IWD 2024: PrimeResi's industry leaders on inclusion, equality & progress
In this year’s feature article by Prime Resi Journal, inspiring women from across the sector discuss whether anything has changed over the last ten years, and what can be done to move the industry forward from here.
Traditionally seen as behind the times in terms of equality and inclusion, the property sector has had plenty of wake-up calls over the last decade – from gender pay gaps to horrific harassment scandals. Yes, we’ve had well-meaning campaigning and rhetoric, but has any real progress been made? To mark International Women’s Day, PrimeResi canvassed some of the most influential leaders in the resi industry, finding out whether change is actually happening – and what can be done to move things forward from here. Click the below for the full article.
We have highlighted the incredible women from The Luxury Property Forum community and their comments,
Becky Fatemi, Executive Partner at Sotheby’s International Realty and Founder of charity Shadow to Shine:
“I don’t feel that we have yet seen big change in the property industry: I look around a room and see little diversity at board level, and at functions it’s very rare that I see a room full of people of colour, or much presence of the LGBTQ+ community.
“Engagement needs to come from the top and discussions need to be had with these people and groups who represent them in order to implement change. In corporate companies, we continue to see people grouped together in the name of empowerment, but this is still segregation in its politest form.
“There needs to be more conversation and doors need to be left more widely open. We need pay parity for women and have the same opportunities for all minority groups at board level.”
Claire Reynolds, Managing Partner at UK Sotheby’s International Realty:
“The industry is slowly changing but it still has a long way to go. It is very male dominated and very few senior management opportunities open up for women. I can see the larger corporates taking steps to change this, with various diversity committees and boards, so the intention seems to be there and I hope the results will follow – time will tell.
“Recruitment will play a vital part in achieving a more diverse sector. Many companies seem to have a certain type of personnel, which they seem to hire time and time again to protect their culture, and this certainly doesn’t help. I am excited to be in a new and growing business, which is very globally focused and as a result diversity is really important when it comes to recruitment and our team. We are proud of the different nationalities and breadth of languages spoken across our team, and we view diversity as a contributing factor in our success.
“Many of my team have expressed their pride in having a female Managing Partner running the business, which makes me proud too – it brings an additional sense of responsibility.”
Tania Thomas, Co-Founder Maison Communications:
“My personal passion for property, and design, stemmed from childhood, it was interestingly my mother who had a small scale housebuilding business and introduced me to the sector not a male, which I now realise must have been even more unusual then. I still feel the property industry is predominantly male-dominated and we have a long way to go.
“My gender hasn’t been a hindrance to progress itself, but working amongst men certainly has made me feel I have needed to work ten times harder to prove myself if I am to earn a senior position and respect. In turn though it’s this determination to overcome this, coupled with my own passion for property and what I do, that has inspired the fire in my belly and work ethic that inspires my work every day. I still sadly feel on the backfoot when I have to navigate childcare and running a household, and don’t feel enough provisions are there to make this equal and acceptable. Until this happens how can things be equal.”
Henrietta Harwood-Smith Co-Founder of Maison Communications
: “I remember clearly being one of only three girls on my graduate scheme of thirty in a global real estate company – it was an eye opener and felt intimidating but was also a positive challenge!
“So much has changed since then but it still feels that there’s a stigma attached. For me in 2024 it’s about ‘understanding’ and ‘flexibility’, encouraging women to go for leadership roles with support and without judgement.”
Camilla Dell, Managing Partner at Black Brick:
“Over the past decade, the property industry has made significant strides towards inclusion and equality. I remember my first years working in the industry for Knight Frank. Back then (2006) there was just one female proprietary partner, Eliza Leigh and I thought to myself, “if that’s the only female partner what chance to I have”? That feeling persuaded me in part to set up Black Brick.
“Today, there is still much work to be done to ensure that everyone, regardless of gender, race, or background, has equal opportunities in this sector, which has traditionally been dominated by white middle class men. To move the industry forward, we need to continue promoting diversity, creating inclusive environments, and implementing policies that support equal representation at all levels. By embracing and celebrating our differences, we can foster innovation, drive growth, and create a more vibrant and inclusive property industry for the future.”
Caroline Donaghue, Director at V1 and Co-Founder of the Real Rendezvous podcast:
“We are starting to see change, but we still have a massive mountain to climb! It has to start with all leaders, board directors and managers taking personal responsibility and educating themselves on the situation faced by women in the workplace (and outside!).
“I have found most leaders are unaware of the challenges that women face in their work lives every day.
“If leaders can 1) educate themselves, 2) lead change and 3) inspire, then I believe the sector will transform quicker than we ever could have imagined.”
Kate Donneky, MD, Rhodium:
“From my days as a property graduate in 2009, when I was one of only a handful of women qualifying as a chartered surveyor, there are now many more women entering the industry and there appears more balance between men and women across the property sector, which has been refreshing and encouraging to see. However, there is still a long way to go on the issue of women rising to the top of companies, but this is more wide-spread than just property.
“Ultimately reform is needed at government level to support women returning to (and thriving) in careers post-maternity leave. The cost of childcare in the UK is utterly prohibitive and without change, and more investment in early childhood years, sadly there will continue to be an imbalance of men and women in senior positions.”
Jenny Naylor, Director, Graf London:
“There’s been a growing recognition of the importance of gender diversity and equality in the industry, and a positive trajectory towards more inclusive workplaces, but female representation at board and executive levels has some way to go with pay disparities still evident in certain segments.
“The larger firms tend to have a clearer mandate with mentorship programmes and policies promoting diversity starting to make an impact, but representation at senior levels remain skewed, pay disparities are still prevalent, and segments such as construction and investment have slower progress.”
Hannah Awonuga, Group Head of DEI at Knight Frank:
“The real estate sector still feels quite white male dominated at senior level and strong leadership is needed to redress this balance.
“Gender was first to be addressed and remains important but the industry should now consider intersectionality, taking into account other minorities that are unrepresented, such as race, sexual orientation or disability. Over the last year, we’ve really seen employers start to focus on neurodiversity and see it in a more positive light.
“It’s been great seeing measures being put into place to support neurodiverse people, so that their abilities can shine.”
Liza-Jane Kelly, Savills Head of London Residential:
“Over the last decade, there’s been a real shift towards shared responsibilities in our home lives. That can only be a good thing for women being able to develop in their careers while also raising their family.
“It’s incredibly inspiring to see the progress we have made and continue to make as a company in supporting women. I’ve seen first-hand the positive impact that our programmes have had on women within the business at all stages of their personal and professional lives, whether that’s been during the promotion process or as they’ve settled in after maternity leave.
“Knowing you have people around you to talk to when you need it can make such a difference and it’s great to see the introduction and growth of our Women’s and Family staff networks which give people the platform to build a community.”
Priya Rawal, Founder of the Luxury Property Forum and Cohost of The Real Rendezvous Podcast:
“In the last decade, progress has been made, but top positions remain exclusive, dominated by white privileged men. It’s time for less talk and more action towards positive change – addressing the gender pay gap and dismantling pervasive sexism and harassment.
“Cultivating a culture of respect and accountability requires collective efforts from both men and women to create a more inclusive future.”
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