The Real Problem with Diversity in Coworking and Flex Real Estate: It’s Not the Events, It’s Who’s Doing the Hiring

Diversity and inclusion have become buzzwords in the coworking, flex space, and broader real estate industries. We see countless events, panels, and initiatives aimed at fostering a more diverse environment. But despite these efforts, the needle hasn’t moved much. The same faces, often lacking in true diversity, are still showing up. So, what’s going wrong?

The answer might be simpler—and more uncomfortable—than we think. The problem isn’t with the events themselves. The root issue lies in the hiring practices and that the vast majority of CEO/Founders are white males of the companies attending these events. Until we address this foundational flaw, no amount of networking mixers or diversity panels will bring about the change we claim to want.

The Illusion of Progress

On the surface, the coworking and flex space sectors appear to be pushing for diversity. Many companies proudly promote their involvement in diversity initiatives and highlight their attendance at events that celebrate inclusion. But these efforts often amount to little more than window dressing. The reality is that these events are filled with individuals who, while well-meaning, come from similar backgrounds and experiences.

This lack of true diversity isn’t a reflection of the events themselves, but rather the hiring practices of the companies involved. If the people in decision-making positions are homogenous, it’s no surprise that the workforce they build mirrors them. This creates an echo chamber where innovation is stifled, and the benefits of a truly diverse workforce are left unrealized.

The Hiring Disconnect

So why does this happen? It starts with who’s doing the hiring. Many companies in the coworking and real estate industries rely on outdated hiring practices that favor candidates who fit a certain mold. Whether it’s unconscious bias or a reliance on “culture fit,” these practices often exclude qualified candidates from diverse backgrounds.
Moreover, leadership in these companies often lacks diversity, creating a cycle that’s hard to break. If decision-makers aren’t diverse, they’re less likely to see the value in diversity and inclusion efforts beyond surface-level participation in events. They may not actively seek out diverse talent, or worse, they might not recognize the systemic barriers that prevent such talent from entering the pipeline in the first place.

The True Path to Diversity

If we truly want to see a diverse and inclusive coworking and flex real estate industry, we need to start at the beginning: who’s doing the hiring and where the money is coming from… Companies need to take a hard look at their hiring practices and make intentional changes to address the biases that keep diverse talent out.
This means going beyond the typical diversity training sessions and implementing structural changes. It could involve rethinking job descriptions, revamping the interview process to reduce bias, and ensuring that hiring panels themselves are diverse. Additionally, companies should prioritize diversity at the leadership level, as this sets the tone for the entire organization.

Beyond Tokenism: Real Accountability

Finally, we need to hold companies accountable for more than just showing up to diversity events. We need to ask the hard questions: Who are they hiring? What does their leadership team look like? How are they measuring progress in their diversity efforts?
Transparency is key. Companies should be willing to share their diversity metrics, not just internally but with the public. This not only builds trust but also creates pressure to continue making strides toward real inclusion.

Conclusion

In the words of Brene Brown:

“If you are not in the arena getting your ass kicked on occasion, I am not interested in or open to your feedback. There are a million cheap seats in the world today filled with people who will never be brave with their own lives, but will spend every ounce of energy they have hurling advice and judgment at those of us trying to dare greatly. Their only contributions are criticism, cynicism, and fear-mongering. If you’re criticizing from a place where you’re not also putting yourself on the line, I’m not interested in your feedback.”

The problem with diversity in coworking and flex real estate isn’t that we’re not talking about it enough or putting enough diversity on panels. The problem is that we’re not addressing the root cause: the people doing the hiring. Until we fix this, all the events and panels in the world won’t make a difference. The reason we don’t have a diverse pool of people to pull from is because the industry itself is failing at diversity. It’s time for companies to take a hard look in the mirror and make the changes necessary to build a truly diverse and inclusive industry. Only then will we see the diversity we celebrate at events truly reflected in our workspaces.