Network Spotlight - Muslims in Real Estate

Who formed the Muslims in Real Estate network, and when?

Muslims in Real Estate (MiRE) was founded in May 2024 by Cushman & Wakefield senior surveyor Yusuf Javaid MRICS, Hampshire County Council development surveyor Umar Akram and Workman property management surveyor Yahya Saleh.

What inspired the formation of the network?

The network was born out of the lack of global majority and Muslim representation in RICS and the broader real-estate sector. We felt the need to be proactive to redress this.

MiRE was also established to counter negative perceptions of Muslims in mainstream media and society. We firmly believe in embracing our identities and tackling these challenges directly, rather than playing down our backgrounds.

What is the aim of the network?

MiRE’s mission is to create opportunities and improve the sector’s accessibility for marginalised groups, including those from lower socio-economic backgrounds, women, the global majority and Muslims.

The employment statistics for Muslims as well as Caribbean, Pakistani and Bangladeshi communities in the UK remain alarming. Issues such as the Grenfell Tower fire and Awaab Ishaq’s death from exposure to black mould highlight the way that poor social housing disproportionately affects these communities as well.

We feel that the government and major organisations do not do enough to address such issues. Gentrification across London has overlooked the cultural and historical contributions of the very communities that helped build the city.

Through events, social media, literature, workshops and open discussions, MiRE aims to amplify the voices of these communities and raise awareness about real estate’s impact on daily life – where we live, shop and spend our time.

Is the network UK-based, or global?

Our network is international, with members from the Netherlands, Dubai, Saudi Arabia and the US.

How can other members join or get involved with the network?

We encourage you to join us by following us on Instagram, LinkedIn or TikTok, reading our articles and research, attending our events and workshops, or reaching out to our founders and members.

How often does the network meet? And does it meet face to face, virtually or both?

We offer virtual CPD hours, with sessions carried out by our members as and when they are available. We also hold events across the UK throughout the year, with our most recent at the RICS office in Birmingham in November. Keep an eye out for future events on social media and our website as we continue to grow in 2025.

What has the experience been of members working in surveying and the wider built environment sector?

While some of our members have flourished in organisations that support their needs, others have faced challenges due to a lack of representation, particularly of global majority and Muslim professionals in senior leadership roles.

Some younger members feel alienated, as the surveying and built environment sectors have traditionally been dominated by white men. There has been some pushback to MiRE in the form of institutional challenges faced by members, resistance from other professionals to the need for a representative body, and the homogeneity and rigidness of CEOs and senior leaders. Nevertheless, MiRE remains committed to changing the narrative, and the challenge only strengthens our resolve.

What do you think organisations in the built environment could be doing better to support the employees, clients and communities you represent?

MiRE believes that organisations must make genuine efforts to understand diverse communities, beyond token gestures such as Black History Month or Eid events. A cultural shift is needed from the top down, not just to meet diversity, equity and inclusion (DEI) targets but to foster meaningful change.

We continue to see diverse candidates at the graduate level, but we need more diversity in senior and governance roles. The sector cannot truly claim to have changed if its leadership and culture remain static. Unfortunately, many HR departments still approach these issues superficially, focusing more on quotas than substantive progress.

Career attrition rates in the UK real-estate sector show a notable impact on individuals from Black, Asian, Muslim, Arab and low socio-economic backgrounds, although precise statistics – specifically for career leavers – remain limited in public reporting.

However, according to RICS’ Socio-economic diversity in the real estate sector, there is a lack of upward mobility and a pronounced barrier to career retention for employees from marginalised backgrounds. Lower retention rates are often influenced by limited access to managerial roles and professional networks, alongside persistent pay gaps across diverse groups.

Statistics from the UK government also highlight that employment for global majority persons tends to be lower across the financial and real-estate sectors [around 74% of employees in real estate are White]. For instance, Black employees experience higher career exit rates due to limited progression and workplace diversity challenges, with certain reports showing that Black and Asian employees are significantly underrepresented in higher-paying roles, which can contribute to higher turnover rates due to lack of advancement or job satisfaction.

What advice do you have for Muslims entering the profession or trying to set up their own surveying businesses?

MiRE advises those interested in entering the real-estate sector to seek guidance from like-minded individuals. We are here to provide support, advice and mentorship, not only for Muslims but all disadvantaged groups, regardless of religion, gender, ethnicity or age. We encourage professionals to remain authentic and not shy away from their identities, even if they feel different from the majority. Don’t hesitate to reach out to us for advice or to engage in open dialogue.

Real estate offers many access points, whether through apprenticeships, university pathways or entry-level roles. Everyone starts somewhere, and we encourage individuals to stay motivated and embrace challenges.

What role have allies played in supporting the network?

MiRE’s growth has been supported by allies from various backgrounds, many of whom are not themselves Muslim or from marginalised groups. An ally is someone who believes in your cause and aligns their values with yours. Our allies have been instrumental in our progress, and we value their contributions. Community is about unity, and together we are stronger.

I would like to recognise RICS head of DEI Sybil Taunton and membership DEI manager Tomi Laguda for their outstanding support and dedication to advancing diversity, equity and inclusion in the built environment. They are true allies, who not only understand the vital role that diversity plays in growth and innovation, but who also actively work to dismantle barriers faced by underrepresented groups.

They are committed to fostering meaningful change and do not shy away from challenging conversations that bring about progress. Their leadership spans all areas of diversity – whether gender, race or religion – demonstrating their genuine belief in the principles of unity and fairness. They exemplify that being an ally is not defined by sharing the same background, but by sharing a vision of equity and inclusion for all.