INCLUSION & DIVERSITY
Building Belonging at Work:
Advancing DEI Should Be More Than Just An Idea
BY FELISHA AUSTIN
As Denver’ s multifamily market grows, inclusion must rise with it. The city’ s skyline tells a story of expansion; new developments, new talent, and new opportunities. But behind every community are the people who make it thrive: leasing professionals, maintenance technicians, property managers, and vendor partners.
The question for today’ s leaders is simple: Are we building equity into our workplaces, not just our buildings?
Why DEI at Work Matters
Diversity, equity, and inclusion( DEI) aren’ t just values, they’ re measurable business drivers. Companies that intentionally build inclusive cultures see stronger engagement, higher retention, and improved performance across teams.
Our workforce mirrors its residents: diverse in culture, language, and background. Teams that reflect the communities they serve communicate better, resolve conflicts faster, and foster trust among residents, better team retention(“ Inclusive companies experience 5.4 × higher employee retention than non-inclusive ones.”- Staffing Support, 2024) and attracting talent( a visible DEI commitment signals integrity and attracts mission-driven professionals)
The Business Case for DEI
Beyond people and culture, DEI delivers measurable operational returns. Multifamily organizations that prioritize inclusion often outperform competitors in employee satisfaction, resident experience, and investor confidence.
In a regulated industry like housing, DEI alignment supports fair housing laws, strengthens governance, and safeguards brand reputation. It’ s a strategy that reduces both legal and social risk.
“ 84 % of employees want DEI efforts to expand, not scale back— because they link inclusion to morale and retention.”- Epicos Workforce Survey, 2024
For investors, DEI is more than a cultural metric, it’ s a signal of leadership maturity and financial stability.
ESG and Capital Access: Institutional investors now evaluate portfolios using Environmental, Social, and Governance( ESG) standards. Weak DEI performance can lower ESG ratings and limit access to preferred financing or impact investment funds.
Risk Mitigation and Stability: Inclusive workplaces reduce turnover and community friction, both critical to consistent property performance. In Denver, DEI alignment reflects not only good ethics but sound business sense.
Retention and Performance: High turnover is an investor red flag. By contrast, inclusive companies retain top performers, improving operational efficiency and Net Operating Income( NOI).(“ Investors are increasingly viewing DEI credentials as part of their risk-adjusted return model.”- National Multifamily Housing Council, 2024)
Building the Future of Work
Scaling down DEI isn’ t neutral, it signals higher operational risk and potential instability. Investors are increasingly cautious about portfolios that lack visible inclusion strategies.
“ Removing DEI isn’ t cost-neutral, it increases operational risk and narrows investor confidence.”- Deloitte Real Estate Insights, 2024
Diversity and inclusion are no longer optional in Denver’ s multifamily sector, they’ re essential to long-term success. When companies embed DEI into leadership, hiring, and everyday operations, they build stronger teams and more resilient communities.
The most successful multifamily leaders won’ t just manage properties, they’ ll build belonging.
Felisha Austin is the AAMD ' s Inclusion & Diversity Char www. aamdhq. org TRENDS JANUARY 2026 | 13