Women account for nearly half of India’s population and around 10% of the construction workforce, but they continue to have limited representation in senior positions across the country's real estate sector. The JLL–NAREDCO MAHI report cited in the source indicates that women hold only 1-2% of top leadership positions in Indian real estate, highlighting a significant gap as the industry expands in scale and complexity.
The disparity comes as the real estate sector is expected to become a USD 1 trillion market by 2030. The sector currently contributes around 7% to India's GDP, with its contribution projected to reach nearly 13% by 2030. Industry bodies including NAREDCO and CREDAI have increasingly focused on attracting and retaining women professionals as part of the sector's workforce and leadership development.
Indian real estate has historically been shaped by relationship-driven business models and predominantly male leadership networks. Women now occupy roles across architecture, engineering, finance, legal services, marketing, sustainability and project management, but comparatively few have advanced to senior decision-making positions.
The leadership gap is also visible in comparison with other markets. The source cites research indicating that women hold double-digit leadership positions across real estate markets in the US, Europe and Asia-Pacific, while women account for around 14.5% of C-suite positions in global real estate.
The industry's changing operating environment has increased the range of skills required at senior levels. Real estate businesses are increasingly dealing with artificial intelligence-enabled planning, PropTech, digital transformation, ESG compliance, smart-city development, sustainability, customer experience and flexible workplaces. These areas require collaboration across multiple disciplines, increasing the importance of varied perspectives in decision-making.
The wider built-environment sector has seen women take leadership roles in strategy, marketing, business development and organisational transformation. The source cites Sanya Runwal of Runwal Realty, Shraddha Goradia of Dosti Realty, Anushka Singh of DLF, and Pavitra and Nirupa Shankar of Brigade Group among women leaders working across these areas. Godrej Properties, Embassy Group and Lodha Group have also taken steps to strengthen the pipeline of women professionals and leaders.
Changing homebuyer demographics are another factor influencing the discussion. Women are increasingly participating as independent and first-time homebuyers, entrepreneurs, investors and NRI buyers. Their considerations can include safety, accessibility, community infrastructure, sustainability, digital convenience and quality of life in addition to the size of a property.
Improving representation, however, requires measures that address career continuity as well as recruitment. Maternity, childcare and other caregiving responsibilities can affect career progression. Proposed measures include flexible working arrangements where feasible, structured return-to-work programmes, childcare support, mentoring, leadership sponsorship and more equitable performance evaluations. Progressive paternity policies and greater acceptance of career breaks have also been identified as ways to support longer-term participation.
Pay disparity remains another issue. Studies by Primus Partners and the WTC India Services Council cited in the source indicate that women in technical real estate roles can earn 30-40% less than male counterparts, while women in leadership positions earn approximately 15% less.
Industry bodies such as CREDAI and NAREDCO could support greater accountability through annual diversity benchmarks, recognition of measurable progress and leadership sponsorship programmes. Government and educational institutions could complement these measures through scholarships, internships, skills programmes and stronger industry-academia links to encourage more women to enter engineering, construction, finance and real estate development.
As investors increasingly assess businesses through ESG and governance parameters, greater diversity in leadership is becoming part of broader discussions around corporate performance, talent retention and organisational resilience. The industry's ability to build a stronger leadership pipeline will depend on whether recruitment, career progression, compensation and workplace policies develop alongside its expanding economic role.
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