A panel at a recent Property Council event spoke to the importance of having more women in senior roles and emphasised the importance of mentorship and sponsorship in supporting women’s careers.
“I think we’ve got better as an industry of having a more diverse culture at the lower levels of the business, but less so at the kind of higher, more senior roles,” GDI Property
“I actually think it’s about being a little bit more proactive about planning career planning for women’s careers, and letting them see that they can be leaders.”
Tanya Trevisan Consulting Director and former Property Council WA President Tanya Trevisan said there has not been an explosion of female leaders in some of Australia’s biggest companies.
“You’re more likely to be to as a CEO called Andrew than a woman.
“You look at the statistics, and you talk about quotas and lack of merit and tokenism, and it’s just not true. Because if it was true, we wouldn’t only have 73 female board members in ASX 100 in 2025.
“And you look at the stats over the last 10 years and we’re really just flat lining,”
Ms Trevisan said we should be aiming to be in a position where women in senior roles should no longer be remarkable, but just normal.
CEO and Founder of Realside OVEST and Property Council WA President, Julie Drago said women should look at their organisations and the makeup of the senior leadership to see if there is an equal representation of women.
“And if there isn’t [equal representation or diversity] questioning about whether you should be looking to move somewhere else.
“Because if your own company doesn’t have that and doesn’t believe in it, then chances are you’re not going to get a promotion to where you want to be.
“So I think it’s really important and to make sure that culturally, that’s where you see yourself. There needs to be representation of women in senior leadership roles.”
Ms Drago said it is important for women to find sponsors and mentors within their organisation and outside of it.
“As females, we have a responsibility to promote other females and be sponsors and mentors.
“That’s why I actively participate in the Property Council mentoring program. I get a lot out of it.
“Giving advice to other people actually helps me my journey as well, as well as giving them an external viewpoint of what journey they need to get to.
“So whatever you’re doing, I think actively, for men and women, to seek out those mentors is really important, because it will give you that different perspective.”
Ms Trevisan highlighted the role of taking opportunities when they arise.
“I think when opportunities come your way, think going hard before turning them down, because they don’t necessarily turn up twice.”
Ms Trevisan said imposter syndrome plays a role, and while it doesn’t necessarily leave you, the challenge is telling yourself you can do it.
“You can surprise yourself. Say yes and give it a go as, in my experience, people don’t build you up to fail, they build you up to succeed.”
Ms Drago said standing for your values is important.
“Working in industrial property, it somehow feels that we have moved a long way, but we’ve still got a long way to go.
“I think it’s got to come down to not seeing gender, and I think pushing yourself forward for roles, which I completely agree is a real priority, but also not losing what you are as a person.
“Sometimes people think that you’re working in a male dominated space, you need to act in such a way that other male colleagues do.
“And I don’t think that’s right. I think you just have to still feel the way you do about your own values and try not to mimic other people around you, but just stand strong for what you believe in.
Ms Ockenden highlighted that leadership styles can come in a variety of different forms, and your own style of leadership should not dissuade people from putting their hands up for roles.
“I actually think that you have to find your own leadership style.
“Maybe your leadership style is more collaborative, maybe it’s maybe it’s more nurturing, and that’s okay. That’s a great leadership style.”