The commercial real estate (CRE) industry has long been a challenging space for women seeking leadership roles. While progress has been made, barriers to equal opportunity, representation, and influence still exist.
In this Q&A, industry leaders Ana Sandomire, Jaimee Keene, and Marcy Moneypenny share their insights on how the CRE industry can better support women through mentorship, fair hiring practices, and cultural shifts that foster innovation. Their perspectives shed light on the necessary steps to ensure women not only have a seat at the table but also the power to drive meaningful change within the industry.
1. What specific initiatives or programs can the CRE industry implement to provide women with the mentorship, networking opportunities, and resources needed to not only enter but thrive in leadership roles?
Ana Sandomire, broker, NAI Shames Makovsky:
This industry is highly entrepreneurial, and many organizations like CREW, NAIOP, and ULI offer networking and mentorship opportunities. What makes real estate unique is that mentorship can be found in many different areas of the industry, depending on the specific path a woman chooses. Success often comes from taking the initiative to expand your network, seek out guidance, and ask for support when needed—there are many leaders willing to help.
Jaimee Keene, founder, Peaks Commercial Real Estate:
Industry groups like CREW partner with firms to promote mentorship, but more tangible opportunities—such as hands-on project experience—are critical for women’s growth. While mentorship builds confidence, real-world exposure to deals and projects strengthens accountability, presence, and skillsets.
Marcy Moneypenny, principal/managing director, Avison Young:
Sponsorship is essential. Unlike mentorship, which provides guidance, sponsorship actively helps women advance by leveraging influence and advocacy. Without sponsorship, women’s expertise can be overlooked. Building strong sponsorship relationships within a firm ensures that talented women are positioned for leadership roles.
2. What changes in hiring practices, promotion criteria, and organizational culture are necessary to ensure women in CRE have equal opportunities to ascend to decision-making positions in a historically male-dominated field?
Ana Sandomire, broker, NAI Shames Makovsky:
The industry has made strides in recruiting more women, but true equality comes when women are seen as equal members of the team and have the same chances of winning business. As a broker, I feel that opportunities are fairly distributed, and compensation is based on performance rather than gender. Ensuring a level playing field means evaluating women on their merits, just as men are.
Jaimee Keene, founder, Peaks Commercial Real Estate:
Biases, especially those affecting working mothers, still exist in the workplace. Leadership must prioritize transparent promotion criteria that value performance over tenure or networking. Organizations should cultivate a culture that acknowledges different leadership styles and supports work-life balance to retain female talent.
Marcy Moneypenny, principal/managing director, Avison Young:
Leadership must actively support a level playing field. A bias-free recruitment process, transparent promotion criteria, and performance-based evaluations are key. Additionally, companies should implement diversity training to address unconscious bias and create an inclusive organizational culture.
3. How can we create a culture in CRE where women not only hold positions of influence but are empowered to drive innovation and reshape industry standards and practices?
Ana Sandomire, broker, NAI Shames Makovsky:
Women must advocate for themselves and seek out leadership opportunities. The industry should support this by removing barriers to advancement and actively encouraging women to step into leadership roles. Providing access to influential networks and mentorship will help women drive change and innovation.
Jaimee Keene, founder, Peaks Commercial Real Estate:
Women need a seat—and a voice—at the decision-making table. Celebrating female leaders and sharing their successes encourages others to follow. Visibility is key: when young women see role models in leadership, they believe they can achieve the same. Without this representation, the industry risks stagnation.
Marcy Moneypenny, principal/managing director, Avison Young:
Innovation comes from diversity of thought, not consensus. CRE should welcome different perspectives and challenge industry norms instead of simply maintaining the status quo. If we do not foster change, we risk repeating past mistakes, as philosopher George Santayana said, “Those who cannot remember the past are condemned to repeat it.”
Connect with these Leaders
By fostering these connections, we can continue driving meaningful change and empowering the next generation of women in CRE. If you’d like to learn more, collaborate, or seek guidance, don’t hesitate to connect with them directly:
- Ana Sandomire, broker, NAI Shames Makovsky – [https://www.linkedin.com/in/ana-sandomire-3136943/]
- Jaimee Keene, founder, Peaks Commercial Real Estate – [https://www.linkedin.com/in/jaimeekeene/]
- Marcy Moneypenny, principal/managing director, Avison Young – [https://www.linkedin.com/in/marcy-moneypenny-18a25011/]
