1. This year’s theme is Accelerate Action. How do you interpret it, and why is it relevant today?
The theme, ‘Accelerate Action’ resonates deeply with me as it’s about breaking the inertia and driving initiatives that make a real difference. ‘Accelerate’ is all about speeding up an action that’s already in the works, and this tells us that we should pave the way even more forward with urgency. This is particularly relevant today because, while we’ve made great strides, there is still much work to do to ensure that gender equality is embedded across all aspects of society and the workplace.
This remains exceptionally relevant in today’s world, especially in industries like real estate, where it is still male-dominated. We need to focus on creating a more inclusive environment and ensuring equal opportunities for everyone regardless of their gender.
At LHN Space Optimisation, we’re committed to fostering an inclusive environment where women’s achievements are celebrated, and gender equity is actively promoted. We regularly organise team bonding activities and events that highlight the incredible contributions of women across all levels of the organisation. These events are not just about recognition, but about creating a platform for open dialogue and collaboration on how we can continue to accelerate gender equity in the workplace. LHN promotes a flat hierarchy through an open-door policy, encouraging staff to engage in open discussions with management or the HOD. This creates an environment where diverse opinions are valued, fostering open communication and inclusivity at all levels.
We’re also dedicated to accelerating progress – whether that’s through mentorship programs, leadership development opportunities, or simply providing a space where women feel empowered to thrive. In identifying staff potential regardless of gender, employees are being evaluated on the same basis with equal opportunity. We adopt gender-neutral recruitment practices to ensure that talent is evaluated fairly, focusing on qualifications and skills rather than gender. To support work-life balance, we offer flexible work arrangements, including remote work options, helping both women and men manage personal and professional responsibilities.
2. In your industry, what are the biggest challenges women still face, and what progress have you seen over the years?
In the leasing and property management sector, one of the biggest challenges women still face is unconscious bias in workplaces. In male-dominated industries like real estate, women may sometimes internalise societal biases and doubt their ability to succeed, even when they are fully capable. It’s about overcoming the limitations that we/others place upon ourselves.
For instance, we would receive comments including how females lack experience and/or are not as decisive compared to men. Or if a female provides a suggestion which turns out to be a
success, it could be deemed as ‘sheer luck’. In fact, women must put in extra effort and work doubly hard to prove their worth.
Women are still underrepresented in leadership roles. Having said that, I have noticed that more women have risen to senior positions over the past few years. Increased mentorship and networking opportunities have also helped women to navigate through male-dominated industries like real-estate. In fact, at LHN Group, more than half who held senior leadership roles are women and we’re committed to continue to champion inclusivity.
In my current role, I am actively challenging gender biases, aiming to lead my team with confidence, and helping to create a more inclusive and collaborative work culture. I believe this approach not only benefits women but sets a precedent for future generations of women in leadership, proving that diverse leadership is not just possible, but essential for the growth and success of the industry.
At LHN Group, we’re working on implementing comprehensive programmes that provide guidance and career growth opportunities for women. We’re also implementing training or workshops for employees to develop their leadership skills, ensuring that all employees, regardless of gender, have equal access to opportunities that will prepare them for future roles. We want to help women recognise and leverage their strengths while also addressing the unique challenges they face.
Another challenge that women traditionally face is also the lack of flexibility, especially when balancing career and family responsibilities. However, we’ve also seen significant changes in terms of work structure and arrangement in the post-COVID era. These flexible working environments would benefit many, especially mothers to help manage work and family commitments.
We understand that many of our female employees’ juggle both their careers and caregiving responsibilities, which is why we’ve placed a strong emphasis on promoting work-life balance. Over the years, we’ve seen a significant shift in our work structure and arrangements, creating a more flexible working environment that allows our team members, especially mothers, to manage both their professional and family commitments effectively.
Whether through flexible hours, remote work options, or job-sharing opportunities, these adjustments not only support the personal lives of our employees but also help them thrive in their careers. By providing this balance, we’re fostering a more inclusive and supportive workplace where everyone, regardless of gender, can excel both at work and at home.
3. What advice would you give to young women aspiring to leadership roles in traditionally male-dominated fields like property management?
Women often internalise deep-rooted stereotypes and biases about their abilities, especially in male-dominated industries like real estate. These biases can manifest as self-doubt, the belief that they are not as capable or deserving of leadership roles as their male counterparts. Over time, this can hold them back from pursuing opportunities or speaking up for themselves, limiting their potential.
When I first joined LHN Group 17 years ago, I encountered similar obstacles and had to consciously push past these ingrained beliefs to prove my capability. Today, I lead a team of 23 people within the Lease and Property Management business unit, where I am responsible for not only driving overall business profitability, but to empower the next generation of female professionals in this industry.
My advice to women facing these challenges is to actively confront those doubts and reframe them. Believe in your competence and abilities, and don’t let others define what you are capable of. Be prepared to get hands-on when necessary, regardless of whether the task involves technical skills or not—this not only enhances your capabilities but also helps bridge the gender inequality gap.
Never stop learning, whether from peers, mentors, or professionals in your industry, and always take time for self-reflection on how you can improve. Understanding your industry and consistently networking is key to staying informed about market shifts and connecting with new people.
Lastly, embrace challenges as they come and maintain an optimistic mindset, as this approach opens doors to personal and professional growth.
Legal Disclaimer: The Editor provides this news content "as is," without any warranty of any kind. We disclaim all responsibility and liability for the accuracy, content, images, videos, licenses, completeness, legality, or reliability of the information contained in this article. For any complaints or copyright concerns regarding this article, please contact the author mentioned above.
