NEWPORT BEACH, CA—A flexible workplace that measuresproductivity rather than work time enables women to reach theirfull potential, Jana Turner, a principal withlocally based commercial real estate recruitment firm RETSAssociates, and Rick Gillham, presidentof executive-search firm Gillham, Golbeck &Associates in Dallas, tell GlobeSt.com. As GlobeSt.comreported earlier this week in Part 1 of this two-partstory, the two firms recently collaborated on a“Women in Commercial Real Estate Recruiting and RetentionStudy” that revealed shifting priorities for womenwhen considering a new job. The latest released results of thesurvey show that women are prioritizing workplace culture (placingit equal to location and just below compensation) when consideringa job change. In Part 2, below, Turner and Gillham discuss howfirms can ensure they have a workplace culture that continues tosupport women and what the future holds for women in CRE.

GlobeSt.com: How do firms ensure that a workplacethat supports women will continue? Should there be specific staffmembers in charge of this?

Turner: It starts from the top, quitefrankly. You have to walk the walk. If you're relegating it down toa lower level, employees are not going to have buy-in or support,and it will fail. I know one public-health company that hired atalent and diversity leader. We're doing a lot of research to findout what matches with each group. With smaller companies, it can beeasier to maintain the culture because there's day-to-dayinteraction among all staff members and there can be moreconversation about diversity. They can be more nimble, and thereare not a lot of rules, regulations and policies. So I think whatwe're talking about applies to small firms, too.