Throughout my life, sport has been a source of passion and inspiration; it has a unique ability to bring people together, transcending boundaries of language, culture, and background. Whether it’s playing on a team, cheering in the stands, or following athletes from around the world, sport fosters a sense of camaraderie and belonging among fans and participants alike. Both the thrill of victory and the resilience forged in defeat can teach valuable life lessons about perseverance and teamwork, much of which I use in my career today.
Recently, I came across a documentary on Netflix that profoundly impacted me: “Game On: The Unstoppable Rise of Women’s Sport” by Sue Anstiss, which delves into the challenges and triumphs of female athletes, shedding light on the obstacles they face. As I watched, I couldn’t help but draw parallels between the struggles portrayed on screen and the broader issues of gender inequality in real estate and wider society. The barriers that female athletes encounter – whether it’s unequal pay, lack of opportunities, or gender bias – are all too familiar in other spheres of life.
Despite advancements in gender equality over the years, disparities still exist; in real estate – where success often hinges on networking, negotiation skills, and access to resources – these disparities can be particularly pronounced.
In February 2022, women represented just 18% of RICS’ international professionals across 23 pathways, according to the first Women in Surveying: Insight Report. The report also found that the average length of a woman’s membership is 16 years, and the average age that women are leaving the membership is at 47 years of age. Comparatively, male members are retaining their membership for an average of 28 years and are staying until 61 years of age.
In order to retain women’s talent and see their careers flourish, our industry must ask: why are women leaving the surveying profession or workforce so much earlier than men?
Research from RICS has found that inadequate and inequitable recruitment, development and promotion practices, alongside organisational culture and the impact of menopause, career breaks and caring responsibilities all contribute to these losses.
To address caring responsibilities specifically, we must prioritise inclusive and equitable initiatives offering ample parental leave that is equally available to both men and women. Thus, we encourage fathers to take an active role in caregiving and reduce the stigma associated with taking time off for family responsibilities, sharing career-penalising time away from work.
Our generation are the most diverse generation yet, with a strong commitment to breaking down barriers and challenging outdated norms. By acknowledging the existence of inequality and taking proactive steps to address it, we can create a more equitable and inclusive future where everyone has the opportunity to succeed.
