The UK property sector has historically struggled with gender diversity. With 30% of the sector's workforce and only 15% of senior management positions held by women, inequality clearly persists. While there has been improvement in years gone by, more can and needs to be done.

There is a clear moral imperative for change, but there are many proven business benefits to having a diverse workforce; a McKinsey study showed that companies that identified as diverse and inclusive outperformed less diverse competitors by 35%, while other research has shown that diverse companies are much more likely to capture new markets, make better decisions, and have a higher revenue. In fact, the revenue of companies with an equal number of men and women is 41% higher than companies without.

While many other industries in the UK are sorely lacking in gender diversity, the property sector, and the housing industry in particular, has an urgent obligation to address social inequalities. As a sector that serves a diverse population across our communities, it's vital that its workforce reflects its mission and the population it serves.

Overcoming hurdles

Recognising the importance of diversity and inclusion is an essential aspect of creating a culture where people of all backgrounds feel like valued members of the team. This not only makes the business a more attractive place to work, but brings together like-minded people. Therefore, companies must first acknowledge and address potential hurdles or gaps in providing support, particularly for challenges that women face specifically.

This process has to begin at the very start, and the recruitment process is the best way to ensure women are filling an equal share of senior positions. When applying for jobs, women already face challenges such as gendered language and unconscious biases that can hinder their applications, and reveal issues with a company's culture. Measures such as blind resumés that remove gender from the equation, and standardised questions to root out prejudiced enquiries, such as intruding into applicants' domestic life, can help level the playing field.

In the workplace, other gendered challenges such as often unseen pressures around pregnancy and menopause may not always be well addressed. Companies must look at how they can provide employees with the additional necessary resources and support to encourage women to not just apply for a company, but to remain there at whatever stage in their lives. This can include basics, such as providing sanitary products, as well as accessible facilities for pregnant women and women with young children, as HSPG does.

Measures to improve the gender pay gap and provide the appropriate support for women in the workplace can help employees feel more comfortable and valued. However, challenges remain. The rise of flexible working in recent years has created both problems and solutions. Women are more likely to be able to balance caregiving responsibilities with professional commitments, and not have to choose. However, women have reported feeling disconnected from their company as a result, and their progression may be hindered due to a lack of visibility in the workplace. Companies must therefore look at how they can balance inclusivity and flexibility, level the playing field, and incorporate feedback from employees.

The progression question

A report from McKinsey and LeanIn.org shows that women not only remain incredibly underrepresented in leadership roles, but more women than men are leaving companies at a higher rate than ever before.

The problem is two-fold; women are not given the same opportunities as men to progress to more senior roles (for every 100 men promoted to first-level manager, only 87 women are), while women in leadership roles are leaving to seek a different working culture (women are one and a half times more likely to leave a job for diversity and inclusion reasons than men).

The lack of women in management roles shows how companies are failing to adequately train and support managers. While mentoring programmes are available to all, it's important that guidance for training and supporting women is more visible and accessible to encourage women to seek out these opportunities. Professional development can be beneficial in not just creating an inclusive culture, but in helping connect skilled women to build a network of like-minded people to rely on, as well as develop their skills and confidence to advance their careers.

Measures companies can pursue include offsite events designed specifically for female inclusion and networking, as well as seminars and workshops led by female role models. This year, for example, we marked International Women's Day by providing the wonderful women at HSPG with an opportunity to strategise and get together at an away day. Events such as these can help female employees feel empowered, connected and valued.

Furthermore, giving female employees the foundations to succeed in a male-dominated industry can help improve representation across senior positions. By addressing inequalities at the highest level, companies can foster a culture that tackles gender bias and creates inspiring role models with a top-down approach, and ensure diversity in the workplace is fairly represented. This means taking an approach not simply designed to meet quotas - businesses in the sector will only truly reap the full potential of their workforce when female leaders span the whole business from executive director to other management positions, not simply non-executive roles.

By improving representation of women at every level in a company, businesses can achieve an inclusive culture that doesn't just tick boxes. In the property sector, an industry that determines our future communities, homes, and workplaces, it is crucial that every individual is represented, and having women in senior roles that can bring each of their unique experiences to the table can be the start of a more inclusive, equitable sector.

For more information visit HSPG