Q&A with Lorraine Williamson MRICS, Associate at Rider Levett Bucknall

RICS UK Black History Month

October 2022

Member Spotlight

Why did you choose to become a surveyor?

I have always had an interest in architecture, initially I wanted to be an architect because I love to draw. When I got into technical drawing, (which was by hand in those days), I had a change of mind and decided to become a Quantity Surveyor instead, having been advised that this was a good profession.

How did you learn about RICS and what was your first impression of the organisation?

I learned about RICS whilst studying for my degree in Quantity Surveying at South Bank Polytechnic. I wanted to become a chartered surveyor and joining RICS was the route I was recommended to take. My first impression was that it was predominately male, and women were a rarity.

How did you choose your pathway?

I started my journey into the built environment by enrolling at Willesden College of Technology in 1978 on a TEC Diploma in Building Studies, to study to be an architect. Having decided that technical drawing was not for me, I enquired about which profession had good earning potential, and was guided in the direction of Quantity Surveying.

What has been your biggest challenge and your biggest achievement so far in your career?

My biggest challenge has been to juggle raising two wonderful children as a single parent, and still fulfil my ambition to become a chartered quantity surveyor, in an environment which did not cater for women let alone a mother. My biggest achievements have been to become established as a successful Employer’s Agent working on large residential projects and to nurture and support young surveyors, as an RICS APC Assessor, on their journeys to become chartered.

What steps can professionals in the sector take, including those in leadership positions, to level the playing field, champion and support the creation of a more diverse and inclusive industry that is inviting, welcoming and fosters talent?

We can make a start by raising the profile of the excellent careers in the built environment, going to sixth forms, and schools to tell them about the opportunities for everyone. It is suggested that children start making decisions on careers in primary school. There is still a perception that this is not the sector for women, and representation of ethnic minorities is still low.

In relation to the lack of diversity, recruitment strategies must be implemented to ensure that candidates applying come from a diverse pool.

Once we employ from the diverse pool, those in leadership positions must ensure that there is equity in all aspects of their businesses for everyone to be engaged and included. Representation is very important. A business with no diversity at management level has to implement strategies to give everyone the same access to progress as far as they wish to go, including management positions. Equity of pay and opportunities are crucial.

To be effective we need visible data so that they can see what their organisations represent in terms of diversity and inclusion. With this knowledge, proactive strategies can be developed to redress the imbalance. These changes may not happen overnight, but year on year improvements will give rise to improvements in diversity and inclusion and more profitable and successful businesses.

What advice would you give to young professionals considering a future in the built environment?

A career in the built environment is varied and exciting. You can work in a variety of sectors, find what elements appeal to you and tailor your career to use your strengths to have a fully satisfying experience. The built environment is everywhere, and part of everyday life, you can have opportunities to travel and work worldwide, and earn above average income.