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Enabling talent to grow

When you invest in talented people, retaining them should be a business priority. If bright female recruits don’t see an exciting career path ahead they may leave for better opportunities. Likewise, women who take career breaks want exciting challenges and meaningful responsibilities on their return, otherwise the business risks losing their skills and expertise.

Retaining talent is easier when you have sophisticated processes to enable career progression. Some of the measures you could consider are:

  1. Mentoring by an older woman, either within your own organisation or from the wider real estate sector.
  2. Sponsoring by a senior executive (male or female) to ensure female employees are given the same opportunities as male counterparts.
  3. Identifying early and mid-career development opportunities so women don’t miss out on those essential early stage promotions.
  4. Running ‘Return to Work’ programmes for women coming back into work after career breaks.
  5. Building a corporate culture that does not undervalue or side-line women who take up flexible working options.
  6. Make staff development a goal for management appraisals (and provide training if necessary).
  7. Share good practice with others across the sector.
  8. Have managers who encourage women to undertake career development programmes or nudge them to apply for challenging roles.