Despite progress in achieving near-parity in base salaries, men in commercial real estate (CRE) still outpace women in overall earnings. A recent GlobeSt. report highlights that while women have closed much of the gap in fixed pay, disparities remain in bonuses, commissions, and profit-sharing in CRE—key components that significantly impact total compensation.
This persistent gender pay gap in commercial real estate sheds light on deeper industry challenges. Women often have less access to high-value deal flow, leadership positions, or client networks that drive commission-heavy earnings. Even when qualifications are equal, structural barriers and cultural biases can limit women’s ability to tap into the same CRE compensation opportunities as their male peers.
The gap is not just an issue of fairness—it’s a business problem. Companies that fail to address compensation inequities risk losing talented women to competitors who actively create more inclusive workplaces in CRE. Moreover, research consistently shows that diverse teams drive better financial performance, creativity, and long-term growth in the commercial real estate industry.
To move beyond base salary parity, the industry must focus on equitable access to mentorship, leadership roles, and revenue-generating opportunities. Transparent bonus structures, accountability in pay practices, and intentional efforts to advance women into deal-making positions will be critical steps in closing the earnings gap in CRE for good.
