Does the commercial real estate industry need “more pussy on the block?”

Abstract

Purpose In a controversial 2018 interview, commercial real estate mogul Sam Zell insinuated that companies should promote their employees based exclusively on merit and avoid purposefully taking steps to get “more pussy on the block” in the name of gender equality. The comment was criticized not only for its crassness, but also for its failure to recognize the challenges many women working in the commercial real estate industry face in their efforts to obtain the same opportunities, compensation and status as similarly-qualified men. In an effort to overcome these disparities, the purpose of this paper is to focus on the pervasiveness of second-generation gender bias and stereotyping in the field through a qualitative analysis. Design/methodology/approach Semi-structured interviews were conducted with 39 women serving as local chapter presidents of a prominent commercial real estate trade group to explore the impact of gender on their career advancement and their experiences with second-generation gender bias. Findings The findings suggest unintentional discrimination often influences women’s careers by drawing their communication skills, professional credibility and commitment to the organizations for whom they work into question. Originality/value The research contributes to the existing literature by offering additional evidence that unintentional discrimination is common in male-dominated industries, such as commercial real estate. It also provides clear examples of social cues women perceive to heighten tension along gender lines and impinge upon their ability to ascend to leadership positions.

Perspectives on gender diversity in the Australian valuation industry: experiences and insights from management and senior leadership

“…Whilst researchers have long established the lack of gender diversity across the broader property and real estate sectors (CREW Network, 2016;Morrison et al, 2016;Oluwunmi et al, 2017;Read, 2019), the research findings report on in this article may be the first to empirically examine gender diversity in the Australian valuation industry through the lens of key stakeholders in senior management and leadership positions. Our research thus extends the knowledge of gender diversity research.…”

“…Some share the view that the gender gap at the management and senior leadership levels in the property sector is primarily due to the inability of women to either return to work after childbirth or return to work in a part-time capacity at critical stages of their career where opportunities for upward mobility exist (CREW Network, 2016; London Property Alliance, 2021). Others subscribe to the perspective that gender stereotyping of roles, ageism, microaggression and subtle discrimination are the key impediments to women’s retention and their ability to ascend leadership positions in the property sector (MIT Center for Real Estate, 2015; Read, 2019).…”

How do women maximize the value of mentorship? Insights from mentees, mentors, and industry professionals

“…It has over 11,000 members, of which over 90 percent are women. As done in similar studies (Trier-Bieniek, 2012; Read, 2019), women leading 74 of the 75 local chapters in 2018 were contacted via e-mail or telephone throughout the data collection process, of which 39 agreed to participate in the study. The one male chapter president was not asked to participate due to the focus of the research on women’s perceptions.…”

Factors Influencing Customer Choice Decision of Property Management Company in Bangkok Thailand

“…Several factors such as urbanization, globalization, and technological advancements have increased the complexity of buildings and financial instruments (Alexander & Muhlebach, 2016). Such factors together with competitive pressures have created the demand for well-trained property managers who can execute complex investment strategies in often-difficult market circumstances (Read & Goss, 2016).…”