04.04.2025

Younger female property professionals three times more likely to leave the industry than their older counterparts

Younger female property professionals (25-34) are almost three times more likely to leave the industry in the next 5 years than their more experienced counterparts (35+), according to the Circle Academy’s annual application data.

Insights from over 200 applications to the Circle Academy’s 2025 mid-level talent development programme show that – while there are reasons for optimism regarding a more diverse future for the built environment – more needs to be done in terms of retention strategies if we are to avoid taking a backwards step.

In terms of the younger generation, the survey shows that of those who said they do not feel positive about the future, almost two thirds were from the younger age bracket; (25-34). This is in spite of the fact that at a more macro level, 59% of the mid-level women from every age bracket want to stay in the property and construction industry for their whole career, while two thirds believe that gender diversity is on an upward trajectory.

The results demonstrate a clear divergence between generations as well as a need for new approaches when investing in younger talent.

Respondents see the responsibility for changing the industry for the better as lying with businesses themselves, specifically in the form of line managers, employees and senior leadership. Only 6% of women believe influencing bodies / government / macro business has a leading role to play in change; the implication here being that gender diversity opportunities are cultural or behavioural and can’t be easily fixed by mandates or policies.

Ceri Moyers, Director of the Circle Partnership, commented: "These findings should really be a wake up call to businesses who are serious about developing and keeping their hands on the next generation of female talent. What we are hearing from the applicants to this year’s programme is that they are committed and dedicated to building a career for themselves in the industry but too little support is out there in terms of equipping them to flourish.

“A big issue with regards to this is the question of confidence. Confidence – perceived or otherwise – continues to be a significant blocker to women at work, and a gap exists in women’s strategic and business acumen that doesn’t affect men in the same way. If we are to take the question of gender diversity seriously and ensure we don’t lose the momentum we have gathered recently, businesses need to do much more to support the younger generation to develop. The day that ‘confidence’ doesn’t emerge as one of women’s key development areas will be one to celebrate indeed!"

Other findings include:

Over 70% of the women applying specified a desire to enhance their strategic knowledge, financial acumen and pitching ability. This tallies with research that has identified the ‘missing 33%’ in women’s development, where they miss out on the strategic, business and financial insight that their male counterparts are naturally exposed to and mentored on.
65% of women want to work on their confidence due to both personal limiting self-beliefs and the pressures that come with adapting oneself to fit working as a minority in a male sector.
It is notable that 14% of the applicants for this mid-level programme were aged 45+ and a further 30% were 35-44. Countless studies show development and progression as the number one push and pull factor for retention. This % of applications represent a clear call for bespoke progression opportunities from experienced female talent that the industry can ill afford to lose.

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