Women are making progress in the commercial real estate industry. In the last five years, women have made gains in closing the pay gap, with improved job flexibility and increasing representation. Yet, according to CREW Network's 2025 benchmark study, fewer women are pursuing positions in the C-suite. The study found that only 30% of women are aspiring to the C-suite, compared to 32% in 2020.
Alison Beddard, CREW Network CEO, says that many women simply don't see themselves in the role. But, they should. Women hold approximately 9% of C-suite positions, which has not changed in the last four CREW Network studies, and their representation remains important for the health of the industry and its companies.
Women Eschew Executive Titles
The waning interest in top leadership positions is a sharp change in the progression the industry has made toward gender diversity. In part, it reflects a change in work culture. Executive titles are less important today, particularly for younger generations in the CRE industry.
In addition, professionals today value a healthy work-life balance and positive company culture, and many women don't see the C-suite as aligning with those features. "There is a more negative perception of the C-suite," says Beddard. "Many women believe that there is no work-life balance, which has become a greater priority for all."
A lack of existing diversity may also be playing a role. Because the C-suite has historically been white and male, it's created a perception that it's not a place for women, according to Beddard. This could be a moment to focus on diversifying the C-suite using the same tactics that companies used to diversify the broader workforce.
It is important to note that women are not alone in this trend. The survey found that men are also less likely to pursue C-suite positions. In 2025, only 30% of men reported aspiring to the C-Suite, compared to 42% in 2020. And now, men are more likely than women to say that they are not motivated by title. This shows a more general declining interest in executive leadership roles.
The C-Suite Is Still Important
A strong and diverse C-suite remains critical to the health and success of a company—so this is a serious problem that companies need to address. "Having more women in top leadership roles is good for your bottom line," says Beddard. "Research indicates companies that prioritize gender diversity among its top leaders are outperforming others. Multiple studies show a correlation between women leaders—C-suite and board members—and organizational outcomes: greater earnings, better governance, greater innovation, and other performance metrics."
Companies with greater executive diversity have healthier corporate environments, greater financial outcomes and more successful employee recruitment and retention rates, Beddard adds. In all, companies should act to motivate more women to make strides to achieve top leadership roles.
Expanding the C-Suite Talent Pool
The key levers companies can control and act upon are sponsorship programs for women; transparent promotion criteria; pay equity audits—women in the commercial real estate C-suite make 24% less than their male counterparts—and successor planning with diverse slates.
Another way to ensure diversity is simply by putting more women in those positions. Representation will catch on. "Increasing the representation of women in leadership will trickle down through all career levels of the industry," says Beddard. "Representation influences aspiration. If you can see it, you can be it."
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