When I started working in the industry, being the only woman in the room never scared me; it was exciting, and I always felt I was up for the challenge. 

The development sector is very diverse and there are a wide range of roles on offer. At Octopus Real Estate, we champion diversity to ensure that our team is reflective of society; different backgrounds bring new perspectives, which provide a wealth of experience and varied knowledge to help us grow and improve as a business. 

As part of our commitment to nurturing diverse early talent, we hold rotational graduate schemes for people who are interested in real estate, but don’t know yet which part of the industry most interests them. We offer two graduate roles a year — one to someone with a background in real estate, and the other to someone with no prior experience in the sector. 

Graduate schemes aside, mentoring and female-led support programmes could be a very resourceful tool for young women looking to develop their career in the industry. My earliest days in the sector weren’t always easy, and there weren’t many other women I could reach out to. I know I would have felt more comfortable if I could have shared my experiences and career challenges with other women in similar positions, and benefited from their advice and knowledge. 

I believe that more exposure to female leaders would enable young professionals to better understand the industry they’re in and help them navigate their career progression confidently. This is something we are aware of at Octopus Real Estate — we take care of all newcomers, and encourage them to speak out so we can provide the support they need.

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Boosting profiles

I think in recent years, the sector has collectively come to the realisation that a huge pool of talent was being neglected by not directing recruitment initiatives towards women.

As an industry, we need to do more to boost the profiles of females in different roles in property, including specialist finance, as this exposure would send a strong message to the public about the commitment of the sector towards the change.

We should also work to reinforce the message that the real estate finance market has evolved, and it is far removed from the ‘Old Boys Club’ reputation of days gone by. Speaking from experience, young women would be more reassured about their career choice if they had the certainty that the industry welcomes them and that there is a future for them in it. 

Things have improved since I started, there’s been a definite shift — you only have to scroll on LinkedIn or read the industry press regularly to see just how many more women are now in more high-profile specialist lending roles, influencing the industry and decision-making processes. I think we can expect this trend to continue, as companies work to attract more women and their presence continues to shape the sector from within.  

My advice to women hoping to enter a career in development lending: always believe in yourself, and be confident and passionate about what you do. As a general rule, women tend to be more risk-averse, but when it comes to your career, don’t be afraid of taking risks, and don’t let your fears interfere with your potential. It is a fast-paced environment, which requires acquiring new skills and continuous learning — it is demanding, but rewarding.

Are you a woman in the financial services industry keen to get your voice heard? Contact press@medianett.co.uk — we would love to chat!