crew network - benchmark study of women in commercial real estate 2015
TRANSCRIPT
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P R E M I E R U N D E R W R I T E R S E N I O R U N D E R W R I T E R
• CREW Dallas • Cushman & Wakefield | PICOR
• Fidelity National Title• National Multifamily Housing Council
A S S O C I A T E U N D E R W R I T E R S
Report Underwriters
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• Trace progress for women in CRE over a 10-year span
• Compensation and career satisfaction for both men and women
• New questions added to address career aspirations
Report Overview
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Survey Participation
I N D E P E N D E N T R E S E A R C H P A R T N E R
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Respondent Areas of CRE Specialization and Gender
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Respondent Demographics
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Women in CRE
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CompensationThe average income gap in CRE is 23.3%
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Trends in CompensationThe income gap is widest in the C-Suite at 29.8%
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Sources of Compensation
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Compensation Breakdown
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Industry Experience
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Career Levels Year-to-YearMore women fill SVP, managing director and partner positions than ever.
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Management RolesThe percentage of women with direct reportsis now on par with their male counterparts.
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Success & SatisfactionWomen’s career satisfaction and feelings of success increased across all specializations.
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Satisfaction & CompensationWomen with higher commission-based pay report the highest satisfaction levels.
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Satisfaction & Work/Life Balance
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Gendered Career Aspirations28% of women aspire to the C-Suite vs. 40% of men• 47% of women respondents aspire to the SVP/Partner level
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Compensation and Family/Marital Status1 in 5 women said that family or martial status has adversely impacted their compensation
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Barriers to SuccessT O P B A R R I E R S T O S U C C E S S
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Past Success FactorsT O P F A C T O R S T O P A S T S U C C E S S
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Future Success FactorsT O P F A C T O R S T O F U T U R E S U C C E S S
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Focus on Mentorship• Men and women both listed
relationship with internal senior executive mentor as #1 factor for future success.
• Lack of company mentor/sponsor was listed as the #1 barrier to success for women.
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Action ItemsMake mentoring and sponsorship of women a priority.
Encourage women to strengthen and expand both their internal and external networks, and ensure that mentor and sponsorship activities include building relationships with high profile/high value clients.
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Action ItemsBe honest about unconscious bias in your hiring, promoting, assigning of challenging projects, and inclusion in high-profile client relationship development.
Utilize an assessment tool and engage a diversity consultant to recognize unconscious bias, take action to overcome it, and maintain accountability.
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Action ItemsConduct employee pay equity tests regularly to identify disparities in compensation between genders.
It is only through fact-based analysis of salaries that you can determine if, and where, pay gaps exist.
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CREW NETWORK
Industry Research
• Download the full report or request a copy at www.crewnetwork.org
• View past benchmark study reports and industry white papers
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Thank You!P R E M I E R U N D E R W R I T E R
• CREW Dallas • Cushman & Wakefield | PICOR
• Fidelity National Title• National Multifamily Housing Council
S E N I O R U N D E R W R I T E R
A S S O C I A T E U N D E R W R I T E R S
2015 CREW NetworkIndustry Research Committee
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