This International Women’s Day, we celebrated the women across retail and property whose leadership, innovation and resilience actively shape the spaces where we shop, work and connect.
At Revo, we are proud to champion equality, amplify diverse voices, and continue driving progress towards a more inclusive and dynamic industry for all.
Six of the twelve seats on the Revo Executive Board are held by women, representing exactly half of its expertise and strategic direction. In light of this year’s theme, ‘Give to Gain’, we asked each of them to reflect on the progress being made in the industry, the best advice they have received and would share with others, and how we can continue shaping the sector to be more inclusive for generations to come.
Hearing from our Board has reinforced that advocacy, mentorship and strong networks are key to empowering women in retail and property. Continuing this conversation — and building supportive communities of leaders and role models — allows those growing their careers to expand their expertise, embrace new challenges and succeed.
As we look ahead to what our sector hopes to become for future generations, it is also important to recognise how far we have already come. Progress may not always be linear, but it is visible in boardrooms, across organisations and in the breadth of talent entering and influencing our industry.
Despite this positive progress, continued and conscious effort is still needed to encourage and support the next generation of female leaders. Women are becoming their own advocates and showcasing the talent they can bring to the industry, and through continued mentorship, the Revo Executive Board hopes for even stronger representation in the future.
Here are the insights of our Executive Board:
Chair of the Executive Board, Vivienne King of Impactful Places
“Inclusive leaders do more than invite people to the party, they ask them to dance.
Inclusive leadership in real estate today is no different to any other major industry. It means stepping into the shoes of those we lead so that everyone feels valued, respected, and empowered to share their concerns and ideas, which in turn leads to better business decisions and greater innovation. Listening, role modelling and nurturing potential fairly, are central to inclusive leadership and key to lifting people up to flourish. That’s a privilege bestowed on leaders and one of the most rewarding aspects of my career.”
Kate Lea of British Land explains:
“Twenty-five years ago, the industry looked very different. Over time, it’s been encouraging to see meaningful change take shape. Today, we benefit from a richer mix of leaders and colleagues, with greater representation across gender, ethnicity, age, and neurodiversity. Diversity strengthens our industry, brings fresh perspectives, and sparks innovation, helping build more resilient, high performing teams.
While there is more to do, the progress so far shows what’s possible when inclusion is taken seriously. I’m optimistic the next 25 years will continue this momentum, creating environments where every voice is valued, different skillsets are recognised, and people are empowered to thrive.”
Yvonne Boyd, our Operations Director, gives her advice to women entering the industry:
“From an accountant’s perspective in the property sector, more women in senior, decision-making roles is one of the most encouraging changes in recent years. Greater inclusion and diversity are not just ethical priorities; they strengthen governance, risk management, and long-term profitability.
My advice to the next generation is to build deep financial understanding, know your numbers, challenge assumptions, and be confident in commercial discussions. Seek mentors and sponsors but also become one as you progress. Advocate for transparent reporting and fair opportunity. By combining technical expertise with inclusive leadership, you will help shape a more resilient, forward-thinking property sector.”
Jacinta Rowsell of CWG recognises those who have supported and influenced her in her own journey:
“Early in my career, I benefited from the support and sponsorship of senior leaders who were generous with their time and belief. I worked with two in particular, who consistently challenged me to think commercially and confidently, trusting me with complex opportunities that accelerated my development.
Focus on high standards helped sharpen my judgement and being open to candid feedback shaped both my leadership style and career trajectory. Having a supportive partner throughout has been critical too, ensuring my ability and confidence to take on professional opportunities has never been compromised.”
We asked Matilda Farmer, Senior Surveyor at LM, to let us in on the best advice she received at the beginning of her career:
“In an increasingly technology-driven world, I was advised that a great retail agent embraces innovation and AI while never losing sight of authentic human connection, personality, and exceptional client care. Technology enhances our work streams, but relationships remain at the heart of long-term success.
From a female perspective, I was also advised to never to feel intimidated in what has traditionally been a male-dominated industry, and to actively build on my network of women within property. At LM, we have hosted women’s events that have provided valuable opportunities to bring together professionals at all levels, creating a buzzing atmosphere to share experiences, build connections, and champion one another’s growth.”
Sara Boonham of Gleeds looks to the future:
“The outlook for women in construction and property is increasingly bright over the next decade. Recognising that currently, women make up about only 14% of the construction workforce in the UK and around 40% in the property sector, I fully embrace the ambitious targets over the next 5-10 years to boost female representation in construction to at least 25%, and in property to 50% or more, especially at senior management and board levels.
Organisations are recognising the strong business case for diversity and inclusion, with research showing diverse teams achieve better results, foster innovation, and attract top talent. Proactive recruitment initiatives, mentorship programmes, and flexible working arrangements are being rolled out to support women’s entry and progression. These combined efforts are set to empower women, close the gender gap, and spur innovation and leadership which will, in turn, drive positive change for everyone in the built environment.”