Recently, a Rightmove email landed in my inbox promoting their upcoming webinars. The images struck me but not for the reasons I’m sure were intended. Once again, the faces looking back at me were exclusively white, middle-aged men.
On its own, it’s easy to dismiss. Perhaps those were simply the people available. Perhaps it wasn’t intentional (that’s so often the stock response). But it isn’t an isolated example.
Across conference stages, webinar panels and industry events it’s the same male faces repeatedly being positioned as the experts, the thought leaders and the voices worth listening to.
Take this year’s EA Masters World Class Conference as an example; 12 announced contributors for 2026, but only four are women. Or last year’s The Negotiator Conference & Expo; 22 listed speakers, only five women.
PEOPLE PLATFORM
The issue isn’t that these men aren’t knowledgeable or competent. It’s that they’re so often the only people given a platform. And, together, they’re not representative of our industry, which is 52% women. That’s where the problem lies.
Rightmove is one of the most influential brands in UK property.
It doesn’t just market homes – it shapes perceptions of our industry. Every email, webinar and event sends a message about what an expert looks and sounds like. When those messages consistently showcase the same demographic, they reinforce an outdated picture of who has the most relevant experience.
“Representation isn’t about political correctness. It’s about possibility.”
Representation isn’t about political correctness. It’s about possibility. If you’re a young woman entering estate agency and every industry authority you see looks the same – and nothing like you – it becomes much harder to picture yourself in that position.
You don’t consciously decide you don’t belong; you simply stop seeing that path as one that’s open to you, regardless of your gender, ethnicity or background.
This isn’t just about panels. It’s about who gets recognised as the market commentator, who is asked to share their expertise, and who becomes the respected voice in property.
VISIBILITY CREATES CREDIBILITY
When we repeatedly raise a platform for the same types of people, we reinforce the notion that wisdom and ideas belong to them alone.
Meanwhile, women make up more than half of the property workforce, yet remain concentrated in the lower-paid and less senior roles.
The talent exists and expertise certainly exist but, too often, the exposure doesn’t.For years, women have been asked how to fix this. How do we encourage more women into leadership?
How do we inspire women to be more confident? How do we mentor them better?
“The truth is, I’m tired of the question.”
The truth is, I’m tired of the question. Someone recently asked me: “Why do you see discrimination everywhere?”
It’s a common question. If you’ve never had to think about the culture you operate within, it’s because it was built with you in mind.
Once you recognise the subtle ways people are excluded, overlooked or underestimated, you can’t stop noticing them.
That’s why words such as mansplaining and manels have become common parlance. Language evolves to describe shared experiences. These words exist because enough people recognised the patterns to give them a name.
“Equality isn’t women’s work.”
Women have spent years highlighting barriers, mentoring others, creating networks and explaining why representation matters. We’ve done the emotional labour of identifying the problem. We shouldn’t also be expected to solve it.
And that’s why equality isn’t women’s work. The industry doesn’t need to fix women. It needs to fix the system. And that starts with those who shape the culture.
It’s not enough to say: “There weren’t any women available.”
Women are busy – just like men are. If the first answer is no, ask another woman. Many are working while shouldering a disproportionate share of labour at home.
So perhaps the better question for organisers to ask themselves is: did we make it possible for women to be involved?
And for those genuinely looking to do better, help already exists, thanks to the formidable Angharad Trueman PPARLA.
Her Women in Property Speakers List is a cornerstone resource, which removes one of the industry’s favourite excuses: we did invite women, but nobody we knew was free and we couldn’t think of anyone else.
Too often, the expectation is that women should push harder, speak louder and force the door open. But the same people have been holding the keys for decades.
Real change happens when we choose to graciously open the door for others. Sponsoring talent, questioning all-male panel invites, plus broadening recruitment aren’t acts of charity – they’re signs of intelligent leadership and the start of systemic change.
An industry that continues to present the recognised experts through one narrow lens isn’t just failing women, it’s failing itself. Diverse perspectives lead to better ideas, better businesses, and better outcomes for everyone.
So yes, that Rightmove email mattered.
Not because one webinar panel will change the world but because it reflects a wider paradigm.
When the industry’s biggest and most visible brands repeatedly put the same kinds of people front and centre, they don’t just mirror the gender-biased status quo – they help maintain it.
