Tag: DIVERSITY
Celebrate this year’s Reconciliation Week with us at the 2025 Property Council Reconciliation Week Breakfast, reflecting the powerful theme “Bridging Now to Next.”
Together, we’ll explore how we can honour First Nations cultures, advance reconciliation, and build a future grounded in respect, connection, and equity.
This event will feature engaging speakers, thought-provoking discussions, and an opportunity to reflect on the journey from the present to the possibilities of tomorrow within the property industry and beyond.
Important Information
Ticket sales close 22 May 2025. If you wish to purchase a ticket but find bookings are closed, feel free to contact our events team via [email protected] and they will do their best to accommodate your request.
To give your guests the best experience on the day, we require the names and dietary requirements of attendees by 22 May 2025. Any dietary requirements provided after this date may not be catered for, or a late fee will be passed on from the venue.
Cindy has 35 years of global leadership experience across three continents with Deloitte, including over seven years as a CEO. In 2018, she was elected the inaugural Deloitte Asia Pacific CEO leading 68,000 professionals across 19 geographies. In this role, she delivered Deloitte’s ‘Tilt to Asia’ strategy recognizing the economic strength of Asia and the growth opportunity in the region. Under Cindy’s leadership the business in AP grew 50% (to US$8.5B). She served as CEO of Deloitte Australia from 2015-2018 driving a 15% CAGR in revenue during her tenure.
Cindy’s leadership is founded on a commitment to diversity & inclusion and health & wellbeing as business imperatives. She has been recognized for accelerating the pace of change in these areas. She was previously a special advisor to Champions of Change, a coalition of Australian leaders furthering gender equality, and a board member and treasurer of Chief Executive Women (Australia), a non-profit advocating diversity and women leaders. She was also a founding member of the Asia Corporate Leadership Council, a group of business leaders who have come together to advance thinking on corporate purpose to positively influence business practice and policy.
Cindy previously served as a board and audit committee member of the Economic Development Board of Singapore, a government agency tasked with establishing Singapore as a global center for business, innovation and talent.
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.”
Capital Transactions and Leasing Early Career Program Launch
Last week, the Property Council and the Property Champions of Change launched the Capital Transactions and Leasing Early Career Program, a two year initiative to boost gender diversity in two of property’s “tough spots” – capital transactions and leasing.
In Phase One, participating organisations will nominate an early-career woman for the program.
28 women from NSW, VIC & QLD will receive support from the Property Council through monthly masterclasses with industry leaders and access to key events. Additionally, a marketing campaign will attract skilled early-career women to these organisations and promote careers in property.
Property Council Diversity and Inclusion Director Nicole Battley said the program will provide career women with the support and opportunities they need to thrive in capital transactions and leasing.
“We’re committed to fostering diversity in capital transactions and leasing, ensuring more women have a clear pathway to leadership,” Ms Battley said.
“The Capital Transactions and Leasing Early Careers Program will help create a strong pipeline of women into two of property’s most male-dominated fields.
“By building a critical mass of women in these sectors, we’re laying the foundation for long-term diversity at senior levels.
“Participants will gain invaluable connections through industry networks and established programs like 500 Women in Property,” she said.
In his opening address at the launch event last week. Peter Menegazzo, CEO, Investa & Member of Champions of Change Coalition said we have come a long way, but we still have work to do.
“That’s why we must continue to build the talent pipeline, break down barriers, foster inclusion, and support programs like this,” he said.
“They also provide support, training, mentorship, and access to networks — ensuring women don’t just enter these roles but thrive in them.
“This effort has been helped by the Champions of Change Property Group, of which I am a proud participant, where industry leaders are helping drive systemic change and create pathways for women to step into leadership roles.
“That’s why supporting programs like is such an important step in the right direction.”
Keyton’s Development Manager QLD, Retirement Living Samantha Collins, provides a case study on improving diversity in business.
As Australian businesses look to make further inroads to improving gender equality in the workplace, fostering diversity and female representation has been a key focus of the most recent Workplace Gender Equality Agency (WGEA) reporting release in March.
For many businesses there would have been some eye-opening statistics around their female participation, pipeline and women in leadership. It’s important to highlight however companies that are doing well. One such company is Keyton.
Keyton is a leading owner and operator of over-55’s retirement living communities in Australia, with more than 75 villages comprising of 17,000 residents across the country. Keyton has over 30 years’ experience in the market and champions an ongoing commitment to creating communities and caring for residents.
As one of the few property-based businesses with a growing proportion of women in the workforce, including leadership, Keyton unpacks its multifaceted approach to enhancing female representation, and their commitment to creating an inclusive workplace across five key areas.
Area 1: A focus on Diversity from Recruitment
Keyton has undertaken a shift in its recruitment strategies, especially in attracting more women to senior roles and supporting women through all stages of their career, including parenthood and retirement. Recognising that equitable recruitment practices are integral to building a diverse workforce, Keyton implemented the following initiatives:
- Diverse Recruitment Panels
Keyton’s recruitment panels are diverse and enable fair and unbiased hiring process. This has been found to limit bias and increase diversity in Keyton’s hiring pool. These include: including actively asking candidates if they need support through the interview process to limit drop out, actively advertising and supporting flexibility options including condensed work weeks or job share opportunities, and where possible, utilise interview panels that are diverse in gender, perspectives and experiences to help make balanced and inclusive hiring decisions.
As a business, Keyton leverages technology where possible, with many interviews occurring on Teams. This method has proven to be highly effective in further reducing unconscious biases and ensuring that female candidates are fairly assessed.
- Regular Reporting and Planning for Female Development
Keyton is proactive in monitoring and promoting female development and progression. The company reports quarterly and half yearly on gender metrics and sets clear plans for advancing women within the organisation. Key components reported against include employees by role and gender, pay gap ratios, attribution of gender per village/location and exit interview insights. This transparency and regular monitoring ensure continuous accountability in ensuring that gender diversity remains a priority.
Area 2: Leadership from the Top:
One of the standout factors in Keyton’s success has been strong leadership from the top. CEO Nathan Cockerill champions gender diversity and has set a positive tone across the organisation. The Executive Leadership Team boasts majority female representation, reflecting Keyton’s broader workforce demographics.
Area 3: Flexible Work Policies:
Keyton’s flexible work policies have been instrumental in driving female participation. Recognising that flexibility is crucial for many employees, particularly for women balancing career and family responsibilities, the company offers various flexible working arrangements. This policy has not only attracted more female talent but also enhanced employee satisfaction and retention.
To understand how flexibility works at Keyton, consider Sarah Van Dyke, Head of People and Culture and a member of the Executive Leadership Team. For 14 years, Sarah has benefited from workplace flexibility, starting with three days, and evolving to a compressed four-day workweek as her family care needs changed. This flexibility allowed her to balance family responsibilities and career progression, leading to her promotion to the ELT.
Sarah emphasises the importance of discipline, open communication with managers, and setting boundaries for successful flexible work arrangements. Her tips include:
- Look to leaders: ELT members at Keyton model flexible work practices, setting the standard for the business.
- Leverage technology: use your organisation’s tools to enhance your productivity and communication.
- Build trust: ensure you establish trust with your manager, the business, and peers.
Flexibility at Keyton is not just for those in executive roles. Brie Lauer, a Village Manager and mother of two, has thrived with a flexible work arrangement for over three years. Despite the challenges of a resident facing role, she has built strong relationships with residents and peers that supported her arrangement. Keyton’s caring culture ensured she never felt disadvantaged by her flexibility needs. Brie was promoted to Village Manager after returning to work from her first child, undertook a secondment as Regional Manager, and led a Regional Compliance Reviews after her second child, further developing her leadership and business strategy skills.
Brie attributes her success with flexible working arrangements to Keyton’s positive and empathetic culture, emphasising the importance of support from your managers around different life stages.
Brie shows that having a flexible work arrangement does not mean you cannot develop your career and secure leadership opportunities. Keyton’s culture ensured she never felt disadvantaged by taking time off or having a family.
In addition to its flexibility policy, Keyton also offer employees with children in childcare a $60 a week rebate towards the cost of care. This subsidy allows parents more choice around how they work, regardless of if they are working in a part time or full-time capacity.
Area 4: B2B partnerships:
Keyton recognises the importance of knowledge sharing among the property and retirement sectors. Employees are encouraged to establish B2B relationships with like-minded businesses to share insights and collaborate on reporting. Further, Keyton has also implemented an Ageing Workforce Strategy to support its employees in transitioning to retirement. This initiative was created after identifying industry super disparities for women as they approach retirement and provides women with tools to help maxmise their superannuation for retirement.
Area 5: Community Engagement:
Keyton actively engages with external organisations and networks that promote gender diversity and education for women including the Property Council of Australia (PCA) and Chief Executive Women (CEW). By participating in industry-wide initiatives, the company not only enhances its own practices but also contributes to the broader ecosystem of gender representation.
Keyton’s comprehensive approach to improving diversity and female representation demonstrates its commitment to creating an inclusive and equitable workplace. Through strategic recruitment practices, robust talent pipeline strategies, adopting flexibility and ongoing initiatives, Keyton is paving the way for a more diverse and dynamic business environment. As the company continues to evolve and innovate, it serves as a model for others aiming to achieve a more balanced gender workforce.
During last week’s International Women’s Day, a panel of property leaders encouraged the industry to start engaging with girls from an early age to dispel myths around what roles in the industry they can peruse.
Property has traditionally been a male-dominated space, but many in the industry are trying to change this.
The Champions of Change Property Group, comprising 23 leaders in the property sector, recently released the results of its 2023 Impact Report, which measures how their organisations are progressing in advancing gender equality and combating sexual and domestic violence.
According to the report women make up 48.5 per cent of employees of the member companies that make up the Champions of Change Property, representing gender equality.
However, there is still more that can be done in progressing gender equality across the industry, and for many it is about educating young girls about the opportunities available to them.
For Melanie Kurzydlo, Chief Executive, Property and Social Infrastructure at The APP Group, she remembers a time she went to a careers night at a girls school in Sydney, and the only section she could sit in to represent her role was residential real estate.
“From that moment on, I made a decision to make sure that I spoke to as many private school principals that I could, and to ensure that their career advisors were talking about the careers that women could have in property.”
Ms Kurzydlo said when it comes to engaging young girls, the earlier the better.
“I think primary school is where it all does start,” she told a Property Council WA event on International Women’s Day.
“The Property Council does a very good Girls in Property initiative in Sydney, and across all parts of the nation. The initiative is to go to public schools…and talk to them about the great careers they can have.
“They probably don’t know what you’re talking about. But they will remember that later on.”
The Property Council’s Girls in Property program raises awareness among high school students of the various career paths available across the property industry.
Following a successful pilot project in NSW in 2017, the Property Council rolled out the Girls in Property program nationally in 2018. Over 1,500 students have participated nationally in the program since its launch.
Adrian Pozzo, Chief Executive Officer, Cbus Property said the group does a ‘name the crane’ program with schools near its development sites.
“All the kids will come in and draw cranes and name the cranes and learn about the industry, it’s fantastic,” he said.
“People need to know what we do. It’s a great industry and for the young girls to understand that they could be on sites, they could be building these things.
“They can be a crane driver, they can be a project manager, development manager, you can do the design on big buildings, it’s just too good an opportunity to bypass.”
Ms Kurzydlo said the conversation needs to begin with parents, to let their kids know about the opportunities in the sector. Danya Mullins Associate Principal | Markets and Clients Leader at Arup agreed, noting that she wants to give her kids as many options for a potential future career as possible.
“As a parent you just want to give your children the options and not narrow it down for them,” she said.
Sharon Warburton, Wesfarmers non-executive director and Mirvac Funds Management independent director, agreed the conversation needs to start at home and in schools.
“We’re all doing it, but we are just not doing enough of it,” she said.
In February this year, the Premier introduced landmark laws that enshrined a Treaty with Queensland Aboriginal and Torres Strait Islander peoples.
A new portfolio was created, emphasising the importance of this legislation, and Minister Leeanne Enoch was appointed Minister for Treaty, Minister for Aboriginal and Torres Strait Islander Partnerships, Minister for Communities and Minister for the Arts.
Thursday’s DE&I Committee breakfast with Minister Enoch and Rork Projects’ John Paul Janke provided a unique insight into the role truth telling will play on the path to treaty.
Sponsored and hosted by Allens and support sponsor Multiplex, the event gave attendees a chance to connect with one another and hear how our shared history guides our path forward to treaty.
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The Property Council of Australia and Chief Executive Women have announced a Woman Leader in Property Scholarship aimed at bolstering women in senior management roles in the property industry.
The scholarship offers a chance for a woman in a leadership role to undertake advanced professional development including a $25,000 grant, covering both tuition expenses and a travel allowance.
Property Council Chief Executive Mike Zorbas announced the scholarship on stage at the industry’s premier national conference, The Property Congress, in Adelaide on Wednesday.
“For over a decade, the Property Council has prioritised enhancing gender diversity in the sector, and this scholarship will further bolster our efforts to increase women’s representation in senior management roles within the industry,” Mr Zorbas said.
“As the leading advocate for an industry that employs more Australians than any other, we know more needs to be done, and we hope this scholarship, combined with our other gender equity initiatives, will help to advance this effort.
“I encourage eligible candidates to apply for this wonderful opportunity to advance their career in property,” he said.
The $25,000 scholarship, inclusive of tuition and a travel allowance, is exclusively available to senior women leaders in property with five to ten years of leadership experience to study an executive level course.
CEW Scholarships Committee Chair Deidre Willmott said the organisation was proud to partner with the Property Council to offer the scholarship to an emerging woman leader.
“This scholarship offers the winner an exceptional opportunity to undertake an executive level course that will empower them to advance further in their leadership journey,” Ms Willmott said.
“Scholarships like this are a key pillar of our mission to empower women in leadership and the partnership with the Property Council will allow the winner to gain the skills they need to grow their careers in the industry,” she said.
Applications are now open via an online portal and close 22nd October.