Despite the gender gap among university graduates approaching equal proportions, there are concerns about disparities and discrimination in the construction and real estate sectors in the country.

The Guardian’s findings indicate that the real estate profession, while publicly promoting women in the industry, still harbours evidence of gender imbalance, especially in the governing boards within their professional associations. According to studies, despite initiatives to recruit women, the real estate industry remains one of the most gender-segregated industries in the world.

Nigeria is ranked 123rd out of 146 nations in the 2022 World Gender Gap Study, based on economic participation, educational attainment, health, survival, political appointments, and financial exclusion of women. Despite moving up 16 spots from 2021, Nigeria still has a 63.9 per cent gender gap. For over a decade, the country’s score on various sub-indexes, from economic participation to political inclusion, has stagnated between 60 per cent and 63 per cent.

Similarly, the International Monetary Fund (IMF) report shows a significant gap in labour force participation: 49.3 per cent for women compared to 80 per cent for men, exposing the persistent disparity in workplace representation.

The surveying industry has historically been male-dominated. Over the past five decades, the proportion of female members of the Royal Institution of Chartered Surveyors (RICS) has only increased from 1 per cent to 18 per cent, according to RICS’s first Women in Surveying insight report. This disparity underscores the persistent challenges faced by women in the built environment sector, including discrimination, pay inequity, and limited career development opportunities.

revealed that the industry faces the ongoing challenge of addressing the undeniable discrepancy between male and female representation in employees across the fields of property and construction. RICS data shows that qualified female professionals make up only 18 per cent of the built and natural environment workforce, up from a mere 5 per cent in 1990. At the more senior level, of the total of RICS members who have achieved fellowship status, only four per cent are women.

More specific to the construction industry, the latest data shows that women make up just under 11 per cent of the total global workforce. Only 13 per cent of construction companies are owned by women, and 14 per cent of staff executive positions are held by women. The balance is gradually improving, but progress remains slow, an issue that spans the sector.

“A conspicuous lack of women in senior positions means poor representation in aspirational positions or as mentors, coaches and as a network. In turn, this reduces reassurance to prospective female applicants that a long-term and progressive career is a viable option for them. Similarly, typically career guidance and promotion of relevant skills throughout the education process impacts on the perception of opportunities for women,” according to the report.

Women in building surveying have confronted both systemic barriers and individual challenges throughout their careers. Factors such as gender bias, inequitable pay practices, and limited career advancement opportunities have contributed to the career gap between men and women in the profession.

Despite progress, women remain underrepresented in surveying, with building surveying reporting one of the lowest rates of female participation rates. Amidst these challenges, there is a growing demand for building surveyors, reflecting evolving industry trends and opportunities.

Despite these obstacles, women in building surveying are driving change and shaping the future of the profession. Their resilience, determination, and passion for their work are inspiring the next generation of female surveyors.

Efforts to promote gender equity, though present, remain slow. Organisations like the Women’s Wing of Nigerian Institution of Estate Surveyors and Valuers (NIESV), and groups such as Women in Real Estate Investment Network, (WREIN) and African Women in Real Estate Network (AWLERN), have introduced mentorship and leadership programmes to empower women.

In the engineering profession, the Association of Professional Women Engineers of Nigeria (APWEN) has continued to make efforts to close the gender gap in education and professional practice, as there are more males in the universities studying engineering than women, who are predominantly in the non-scientific and non-technical disciplines that have resulted in a wide gender gap in engineering courses.

Last year, the association, in collaboration with the Royal Academy of Engineering, UK, launched an initiative towards improving the diversity and inclusion of female engineers in organisations in the aviation, automotive and energy sectors, as well as driving profitability, productivity, creativity and reduce skills shortage by encouraging more girls to take up engineering courses and careers.

Although women are beginning to break these barriers and ‘glass walls’, and have made some gains in occupations traditionally occupied by men, construction trades remain overwhelmingly male-dominated. The construction industry, the world over, has inherent gender biases owing to the perceived nature of the work and the mainstream notion of it being an industry appropriate only for men.

Civil society groups and several organisations have called for initiatives to address the gender gap.

Recently, the Ministry of Women Affairs, the Ministry of Labour and Employment, and OXFAM Nigeria held an advocacy meeting on the “Validated Nigeria Workplace Gender Policy,” aimed at promoting gender equality nationwide. Minister for Women Affairs, Uju Kennedy-Ohanenye, reaffirmed the government’s commitment to supporting initiatives that empower women.

Experts confirmed that the real estate sector in Nigeria is male-dominated, and continues to face gender inequality, especially at leadership levels, where women are often relegated to roles considered less challenging, limiting their growth and preventing them from reaching strategic positions.

Chairman, NIESV Imo State branch, Ndidi Nnametu, highlighted the ongoing gender disparity in real estate, saying, “Estate surveying and valuation is still largely male-dominated. It has been challenging for female professionals to break through into leadership, especially in positions that require voting. Although women are starting to take up the challenge, true balance is still far off.”

Former APWEN president, Dr Felicia Agubata, pointed out the unequal training and exposure opportunities. She noted that women are often restricted to property management, while men gain broader exposure across other areas of practice, affecting women’s ability to compete for leadership roles. “At school, both men and women undergo the same training. However, in the field, women are sidelined into less demanding roles,” she explained.

Chairman, NIESV Bauchi branch, Jambil Suyudi, emphasised the need for an enabling environment to promote gender equality. “Leadership positions in the real estate sector are overwhelmingly male-dominated, leaving women with little room to grow. We need to create an environment that enables women to step into these roles,” Suyudi said.

Agubata further explained that the prioritisation of male education and societal norms often push women away from certain professions, including real estate. “Those who do enter face subtle and sometimes brazen discriminatory practices. They are often attached to property management departments of firms they work for.”

Suyudi agreed, noting that male dominance in leadership roles often results in the invisibility of women in the industry. “There isn’t a significant difference in opportunities, but the lack of women in leadership positions makes it harder for them to rise,” he said.

Women also face unique challenges due to societal expectations. Nnametu pointed out that some real estate jobs are “remote, strenuous, and involve frequent mobility,” which can disrupt family life, especially for women with young children. Suyudi added that women often struggle to secure contracts due to their family responsibilities. “Women face serious challenges in the real estate industry, such as the difficulty of securing job briefs because of their family roles,” he said.

In Northern Nigeria, religious and cultural beliefs further restrict women’s career choices in real estate. Even where cultural barriers are less rigid, societal expectations still limit women’s professional participation.

Sexual harassment is another issue women in the industry face, particularly when seeking contracts. Suyudi acknowledged that this form of bias, though often not openly discussed, remains a significant barrier to women’s full engagement in the sector.

While firms claim transparency in salary payments, biases arise in other areas, such as client interactions and project assignments, where men are often favoured. Agubata stressed, “Seniority in leadership positions widens the pay gap, as more men occupy those roles. Equal opportunity must be prioritised to level the playing field.”

However, Agubata pointed out that brilliance is not exclusive to any gender, saying “Despite the large number of women in the industry, they still occupy fewer leadership positions than their male counterparts. Gender stereotypes continue to dictate roles and responsibilities.”

Suyudi stressed that firms need to adopt policies actively supporting gender equality. “The biggest impact will come from firms hiring more women and giving them equal opportunities to prove their abilities and reach their full potential,” he said.

Notwithstanding these obstacles, women in the industry are making strides in the industry. Agubata acknowledged trailblazers, who have defied the odds to build successful real estate careers through education, mentorship, and perseverance. Nnametu added, “We have women excelling in practice and academia. Their success stems from resilience and steadfastness in their core values.”

Suyudi expressed optimism, saying that if given equal opportunities, women would excel in real estate. “Nigerian women are intelligent and hardworking. If given the chance, they will excel. In the next decade, we could see significant strides from women in leadership roles,” he said.

Achieving gender equality in real estate will require intentional policy shifts, mentorship programmes, and societal changes. “The playing field needs not only to be even but also to be seen as such. Competence, not gender, should determine opportunities in this industry,” Agubata added.