Inclusive Leadership: Why Diversity in Leadership Matters for the Property Industry

As members of Property Council New Zealand, and the largest industry in Aotearoa, we are united by a common goal – to shape cities and communities that are vibrant, inclusive, and sustainable. But while our industry is instrumental in building the physical spaces of Aotearoa, we must also look inward and ask: who is sitting at the table making those decisions? Does our industry represent the full diversity of people who shape and enjoy our places and spaces?

There is a vast amount of evidence that diverse teams lead to better outcomes, performance and profitability. The challenge is getting there. One of the most pressing diversity and inclusion challenges facing our sector is the lack of gender and ethnic diversity in leadership and governance roles. Despite increased awareness and some encouraging progress, leadership across property development, investment, and construction remains largely homogenous. 

According to the 2021 Property Gender Diversity Report, women are significantly under-represented at a management level, with only 20% of KMP positions held by women. 

A missed opportunity for smarter business 

The continued lack of women, Māori, Pasifika, and other underrepresented voices in senior leadership isn’t just a question of equity—it’s a business opportunity slipping through our fingers. Evidence consistently shows that diverse leadership teams make better decisions, spark stronger innovation, and deliver more resilient outcomes. When a range of perspectives is present at the table, the spaces we design and the strategies we implement better reflect the needs of the communities and markets we serve. 

Research backs this up: a 2017 study by Boston Consulting Group (BCG) found companies with above-average diversity on their management teams reported 19% higher innovation revenues than those with below-average diversity. Similarly, a 2018 McKinsey & Company report revealed that companies in the top quartile for ethnic and cultural diversity on executive teams were 33% more likely to outperform their peers on profitability. 

For Māori and Pasifika professionals in particular, the underrepresentation is deeply felt. In an industry where land, place-making, and cultural identity intersect, it is critical, to compete at a global level, that we embed Te Ao Māori perspectives and honour Te Tiriti o Waitangi – not just in project briefs, but in boardrooms and leadership structures. This will be our advantage.

Systemic barriers remain 

While more diverse talent is entering the industry, the path to leadership is not equally accessible. Many women and people from minority backgrounds are facing barriers such as unconscious bias, a lack of flexible work options, and limited sponsorship or mentorship opportunities. Add to this workplace cultures that haven’t always prioritised inclusion, and it becomes clear why change has been slow.

How we move forward 

As an industry, we must take responsibility for accelerating progress. And as Property Council members – leaders, business owners, executives, and decision-makers – we are in a unique position to lead from the front. Here are five key steps: 

1. Champion change from the top 

   Diversity and inclusion must be more than a HR initiative – it needs to be a strategic priority. Boards and executive teams should be visibly committed and held accountable for progress, which is why a top priority for PCNZ advocacy has been the launch of the Inclusion Alliance, and we want to extend this work even further. 

2. Set measurable goals 

   Without clear targets and transparent reporting, progress stalls. Consider setting gender and ethnic diversity goals across leadership roles and recruitment pipelines. 

3. Invest in leadership pathways 

   Create mentorship, sponsorship, and development programmes (such as the Emerging Leaders Programme) that actively support underrepresented groups to progress into senior roles. 

4. Build inclusive workplaces 

   Foster cultures where people feel valued and heard. This includes offering flexible working, addressing bias, and creating psychologically safe environments where diverse perspectives are welcomed. You can start your Inclusive Leadership education at the upcoming Inclusive Leadership in Property course this August. 

5. Uphold Te Tiriti 

   Partner meaningfully with Māori. Embed cultural intelligence into governance, planning, and practice – not as a token gesture, but as a cornerstone of how we do business in Aotearoa. 

What you can do 

Every one of us has a role to play. Whether you lead a large organisation or a small team, you can influence change: 

• Be an advocate: Use your voice to challenge the status quo. Promote inclusive hiring and leadership practices including adopting a threshold of 50:50 representation of shortlisted candidates, or “blind hiring” techniques. 

• Support industry initiatives: Engage with and support networks like Property Council’s Women in Property, D&I Committee, as well as NAWIC, Diversity Works NZ, and others doing vital work to support equity in the sector.  

• Join the Speaker Hub: PCNZ’s 40:40:20 Pledge is a commitment to representation but one of the biggest hurdles to getting diverse representation in an event line up is talent hunting – we know there are hundreds of people out there who would make excellent speakers, and we want to encourage them to put their hands up. To do so, we have developed this database of speakers – of all genders, backgrounds and ethnicities – which will be available for the wider industry to use as they wish. This offer is not exclusively for women or minority groups – as diversity comes in all shapes and sizes – this is an invitation to the property industry at large. Learn more. 

• Mentor emerging leaders: If you’re in a senior role, commit to mentoring the next generation of diverse talent. Check out the Emerging Leaders Programme for opportunities within the sector. 

• Reflect on your impact: Assess how inclusive your own workplace is – and be open to doing things differently. 

• Access the D&I Toolbox: Property Council’s D&I Committee has gathered a list of resources that their companies have found useful as they have gone on their D&I journey. This includes actions such as creating a D&I statement and strategy, staff training as well as research and articles. Learn more. 

At Property Council, we believe in creating a thriving property industry that reflects the richness of Aotearoa. Let’s make sure our leadership does too.