The property sector has made notable strides in gender representation, with more women entering the industry than ever before. However, despite these advancements, a stark gap remains when it comes to leadership roles.

While women are well-represented at entry and mid-level positions, their presence diminishes as they climb the corporate ladder, highlighting systemic barriers that continue to shape career paths at a senior level. From unconscious bias in hiring and promotions to workplace cultures that subtly exclude women from key opportunities, the challenges are both structural and cultural. In this article, we talk to some of our team and explore the realities of gender representation in property, the hurdles women face in advancing their careers, and the proactive steps companies can take to drive meaningful change.

One of the biggest topics when it comes to gender disparity is the “Gender Jaws” effect, which illustrates how the gap between male and female representation widens at higher levels of an organisation. Although women make up 52% of all roles in the property sector, their representation drops from 71% in non-management roles to 42% at board-level positions.

It’s a reoccurring trend; we’re seeing more women start their careers in the industry, but few are reaching senior positions. This is not unique to property, though; across industries, only 9 of the FTSE 100 CEOs are women, underscoring the broader issue of gender imbalances in leadership.

Beyond the numbers, this lack of representation has a ripple effect. Fewer women in senior roles means fewer female mentors to guide the next generation, reinforcing the cycle. Women who do reach leadership positions often face heightened scrutiny and pressure to perform as representatives of their gender. At an organisational level, this imbalance limits diverse decision-making perspectives, which can stifle innovation and productivity.

Our MD, Sarah Davenport, recalls how early on in her career she was lucky to have a strong female team to inspire her and show her that progression was possible, although it didn’t stop her from needing to ‘prove’ herself before climbing the ladder:

“I started my career in 2000, and the workplace was a very different environment—back then, you could even smoke at your desk, and a whole team shared one computer! However, I was fortunate to have strong female managers early on, which showed me there was a path forward, even if only subliminally.”

Sarah noted how that changed when she moved companies, and as she entered a predominantly male organisation, there was far more pressure for her to ‘prove’ herself before she was given the opportunity to progress. This is often the case in male-dominated industries, and it can be difficult for women starting out to know what opportunities are available to them, as Phoebe Chippindall, a Project Management Consultant at Capstone, explains:

“My career has been a long journey of finding my place within the construction industry. As a male-dominated field, it wasn’t always easy to figure out where I belonged. I’ve found reassurance by joining companies that genuinely value and support women in construction, and that has ultimately helped me gain confidence and establish myself.”

As both Sarah and Phoebe’s experiences highlight, it’s incredibly important to provide meaningful support to the next generation of talent if we’re to truly address gender equality.

Companies must take proactive steps in fostering gender balance, especially in mid-to-senior positions. There are a number of ways companies can support their staff, a few small steps include:

• Data-Driven Gender Insights: Providing managers with clear data on gender representation within their teams.
• Bias-Free Recruitment & Promotions: Addressing unconscious bias in hiring and ensuring promotional processes are transparent and merit-based.
• Sponsorship & Advocacy: Moving beyond mentorship to active sponsorship, where senior leaders open doors for high-potential women to step into leadership roles.
• Expanding Professional Networks: Given the importance of networks in property and construction, companies must create pathways for women to access key industry connections and deals.

By embedding these initiatives into their corporate culture, businesses can build an environment where career growth is based on talent and ambition—not gender.

The “Maternal Wall” and Work-Life Balance Constraints

Despite progress in gender representation, women in the property sector still face deeply ingrained challenges shaped by industry culture and longstanding practices. These obstacles—ranging from structural barriers to everyday biases—continue to limit access to senior roles, professional networks, and career progression.

One of the most persistent barriers is the “Maternal Wall”—a bias against working mothers who are often perceived as less committed to their careers. This assumption leads to missed promotions, fewer high-profile assignments, and limited career growth. The lack of affordable childcare and flexible working arrangements further exacerbates the issue, forcing many women to make difficult choices between their careers and family responsibilities.

Kirsty Blatch, Business Operations Manager, shares her experience with this challenge:

“The commercial real estate sector was traditionally male dominated for a long time. I spent nearly two years as the only woman in my business, which could be quite isolating at times. Returning from my first maternity leave was another significant challenge. There was little room for flexibility, and despite my efforts to negotiate a more balanced arrangement, nothing was agreed. Ironically, it was only after I resigned that they offered me the flexibility I had originally requested—but at the cost of losing all my benefits.”

Sexism, Exclusion, and the “Boys’ Club” Mentality

While overt discrimination has diminished over time, workplace sexism remains a significant issue. A 2024 study found that 33% of HR decision-makers acknowledge that sexist behaviour still exists in the workplace. More alarmingly, 53% of young women report experiencing discrimination at work, a number that has steadily increased over the past three years.

In traditionally male-dominated industries, the existence of informal “boys’ clubs” creates another significant barrier. These exclusive networks often provide key career opportunities, insider knowledge, and mentorship, which can be difficult for women to access. Beyond this, subtle biases and microaggressions—such as being interrupted in meetings, having ideas dismissed, or being excluded from networking events—can erode confidence and limit professional growth.

Sarah recalls her own experiences navigating these challenges:

“There have definitely been challenges I’ve faced as a woman. It was speculated that my rise to the top was through personal favours, as opposed to my own hard work and ability. Early in my career, I was often the only woman in a room full of men, and that felt incredibly intimidating. I struggled to navigate those situations with confidence. But today, things are very different. Now, my focus is on making sure we do our part at Capstone to drive diversity and balanced representation in the industry.”

The Power of Workplace Culture and Supportive Environments

While systemic challenges persist, a company’s internal culture can make a significant difference in how women experience the workplace. Supportive leadership, inclusive policies, and an environment where gender-based biases are actively addressed can empower women to speak up, progress, and thrive in their roles.

Annabel Drew, a Senior Consultant in the Cost Management team at Capstone, highlights the impact of a positive company culture:

“I feel very fortunate that my team and colleagues have always been incredibly supportive, and I’ve never faced barriers to progression due to my gender. I have unfortunately encountered sexist remarks from external sources. What has made a difference is the culture my company has fostered - one where I feel confident in addressing these situations. My biggest piece of advice to anyone is to find a company that genuinely values and supports its people. The right environment makes all the difference. Seek out workplaces where inclusivity is more than just a buzzword—where you see real representation at all levels and feel empowered to speak up.”

Many women working in the property sector today recognise that the industry is evolving, with increased awareness around gender equality and greater accountability from organisations. As the team highlights, choosing the right workplace and cultivating a strong support system can make all the difference in a successful career trajectory.

“Times have changed, and there is now far better female representation in the industry. Companies are also more accountable, with gender equality and flexible working arrangements now widely discussed and supported by HR policies. While things may not be perfect, organisations can no longer say no without justification. My advice would be to know your worth, advocate for what you need, and seek out companies that genuinely support diversity and work-life balance.”- Kirsty Blatch.

The Industry’s Growing Focus on DE&I

As Diversity, Equity, and Inclusion (DE&I) initiatives become a more prominent focus, companies are increasingly taking proactive steps to create fairer, more inclusive workplaces. While some organisations have organically embedded these values, others are now implementing initiatives to catch up with evolving industry standards.

Matt Cary, Founder & Director, reflecting on this shift, notes:

“I think it’s great that companies are taking a proactive approach when it comes to DE&I. Some companies have done this organically and not because they are playing catch-up, whereas it feels like other firms are implementing initiatives to catch up. Either way, it’s positive that it’s a hot topic and being addressed.”

At Capstone, we are committed to driving change and fostering an industry built on equality. In the past 12 months, 43% of our placements have been women, and 42% of our internal team are women. These numbers reflect our dedication to supporting career progression, removing barriers, and creating opportunities for all professionals—regardless of gender.

Breaking the Cycle: Mentorship and Advocacy for the Next Generation

The persistence of these challenges highlights the critical need for structured mentorship and advocacy programs that actively support the next generation of professionals. It’s clear that there is a growing community across the industry who feel a shared responsibility to help address the equality imbalance and help raise the bar for support and accountability, as Phoebe discusses:

“There is a strong and supportive community of women in the industry, including leaders who are passionate about mentoring and uplifting others. My biggest advice would be to lean into your network—connect with other women in the industry, ask for guidance, and don’t be afraid to seek out support. You’re not alone, and there are so many people willing to help.”

As part of our commitment to DEI, at Capstone, we run a mentoring programme designed to provide guidance, inspiration, and access to experienced industry leaders. While not exclusive to women, this initiative ensures that all emerging talent—regardless of gender—has the support, encouragement, and career pathways they need to succeed.

By fostering these connections, we aim to create an environment where progression is based on ability and ambition rather than outdated biases or exclusionary practices. You can find out more about Capstone Mentoring here.