Membership survey

Project / 15 April 2021

Our biennial membership survey tracks progress on D&I to inform our future campaigns and policies


Real Estate Balance’s membership survey is the most comprehensive study of gender balance and diversity and inclusion in the industry. Every two years, we commission a sector-wide survey of our members to examine the drivers and barriers to progress. The results help us uncover the realities facing women and minority groups working in real estate so we can take action to accelerate change.

Since our first survey in 2016, the findings have revealed important signs of progress – yet there are still gaps between the promises on equality and lived experiences on the ground. Gathering up-to-date data helps us build an accurate picture of where change is needed. The survey results can also be used as a benchmarking tool for organisations to measure their own progress. Ultimately, the findings enable us to develop practical solutions that address industry imbalances, helping to create a more dynamic, representative and robust real estate sector for everyone.

Key findings from our most recent survey, undertaken in September 2020:

  • The representation of women at board-level has improved on 2016-levels, but has fallen slightly to around 20% at senior leadership level.
  • The majority of employees believe their company deals well with diversity issues and the percentage of people who are dissatisfied with their company’s approach to gender equality has fallen.
  • Managing family and career was cited as the biggest challenge to gender diversity by employees, with significant numbers of women respondents saying they felt unable to talk to line managers about wanting to have children. Some also talked about losing clients as a result of taking maternity leave.
  • A more open approach to flexible working was cited as a potential solution, with the pandemic changing attitudes in this regard. The survey showed how both men and women would now like at least some of their time working from home.
  • More focus and action is required on data, tracking and reporting, cultural change and influencing the supply chain.

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