Asset Living Senior Vice President Saad Arij on How Growing from Within Strengthens Teams and Culture

At this spring’s AIM Conference, Senior Vice President Saad Arij spoke on the “Growing from Within” panel, sharing how DE&I at Asset Living isn’t a standalone initiative; it’s built into how we operate daily. Leading property marketing efforts, Saad is a vocal advocate for a people-first culture that values internal growth and trust as core business drivers.

At Asset Living, we believe growing from within means recognizing potential beyond résumés and creating real opportunities for advancement. In this blog, Saad discusses how Asset Living shapes DE&I in our day-to-day roles.

Tell us about your experience participating in the panel discussion at AIM. What are your key takeaways?

"The panel was a rare chance to see what DE&I looks like in practice—not just in headlines or hashtags. At Asset Living, we’ve always taken an organic, ground-up approach to inclusion. We've built a workplace focused on respect, representation, and real opportunity.

As a marketer, I’ve seen companies rush to promote DE&I when it’s trending. But that noise has faded. It made me think: if a company truly values equity and inclusion, does it need to announce it constantly? Probably not. When it’s in your DNA, it shows up in how people work together and how decisions are made. It’s not a campaign—it’s a commitment. And that’s what we live every day at Asset Living."

Can you describe what is equitable career advancement and what does that mean when we talk about “Growing from Within?”

"Equitable career advancement means giving everyone a fair shot, not just those with the coming from the “right” schools or following the traditional path. It’s about seeing the value of raw potential, grit, and lived experience.

When we say, “Growing from Within,” we mean a culture where people rise based on what they contribute, not just what is on paper. It means creating systems that identify and nurture talent across the board, especially from underrepresented groups or overlooked roles. Real equity isn’t about making everyone take the same path. It’s about clearing the barriers so the paths people take are valued, supported, and celebrated."

What are the advantages of the “Growing from Within” promotional practice?

“Growing talent internally builds trust. When people see promotions happen from within, it shows that effort and loyalty matter and that they have a future here. That drives engagement and retention.

Internal hires also know the culture, systems, and people. They hit the ground running and are more likely to succeed. Just as important, internal growth creates space for more diverse leadership—especially when evaluation is equitable. External hires often come from similar networks and pipelines, which can unintentionally reinforce sameness. But when you look within and broaden your view of what potential looks like, you get fresh ideas, new energy, and leadership that better reflects your team.”

How can leaders and peers help foster a more inclusive workplace culture—both in meetings and day-to-day moments?

“Inclusion isn’t about big gestures—it’s built through small, consistent actions. It starts with being intentional: noticing who hasn’t spoken, who’s being interrupted, or who’s doing great work without recognition.

You don’t need a title to make an impact. Some of the most powerful moments of inclusion happen in everyday interactions—inviting someone to speak, giving credit, checking in with a quiet colleague. Coming from a non-traditional background, I know how much those moments matter. They helped me grow, and now it’s on me to do the same for others.

Want a simple habit that makes a difference? In your next meeting, pause and ask: “Whose voice haven’t we heard?” Make space. That’s how culture gets built—not just boxes checked.”  

Looking ahead, what excites you most about the future of DE&I in the property management space?

“What excites me is moving DE&I from the spotlight into the standard. I want a future where it’s not a quarterly talking point but part of how we operate—everywhere from the leasing office to the boardroom.

Look at Marriott: inclusion is baked into how they hire, serve guests, and plan for the future. That’s a model multi-family can follow. Imagine DE&I showing up in resident experiences, site team training, vendor selection—even the languages on signage. These aren’t huge shifts, but they send a clear message: you belong here.

The future of DE&I in our industry isn’t performative—it’s practical, personal, and persistent. And that’s the kind of culture I’m committed to building.”

To learn more about available career opportunities, visit Asset Living’s careers page. For more information regarding Asset Living, visit assetliving.com or contact us.

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