Pay It Forward: "Learn From People Who Are Unlike You" Advises RDC's Mitra Esfandiari

What has been your biggest challenge or obstacle as a woman in your particular role? How have you overcome those obstacles? People who refuse to acknowledge the skills and authority of a woman are among the main challenges of my field. Unfortunately, the image of the builder conveyed in popular culture remains as white and male. Even though the right intentions about the equality of women and diversity in my field, in general, may exist, there are still unconscious micro prejudices. These may spark in behavior and body language that is deeply rooted in upbringings and society, which is discouraging and results in women leaving the field. Even when the statistics and representation of women become equitable in professions that are currently dominated by men, we won’t have success until women’s voices are considered equally valuable.

The struggle for equal consideration is a daily battle. Women need to call this out every time it occurs, as others may not be conscious of it, even if their heart is in the right place. The natural tendency of people wanting to bond with people who are like them, so another aspect of embracing diversity, that is crucial for sustaining diversity, is to go outside one’s comfort zone and connect, embrace, listen and learn from people who are unlike you.

People often ask me how I have dealt with these challenges in my career. I was lucky as I was inspired by a family who believed women should break the glass ceiling. However, there is no college course or training that prepares women for the challenges they may face in the workplace. I have learned that to have our points-of-view and ideas taken seriously and to garner opportunities in leadership, women need to dream big and work hard. Women need to acquire knowledge/expertise, to be patient, be extremely collaborative, seek mentorship, and not wait for things to be handed to us. There is no one-size-fits-all style of leadership. Each woman can create her own style of leadership based on her unique attributes.

Early in my career, the culture was that men would have the leadership roles and that women would take a back seat, work in supporting positions. I wanted more, and so I had to be vocal about my ambitions. I was fortunate to have a family that supported my dreams. Their support gave me the confidence to seek out mentorship and to persist in having those mentors take me seriously.

Commercial real estate (CRE) has historically been a challenging industry for women. Little by little that is changing, but where would you say commercial real estate needs to improve for women? Mentorship has been such a big part of men’s success, and we should be sure that we are making mentorship part of everyone’s success. That means for women and for the array of diversity that exists in the world. Mentors that see diversity as an asset are those who can help others to build their careers.

In general, I would say every organization should seek professional training for employees at every level on how to listen, engage, and learn from a diverse community and the benefits achieved as a result.

How can women better position themselves for success both in general and in your specific area of focus? Education is the first step to prepare for success in general, and seeking mentorship in school and in practice is priceless. This is especially important for women, as there is no course or training that prepares women for the real challenges of working. School focuses on learning the craft, and first jobs provide a place to be a sponge while learning the practice of architecture. When you make progress in your career, the challenges become more substantial. So more training and mentorship can help the new hurdles be handled more easily and with less of a shock factor. I would encourage women to talk and learn from each other, share experiences, and support each other to the fullest while paving the road for other women.

Considering all the challenges, it is essential to stay collaborative and keep a positive attitude while pushing for change when it is needed. Architecture firms still lag concerning women in leadership. While women are about 50 percent of the students currently enrolled in architecture degree programs, only12 percent of architecture firm leaders are women. All leaders need to examine the reasons for this and work to remediate the obstacles.

What is the best piece of advice you have for the next generation? The best piece of advice I have received is to speak up and be persistent. It is essential to know that achieving goals takes time and patience and those who keep going and don’t give up are those who succeed.

What, in particular, can women bring to the table as the industry continues to grapple with the COVIS19 crisis? When working from home, women need to be sure they are supported and not trying to do it all. Women can take this time to shift the ideas about how housework and childcare are divided among parents and how all of the work that women do is recognized as work. Women must put themselves on the agenda so that they are not overwhelmed at this time.

Would you advise your daughter to begin a career in CRE? I would advise my daughter to follow her passion for the field that she wants to work in. Any profession takes persistence, patience, and perseverance. It is having a passion for what you do that keeps you going, and that passion is what makes the rewards so gratifying when you do achieve success.