Ways to Overcome the CRE Gender Gap and Unconscious Bias
Although the number of female leaders in CRE is slowly increasing, there’s still a clear disparity when it comes to treatment of women in these roles, whether in the form of pay equity or other discrimination.
BROOMFIELD, CO—In a recent session at the inaugural GlobeSt. ELITE Women of Influence conference, panelists talked about the gender gap within the industry and how to overcome obstacles related to bias along the way.
On the subject of a pay imbalance, panelist Carly Glover Saviano, partner at Willkie Farr & Gallagher LLP, said that there is definitely a pay bias, but it is on its way to being corrected. Panelist Jennifer Carey, founder and president of JLC Environmental Consultants, said that the only way to improve a pay bias is to not wait around. “We have to stick up for ourselves and try to take control of our career. It starts with a good tone on top and the mood in the middle.”
When panelist Kimberly Lamb, SVP of operations at Lincoln Harris Corporate Service Group, came into the industry, it was a male dominated business and the men would pass the business to their son and the same thing would continue to happen…a pattern of behavior, she said. “But going back and talking about unconscious bias in your office in a manner that is positive is key. It isn’t appropriate to be biased anymore and every chance you can lift a woman up, you should.”
She added that “When you have conversation about being put in another pay bracket, make sure you have the analytics, and show up with the homework. Be able to speak to that and be prepared. Don’t be afraid to ask. If you are sitting there waiting, you will be waiting for a long time.”
When asked about why the industry might be unconsciously biased, Liz Holland, CEO of Abbell Associates, like Lamb, said that for the most part, the men who created the business replicated themselves in their direct reports and it has continued, but that is starting to change. “I think real estate has been a real laggard in changing,” she said.
According to Holland, it is just not acceptable to be biased any longer. Not only that, but there is also now a business advantage to diversity, explained Carey. “Diverse teams perform better.”
The good thing about large organizations, Lamb continued, is that here is a broad HR division that is pushing this. One suggestion Lamb said, is to find a sponsor that is in a decision making area. “Believe in what you are saying and make sure you are doing it with a nice balance.”
Another suggestion from the group as to how to overcome unconscious bias is to make the unconscious conscious. Panelist Cindy Colvin, SVP and debt team leader of SunTrust Bank, said that raising awareness is key. “Once you are aware, you are much more aware of not having that bias.”
But communicating that in a positive manner is key, says Lamb. “I have seen very bright women who are aggressive in their approach and it tanks them. It is really easy to go negative on something fast. If you are trying to make change, you are an easy target for criticism, but if you are trying to make change and communicating that in a positive manner, it will work better for you. If you come in and are abrasive and abrupt, it can be the kiss of death and it is hard to go back and heal those spots in your career once they occur. Do things in a manner that is thoughtful, positive and open.”
Continue checking back with GlobeSt.com for more from the inaugural Woman of Influence event and read other related stories below from the event.