crew network - benchmark study of women in commercial real estate 2015

P R E M I E R U N D E R W R I T E R S E N I O R U N D E R W R I T E R

• CREW Dallas • Cushman & Wakefield | PICOR

• Fidelity National Title• National Multifamily Housing Council

A S S O C I A T E U N D E R W R I T E R S

Report Underwriters

• Trace progress for women in CRE over a 10-year span

• Compensation and career satisfaction for both men and women

• New questions added to address career aspirations

Report Overview

Survey Participation

I N D E P E N D E N T R E S E A R C H P A R T N E R

Respondent Areas of CRE Specialization and Gender

Respondent Demographics

Women in CRE

CompensationThe average income gap in CRE is 23.3%

Trends in CompensationThe income gap is widest in the C-Suite at 29.8%

Sources of Compensation

Compensation Breakdown

Industry Experience

Career Levels Year-to-YearMore women fill SVP, managing director and partner positions than ever.

Management RolesThe percentage of women with direct reportsis now on par with their male counterparts.

Success & SatisfactionWomen’s career satisfaction and feelings of success increased across all specializations.

Satisfaction & CompensationWomen with higher commission-based pay report the highest satisfaction levels.

Satisfaction & Work/Life Balance

Gendered Career Aspirations28% of women aspire to the C-Suite vs. 40% of men• 47% of women respondents aspire to the SVP/Partner level

Compensation and Family/Marital Status1 in 5 women said that family or martial status has adversely impacted their compensation

Barriers to SuccessT O P B A R R I E R S T O S U C C E S S

Past Success FactorsT O P F A C T O R S T O P A S T S U C C E S S

Future Success FactorsT O P F A C T O R S T O F U T U R E S U C C E S S

Focus on Mentorship• Men and women both listed

relationship with internal senior executive mentor as #1 factor for future success.

• Lack of company mentor/sponsor was listed as the #1 barrier to success for women.

Action ItemsMake mentoring and sponsorship of women a priority.

Encourage women to strengthen and expand both their internal and external networks, and ensure that mentor and sponsorship activities include building relationships with high profile/high value clients.

Action ItemsBe honest about unconscious bias in your hiring, promoting, assigning of challenging projects, and inclusion in high-profile client relationship development.

Utilize an assessment tool and engage a diversity consultant to recognize unconscious bias, take action to overcome it, and maintain accountability. 

Action ItemsConduct employee pay equity tests regularly to identify disparities in compensation between genders.

It is only through fact-based analysis of salaries that you can determine if, and where, pay gaps exist.

CREW NETWORK

Industry Research

• Download the full report or request a copy at www.crewnetwork.org

• View past benchmark study reports and industry white papers

Thank You!P R E M I E R U N D E R W R I T E R

• CREW Dallas • Cushman & Wakefield | PICOR

• Fidelity National Title• National Multifamily Housing Council

S E N I O R U N D E R W R I T E R

A S S O C I A T E U N D E R W R I T E R S

2015 CREW NetworkIndustry Research Committee