Additionally, a change management structure and process has been implemented to support the execution of larger-scale projects.
“Our DEI strategy has been about creating a sustainable, people-first culture,” says Aran Clarke, Interim Chief Administration Officer. “Through continuous learning, policy evolution and leadership development, we are building a company where everyone feels they belong .”
As this three-year strategy draws to a close, Concert Properties’ DEI journey is far from over. In the years ahead, the company will explore ways to expand our DEI framework to include feedback from residents, tenants and other external stakeholders. We also plan to adopt a data-driven approach that uses diversity insights to guide future initiatives.
"Thanks to the dedication and input of our employees, we’ve laid the foundation for a stronger, more inclusive workplace," says Clarke. "Our recent employee surveys show that this strategy is delivering results, and we’re excited to build on this progress in the years ahead."