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Ashby & Graff Diversity & Inclusion Report 2020

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2020 REPORT ON DIVERSITY INCLUSION Original cover illustration by Alana Magdalene for Ashby Graff Real Estate

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CEO s Message In an ideal world reports on diversity and inclusion wouldn t be necessary We created this report because we don t live in an ideal world and we want to share our successes and failures as well as our concrete plans and hopes for the future Diversity and inclusion remain Ashby Graff s number one priority As matchmakers of people and homes our efforts extend beyond the workplace and into the neighborhoods we serve The stain of segregation and racism in housing casts a dark shadow that continues to subject people of color Black Americans in particular to starkly different life experiences than white Americans So while Ashby Graff is especially focused on areas where we can have the greatest impact such as our diversity we do not shy away from the larger issues that make this work necessary Until we fully address and tackle the larger legacy of racism in housing and other areas of public policy it will be difficult to make significant progress on issues such as workplace diversity inclusion and belonging That s why we re committed to using our platform to shed more light on the unjust machinations of systems of racism This means making the case for legislative and regulatory fixes that could create positive change After generations of harm caused by the real estate industry we won t be satisfied by being merely not racist Decades of willful wrongdoing demands equal or greater energy to right these wrongs and actively working to snuff out racism at all levels I am personally committed to ensuring that Ashby Graff is not part of the problem by actively working to be part of the solution I hope you will join us on the right side of history JOHN GRAFF CEO

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When you see something that is not right not just not fair you have a moral obligation to say something to do something John Lewis

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This report is dedicated to the life and spirit of civil rights icon Congressman John Lewis who committed himself to peaceful resistance of injustice everywhere and whose legacy continues to inspire people to go forth and get into good trouble His truth is marching on February 21 1940 July 17 2020 Original watercolor painting by Ceylan Sahin Eker for Ashby Graff Real Estate

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We owe a debt of gratitude to these experts who provided significant contributions to this report by sharing their knowledge lifeexperience and passion Thank you ACKNOWLEDGEMENTS DR CATHERINE DELAZZERO AUTHOR ALANA MAGDALENE ILLUSTRATOR K Y ROBINSON POET CEYLAN SAHIN EKER ILLUSTRATOR DR NATALIE SAPPLETON STATISTICAL ANALYST

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07 The History of Housing Discrimination and Segregation in the United States Historically the real estate industry in the United States carried out housing policies and laws at local state and federal levels that prohibited access to home ownership for Black Americans and enforced legal and de facto segregation Rothstein 2017 Wilkerson 2010 As Ashby Graff note in Black Lives Matter following the long history of slavery Jim Crow laws sought to remove any political and economic clout of newly freed Black Americans and subsequently led to the institution of racist housing policies like redlining steering and blockbusting NPR 2018 2019 Rothstein 2017 And the large gap between white and Black homeownership has remained almost unchanged since the enactment of the Fair Housing Act in 1968 Ashby Graff Real Estate 2020 Fair and equitable home ownership and nondiscriminatory housing access has been denied to many over the course of U S history including women immigrants and those who identify as LGBTQIA For example the results of a recent research by Hua Sun and Lei Gao found that compared with otherwise similar different sex applicants same sex applicants are 73 12 more likely to be denied and they tend to be charged up to 0 2 higher fees interest Furthermore neighborhoods higher same sex population density adversely affects both same sex and different sex borrowers lending experiences 2019 And the results of a 2018 survey by Freddie Mac suggests that those who identify as LGBT are less likely to own a home 49 compared to the national rate of 64 and 46 of renters who identify as LGBT fear housing discrimination

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08 Responsible Corporate Citizenship Ashby Graff Real Estate acts as responsible corporate citizens through equitable and inclusive corporate policies and practices that adhere to state and federal laws related to fairness and protection from employment and housing discrimination According to the California Department of Fair Employment and Housing DFEH California law protects individuals from employment discrimination based on race color ancestry and national origin religion age disability sex and gender including pregnancy childbirth breastfeeding or related medical conditions sexual orientation gender identity and expression medical conditions genetic information marital status and military or veteran status State laws that bar discrimination apply to all business practices including advertisements applications hiring working conditions including compensation and training Most employers are also prohibited from inquiring about applicants criminal records before making job offers DFEH 2020 California law also protects individuals from discrimination and harassment in housing based on the above categories and familial status source of income citizenship primary language and immigration status This refers to selling rent or leasing misrepresentation of housing availability provision of inferior terms and any discriminatory policies practices terms or conditions that result in unequal access to housing or housing related services DFEH 2019 In addition housing providers are not permitted to have policies that prohibit individuals with criminal records from renting or living in housing units DFEH 2020

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09 A genuine commitment to inclusion equity and justice for all people requires more of companies than simply following the letter of the law Ashby Graff Real Estate acts as responsible corporate citizens through company policies and practices and ongoing actions advocacy and communications in our wider industry and community at large We recognize that this commitment also requires kaizen active learning and continuous improvement that results in change over time As John Graff explains of combating racism This is something that s going to be a lifetime of changes and correcting of behaviors For so long we thought being not racist was good enough Now you have to be actively anti racist quoted in Christoffer Wood 2020 Since our founding Ashby Graff Real Estate has focused on ensuring a diverse and inclusive workplace We continue to learn new things about the depths of racism and its continuing legacy of negative consequences as well as other forms of injustice and exclusion In response we are actively learning how to work toward more humane fair and just outcomes

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10 Our Commitment to Diversity and Inclusion From 2018 to 2020 Ashby Graff Real Estate has grown over 350 and expanded into new parts of California while strengthening our existing bases of operation Central to our success is a commitment to ensuring a diverse and inclusive work environment and advocating for greater equity and justice both within our industry and the larger community This demonstrated commitment led to CEO John Graff being named as one of fifteen advocates on the INvolve and Yahoo Finance 2019 EMpower Advocates List INvolve describes selected advocates as senior leaders who are not people of color but dedicated to creating a more diverse and inclusive business environment for ethnic minority employees 2020 Of his placement on the Advocates List John Graff spoke of the honor of being included and noted that it reflects the entire company s commitment to investing in a diverse and inclusive community of successful sales agents and clients Graff said Diversity is more than a competitive advantage For Ashby Graff it is a foundation of our business culture That honors such as this exist means we still have hard work ahead of us to achieve true levels of diversity and inclusion in the workplace quoted in Newswire 2019 A panel of judges select the advocates Yahoo Finance 2019 According to Newswire 2019 selections were made by judges representing the following entities Barclays Unilever McKinsey Company Pinnacle Group The Financial Times Linda Yueh economist broadcaster and author of The Great Economists and Suki Sandhu founder and CEO INvolve Candidates were scored on the seniority and influence of their role their impact on ethnic minority inclusion inside and outside the workplace and their business achievements 2019

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50 Self Reported Racial and Ethnic Identity of Ashby Graff Agents 40 30 20 10 Re fu se to An sw er Ot he r W hi te So ut he as tA sia n As ia n So ut h Pa cif ic Isl an de r Ea st er n M id dl e Hi sp an ic La tin o Ea st As ia n Af ric an A m er ica Am n er Bl ica ac n k In di an A la sk aN at iv e 0 According to data from the United States Census Bureau 74 6 of Real estate brokers sales agents are white Non Hispanic making that the most common race or ethnicity in the occupation Representing 8 79 of Real estate brokers sales agents white Hispanic is the second most common race or ethnicity in this occupation Self Reported Gender Identity of Ashby Graff Agents Self Reported Age of Ashby Graff Agents 60 13 Woman 47 18 29 6 30 44 41 Man 53 45 59 40 Non binary agender options were provided but received 0 response Totals may exceed 100 due to rounding

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Belonging Inclusion Survey Key Findings 71 76 of all agents agree or strongly of agents who identify as people of agree with the statement I feel like I color agree or strongly agree belong at Ashby Graff with the statement I feel like I belong at Ashby Graff 12 75 of all Ashby Graff agents identify as of Ashby Graff advisory board belonging to the LGBTQIA community members identify as people of color

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13 Ashby Graff Who We Are and What We Do Ashby Graff Real Estate is a virtual real estate brokerage serving the entire state of California We offer services and expertise in buying selling and renting and we have access to experts in every related field from lending to escrow and title services to relocation We also do business as other brands including a referral only brokerage a real estate education provider a property management company and a forthcoming mortgage brokerage We challenge the traditional real estate model in several innovative ways that enable us to offer cost effective high quality and ethical service to everyone with whom we do business We are defined by our mission to act with integrity and according to our core values This mission supports the success and well being of our clients employees and the broader communities we love And we practice the ethics we espouse by prioritizing the needs of our clients and sales agents in concrete ways For our clients we believe in equal and undifferentiated service regardless of budget or goal From the company s founding to current rapid growth we have remained steadfast in this commitment To that end we connect with our clients on a human level We provide fast and efficient service that makes the process of finding and securing a home as easy as possible And we communicate credible information in ways that are honest transparent and understandable For our sales agents we prioritize financial security We use a stable fee structure that provides reliable savings and cash flow regardless of market conditions And since we operate virtually we limit overhead costs for operations thus securing our company s long term sustainability and viability In all our endeavors at Ashby Graff we embrace the concept of kaizen which can be roughly translated from Japanese to mean good change Kaizen is a process oriented approach to work that seeks constant or continuous improvement through small incremental changes that become substantial over time Imai 2012 p 2 It is based on the belief that nothing is status quo everything can be improved

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14 Priorities Actions and Results Ashby Graff Real Estate has identified several priorities or goals that support diversity equity and inclusion and taken concrete steps to actualize those goals The list below includes a description of actions strategies and results in each goal area It also includes inquiry and exploration of plans for addressing areas in need of improvement and areas where more data is needed most of which will be implemented by Q4 2021 at the latest 1 Use varied research methods and both quantitative and qualitative data to review policies and procedures make evidence based decisions and track results of diversity and inclusion efforts in all goal areas Ashby Graff Real Estate currently conducts survey research to solicit sales agents perceptions of diversity inclusion and belonging in the work environment The purpose is to learn the effects of our efforts to serve all communities as well as areas in need of improvement improve our understanding of employees and learn how to create as welcoming an environment as possible We plan to continue to develop our survey instruments in response to current and evolving needs for information and use the results to adjust our policies and practices as needed We regularly review and adjust our policies and procedures to stay nimble and responsive to evolving matters of equity and inclusion For example our leadership team recently decided to no longer charge agents 15 for a paper check This was originally intended as a way to incentivize the use of electronic transfer of funds which is safer and more environmentally friendly however because of the unequal availability of banking resources in some communities of color we decided this policy could be negatively impacting our employees who live in areas underserved by affordable banking opportunities

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15 We plan to collect demographic data inclusive of all categories protected by law as well as by income categories We consider this especially important during the 2020 COVID 19 and ensuing economic crisis We will use this information to track hiring retention and attrition rates as well as information about the clients and communities we serve Data will also be used to continue to push our marketing efforts to be as diverse and representative of our communities as possible 2 Use diverse and inclusive representation in marketing and communications to ensure the employees who power and clients who benefit from Ashby Graff Real Estate reflect the communities we serve Diverse representation and positive stereotype defying images in marketing is an essential key to our success Ever since our founding we have mandated that any content produced and promoted by the company would always endeavor to reflect the diversity of Southern California and the United States For demographic information see results of the 2018 American Community Survey As CEO John Graff has explained people are especially mindful of the presence or absence of folks like themselves in corporate advertising material and it s powerfully affirming to be able to see someone like yourself reflected in the world around you quoted in Benzinga 2019 The goal as described in INvolve s profile of Graff is for everyone who encounters the Ashby Graff brand to instantly know they are welcome and can count on being provided the same effective honest and ethical service afforded all clients John who is openly gay says his own personal experiences with discrimination and feeling unrepresented motivated his decree for diverse and inclusive representation in marketing materials 2019 People deserve to see themselves reflected accurately in society And since the vast majority of our advertising is geared toward recruiting new agents these efforts have undoubtedly succeeded in presenting countless potential hires with reflections of themselves in a sea of whitewashed or stereotype enforcing marketing As a result Ashby Graff Real Estate has seen 1150 hiring growth over the past 36 months Indeed one agent with the firm Sunita Muhamad shared that she was doing research on various brokerages to join stating and when I came across Ashby Graff I loved everything that you stand for Right away it felt authentic and comfortable In addition I appreciated how dedicated you are in creating a diverse workplace environment for ethnic minorities

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16 By the end of 2020 we plan to add more language diversity to our website and marketing material with some text in languages other than English We will also provide information about the availability of sales agents who speak languages other than English as well as those with specialized knowledge about housing that serves populations with diverse needs In addition we will provide more accessibility features on our website for people with diverse abilities and disabilities such as audio in addition to written text And we plan to post more information about access to A D A compliant and or Universal Design housing for people with disabilities as well as access to high quality and affordable housing for those with moderate to low income We plan to also include information about public and supportive housing in California Finally we will regularly review our website and marketing material to ensure that it is representative of as many members of our communities as possible 3 Reaffirm our reliance on blind recruitment processes that support intersectional hiring and remove the impacts that biases may otherwise have on our hiring practices Ashby Graff Real Estate employs a blind hiring process A potential agent applies to our firm through an automated online process and if their license is active per the Department of Real Estate they are approved to join our company We do not need to speak with or see the person to hire them If the State of California determined that a person is qualified to practice real estate we are confident in their ability to succeed and our ability to support their success through training and supervision All actively licensed agents who want to commit themselves to our core values of providing effective honest and ethical service are welcome at Ashby Graff Real Estate This blind process has resulted in the hiring of a diverse group of agents in an industry that tends to be overwhelmingly white and male Kim Brenzel Bockmann 2017 O Regan 2020 Through self reporting in a July 2020 survey of approximately 45 of our brokers and sales associates we have determined that our company s sales staff is diverse though there is room for improvement Of our agents approximately 45 identify as White 21 as Hispanic Latino 16 as African American Black 6 as East Asian 5 as Middle Eastern 2 as American Indian Alaska Native 2 as Pacific Islander and 2 as Southeast Asian In terms of gender and sexual identities our company is less diverse In response to the question What is your gender identity 47 identified as a woman and 53 as a man with zero identifying as nonbinary or agender And in response to the question What is your sexual orientation 87 identified as heterosexual or straight 8 as gay 3 as asexual 2 declined to answer and zero identified as bisexual lesbian pansexual or queer In future surveys we plan to use the term Latinx

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17 In addition to sales agents our company s leadership and staff are similarly reflective of our communities and our advisory board is equally divided among males and females with 75 people of color In terms of our employee s perceptions in the July 2020 survey the majority reported confidence that Ashby Graff Real Estate hires agents from diverse backgrounds and the majority reported a feeling of belonging at the company And people of color those who did not identify as white were more likely to say they found our company to be diverse compared to the group as a whole that responded at a lower rate 3 The diversity of our agents and their reported perceptions of feelings of belonging demonstrate that efforts at diversity and inclusion do work and companies benefit from employing a workforce that reflects the communities they serve 4 Continue to employ policies and practices that support an equitable and inclusive work environment and solicit information from employees on how to support retention and avoid attrition In addition to tracking information on hiring retention and attrition by demographic category we plan to distribute and analyze entrance and exit surveys to learn what factors influence attrition and what supports and interventions might assist with retention We also plan to track how our rates compare to the real estate industry in California and the United States 5 Continue to use standard compensation plans which are equally available as options to all employees and allow for parity in compensation within and across groups All of our brokers and sales associates are offered the same compensation plans to choose from when they first join This removes the potential for bias As a result in the July 2020 survey 89 of our brokers and sales associates reported agreeing with the statement I feel that my compensation is fair relative to similar roles at Ashby Graff Real Estate It should be noted that the remaining 11 responded neither agree nor disagree and 0 disagreed

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Fast Facts 89 of agents report agreeing with the statement I feel that my compensation is fair relative to similar roles at Ashby Graff 68 of agents reported confidence that Ashby Graff hires agents from diverse backgrounds And people of color those who did not identify as white were more likely to say they found our company to be diverse compared to the group as a whole

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19 6 Provide education and training to our employees colleagues and the public as well as opportunities to reward employees for efforts and achievements in these areas As the employing brokerage it is our responsibility to ensure that our agents understand how people in our industry perpetuate d racist housing policies and how those policies of exclusion continue to impact contemporary life For management and agent staff we require mandatory implicit bias training and in our annual agent compliance training we include a module regarding the history and lasting effects of racist housing policies We require that all agents watch documentaries about racist housing policies such as those produced by NPR in 2018 and 2019 This required viewing must be completed annually We will continue to provide free access to engaging educational materials for clients industry colleagues and the public in our online news magazine A G Lifestyles As examples see Learn About Fair Housing videos and Black Lives Matter The aim of producing educational content is to address the lack of common knowledge about these issues At the same time we will continue to advocate for schools licensing authorities and trade associations to provide quality education and training now and in the future In the long term we may develop additional tools to assess learning after our sales agents complete education and training as well as tools to assess if and how they use the information in their professional life In considering recent trends we may also develop fair and equitable methods of rewarding staff for achievements related to diversity equity and inclusion such as including related criteria in job performance reviews and compensation plans

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20 7 Actively participate in real estate association meetings and events to coordinate efforts within the industry and collaborate with other organizations and groups to advocate for reform on local state and national levels CEO John Graff has served in leadership and management roles for presidential campaigns members of Congress and the Democratic National Committee he has also served as a Policy Director for the Board of Education in the nation s second largest school district His combined experience in real estate and public policy makes him an effective advocate for diversity and inclusion in the real estate industry and an effective mentor for sales agents in developing leadership capabilities It is important to note that any person in leadership can employ similar strategies to support reform on local state and national levels Graff previously served on the board of the National Association of Realtors and the California Association of Realtors where he worked to promote minority homeownership especially among the Black community which has the lowest rate of homeownership of any group in the United States Falcon 2020 At the national level he serves as an unpaid policy advisor to national fair housing organizations and on the Multi Cultural Leadership Advisory Council which convenes the leaders of the various multicultural real estate organizations in the United States including the National Association of Real Estate Brokers the National Association of Hispanic Real Estate Professionals the National Association of Gay Lesbian Real Estate Professionals NAGLREP the Asian Real Estate Association and the Women s Council of Realtors If we are to work toward true and lasting change then we cannot just limit our efforts to the real estate industry or the workplace Change is also made through our government So it is imperative that we engage with elected leaders and legislators at all levels to advocate for policies that address the history of systemic inequities in housing and support the fair and equal treatment of all To that end Graff recently attended the 2019 LGBT Housing Policy Summit hosted by the NAGLREP at the Human Rights Campaign Equality Center in Washington D C as well as a working breakfast hosted by Virginia Senator Tim Kaine Svoboda 2019 The focus of the summit was The Equality Act which would amend existing civil rights laws and provide nondiscrimination protections in areas such as employment housing and education to explicitly include sexual orientation and gender identity as protected characteristics Human Rights Campaign 2020 To advocate for reform in government Ashby Graff Real Estate also submits comments and letters to regulatory bodies seeking public input on issues that affect our industry and workforce

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21 Ashby Graff Real Estate plans to develop mentorship programs that support agents in developing capabilities in leadership and advocacy and offer incentives for association membership and event participation as well as taking on leadership roles and responsibilities 8 Use our thought leadership platform to communicate and spread awareness about the need for reform as well as steps individuals can take to support these efforts At Ashby Graff Real Estate we are committed to using our platform as a thought leader in the real estate industry First and foremost this means we communicate to acknowledge and respond to the pain of injustice and trauma After the murder of George Floyd we silenced our social media accounts to amplify the voices of organizations working on racial equality and published a statement in support of Black Lives Matter We all have the power to speak up in the face of wrong and injustice and we are challenging businesses across America to stand in solidarity with minorities in our country who are fighting for survival Our company is and always will be committed to action 2020 Any company within or outside the real estate industry can use social media and other platforms to publicly acknowledge and embrace the difficulty of the current moment and locate themselves within it Second this means speaking out and speaking clearly in support of real diversity equitable treatment and inclusive representation Brokers can engage constructively in the conversation by posting credible and verifiable facts about the legacy of discrimination in our field as well as strategies for addressing it Christoffer Wood 2020 As Graff has said Speak out on this We can t leave it to the few Black people who are in the real estate industry to make statements We have to take that burden off of them and talk to fellow white people about this issue Especially given the real estate industry s ties to upholding racist housing policies and the lingering effects of those housing policies it s really really important that leaders in this industry not just put out statements but talk about concrete steps that they re going to take to change the tone and direction of this conversation quoted in Falcon 2020 One of the most effective ways to inspire positive action is by discussing these issues directly within our professional communities This includes calling out instances of inequity and exclusion and standing up for our employees clients and colleagues For example when realtor associations and groups organize panels with majority white and male participants it is important to explain why this is unacceptable and advocate for more diversity As a case in point a 2020 panel in California had 21 speakers 15 of which were male and all of which were white When we witness something wrong we must call it out

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22 This is why in January of 2019 Ashby Graff pulled the plug on our Facebook advertising budget after months of missteps in Facebook s handling of bigotry anti semitism lack of privacy protections and other matters We are proud to be an early supporter of the StopHateForProfit Campaign which began in the summer of 2020 to pull together a conglomerate of advertisers willing to withdraw advertising until Facebook adequately addresses concerns raised by civil rights organizations The New York Times 2020 Recently we took the added step of actually deleting our presence from Facebook entirely As Graff explained at the time Do we get value from having the page and does that value mitigate the dangerous seeds of discord being sown by Facebook The answer to both is no And even if there were enormous value to us how could we possibly value our business more than the cohesion of our United States quoted in Joseph 2020 Facebook is not a platform we are comfortable participating in given their unwillingness to seriously mitigate the problem of hate speech on their site As Graff has expressed this is not a political position but an accordance with basic human values I don t think that demanding the truth about the holocaust is political I don t think that demanding Black lives be treated with the same respect as white lives is political I don t think that insisting that publishers treat facts as facts is political These are just things that we hope to be selfevident I don t think it s taking a political stand I think it s just standing up for what should be basic human values Falcon 2020 Just as important as direct action is the need to communicate the reasons for taking that action In addition to identifying and actively resisting what is wrong it is equally important to communicate the value of diversity and inclusion in the quest for greater recognition of civil and human rights As John Graff explained during Pride Month in 2019 At Ashby Graff we embrace and value our differences because it is diversity of thought that strengthens us Diversity and inclusion aren t just a corporate policy they are the fibers that weave the durable fabric of our organization We are proud to celebrate diversity and the contributions of the LGBTQ community during Pride Month and throughout the entire year Velt 2019 That year Ashby Graff produced and promoted a video called Holding Hands Holding Dreams to highlight the importance of home ownership in the LGBTQ community As Graff explained The LGBTQ community has taken incredible strides toward true equality but there is still progress to be made We celebrate the gains but recommit to fighting for a better and more equal future on behalf of our employees clients and their families Velt 2019

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23 9 Support reform through investments and charitable giving to organizations and businesses that represent and support diversity and inclusion We recently pledged to make more strategic investments in Black owned businesses As a result of that decision our investments now include business with founders that are 52 people of color 39 Black 23 women and 8 LGBTQIA As we make new outside investments we will make sure to continue the progress already made with a particular focus on increasing our investments in women owned businesses to bring that allocation closer to 50 We understand that alongside combatting racism in real estate and other industries we also need to combat sexism and misogyny Key to these efforts is supporting both Black and women owned businesses as well as those owned by other underrepresented groups We are also shifting some of our charitable giving to organizations working on racial justice issues such as the NAACP Legal Defense and Education Fund and Ida B Wells Society among others 10 Analyze vendor relationships to increase diverse and inclusive representation starting with increasing Black representation to a minimum of 15 We are also analyzing our vendor relationships to identify how to increase diverse and inclusive representation For example we currently partner with Black owned businesses in the areas of human resources and public relations we will continue to diversify our vendor relationships

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24 At Ashby Graff Real Estate we embrace the concept of kaizen or good change through small incremental actions with results that become substantial over time Nothing is status quo everything can be improved And in our diversity and inclusion efforts we have room to do better and more We produced this report to examine what we can do to make our workplace and the real estate industry at large more culturally cognizant and welcoming to all One of the most important actions we can take is to engage in conversation with our colleagues to encourage more thoughtful consideration of these sensitive subjects This work extends beyond the boundaries of our industry We hope this report is a step in the right direction

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25 OPEN DOORS AND HEARTS By K Y Robinson America swallows keys And wonders why We feel uninvited Turns the promised land Into a swamp when we slip Inside a dream not meant for us How many more mountains Must we tell until we overcome them How long will our bloated prayers Go unanswered before they explode We have the same red river Flowing through our veins Felt our hearts beat like a drum And shatter like glass Houses built on bigotry Can no longer stand Smash every window Let love flood in Lift the foundation Dig up the roots so history Doesn t bloom again We want a seat at the table And live in a world with Open doors and hearts This is our land too K Y Robinson is a writer from Houston Texas She received a BA in Journalism and MA in History from Texas Southern University With unapologetic candor and vivid imagery she writes poems about desire loss and healing She draws inspiration from being a woman of color trauma and mental illness survivor and hopelessly hopeful romantic www kyrobinson net

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27 Sources Referenced and Consulted Ashby Graff Real Estate 2020 June 1 Black Lives Matter A G Lifestyles Ashby Graff Real Estate 2020 Ashby Graff Black Lives Matter Action Plan Ashby Graff Real Estate 2020 Graff Real Estate Company Overview Ashby Graff Real Estate 2019 June 1 Holding Hands Holding Dreams Ashby Graff Real Estate 2020 June 6 Learn About Fair Housing Benzinga 2019 March 4 Highlighting Diversity is Key to Ashby Graff Real Estate Success California Department of Fair Employment and Housing 2020 Criminal History in Employment California Department of Fair Employment and Housing 2020 Employment Discrimination California Department of Fair Employment and Housing 2019 Fair Housing Brochure California Department of Fair Employment and Housing 2020 Fair Housing and Criminal History California Department of Fair Employment and Housing 2020 Housing Discrimination Christoffer Erica Wood Graham 2020 June 15 Taking Action to Make Your Business Anti Racist Realtor Magazine Cision PR Newswire 2020 June 2 Ashby Graff Pledges to Donate to the NAACP Legal Defense and Education Fund to Assist in Their Fight for Racial Justice DataUSA 2018 Real Estate Brokers and Sales Agents Eavis Peter 2020 July 14 Want More Diversity Some Experts Say Reward C E O s for It The New York Times Falcon Julia 2020 June 5 The Rate of Black Homeownership Varies Significantly by Metro Area HousingWire Falcon Julia 2020 July 2 Putting Words Into Action California Brokerage Cuts Ties with Facebook Over Values HousingWire Freddie Mac 2018 October 1 LGBT Homeownership Rates Lag Behind General Population FreddieMac Human Rights Campaign 2020 Take Action Pass the Equality Act Now Imai Masaaki 2012 Gemba Kaizen A Commonsense Approach to a Continuous Improvement Strategy McGraw Hill INvolve and Yahoo Finance EMpower Ethnic Minority Role Model Lists 2019 Top 15 Advocates 2019 INvolve and Yahoo Finance EMpower Ethnic Minority Role Model Lists 2020 Welcome Joseph Seb 2020 June 5 Advertising Mired in Racism Has a Long Road to Recovery Digiday Kim Elizabeth Brenzel Kathryn Bockmann Rich 2017 January 1 Real Estate s Diversity Problem The Real Deal National Association of Gay Lesbian Real Estate Professionals 2020 LGBT Real Estate Report 2019 20 Newswire 2019 June 6 Ashby Graff Real Estate CEO Listed Within the 2019 EMpower Advocates List Published in Partnership With Yahoo Finance The New York Times DealBook 2020 July 7 All the Companies Quitting Facebook The New York Times NPR 2018 Race and Redlining Housing Segregation in Everything Vimeo 2019 Segregated by Design O Regan Sylvia Varnham 2020 July 19 Real Estate is Acknowledging Its Diversity Problem Now What The Real Deal Rothstein Richard 2017 The Color of Law A Forgotten History of How Our Government Segregated America Liveright Publishing Corporation Stop Hate for Profit 2020 June 17 Statement from Stop Hate for Profit on Ad Pause Success and StopHateForProfit Campaign Sun Hua Gao L 2019 Lending Practices to Same Sex Borrowers PNAS 116 19 https doi org 10 1073 pnas 1903592116 Svoboda Tanya 2019 September REALTORS Urge Congress to Pass LGBT Protections National Association of REALTORS United States Census Bureau 2018 American Community Survey Data Profiles United States Census Bureau 2020 July 28 Quarterly Residential Vacancies and Homeownership Second Quarter 2020 Velt Tracey 2019 June 4 Brokerage Celebrates Pride Month With Video in Support of LGBTQ Community REAL Trends Velt Tracey 2019 March 27 Fear of Housing Discrimination Prevents LGBT Homeownership REAL Trends Wilkerson Isabel 2010 The Warmth of Other Suns The Epic Story of America s Great Migration Vintage Books Yahoo Finance 2019 June 5 The EMpower Top 15 Advocate Executives 2019

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Copyright 2020 by Ashby Graff Real Estate All rights reserved This report or any portion thereof may not be reproduced or used in any manner whatsoever without the express written permission of Ashby Graff Real Estate www AshbyGraff com diversity