www.unispace.com
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urlscan Pro
2606:2c40::c73c:67e2
Public Scan
Submitted URL: http://unispace.com/
Effective URL: https://www.unispace.com/
Submission: On March 02 via manual from IN — Scanned from DE
Effective URL: https://www.unispace.com/
Submission: On March 02 via manual from IN — Scanned from DE
Form analysis 2 forms found in the DOM
/hs-search-results
<form action="/hs-search-results" data-hs-cf-bound="true">
<input type="text" class="hs-search-field__input" name="term" autocomplete="off" aria-label="Search" placeholder="Search">
<input type="hidden" name="type" value="SITE_PAGE">
<input type="hidden" name="type" value="BLOG_POST">
<input type="hidden" name="type" value="LISTING_PAGE">
<button aria-label="Search">
<svg width="24" height="24" viewBox="0 0 24 24" fill="none" xmlns="http://www.w3.org/2000/svg">
<path d="M11 19C15.4183 19 19 15.4183 19 11C19 6.58172 15.4183 3 11 3C6.58172 3 3 6.58172 3 11C3 15.4183 6.58172 19 11 19Z" stroke="#FFD400" stroke-width="2" stroke-linecap="round" stroke-linejoin="round"></path>
<path d="M21 21L16.65 16.65" stroke="#FFD400" stroke-width="2" stroke-linecap="round" stroke-linejoin="round"></path>
</svg>
</button>
</form>POST https://forms.hsforms.com/submissions/v3/public/submit/formsnext/multipart/6118154/40c4b97f-d8a7-452d-b996-c9024632fefa
<form novalidate="" accept-charset="UTF-8" action="https://forms.hsforms.com/submissions/v3/public/submit/formsnext/multipart/6118154/40c4b97f-d8a7-452d-b996-c9024632fefa" enctype="multipart/form-data"
id="hsForm_40c4b97f-d8a7-452d-b996-c9024632fefa_5901" method="POST"
class="hs-form stacked hs-custom-form hs-form-private hsForm_40c4b97f-d8a7-452d-b996-c9024632fefa hs-form-40c4b97f-d8a7-452d-b996-c9024632fefa hs-form-40c4b97f-d8a7-452d-b996-c9024632fefa_e9e7a96e-7c09-475d-954f-b84b32051da7"
data-form-id="40c4b97f-d8a7-452d-b996-c9024632fefa" data-portal-id="6118154" target="target_iframe_40c4b97f-d8a7-452d-b996-c9024632fefa_5901" data-reactid=".hbspt-forms-0" data-hs-cf-bound="true">
<fieldset class="form-columns-2" data-reactid=".hbspt-forms-0.1:$0">
<div class="hs_firstname hs-firstname hs-fieldtype-text field hs-form-field" data-reactid=".hbspt-forms-0.1:$0.1:$firstname"><label id="label-firstname-40c4b97f-d8a7-452d-b996-c9024632fefa_5901" class="" placeholder="Enter your First name"
for="firstname-40c4b97f-d8a7-452d-b996-c9024632fefa_5901" data-reactid=".hbspt-forms-0.1:$0.1:$firstname.0"><span data-reactid=".hbspt-forms-0.1:$0.1:$firstname.0.0">First name</span><span class="hs-form-required"
data-reactid=".hbspt-forms-0.1:$0.1:$firstname.0.1">*</span></label>
<legend class="hs-field-desc" style="display:none;" data-reactid=".hbspt-forms-0.1:$0.1:$firstname.1"></legend>
<div class="input" data-reactid=".hbspt-forms-0.1:$0.1:$firstname.$firstname"><input id="firstname-40c4b97f-d8a7-452d-b996-c9024632fefa_5901" class="hs-input" type="text" name="firstname" required="" value="" placeholder=""
autocomplete="given-name" data-reactid=".hbspt-forms-0.1:$0.1:$firstname.$firstname.0" inputmode="text"></div>
</div>
<div class="hs_lastname hs-lastname hs-fieldtype-text field hs-form-field" data-reactid=".hbspt-forms-0.1:$0.1:$lastname"><label id="label-lastname-40c4b97f-d8a7-452d-b996-c9024632fefa_5901" class="" placeholder="Enter your Last name"
for="lastname-40c4b97f-d8a7-452d-b996-c9024632fefa_5901" data-reactid=".hbspt-forms-0.1:$0.1:$lastname.0"><span data-reactid=".hbspt-forms-0.1:$0.1:$lastname.0.0">Last name</span><span class="hs-form-required"
data-reactid=".hbspt-forms-0.1:$0.1:$lastname.0.1">*</span></label>
<legend class="hs-field-desc" style="display:none;" data-reactid=".hbspt-forms-0.1:$0.1:$lastname.1"></legend>
<div class="input" data-reactid=".hbspt-forms-0.1:$0.1:$lastname.$lastname"><input id="lastname-40c4b97f-d8a7-452d-b996-c9024632fefa_5901" class="hs-input" type="text" name="lastname" required="" value="" placeholder=""
autocomplete="family-name" data-reactid=".hbspt-forms-0.1:$0.1:$lastname.$lastname.0" inputmode="text"></div>
</div>
</fieldset>
<fieldset class="form-columns-2" data-reactid=".hbspt-forms-0.1:$1">
<div class="hs_email hs-email hs-fieldtype-text field hs-form-field" data-reactid=".hbspt-forms-0.1:$1.1:$email"><label id="label-email-40c4b97f-d8a7-452d-b996-c9024632fefa_5901" class="" placeholder="Enter your Work email"
for="email-40c4b97f-d8a7-452d-b996-c9024632fefa_5901" data-reactid=".hbspt-forms-0.1:$1.1:$email.0"><span data-reactid=".hbspt-forms-0.1:$1.1:$email.0.0">Work email</span><span class="hs-form-required"
data-reactid=".hbspt-forms-0.1:$1.1:$email.0.1">*</span></label>
<legend class="hs-field-desc" style="display:none;" data-reactid=".hbspt-forms-0.1:$1.1:$email.1"></legend>
<div class="input" data-reactid=".hbspt-forms-0.1:$1.1:$email.$email"><input id="email-40c4b97f-d8a7-452d-b996-c9024632fefa_5901" class="hs-input" type="email" name="email" required="" placeholder="Type your work email here" value=""
autocomplete="email" data-reactid=".hbspt-forms-0.1:$1.1:$email.$email.0" inputmode="email"></div>
</div>
<div class="hs_country_dropdown hs-country_dropdown hs-fieldtype-select field hs-form-field" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown"><label id="label-country_dropdown-40c4b97f-d8a7-452d-b996-c9024632fefa_5901" class=""
placeholder="Enter your Country" for="country_dropdown-40c4b97f-d8a7-452d-b996-c9024632fefa_5901" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.0"><span data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.0.0">Country</span><span
class="hs-form-required" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.0.1">*</span></label>
<legend class="hs-field-desc" style="display:none;" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.1"></legend>
<div class="input" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown"><select id="country_dropdown-40c4b97f-d8a7-452d-b996-c9024632fefa_5901" required="" class="hs-input is-placeholder" name="country_dropdown"
data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0">
<option value="" disabled="" selected="" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.0">Please select your country</option>
<option value="Afghanistan" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Afghanistan">Afghanistan</option>
<option value="Aland Islands" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Aland Islands">Aland Islands</option>
<option value="Albania" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Albania">Albania</option>
<option value="Algeria" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Algeria">Algeria</option>
<option value="American Samoa" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$American Samoa">American Samoa</option>
<option value="Andorra" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Andorra">Andorra</option>
<option value="Angola" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Angola">Angola</option>
<option value="Anguilla" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Anguilla">Anguilla</option>
<option value="Antarctica" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Antarctica">Antarctica</option>
<option value="Antigua and Barbuda" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Antigua and Barbuda">Antigua and Barbuda</option>
<option value="Argentina" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Argentina">Argentina</option>
<option value="Armenia" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Armenia">Armenia</option>
<option value="Aruba" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Aruba">Aruba</option>
<option value="Asia/Pacific Region" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Asia/Pacific Region">Asia/Pacific Region</option>
<option value="Australia" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Australia">Australia</option>
<option value="Austria" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Austria">Austria</option>
<option value="Azerbaijan" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Azerbaijan">Azerbaijan</option>
<option value="Bahamas" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Bahamas">Bahamas</option>
<option value="Bahrain" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Bahrain">Bahrain</option>
<option value="Bangladesh" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Bangladesh">Bangladesh</option>
<option value="Barbados" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Barbados">Barbados</option>
<option value="Belarus" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Belarus">Belarus</option>
<option value="Belgium" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Belgium">Belgium</option>
<option value="Belize" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Belize">Belize</option>
<option value="Benin" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Benin">Benin</option>
<option value="Bermuda" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Bermuda">Bermuda</option>
<option value="Bhutan" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Bhutan">Bhutan</option>
<option value="Bolivia" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Bolivia">Bolivia</option>
<option value="Bosnia and Herzegovina" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Bosnia and Herzegovina">Bosnia and Herzegovina</option>
<option value="Botswana" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Botswana">Botswana</option>
<option value="Bouvet Island" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Bouvet Island">Bouvet Island</option>
<option value="Brazil" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Brazil">Brazil</option>
<option value="British Indian Ocean Territory" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$British Indian Ocean Territory">British Indian Ocean Territory</option>
<option value="British Virgin Islands" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$British Virgin Islands">British Virgin Islands</option>
<option value="Brunei" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Brunei">Brunei</option>
<option value="Bulgaria" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Bulgaria">Bulgaria</option>
<option value="Burkina Faso" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Burkina Faso">Burkina Faso</option>
<option value="Burundi" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Burundi">Burundi</option>
<option value="Cambodia" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Cambodia">Cambodia</option>
<option value="Cameroon" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Cameroon">Cameroon</option>
<option value="Canada" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Canada">Canada</option>
<option value="Cape Verde" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Cape Verde">Cape Verde</option>
<option value="Caribbean Netherlands" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Caribbean Netherlands">Caribbean Netherlands</option>
<option value="Cayman Islands" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Cayman Islands">Cayman Islands</option>
<option value="Central African Republic" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Central African Republic">Central African Republic</option>
<option value="Chad" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Chad">Chad</option>
<option value="Chile" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Chile">Chile</option>
<option value="China" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$China">China</option>
<option value="Christmas Island" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Christmas Island">Christmas Island</option>
<option value="Cocos (Keeling) Islands" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Cocos (Keeling) Islands">Cocos (Keeling) Islands</option>
<option value="Colombia" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Colombia">Colombia</option>
<option value="Comoros" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Comoros">Comoros</option>
<option value="Congo (Brazzaville)" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Congo (Brazzaville)">Congo (Brazzaville)</option>
<option value="Congo (Kinshasa)" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Congo (Kinshasa)">Congo (Kinshasa)</option>
<option value="Cook Islands" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Cook Islands">Cook Islands</option>
<option value="Costa Rica" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Costa Rica">Costa Rica</option>
<option value="Cote d'Ivoire" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Cote d'Ivoire">Cote d'Ivoire</option>
<option value="Croatia" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Croatia">Croatia</option>
<option value="Cuba" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Cuba">Cuba</option>
<option value="Curaçao" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Curaçao">Curaçao</option>
<option value="Cyprus" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Cyprus">Cyprus</option>
<option value="Czech Republic" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Czech Republic">Czech Republic</option>
<option value="Democratic Republic of the Congo" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Democratic Republic of the Congo">Democratic Republic of the Congo</option>
<option value="Denmark" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Denmark">Denmark</option>
<option value="Djibouti" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Djibouti">Djibouti</option>
<option value="Dominica" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Dominica">Dominica</option>
<option value="Dominican Republic" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Dominican Republic">Dominican Republic</option>
<option value="East Timor" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$East Timor">East Timor</option>
<option value="Ecuador" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Ecuador">Ecuador</option>
<option value="Egypt" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Egypt">Egypt</option>
<option value="El Salvador" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$El Salvador">El Salvador</option>
<option value="Equatorial Guinea" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Equatorial Guinea">Equatorial Guinea</option>
<option value="Eritrea" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Eritrea">Eritrea</option>
<option value="Estonia" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Estonia">Estonia</option>
<option value="Ethiopia" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Ethiopia">Ethiopia</option>
<option value="Europe" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Europe">Europe</option>
<option value="Falkland Islands" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Falkland Islands">Falkland Islands</option>
<option value="Faroe Islands" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Faroe Islands">Faroe Islands</option>
<option value="Fiji" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Fiji">Fiji</option>
<option value="Finland" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Finland">Finland</option>
<option value="France" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$France">France</option>
<option value="French Guiana" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$French Guiana">French Guiana</option>
<option value="French Polynesia" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$French Polynesia">French Polynesia</option>
<option value="French Southern Territories" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$French Southern Territories">French Southern Territories</option>
<option value="Gabon" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Gabon">Gabon</option>
<option value="Gambia" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Gambia">Gambia</option>
<option value="Georgia" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Georgia">Georgia</option>
<option value="Germany" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Germany">Germany</option>
<option value="Ghana" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Ghana">Ghana</option>
<option value="Gibraltar" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Gibraltar">Gibraltar</option>
<option value="Greece" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Greece">Greece</option>
<option value="Greenland" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Greenland">Greenland</option>
<option value="Grenada" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Grenada">Grenada</option>
<option value="Guadeloupe" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Guadeloupe">Guadeloupe</option>
<option value="Guam" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Guam">Guam</option>
<option value="Guatemala" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Guatemala">Guatemala</option>
<option value="Guernsey" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Guernsey">Guernsey</option>
<option value="Guinea" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Guinea">Guinea</option>
<option value="Guinea-Bissau" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Guinea-Bissau">Guinea-Bissau</option>
<option value="Guyana" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Guyana">Guyana</option>
<option value="Haiti" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Haiti">Haiti</option>
<option value="Heard Island and McDonald Islands" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Heard Island and McDonald Islands">Heard Island and McDonald Islands</option>
<option value="Honduras" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Honduras">Honduras</option>
<option value="Hong Kong S.A.R., China" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Hong Kong S=1A=1R=1, China">Hong Kong S.A.R., China</option>
<option value="Hungary" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Hungary">Hungary</option>
<option value="Iceland" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Iceland">Iceland</option>
<option value="India" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$India">India</option>
<option value="Indonesia" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Indonesia">Indonesia</option>
<option value="Iran" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Iran">Iran</option>
<option value="Iraq" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Iraq">Iraq</option>
<option value="Ireland" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Ireland">Ireland</option>
<option value="Isle of Man" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Isle of Man">Isle of Man</option>
<option value="Israel" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Israel">Israel</option>
<option value="Italy" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Italy">Italy</option>
<option value="Jamaica" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Jamaica">Jamaica</option>
<option value="Japan" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Japan">Japan</option>
<option value="Jersey" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Jersey">Jersey</option>
<option value="Jordan" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Jordan">Jordan</option>
<option value="Kazakhstan" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Kazakhstan">Kazakhstan</option>
<option value="Kenya" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Kenya">Kenya</option>
<option value="Kiribati" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Kiribati">Kiribati</option>
<option value="Kuwait" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Kuwait">Kuwait</option>
<option value="Kyrgyzstan" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Kyrgyzstan">Kyrgyzstan</option>
<option value="Laos" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Laos">Laos</option>
<option value="Latvia" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Latvia">Latvia</option>
<option value="Lebanon" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Lebanon">Lebanon</option>
<option value="Lesotho" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Lesotho">Lesotho</option>
<option value="Liberia" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Liberia">Liberia</option>
<option value="Libya" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Libya">Libya</option>
<option value="Liechtenstein" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Liechtenstein">Liechtenstein</option>
<option value="Lithuania" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Lithuania">Lithuania</option>
<option value="Luxembourg" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Luxembourg">Luxembourg</option>
<option value="Macao S.A.R., China" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Macao S=1A=1R=1, China">Macao S.A.R., China</option>
<option value="Macedonia" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Macedonia">Macedonia</option>
<option value="Madagascar" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Madagascar">Madagascar</option>
<option value="Malawi" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Malawi">Malawi</option>
<option value="Malaysia" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Malaysia">Malaysia</option>
<option value="Maldives" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Maldives">Maldives</option>
<option value="Mali" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Mali">Mali</option>
<option value="Malta" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Malta">Malta</option>
<option value="Marshall Islands" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Marshall Islands">Marshall Islands</option>
<option value="Martinique" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Martinique">Martinique</option>
<option value="Mauritania" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Mauritania">Mauritania</option>
<option value="Mauritius" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Mauritius">Mauritius</option>
<option value="Mayotte" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Mayotte">Mayotte</option>
<option value="Mexico" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Mexico">Mexico</option>
<option value="Micronesia" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Micronesia">Micronesia</option>
<option value="Moldova" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Moldova">Moldova</option>
<option value="Monaco" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Monaco">Monaco</option>
<option value="Mongolia" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Mongolia">Mongolia</option>
<option value="Montenegro" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Montenegro">Montenegro</option>
<option value="Montserrat" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Montserrat">Montserrat</option>
<option value="Morocco" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Morocco">Morocco</option>
<option value="Mozambique" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Mozambique">Mozambique</option>
<option value="Myanmar" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Myanmar">Myanmar</option>
<option value="Namibia" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Namibia">Namibia</option>
<option value="Nauru" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Nauru">Nauru</option>
<option value="Nepal" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Nepal">Nepal</option>
<option value="Netherlands" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Netherlands">Netherlands</option>
<option value="Netherlands Antilles" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Netherlands Antilles">Netherlands Antilles</option>
<option value="New Caledonia" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$New Caledonia">New Caledonia</option>
<option value="New Zealand" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$New Zealand">New Zealand</option>
<option value="Nicaragua" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Nicaragua">Nicaragua</option>
<option value="Niger" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Niger">Niger</option>
<option value="Nigeria" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Nigeria">Nigeria</option>
<option value="Niue" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Niue">Niue</option>
<option value="Norfolk Island" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Norfolk Island">Norfolk Island</option>
<option value="North Korea" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$North Korea">North Korea</option>
<option value="Northern Mariana Islands" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Northern Mariana Islands">Northern Mariana Islands</option>
<option value="Norway" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Norway">Norway</option>
<option value="Oman" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Oman">Oman</option>
<option value="Pakistan" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Pakistan">Pakistan</option>
<option value="Palau" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Palau">Palau</option>
<option value="Palestininan Territory" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Palestininan Territory">Palestininan Territory</option>
<option value="Panama" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Panama">Panama</option>
<option value="Papua New Guinea" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Papua New Guinea">Papua New Guinea</option>
<option value="Paraguay" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Paraguay">Paraguay</option>
<option value="Peru" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Peru">Peru</option>
<option value="Philippines" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Philippines">Philippines</option>
<option value="Pitcairn" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Pitcairn">Pitcairn</option>
<option value="Poland" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Poland">Poland</option>
<option value="Portugal" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Portugal">Portugal</option>
<option value="Puerto Rico" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Puerto Rico">Puerto Rico</option>
<option value="Qatar" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Qatar">Qatar</option>
<option value="Romania" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Romania">Romania</option>
<option value="Russia" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Russia">Russia</option>
<option value="Rwanda" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Rwanda">Rwanda</option>
<option value="Réunion" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Réunion">Réunion</option>
<option value="Saint Barthélemy" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Saint Barthélemy">Saint Barthélemy</option>
<option value="Saint Helena" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Saint Helena">Saint Helena</option>
<option value="Saint Kitts and Nevis" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Saint Kitts and Nevis">Saint Kitts and Nevis</option>
<option value="Saint Lucia" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Saint Lucia">Saint Lucia</option>
<option value="Saint Martin (French part)" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Saint Martin (French part)">Saint Martin (French part)</option>
<option value="Saint Pierre and Miquelon" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Saint Pierre and Miquelon">Saint Pierre and Miquelon</option>
<option value="Saint Vincent and the Grenadines" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Saint Vincent and the Grenadines">Saint Vincent and the Grenadines</option>
<option value="Samoa" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Samoa">Samoa</option>
<option value="San Marino" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$San Marino">San Marino</option>
<option value="Sao Tome and Principe" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Sao Tome and Principe">Sao Tome and Principe</option>
<option value="Saudi Arabia" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Saudi Arabia">Saudi Arabia</option>
<option value="Senegal" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Senegal">Senegal</option>
<option value="Serbia" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Serbia">Serbia</option>
<option value="Seychelles" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Seychelles">Seychelles</option>
<option value="Sierra Leone" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Sierra Leone">Sierra Leone</option>
<option value="Singapore" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Singapore">Singapore</option>
<option value="Sint Maarten" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Sint Maarten">Sint Maarten</option>
<option value="Slovakia" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Slovakia">Slovakia</option>
<option value="Slovenia" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Slovenia">Slovenia</option>
<option value="Solomon Islands" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Solomon Islands">Solomon Islands</option>
<option value="Somalia" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Somalia">Somalia</option>
<option value="South Africa" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$South Africa">South Africa</option>
<option value="South Georgia and the South Sandwich Islands" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$South Georgia and the South Sandwich Islands">South Georgia and the South Sandwich Islands</option>
<option value="South Korea" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$South Korea">South Korea</option>
<option value="South Sudan" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$South Sudan">South Sudan</option>
<option value="Spain" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Spain">Spain</option>
<option value="Sri Lanka" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Sri Lanka">Sri Lanka</option>
<option value="Sudan" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Sudan">Sudan</option>
<option value="Suriname" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Suriname">Suriname</option>
<option value="Svalbard and Jan Mayen" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Svalbard and Jan Mayen">Svalbard and Jan Mayen</option>
<option value="Swaziland" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Swaziland">Swaziland</option>
<option value="Sweden" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Sweden">Sweden</option>
<option value="Switzerland" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Switzerland">Switzerland</option>
<option value="Syria" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Syria">Syria</option>
<option value="Taiwan" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Taiwan">Taiwan</option>
<option value="Tajikistan" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Tajikistan">Tajikistan</option>
<option value="Tanzania" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Tanzania">Tanzania</option>
<option value="Thailand" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Thailand">Thailand</option>
<option value="Timor-Leste" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Timor-Leste">Timor-Leste</option>
<option value="Togo" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Togo">Togo</option>
<option value="Tokelau" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Tokelau">Tokelau</option>
<option value="Tonga" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Tonga">Tonga</option>
<option value="Trinidad and Tobago" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Trinidad and Tobago">Trinidad and Tobago</option>
<option value="Tunisia" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Tunisia">Tunisia</option>
<option value="Turkey" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Turkey">Turkey</option>
<option value="Turkmenistan" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Turkmenistan">Turkmenistan</option>
<option value="Turks and Caicos Islands" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Turks and Caicos Islands">Turks and Caicos Islands</option>
<option value="Tuvalu" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Tuvalu">Tuvalu</option>
<option value="U.S. Virgin Islands" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$U=1S=1 Virgin Islands">U.S. Virgin Islands</option>
<option value="Uganda" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Uganda">Uganda</option>
<option value="Ukraine" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Ukraine">Ukraine</option>
<option value="United Arab Emirates" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$United Arab Emirates">United Arab Emirates</option>
<option value="United Kingdom" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$United Kingdom">United Kingdom</option>
<option value="United States of America" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$United States of America">United States of America</option>
<option value="Uruguay" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Uruguay">Uruguay</option>
<option value="Uzbekistan" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Uzbekistan">Uzbekistan</option>
<option value="Vanuatu" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Vanuatu">Vanuatu</option>
<option value="Vatican" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Vatican">Vatican</option>
<option value="Venezuela" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Venezuela">Venezuela</option>
<option value="Vietnam" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Vietnam">Vietnam</option>
<option value="Wallis and Futuna" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Wallis and Futuna">Wallis and Futuna</option>
<option value="Western Sahara" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Western Sahara">Western Sahara</option>
<option value="Yemen" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Yemen">Yemen</option>
<option value="Zambia" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Zambia">Zambia</option>
<option value="Zimbabwe" data-reactid=".hbspt-forms-0.1:$1.1:$country_dropdown.$country_dropdown.0.1:$Zimbabwe">Zimbabwe</option>
</select></div>
</div>
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THE RELUCTANT RETURNER
A major new study by Unispace reveals 64% of employees across Europe are
reluctant to return to the office post-Covid.
THE RELUCTANT RETURNER
A major new study by Unispace reveals 64% of employees across Europe are
reluctant to return to the office post-Covid.
LATEST INSIGHTS
See all
Global, Insight, Leadership, Michael Casolo
THE RIGHT PARTNER FOR THIS RAPIDLY CHANGING WORLD
How and where work is done has changed. Companies must make smarter space
decisions to meet the needs of their people, clients, and business. Global Chief
Revenue Officer, Michael Casolo shares how leaders can fuel organizational
performance, cultural change, and support flexible working. Creating a strategy
for your workspace experience People are collaborative by nature; they want to
come back into the physical workspace. At the same time, they don’t want to go
back to the old ways of working. The reality is, pre-2019 spaces are simply not
designed to support new work dynamics. Engaging employees in this new era of
hybrid work can have a direct and profound impact on business goals. So, what
is the key to creating an environment that inspires your people? Build a
strategy around employee experience and create a space they’re willing to
commute to. Our research suggests the role of the office is more important than
ever – as an organizational asset, a revenue driver, and a hub for brand and
purpose. “Increasingly, our clients are looking for ways to experiment and
innovate in their workspace to quickly incorporate elements of comfort, safety
and collaboration.” Designing a healthier, more human workplace Creating a
strategy with your people at the front and center is step one. Next is designing
a destination workplace where employees feel comfortable, welcomed and inspired
– enabling them to bring their best and authentic selves to the office. A
purposefully designed space that considers flexibility, mental health and
wellness, and infuses brand and culture, can positively impact business goals
and your teams. It goes beyond adding a bunch of amenities. It's creating a
sense of place, where people can be better at what they do, and feel comfortable
and safe. It’s creating an office more like a living room — a bridge between
work-from-home and a pre-pandemic traditional office.” Achieving your goals
through a seamless construction process Making decisions to repurpose your
office space is half the battle, but what about the other half, your
construction delivery? Using a One Team model that Integrates strategy, design,
and construction can ensure consistency, clear timelines and can help you meet
your goals faster. To thrive In our rapidly evolving world, organizations need a
partner who is in step with cultural and business trends, new technologies, and
can support your real estate needs. By upending the siloed build paradigm and
seamlessly blending strategy, design, and construction delivery under one common
roof, you can create a modern, experiential office.
23 February 2022
ANZ, APAC, Asia, Construction, Enterprise, Insight
THE SOLUTION TO SUPPLY CHAIN ISSUES IS LOCAL, CONNECTED AND UNIFIED
Like many industries, over the past 18 months, the construction sector has
experienced our fair share of difficulties, including increasing material costs,
issues importing foreign materials, and access to skilled labor. But with global
and local shipping issues expected to significantly impact construction well
into the future the key to successfully executed projects lies in connection,
communication, and thinking, and working local, writes Kevin McCabe.
Mid-pandemic, most businesses find themselves with unprecedented supply chain
issues. It’s no longer about having a Plan B, it’s about having a Plan C and a
Plan D - and making sure supply chain issues, and ideas, are cascaded throughout
the business and across projects. This is where being part of a global business,
like Unispace, is advantageous. Throughout Asia Pacific, there are two parts to
the challenge we’re currently facing: A spike in materials costs - around
30%-40% in construction and 10%-20% in fitouts for Australia and New Zealand. In
markets throughout Asia, the increase in fitout costs is currently ranging
between 5%-15%, and continually evolving. A doubling or even tripling in lead
times - particularly for specialized equipment such as audiovisual (AV), IT, and
air-conditioning units. A key challenge is labor mobility Sub-contractor and
supplier flexibility was impacted by the Omicron surge in late Q4 2021 and early
Q1 2022. This made it hard for team members to move from project to project
across state lines, which is how many subcontractors manage the peaks and
troughs of project-based work. The resulting effect has led to increased
competitiveness in local markets for skilled labor and pushed costs up.
Delivery of materials is another significant challenge Omicron has localized
global supply chain issues, which means that although materials have arrived in
the local market, delivery drivers and scheduled transport are unavailable to
transport them to the site. This is particularly difficult for projects in the
latter stages of completion, where a week's delay can have significant impacts.
Here’s what we’ve learned about keeping projects moving during the supply chain
crisis. Demand for locally produced, manufactured, and supplied products has
increased. We always aim to use local producers wherever possible, but supply
chain issues make this imperative. This has allowed us to increase supplier
diversity, utilize sustainable products, and reduce our carbon footprint.
There’s a need to order materials and lock in contractors earlier to meet the
project’s deadlines. Early contractor involvement and long lead time ordering
mean that if new risk comes to light, it can be addressed quickly and our
projects stay on track. Our clients are learning firsthand the benefits of a
unified strategy, design, and construction approach. When clients partner with
us for our full service, our construction experts consult with workplace
strategists and designers from the outset, working as a team to factor in supply
chain challenges and build contingency plans to counteract them. Our unified
model helps alleviate risk from supply chain issues, cost and time blowouts, and
from handing over projects with portions of work incomplete. The future
solution is local and connected As the pandemic continues, it’s the companies
who plan well and factor supply chain stress into their programs that will get
the best outcomes. Staying connected is also crucial for success, as is
strengthening relationships with local suppliers - a key focus for smaller
companies and those who rely heavily on overseas imports. Ultimately, we find
that our unified service delivery model (strategy, design, and construction)
makes it easier to plan early and plan well, helping our clients avoid supply
chain issues, time blowouts, and cost increases, as all parts of the business
work hand in hand. By partnering with a globally connected business with local
roots, our clients are one step ahead of what’s happening around the world that
will affect them, giving certainty of outcome in difficult times. Want to talk
about your next project?
17 February 2022
Global, Insight, Leadership, Steven Quick
ACCELERATING WORKPLACE DECISIONS TO SUPPORT TODAY’S WORKFORCES
Staff are coming back to the office, but their needs have changed. Business
leaders need to convert their words into actions with a better workplace
experience – or risk losing their best and brightest. In a CEOWORLD Magazine
article, Global CEO Steve Quick shares why global brands need to move the
needles and meet the pace of change. The cost of inaction Now more than ever,
leaders must change their approach to the workplace to meet the expectations of
their employees. Employees want welcoming spaces that are enhanced for different
work modes, have seamless technology, and are authentic to the company’s mission
and culture. The reality of today’s physical environments isn’t cutting it and
delaying decisions to make the necessary adjustments is giving cause for talent
to find employers that are making changes to support their needs. According to
Microsoft’s Work Trends Index 41 percent of global employees say they’re likely
to consider leaving their current employers within the next year. The new role
of the office While the role of the office has changed, it’s arguably more
important than ever. People want to feel connected to their colleagues, the
business, and its brand and culture. A physical environment aligned with the
mission and goals of an organization and that meets the needs of employees
eliminates frustrations and enhances productivity and motivation. To keep
talent, policy, culture, and space will need to come together to enable choice,
flexibility, and belonging. This includes hearing the voices and recognizing the
contribution of all people, regardless of location, race, gender, etc. More than
anything, employees want to be part of something bigger than themselves, and
they expect to be acknowledged as they contribute to that larger whole. The
work environment as an experience The most successful companies have
acknowledged how their people experience and interact have fundamentally
changed, listening to feedback with intent to take immediate action. This may
include a commitment to cultural changes, supporting collaboration across
locations, and integrating connective technology. Leaders who are putting a
premium on creating commute-worthy, experiential, brand-focused environments are
seeing results, both with their people and their bottom line. Don’t just
talk—demonstrate that your flowery words are backed by real action. Reshape your
culture, workspaces, and technology stack to support the people who support your
success.
9 February 2022
Albert DePlazaola, Design, Future Workplace, Global, Insight, Strategy, Thought
Leadership, Workforce Enablement, Workplace experience
DESIGNING THE POST-PANDEMIC WORKPLACE: A PROBLEM SOLVING PROCESS
Albert DePlazaola, Senior Principal, Strategy, Americas along with Arnold Levin,
Southwest Regional Strategy Director for
Gensler contribute their expertise in people-centered design and change
strategies to IFMA’s 3rd edition of Work on the Move, discussing workplace
design in a post-pandemic world. The workplace as a verb The increasing
popularity of the hybrid workplace as a solution to the disruptions of the
global pandemic has left many organizations questioning how to enable their
teams to work virtually as well as in the physical office. In this new age of
work, design has transitioned from a noun to a verb, helping organizations
respond to the changing needs of their business by creating environments that
foster safe, productive, and enjoyable experiences for employees. This
means design strategies will need to redefine the meaning of work and
place. It’s caused a fundamental shift in the role of the workplace and sparked
the necessary discussion of what it should be like returning to the physical
workspace, office capacity, and where work could and should take place.
Reimagining work and workspace can be broken down into four steps: Reconstruct
how work is done Decide ‘people-to-work’ or ‘work-to-people’ Redesign the
workplace to support organizational priorities Realize the footprint
creatively Reimagining the workplace and organizational design
Traditionally, organizations have tried to build predictability into their
office design to help them meet their business goals
while futureproofing for unknown disruptions. The pandemic
was an unknown, unanticipated disruption impacting office space at a shattering
magnitude. It has required organizations and designers to look beyond
conventional workplace design to strategies and trends with an increased
awareness of how work is going to be redefined, the role of organization, health
and wellness, and place. As organizations strategize their RTO (return to
office), they need to rethink work, what can be done virtually, and the purpose
of the office. The post-pandemic workplace will need to reflect shifts in
organizational models as well as accommodate the changes in role and function of
the physical office. This has caused leaders to look more closely at their
organizational design so they can successfully transition to agile
working strategies. The red pill and the future of the work environment In
the past, change and conformity drove the workplace experience; organizations
looked for processes that were reliable, consistent, and encouraged work
practices that supported the bottom line. Fast forward to March 2020, and
like the scene in The Matrix when Neo take the red pill and sees the world for
what it “really is”, we all were welcomed to the desert of the real. What we
found in this desert of the real was a collective draw of empathy, virtual
humanism, and a sense of community – we’re all in this together. The question
now is, how can we recreate those human experiences and emotions from remote
workplace in the physical workplace? The answer could lie in a common activity,
play. Play in the workplace Play replaces traditional hierarchy with equity
driven by human emotion, curiosity, vulnerability, skill, and access. Take, for
example the Venice Boardwalk. It is a melting pot of people watching, having
fun, experimenting, learning, and playing. Integrating play and work in
the workplace design recreates the behaviors and emotions we found in remote
working, while transforming the physical space into an organizational asset.
Putting it all together If we want to encourage play, achieve results, and
incentivize employees to come back to the workplace, the traditional office
isn’t going to cut it. Instead, a new “kit of parts” is needed:
Kinesthetic – Spaces for ideation around products and services
Visual – Immersive spaces to communicate ideas with visual language Acoustic –
Forum spaces to share and listen Flow – Spacing providing respite When
translated into design, this kit of parts creates a functional space focused
on the human experience and learnings from the pandemic. It provides us with the
“red pill real” for the future workplace; a fundamental shift in what and where
work is done, and ultimately redefining and reimaging the role of the physical
office. Designing for the future In many ways, designing the post-pandemic
workplace is about redefining work and how to keep people engaged. We’ve
learned most focus work can be done anywhere, but the role of
the physical workplace is to collaborate, learn, and ideate with colleagues and
clients. It’s brought to the forefront the importance of creating spaces that
are flexible, provide choice, and can more easily navigate future disruptions.
The five fundamental areas of focus: Ubiquitous technology A hybrid workplace
model Designing neighborhoods for choice and safety Activity Based Work
strategies Rethinking the function of the physical workplace In this new
paradigm of work environment, companies and designers have an opportunity
to challenge the “blue pill” models and realize the full potential
of organizational design and workplace design. Read more in FMJ's Jan/Feb issue
Read Buildings and Cities review
27 October 2021
Global, Insight, Leadership
A Q&A WITH UNISPACE & DOWNSTREAM
We caught up with some Unispace and Downstream’s leadership to ask them what
this next evolution means for both companies. Steve Quick, Chief Executive
Officer - Unispace Steve, you just joined Unispace in September 2020. Six
months later, PAG acquired Unispace, and now you are announcing Unispace’s first
acquisition. How does it feel? Exciting! But it has been a roller coaster. We
have a vision for where Unispace could ultimately go, and the Downstream
acquisition marks a pivotal milestone along that path. It feels really
good. We’re positioning ourselves for the next decade of growth, and we’re doing
it fast. Something important to me about our new phase of growth is that it goes
beyond business – this partnership is a commentary on the state of our industry
and the future of work. Everyone has been talking about what’s next and what
work and spaces will be like in a post pandemic world, but we’re putting our
money where our mouth is and taking action. Downstream enables us to create
better experiences and we believe work of the future will be all about
experiences. How do you see Unispace evolving with Downstream? There’s a
cultural element that’s really important and a capabilities element that’s
really important. As we do more for clients, Downstream’s offerings allow our
staff to do more, learn more and get more functional experience, all of which is
so important. Upholding the culture, we’ve built at Unispace is crucial to us
and we want to make sure any acquisition is a cultural fit as well – Downstream
does to a T. This partnership will only add to what we’ve built and create a
lot more opportunities for our people because ultimately, it’s all about them.
Likewise, we have tools now to help expand our client's cultures’, something
that’s more important now than ever, so I’m excited about bringing these new
services to our clients. Downstream is all about experiential design, why is
that important to clients right now? Our clients are looking
for different options in a post-Covid era, and Downstream gives us the ability
to be more creative and deliver non-traditional spaces, taking ques from more
experiential industries like entertainment, retail, and sports. The time
to bring experience to the workplace is now - it’s incredibly relevant to
today’s workplace environment. We have to think less about desks and chairs and
more about the people who inhabit those spaces, because that’s what work is
about. Joining forces will help us more on our client’s people, culture, brand,
and collaboration – things every company will need to thrive in the future.
Michael Casolo, Chief Revenue Officer - Unispace Michael, what does this
partnership mean for current and future Unispace clients? To put it simply, it
continues to advance our offering, allowing us to provide more highly
specialized and unique services and solutions as part
of our end-to-end Think Create Make model. With Downstream’s experiential design expertise,
we can further build on our seamless client experience and enhance
the unique process we are known for. The future of work seems to be in an
uncertain place; how will Downstream and Unispace help clients prepare for the
future? The future of work is really going to be about how employees, clients
and companies use space differently in their day-to-day when they’re not at
home. Space acquisition decisions are being made differently. Space planning,
and space functionality are being looked at differently, but what’s consistent
is they are becoming about the employee, customer, and occupier experience.
Downstream’s expertise provides current and future clients with an industry
leading approach. In the near and medium term, we see spaces being much more
tech enabled and bespoke, and Downstream’s user experience focused approach
enables us to help clients envision their own futures. Tim Canfield, Chief
Executive Officer – Downstream Tim, you have grown Downstream for the past 18
years. Why join forces with Unispace now? When I joined Downstream from
Nike, we were working in retail design and then brand design. At Downstream, we
had this opportunity to create a multidisciplinary experiential design
firm which began to change the way our customers consumed “design services”.
After honing our craft, we started to grow and began working more with blue chip
and marquee sports clients, leading to our Amsterdam and Melbourne studios, and
a global team of 75 or so people working across 30 countries. We always knew at
some point in our trajectory, we wanted to partner with a firm that had a larger
footprint around the world that we culturally aligned with. As we met more with
leaders at Unispace, we felt we really had a hand-in-glove relationship.
Ultimately those conversations gave us comfort that we had found a symbiotic
growth partner. We're excited to be able to scale Downstream's business and
continue to evolve our experiential design offerings including the Unispace
capabilities. Downstream is a very human-centric company; how does this move
benefit your staff? This move is mutli-fold; when you’re in a smaller company
with strong growth ambitions, it can be hard to take the next step without the
resources of a bigger firm. This move gives us the bandwidth we need,
but doesn’t take away the things that has made us so sticky over the last few
decades. We have staff who have been with from 10 to 25 years and I’m really
proud of that. We’ve created a culture of innovation with great clients, keeping
our people engaged and our clients coming back. So, with Unispace, our default
world becomes much bigger, the career path becomes stronger, and the companies’
growth path has endless opportunities. We often focus on creating a better life
experience for the users of the spaces we create, extending to our customers’
customers, but it also applies to our staff. Our team’s work is the tangible
connection to our projects. At the end of the day creating a better life
experience for our staff, and for anyone we can influence through design, is
something we can all be proud of, and definitely continue to evolve and build
on. What’s Downstream’s approach to client relationships? In 2003, our main
slogan was “Experience is Everything”. In 2010, we did an exercise with our
leadership team to articulate what we do in four words or less, and ultimately,
we settled on what’s on our website now: “Fostering success through design.”
This means we are fostering “defined” success for our clients, and in turn
creating success for us as a company. We start all engagements by defining
“success” up front. We facilitate a process to mutually agree on the definition
of success with our clients. This informs design and ultimately outcomes. We’ve
always viewed ourselves as the folks behind the curtain – we’re the ones that
are helping craft our clients’ succession their own stage. The work we do speaks
for us and often leads to more work. This approach has served us well. We’ve
built relationships with clients that have lasted, in many cases, 5 or 20 years.
We are proud to be the go-to team for many of our long-term clients. Tim
Larson, Design Principal – Downstream Tim, As the creative lead for Downstream,
what are you most excited about with joining Unispace? Any time you have an
opportunity to join a large group of creative talent you have to be excited.
Collaboration is so important in any effort to create
truly ground-breaking work. As a leader of cross-functional teams, I’m looking
forward to learning from all the great, diverse, creative minds at Unispace.
How important is experiential design in today’s world? The focus on human
centered design and human experience in environments has always been at the
heart of what we do. Now it’s even more critical because of issues of remote
and hybrid conditions. How do we maintain empathy for each other at a distance,
how do we facilitate active participation and productivity? How do we attract
employees and customers back to physical spaces? Issues of health and wellness
in our environment are more important than ever. Showing our shared values and
providing platforms for personal expression are also crucial. Creating
experiences that provide personalization, connection to what makes us happy, and
that deliver real value, is why what we do is so important. I’m looking forward
to this next stage in that journey. Learn more about our partnership. Read more
about how we're poising ourselves for growth with Downstream.
20 October 2021
Americas, Chely Wright, DEIB and Wellness, Diversity, Equity, Inclusion and
Belonging, Future Workplace, Global, Insight, Our Values, Thought Leadership
WEBINAR RECAP: KEY FACTORS THAT CAN HELP ORGANIZATIONS DRIVE DE&I CHANGE IN THE
WORKPLACE
In a recent webinar, Chely Wright, Chief Diversity, Equity and Inclusion Officer
and Emily Watkins, Head of Enterprise held a dialogue with leaders
from Goldmans Sachs, Blue Skyre IBE, and Marsh McLennan to collect their
insights about creating diverse, equitable, and inclusive work environments.
Meet our experts: Christine Salerno HEAD OF SOCIAL IMPACT/CORPORATE SOCIAL
RESPONSIBILITY, MARSH MCLENNAN Chely Wright CHIEF DIVERSITY, EQUITY, &
INCLUSION OFFICER, UNISPACE Maureen Ehrenberg CHIEF EXECUTIVE OFFICER, BLUE
SKYRE IBE Emily Watkins HEAD OF ENTERPRISE, UNISPACE Susie Scher PARTNER,
GOLDMAN SACHS, CHAIR GLOBAL FINANCING GROUP The current landscape Today’s
organizations are no strangers to challenges with the workplace experience,
especially in our current environment. The pandemic has caused various
hurdles, with one being the exodus of more than one million women from the
corporate world (as of September 2020) to take on the role of primary
caregiver. What’s more, as of August 2021, women’s labor force participation
rates fell to 57.4%, the lowest since 1988. How can organizations ensure women
keep excelling in the workplace? And, as companies prioritize DE&I initiatives,
culture, and creating human-centric experiences, what does this look like in the
work environment? The 3 P’s Creating an environment that sets your people up
for success can be broken into three interwoven categories: Policies that
support your staff’s needs like paid time off for parents and
caregivers with flexible working hours People-focused initiatives like resource
groups, mentoring programs, TA initiatives, and education and training
Physical space designs that provide accessibility, childcare, wellness support,
and meet the needs of different work styles We asked our audience: What are the
most important areas for your organization when creating an equitable work
environment? Recruiting (46%) Development and training (31%) Parity (23%)
Creating inclusive workplaces We know the workplace has
changed. It’s transitioned past the four walls of a traditional physical space
to become a verb rather than a noun. There is a convergence of technology,
workspace design, people driving culture, authenticity, and inclusivity. But
what does inclusion actually mean, and what does it look like in the workplace?
Our panel found inclusivity in the workplace boiled down into: Awareness of who
your people are and their potential needs or challenges
Prioritizing culture and making sure everyone feels included “It comes down
to being aware of these various issues. We’re in a position right now that we
can really help bring focus to this, to speak up, get better, and innovate.” –
Maureen Ehrenberg, CEO, Blue Skyre, IBE So, how can inclusivity be incorporated
into the workplace? Integrating technology Supporting flexibility Embedding
culture and brand Mindfulness of accessibility Providing training
opportunities Goal-drive and transparent policies At the end of the day,
organizations and leaders need to put the initiatives in place to drive culture
and awareness, and help individuals be their authentic selves in the workplace.
Emily Watkins, Head of Enterprise at Unispace notes, “It’s critical to bring
your whole self to work and leadership can support this by creating something
that is personalized to let everyone be their whole self.” Navigating
unconscious or inherent biases Unconscious bias is found in our everyday lives,
whether we realize it or not, in our choices, our actions, and our
beliefs. It’s important for organizations to not
only identify and explore biases found in the workplace, but have training,
programs, and resources in place to educate staff from the top down. The
formal work around bias is to get people talking about race and even the
language of bias, discrimination and microaggressions. - Susie Scher, Partner,
Goldman Sachs, Chair, Global Financing Group Bias in the workplace is
an important and ongoing conversation; it can often be daunting. Our panel put
together some actionable ways to help organizations make progress: Opening new
channels of awareness about self Talking about what’s going on in the world
Giving employees the right language and tools to connect Creating safe spaces
for employees Driving allyship Leadership modeling behavior Chely Wright,
Chief Diversity, Equity, and Inclusion Officer at Unispace makes a strong
point: “I think it's incumbent upon all of us who are in leadership positions to
do the work if we're asking our teams to explore biases they may have. And we
need to get even better at articulating our intention.” Driving success through
recruiting, retention, and mentorship Our webinar poll confirmed what is
becoming standard industry wide practice, prioritizing talent attention and
attraction. How can companies recruit diverse talent, and equally as important,
how can they keep that talent? Our panel discussed what actions we can take as
individuals, teams, and organizations to make sure when new talent comes in,
they are happy, they feel the culture, and they are connected. Policy plays a
big part in this conversation. Some ideas include: Having TA policies in place
Having diverse leadership Providing onboarding incentives Requiring
unconscious bias training Flexible work arrangements and amenities
Manager performance and team activities Encouraging kindness, empathy, and
respectful language Christine Salerno, Head of Social Impact/Corporate
Responsibility, Marsh McLennan notes, “One of the most powerful messages you can
give to a woman, or a person of color is seeing leadership that represents
them.” A pro tip from Susie: Help new hires form connections by getting
together a broader group in the organization so they feel comfortable with
different groups and have natural resources away from the day-to-day reporting
line. Connecting the dots Throughout the live session, our panel touched on
some really important topics organizations can address in their work
environments. It comes down to what we’re all hearing: our people. From culture
and awareness, to bringing authenticity and personalization into the workplace,
to modelling behaviors and driving allyship, it comes back to how organizations
can help their teams feel valued, safe, and included. To find out more about
how we can help you create inclusive work environments for your people, check
out our recent acquisition of global experiential design firm, Downstream, and
our new services. Download the infographic
13 October 2021
Enterprise, Flexible Working, Future Workplace, Global, Insight, Process,
Propeller, Steven Quick
RE:LOCATION: THE LANDLORD SHIFT AND BROKER STRATEGIES: REDEFINING RELATIONSHIPS
Our Re:location series has covered trending topics from how to use different
locations to your advantage, office designs and future workplace strategies, and
how companies and commercial real estate executives can strategically plan their
path forward. These trends are especially relevant as businesses develop RTW
plans and consider how their space will be used in the future. Just as we have
had to adapt to new ways of working, commercial landlords and brokers will have
to evolve their real estate offerings to meet the new needs of their current and
future tenants. Ask most real estate or workplace experts and they’ll tell you
the office isn’t dead, but it will have a different purpose. The focus will
shift from a traditional 9-5 to incorporating hospitality services and
creating truly experiential environments. What does this mean for commercial
landlords and brokers? Moving forward, organizations will expect more from
buildings and office spaces, predicts Steve Quick, CEO at Unispace.
“The reality is that organizations’ spatial needs have changed. Not every
pre-pandemic office space looks fit-for-purpose," explains Quick. "To come out
on top, landlords need to start being much more commercially-minded about how
they offer up their stock, so their spaces are fully aligned with businesses’
needs and goals.” With challenge comes opportunity, and we believe the new
approaches to working will open the door to different real estate opportunities
landlords and brokers can capitalize on. Adapt and pivot As companies look at
how their workforces will operate in the future and the effects on their real
estate footprint, landlords and brokers will need to be prepared to pivot to
meet new demands. Quick notes, “We anticipate office footprints to be about 20%
smaller as ways of working and priorities change. Even as companies grow
headcount, there’s no longer a guarantee their spatial needs will grow alongside
this. Being able to offer tenants more square footage isn’t necessarily going to
be an advantage for landlords.” “We’re seeing a sweeping cultural shift
occurring within organizations, large and small. They are entirely rethinking
the amount of time employees spend in their physical environments—and how these
environments will be used to their best advantage.“ Flexibility, the new name
of the game Imagine an office environment that gives occupants the flexibility
to seamlessly transform their spatial needs on an ongoing, and even daily or
weekly basis. This allows them to easily allocate desks, meeting rooms, or other
collaboration/socialization spaces to accommodate clients and partners who no
longer have physical offices of their own. “From our own research and what our
clients are telling us, workspace will need to be more flexible and multi-use.
This growing demand for a mix of fixed and flexi-space is a fundamental shift in
how space is leased and operated. We’re seeing more hotel-like models emerge
where the space is operated as a service," adds Quick. While this creates a
compelling opportunity for commercial landlords, it’s a huge shift from how
they’ve traditionally operated. Given the recent data showing flexible workspace
providers have widely outperformed commercial real estate players, it may be the
perfect time to pivot and capitalize on the flexibility trend. Especially
for landlords with office spaces in non-CBD locations, offering flexible
suburban workspaces provide companies with options to meet their employee and
business needs. Download our location guide for more information on location
strategies and flexible workplace solutions. Reconfigure, refresh, and upgrade
Just as companies are planning their future workplace strategies, landlords need
to do the same, evaluating and surveying how their tenants’ needs are changing
and how to stay current with their offerings. We anticipate businesses
repurposing and reconfiguring spaces rather than increasing their footprints, so
how can landlords and brokers adapt to the changing demands? Mark Allen,
CEO at Landsec, the UK's largest commercial property and investment group,
suggests, “the landlord-tenant relationship will be redefined following the
pandemic,” and landlords will have to collaborate with their customers—rather
than tenants—to better understand their needs. This dynamic is based on being
service-minded in addition to providing space. According to him, wellbeing and
sustainability will also play a major role in commercial property
decision-making going forward. Jason Baggaley at Standard Life Investments
Property Income Trust points to several reconfigurations landlords should
consider. “If we provide energy efficient buildings, we not only reduce the
carbon load, we also reduce operating costs for occupiers. There is a huge
benefit to productivity and individual wellbeing if the work environment has
good quality air, natural light, comfortable temperatures, great showers and
changing facilities, and even add-ons such as yoga studios. We want to form a
sense of community in a building.” As Covid-compliance measures will likely be
an ongoing commitment, tenants will have a duty to protect their
employees and may need to consider such safety upgrades or different spatial
configurations when negotiating leases. Don’t panic, but act decisively As
business leaders re-evaluate their real estate portfolios and lay out plans for
their future work environments, landlords can play a critical role in the
evitable changes that lie ahead for commercial real estate. “Ten years of
workplace evolution has been compressed into less than a year. It’s a shock that
the market didn’t see coming," explains Quick. “There are parallels to be drawn
with the emergence of WeWork, which caused plenty of sleepless nights for
landlords worried about the impact of co-working on long-term leases. In fact,
what WeWork showed us was the desire for more office space flexibility, a trend
that has been greatly accelerated by the pandemic.” Contact us to learn more
about how these post-Covid workplace trends may impact your real estate
decisions and how you can position your services to understand and meet the
needs of your tenants.
19 August 2021
Abi Roni Mattom, Asia, DEIB and Wellness, Diversity, Equity, Inclusion and
Belonging, Enterprise, India, India Future Workplace, Insight, Strategy
INDIA’S FUTURE WORKPLACE: A FOCUS ON WELLBEING
As Indian businesses begin their return to the office, Abi Roni Mattom, Country
Director, India, shares how organizations can factor health and wellbeing into
their return to workplace strategies. Practically all Indian lives have been
touched, directly or indirectly, by the virus. A recent study by Deloitte ranked
India highest among 18 countries in terms of anxiety during the second wave of
the pandemic. It’s a complex picture with considerable ramifications for
employers as people begin returning to the office. “Many employees feel like
they’re now different people to those who inhabited the workplace in the
pre-pandemic world,” suggests Abi Roni Mattom, Country Lead for India at
Unispace. “Everyone is still dealing with their anxieties, stress and traumas,
and the question for their employers is how they can make returning to work a
positive step on the road to better wellbeing.” The need for human connection
When Apple CEO, Tim Cook announced that he wanted all employees to return to the
office, he noted that “Video conference calling has narrowed the distance
between us, that’s for sure, but there are things it simply cannot replicate.”
This rings particularly true of India’s community-centric culture. “The
importance of community within Indian society cannot be overstated,” explains
Abi. “Employees seek to belong to something bigger than themselves, and this
communal aspect of work is something that businesses have struggled to address
during our time away from the office.” Prioritising wellbeing during the return
to the office By eliminating the pains and hassles of returning to work and
accentuating the opportunities it creates, organizations can empower employees
to reconnect with the physical workplace in the way that best supports their
wellbeing. Vaccination drives. Consider giving employees a day off to recover as
an incentive to take up the vaccine and proactively communicate when staff are
eligible for their vaccine in accordance with professional medical advice.
Staggered work hours. Employees may be concerned about travelling to work on
public transport during peak hours. Encourage staggered working hours to avoid
rush hour and get to know your team and their personal circumstances to help
with planning. In-office protocols. Employees may also be concerned about how
their peers will behave once back in the office. Create clear protocols around
social distancing and mask-wearing and be proactive in communicating and
enforcing these. Wellbeing. For staff still struggling with the psychological
impact of Covid-19, consider providing access to additional support systems such
as BetterHelp - an online portal that provides direct access to wellbeing
services. Safe collaboration. The office plays a key role in bringing teams
together to support wellbeing. Consider adapting the office to enabling hybrid
work, with a focus on safe collaboration and wellbeing. Landlord initiatives.
Your building owner or manager will have COVID safe measures and initiatives in
place. Ensure your business and your employees are not only following these
guidelines but taking advantage of any benefits as well. Empowerment is the key
to better wellbeing. Unispace’s framework for post-covid office design, The
Propeller Workplace, combines elements of wellness, community and innovation to
allow employees to thrive in a post-pandemic world. “After so many months of
working in isolation, the return to the office has the potential to provide a
genuine boost to employee wellbeing,” says Abi. “The key is for organizations to
embrace hybrid working. Rush-hour commutes can be avoided, focus work doesn’t
need to be carried out in the office, and employees can be trusted to plan their
own movements without impacting their productivity.” Is your business looking to
rethink its workplace strategy for the post-COVID world? Download the Propeller
Workplace Guide or get in touch with one of our experts. About Abi Abi Roni
Mattom, Country Director, India - Connect on Linkedin As a thought leader within
the corporate real estate industry, Abi brings over 17 years of experience
delivering exceptional workplace solutions for some of the worlds most
innovative brands. Having shared the stage with fellow leaders at global
industry forums such as CoreNet and DBIA, Abi has a passion for sharing his
knowledge and insights to empower others.
6 August 2021
"UNISPACE’S QUALITY OF WORKMANSHIP WAS VERY HIGH. IT IS NOT UNCOMMON FOR OUR
VISITORS TO SAY ‘WOW’ WHEN THEY COME THROUGH OUR DOOR."
CAROL HUDSON
FINANCIAL SERVICES MANAGER
CATHAY PACIFIC
LATEST NEWS
See all
Brand, DEIB and Wellness, Global
WELCOME TO OUR NEW DIGITAL HOME
We’re excited to share our new digital home with you…because we designed it with
you in mind. Welcome to the new Unispace.com Our new digital home, developed
with you in mind. Here's why we're so excited about our new website If you’ve
visited our website before, you might have noticed by now that things look a
little different. We’re excited to share our new digital home and our refreshed
brand with you. It’s 2022, the world, and our clients’ needs, are evolving
rapidly, and we’re evolving too. 800 thinkers, creators, innovators, and
explorers across 26 countries worldwide who are passionate about people and the
world around us. We worked with Ogilvy Australia and Xen to research, design and
develop this carefully designed and constructed new digital home over several
months, and here are some of the things we'll hope you'll notice... Deepening
our industry specialization beyond office design We’ve experienced rapid growth
over the past decade, and acquired two new companies in 2021, global
experiential design firm Downstream and life sciences engineering firm BioPharma
Engineering. The new site tells our story of our deepening specialization in
sectors such as life sciences and experiential design, and our growing team of
talent. Visual accessibility – continuing our commitment to Diversity, Equity,
Inclusion & Belonging (DEIB) As a brand focused on making a DEIB impact,
designing a website that improved visual accessibility was a must. Through
changes to colors, font, and layout, people with visual impairments will now
more easily be able to navigate and read content on the site. People, people,
people Unispace is all about people. Our focus is on designing spaces for our
clients that spark brilliance in the people who use them and it’s our talent,
which makes this happen. While you're here, we hope you'll get a chance to
connect with some of the amazing people that are behind our projects. Global
local expertise We’re a global firm with studios in over 50 locations around
the world, so it’s important we make our website more user-friendly for clients
and talent in the markets where we operate. The next phase of the refresh will
see more multi-lingual content, language translation functionality and local
features added to the site. Christian Moore, Senior Designer, Ogilvy says:
“With the new website we wanted to push and extend the Unispace brand into a new
space, that reflects their evolving business and story. We have focused on
elevating the whole customer experience, from when customers first visit the
website, to comfortably and confidently communicate their story at a first
impression. The brand is showcased in the best possible light, in harmony with
the services that Unispace offer. And there’s no better way for a company to
communicate that it’s a diverse and inclusive organization than ensuring that
all who may access its services can do so with the least possible amount of
resistance.” We hope you like our new window to the world as much as we do. Chat
to us about our approach to creating spaces that bring out the best out of
people, get in-touch here.
2 March 2022
APAC, Award, New Zealand
UNISPACE WINS 9 AWARDS AT THE BEST DESIGN AWARDS 2021
The Best Design Awards is an annual showcase of excellence in graphic, spatial,
product, digital, and motion design in New Zealand. This year, it was three
gold, three silver, and three bronze for Unispace across four categories.
RocketWerkz, Auckland Office & Workplace Environment – Gold Lighting Design –
Gold From digital immersion rooms to fully isolated recording studios and a
24-hour streaming room, this workplace is a stake in the ground for the
aspirations of the gaming industry in New Zealand. And most importantly, it is a
living, breathing manifestation of the culture and values of RocketWerkz as a
whole. Judge’s comments: “The deeply immersive entry sets the scene for this
studio. The lighting is bold and gives focus to its outputs. A highly energizing
take on what it means to create a working environment through the augmentation
of light and shadow.” View RocketWerkz, Auckland case study Unispace, Auckland
Office & Workplace Environment – Gold Color Award Spatial – Bronze As one of the
first-built examples of a post-Covid workplace, the Unispace Auckland studio
elevates the employee experience with purposeful spaces that work hard for our
team while supporting the ability to work from anywhere. Judge's comments:
“Carefully crafted and considered spaces that utilized views beyond. It was
clear there was careful consideration to each space with an elegant and
enriching outcome.” View Unispace Studio, Auckland case study Jarden, Auckland
Office & Workplace Environment – Silver Lighting Design – Bronze With a highly
bespoke and elegant design, Jarden’s Auckland office is an exercise in
restraint. The result is a stunning experience that demonstrates timeless
quality and humble luxury. View Jarden, Auckland case study Auckland Spine
Surgery Centre, Auckland Healthcare & Wellbeing – Silver Bringing together two
very different aspects of their profession, the design creates a premium
specialist spinal surgeon hub midway between two of Auckland’s central city
hospitals. View Auckland Spine Surgery Centre case study QIC, Melbourne Office
& Workplace Environment – Silver The design houses multiple business groups in a
single space, creating a workplace that aligns with QIC’s high level of service
and client-focused business ethos, and empowers different business groups to
work together. View QIC, Melbourne case study ServiceNow, Melbourne Office &
Workplace Environment – Bronze Global design standards ensure the same great
experience for every ServiceNow employee, no matter where they live. The space
reflects the brand and company values and caters to future growth. We are
extremely proud of the team for their achievements. Congratulations to all the
winners and a big thank you to the judges, The Designers Institute of New
Zealand, and to our clients and partners for their continued support.
21 February 2022
CSR, DEIB and Wellness, New Zealand, News
UNISPACE PARTNERS WITH MATES IN CONSTRUCTION
To better support the wellbeing of our workers, Unispace is proud to partner
with Mates in Construction. In a recent survey, 43% of workers said their mental
health was worse since the pandemic. To better support our team through tough
times, we are proud to announce our partnership with MATES in Construction, an
organization focused on improving mental health and wellbeing within the
industry. “MATES focuses on improving on-site culture, removing the stigma
associated with mental health, and opening up communication channels for
workers." - Oliver Bones, HSE Business Partner, Unispace MATES began in 2008 as
a result of the high rate of suicide among construction workers in Australia.
Unfortunately, in New Zealand, we find ourselves in a similar position. A
culture of not having open conversations with friends or seeking help is a key
issue that MATES is aiming to tackle. "All Unispace employees in New Zealand
and all workers on-site will receive a general awareness induction that will
provide the knowledge and skills workers need to start a conversation with
someone who might be struggling." - Oliver Bones, HSE Business Partner, Unispace
We look forward to running MATES sessions on our sites in New Zealand as we
continue to engage with and grow our construction community. Find out more
about MATES in Construction
18 February 2022
Future Workplace, Workplace experience
CREATING A HIGH-PERFORMING HYBRID TEAM IN THE POST COVID-ERA
Simon Pole our Chief Innovation and Design Officer at Unispace, and a member of
the Forbes Technology Council, talks to Forbes about the future of the office
and how technology will be key to creating a more inclusive working environment
for an increasingly hybrid workforce. We’re more connected than ever Since
almost the whole world went into lockdown in April 2020, in many cases, we’re
more connected than ever, despite being on opposite ends of the globe.
Conferences and meetings all went virtual, but since travel reopened, those same
meetings are being held both in-person and virtually. For those who don’t or
can’t attend a meeting in person, how can the meeting experience be more
inclusive, and the team member feel like an active participant and less like a
square on a wall watching proceedings from their computer? Tech will bring
remote and office workers closer Knowing that teams will be spread out among
in-person and remote offices presents challenges when implementing strategies to
strengthen team collaboration. What we can expect to see more of to combat the
issue is the use of augmented reality to help push hybrid teams to new levels,
and bring all team members into the fold, no matter where they are. This will
include tools with motion gesture and voice-activated commands with better
human-computer interfaces to replace the clunky mouse-driven actions. Larger
monitors and digital whiteboards, for example, at home and in the office where
team members who are remote or in the office can engage. Currently, these
devices are prohibitively expensive to roll out in every employee’s home office,
but demand and competition will help. We also need to find better ways to use
tech in open-office environments. Until our ability to use “our inside voices”
develops while wearing headphones, we will continue to disturb the entire office
neighborhood as we tend to speak loudly with headphones on. Tech in the office:
something we used to fear The focus of the future office is all about offering a
different experience from the home working environment. It’s about providing
technology that staff would not find feasible to invest in for the home office –
large screens with 3D capabilities, and better tools to interact with colleagues
or clients, wherever they are based. Simon Pole, Chief Innovation & Design
Officer at Unispace says: "Tech used to be something we feared, and it had a
negative connotation. Over the past couple of years, this has rapidly changed,
and it has become an attractor, not a detractor." Going forward, it’s critical
for companies to look at technology that will help remote and in-office workers
collaborate and innovate better, together. Failing to invest in new ways of
working will result in a less engaged workforce and the risk of talent going
elsewhere. Read the full Strategies For Fostering Inclusion In The Age Of The
Hybrid Team article on Forbes. About Simon Pole Previously our Global Design
Director, Simon now leads innovation at Unispace – a focus area that further
enables us to revolutionize the creation of workplace. He drives the ideation of
new solutions to our clients’ wide-ranging challenges as well as exciting and
radical changes to our own approaches and technologies. Simon works across
future-shaping, digital transformation, service innovation, R&D, big data,
Unispace’s own tech products, and much more. A globally recognized thought
leader, he participates in several think tanks and has been invited to be a
contributor on the Forbes Technology Council. Follow Simon on LinkedIn.
2 February 2022
CEO Comms, Global
BIOPHARMA ENGINEERING JOINS UNISPACE
We’re excited to ring in 2022 by announcing that we’ve acquired Ireland-based
BioPharma Engineering, a life sciences engineering consulting firm. As we focus
on enhancing our ability to serve our global clients everywhere through industry
specialization, expanded account management, and geographic expansion, our
partnership with BPE will deepen our Life Sciences expertise. BPE, which becomes
BPE, a Unispace Life Sciences company, offers bespoke engineering design for the
pharmaceutical and life sciences sectors, concentrating specifically on
delivering mid-range capital value projects. BPE works with seven of the world’s
top 10 pharmaceutical companies, as well as other leading industry
establishments, and has a reputation as a top-tier strategist to companies in
the space. Key clients include Eli Lilly, Regeneron, Viatris, and GE Healthcare.
The acquisition is an important next step in our global growth strategy and
follows on from the attainment of experiential design firm Downstream, an expert
in transforming flagship retail-, sports- and educational- venues into digital
and physical experiences, in October 2021. Deepening our offering for life
sciences customers Unispace has deep expertise in and a strong track record of
delivering office space for life science customers, including work with clients
Abbott, Galderma, Smith and Nephew, Takeda, and Boston Scientific. The merger
with BPE will allow us to support clients with a much deeper level of expertise
on highly complex life sciences projects including lab, research & development
and manufacturing facilities. John O’Reilly, managing director of BioPharma
Engineering will become our global lead for Unispace Life Sciences. Steve Quick,
Global CEO, Unispace said: “The life sciences industry delivers innovation that
transforms peoples’ lives for the better. The sector has experienced huge
investment in recent years, which is driving up demand for world class
facilities and the best talent. We are excited to welcome BPE to our team and
bring our shared expertise together, allowing us to better support our clients
with deeper expertise in more locations across the globe.” John O’Reilly, Global
Lead, Unispace Life Sciences said: “We are excited to embark on this new journey
with Unispace. The partnership aligns well with our own growth plans, we share
similar values, and our priority is our people. The life sciences sector is
evolving at a record pace and key to success is outstanding facilities, which
supports innovation and can attract the best talent. With our combined expertise
we are well placed to support pharmaceutical clients across the globe to excel.”
11 January 2022
Covid-19, EMEA, Events, The Reluctant Returner, Workplace Strategy
REGARDEZ L’ENREGISTREMENT THE RELUCTANT RETURNER
Le 25 Novembre, nous avons organisé un séminaire (hybride) dans lequel nous
avons partagé les résultats de notre dernière étude, The Reluctant Returner.
Accédez à l’enregistrement du séminaire en remplissant ce formulaire. À propos
de l’événement Unispace a lancé un sondage auprès de plus de 3,000 salariés et
2,750 employeurs à travers l’Europe afin de comprendre les raisons pour
lesquelles une grande partie des salariés du tertiaire est réticente à retourner
sur son lieu de travail. Il existe aujourd‘hui très peu d’informations sur le
sujet. L’enquête a été effectuée dans de nombreux pays européens (8) dont la
France. Nos recherches vont permettre aux chefs d’entreprise de s’adapter à
l’obstacle qui touche le plus les entreprises depuis la pandémie : le retour des
salariés au bureau. Selon les résultats de l’enquête, les 'réfractaires' sont
non seulement motivés par des préoccupations d'équilibre travail-vie
personnelle, de prétentions salariales, de bien-être et autre habitude prise
pendant le confinement mais surtout par ce qu'ils pensent de leur lieu de
travail. Remplissez ce formulaire pour accéder à l’enregistrement :
17 December 2021
Covid-19, EMEA, Events, The Reluctant Returner, Workplace Strategy
GUARDA LA REGISTRAZIONE THE RELUCTANT RETURNER
Il 23 Novembre si è tenuto il nostro evento su The Reluctant Returner dove
abbiamo condiviso elementi chiave derivanti dalla nostra ricerca. The Reluctant
Returner Per comprendere le vere motivazioni alla base del perché i dipendenti
sono restii a tornare in ufficio, Unispace ha condotto un'indagine significativa
ascoltando oltre 3.000 dipendenti e 2.750 datori di lavoro in tutta Europa, tra
cui Regno Unito, Irlanda, Paesi Bassi, Belgio, Germania, Francia, Italia, Spagna
e Svizzera. La ricerca tratta diverse tematiche, fornendo spunti interessanti su
come affrontare questa nuova sfida che le aziende si trovano a dover risolvere.
Gli approfondimenti chiave includono l'equilibrio tra lavoro e vita privata, le
aspettative economiche, eventuali bonus e promozioni, il pendolarismo, il
benessere mentale e fisico, le abitudini derivanti dal lockdown, la gestione
delle responsabilità familiari e, soprattutto, come realmente i dipendenti si
pongono verso il loro ambiente di lavoro. Completa il form per visualizzare il
video:
17 December 2021
Covid-19, EMEA, Events, The Reluctant Returner, Workplace Strategy
FOCUSING ON SWITZERLAND: WATCH THE RECORDING OF THE RELUCTANT RETURNER HYBRID
SEMINAR
Watch the recording from the hybrid seminar we hosted on November 22nd sharing
the findings from our latest report, The Reluctant Returner. Focusing on the
return to the workplace for Switzerland, expert panellists include Elisa Rönkä,
Global Head of SAAS Sales - Digtial Buildings at Siemens, Peter Baumann, Global
Real Estate & Facilities and Global Head of Projects at SAP and Antonio Brunner,
Global Head of Digital Workplace at Deutsche Bank. About the event With little
research to date, Unispace embarked on a robust survey of over 3,000 employees
and 2,750 employers across Europe including the UK, Ireland, the Netherlands,
Belgium, Germany, France, Italy, Spain and Switzerland, to understand the true
motivations behind why employees are reluctant to return to the office. Our
research uncovers how to tackle this latest challenge employers are facing. Key
insights include work/life balance, salary expectations, bonuses and promotions,
commuting, mental and physical wellbeing, lockdown habits, familial
responsibilities and most importantly: how employees truly feel about their
workspace. Are employers and employees aligned? Complete the form below to view
the full recording:
17 December 2021
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