Women Steal the Show at Global Student Living

Another excellent Global Student Living #GSLLive.

My highlight? The Women in PBSA session by quite a way.

In fact, it was one of the most thought-provoking sessions I've ever seen. It was genuinely quite something to witness.

The men in the room were in awe of the women on the panel. Not just because we do or have worked with them and know how talented they are but because they have all experienced the gender discrimination, workplace bias and inequality that men and in particular men in Real Estate, will never experience.

As a straight, white man I speak from a position of privilege but believe me when I say that everyone walked out of that room having learned something and hopefully with a plan to support. As moderators Suraiya Comunello and Sorrel Basher were very careful that this wasn't a man-bashing session. They are far too talented and emotionally intelligent for that because there was an agenda for this session:

CHANGE.

That's what I want to focus on. What can anyone in Real Estate but in particular PBSA, BTR, Coliving do to ensure that women get all the opportunities and benefits that men are afforded. You can keep your blue suits and gilets. The industry needs real, tangible change.

Whilst it's true that the room was full, it was not full of investors, in fact the sea of blue suits had long dissipated but personally I think this is down to timing rather than a complacency or lack of empathy. Next year apparently there may be a register at the start of the investor plenary and the end of the women in real estate session to check who has stuck around.

Action Points for Real Estate Operators and Investors:

Be Active Allies:

Openly support gender equality initiatives and be vocal advocates for female colleagues. WE have an opportunity to use our platforms (at all levels - not just on linkedin) to challenge discriminatory behaviour and amplify women’s voices in meetings, projects, and decision-making.

Implement True Cultural Change:

Develop policies supporting gender equality (e.g., flexible working, equal maternity and paternity leave, menopause policies) must be accompanied by a genuine cultural shift. Leaders need to create environments where women are comfortable and empowered without needing to adopt assertive behaviours to be heard.

Mentorship and Development Pathways:

Establish mentorship programs for women, focusing on encouraging them to take on leadership roles and challenges. Define clear development pathways that actively support women’s career progression. HR has a huge role to play here but the buy in needs to come from senior leadership.

Address Imposter Syndrome and Discrimination:

Create a safe space for women to share their experiences of discrimination and imposter syndrome. Recognising these stories helps create a culture of inclusivity, trust, and understanding. If Niamh O'Connor relates to this then we should all have some form of imposter syndrome!

Encourage Flexible Working and Nationwide Talent Pools:

Expand recruitment efforts beyond geographical limits (e.g., London), leveraging post-COVID flexibility to access a wider, more diverse talent pool. Adopt flexible working models that consider the specific needs of women, without penalizing them for using these policies. The new generation of workers will enforce this. We also need to encourage men to actually take up these policies and champion them. How many men actually take shared parental leave when it is offered?

Equal Pay and Representation:

Ensure pay equity across male and female employees, particularly in traditionally male-dominated roles. Aim for a 50/50 gender split in teams, especially in leadership positions. Whilst in operations this is relatively easy to overcome, investment and development within UK Real Estate has a long way to go. We're doing better than most industries but we must do more.

Focus on Real Productivity:

Shift the focus from long hours or presenteeism to actual productivity. Promote work-life balance as a shared responsibility, recognising that personal time is valuable for everyone, regardless of gender.

Educate on Menopause and Women's Health Issues:

Increase sector-wide education about menopause and other women’s health issues. Implement supportive policies that are visible and front and centre to normalise these topics and ensure women are not disadvantaged by them.

Shake Up the Talent Pool:

Broaden the diversity of talent by actively bringing more women into the industry and ensuring men are equally engaged in gender-equality policies. Involve men in initiatives to create a balanced, inclusive workforce, recognizing their role in the solution. Paddy Allen and the work he's doing at Pathways to Property got a mention here for diversifying the talent pool too.

Make Decisions with Diverse Teams:

Avoid decision-making with like-minded individuals. Real Estate is often guilty of working in an echo chamber. DO what you've always done and you'll get what you've always got. Encourage diverse perspectives, which lead to better business outcomes and more innovative thinking.

Follow Through on Commitments:

Ensure discussions on gender equality don’t end at panel sessions. Establish follow-up actions, measurable goals, and ongoing accountability to drive real change in the sector.

Did I miss anything?

Such a great panel - well done GSL - Joanne Pollard , Jan Capper , Pavlina Chandras , Irina Stamate-Rocha , Kim Nisbett , Sarah Ead .

#pbsa #women #womeninproperty #Realestate #property #studentaccommodation #studenthousing #genderequality