We’re pleased to share that Beth Warren is one of the line up of 2025 finalists for Property Week’s Inspiring Women in Property Awards, nominated in the category of Equality, Diversity and Inclusion (EDI) across the property sector.
This year’s finalists celebrate an exceptional group of individuals and organisations leading the way in EDI across the property sector, with their work helping to set new standards and drive meaningful change across the industry. Beth is very much at the forefront of this. Over the past few years, she has been unwavering in her commitment to fostering a more inclusive, progressive, and supportive environment within the commercial property industry, with a particular focus on the unique challenges faced by working parents and those returning from parental leave.
Whilst on maternity leave with her second daughter, Beth identified a significant gap in networking opportunities for parents within the sector. In response, she launched the Property Parents Networking event, which is a quarterly, playdate-style gathering held on Friday mornings. Designed to offer a relaxed and welcoming atmosphere, the event enables parents to connect, share experiences, and support one another, effectively breaking down the barriers often associated with traditional networking formats. Since its inception two years ago, the event has grown steadily, underlining a genuine need and strong sense of community among participants.
Recognising the wider challenges facing employees returning from parental leave, Beth also led the creation and successful rollout of a comprehensive Back to Work policy at Hartnell Taylor Cook. The policy includes flexible working options, phased return plans, and tailored support resources. A key element of this initiative was the conversion of an existing meeting room into a multifunctional wellbeing space, designed to support breastfeeding, pumping, prayer, and mental health needs. This space stands as a tangible representation of the firm’s commitment to meeting the diverse requirements of its workforce.
Introducing these initiatives required navigating workplace norms and building consensus across a varied team.
The impact of her work has been meaningful. Feedback from the Property Parents Networking attendees has highlighted the value of having a space to build connections and share lived experiences. Internally, the Back to Work policy has been warmly received, with employees expressing gratitude for the support offered during their transition. The wellbeing room continues to be regularly used, underscoring its ongoing importance.
Beth’s efforts have garnered strong support from colleagues across departments, reflecting a collective commitment to creating a more inclusive and supportive workplace culture. Testimonials from peers emphasise the positive cultural shift of these initiatives.
Looking ahead, Beth remains dedicated to expanding these efforts. Plans are in place to bring Property Parents Networking events to additional regions, growing the community and broadening access. She also aims to collaborate with peers across the industry to share best practice and champion inclusive policy development more widely.
In summary, through identifying key gaps, advocating for change, and delivering impactful initiatives, Beth Warren continues to play a leading role in advancing equality, diversity, and inclusion within the commercial property sector. Her work exemplifies strategic vision, measurable outcomes, and a long-term dedication to creating workplaces where all individuals can thrive.
