REAL ESTATE NEWS

Commercial real estate firms that want stronger teams and better decision-making cannot treat women's advancement as a diversity initiative on the margins, according to Arturo Sneider. It is a leadership responsibility—and one with direct business value.

Speaking at ICSC@WESTERN's Women in CRE panel, "How Male Champions Can Propel Careers, Open Doors and Build Leaders," Primestor Development co-founder and CEO said executives must go beyond offering support in the moment. They should actively look for opportunities that can advance colleagues' careers, advocate for them when they are not in the room and create workplaces that recognize the realities employees face outside the office.

"For me, being a champion is a privilege," Sneider said.

His message to CRE leaders was straightforward: opening doors for talented people, particularly women and other underrepresented professionals, is not separate from building a successful company. It is part of how companies become more thoughtful, adaptable and competitive.

Different Perspectives Strengthen Decisions

Sneider said Primestor's culture has been shaped by an effort to allow people to bring their full selves to work rather than requiring them to conform to a predetermined industry mold.

That approach matters because different experiences can change how a company evaluates opportunities and makes decisions, he said. Sneider pointed to Rhiana Lindsey, who appeared with him on the panel, as an example of how a different perspective can expose the company to considerations it otherwise might miss.

For a business operating in a complex and evolving real estate market, that broader viewpoint can make decision-making more intentional, Sneider said. The value is not simply in assembling a more diverse team, but in ensuring that employees have the room and authority to contribute what they see.

"Women make better leaders," Sneider said, adding that women have earned their place through their actions and leadership.

Barriers Remain Embedded

Even as the industry continues to discuss leadership pipelines and representation, Sneider said some obstacles remain woven into commercial real estate's long-standing structures, language and practices.

"The texture of the industry was already there to create barriers knowingly and unknowingly," he said.

Those barriers cannot be addressed through general expressions of support alone, he said. Leaders need to be intentional about how they identify talent, distribute opportunity and shape workplace expectations.

Sneider questioned why the industry still needs panels focused on women's advancement in 2026.

"It is disappointing that it is 2026 and we even have to have this panel," he said.

The point, he suggested, is not only that progress remains unfinished. It is that firms can change their own cultures now, rather than waiting for a broader industry shift.

Flexibility Is a Leadership Issue

Sneider also emphasized that career advancement cannot be separated from employees' personal lives. Company leaders need to understand how family responsibilities and other life circumstances can affect professionals' ability to remain successful and advance in the industry, he said.

That requires flexibility from employers and a willingness to design environments that work for people from different backgrounds and family situations.

For CRE firms, the issue goes beyond retention. Employees who see a path to succeed without sacrificing other parts of their lives may be more likely to remain with an organization, take on larger responsibilities and contribute over the long term.

"Create the flexibility that allows people to succeed," Sneider said.

Advocacy Must Extend Beyond the Room

Sneider said meaningful sponsorship often happens when a senior leader considers someone's potential even when that person is not present. That can mean recommending a colleague for a new assignment, bringing them into a consequential conversation or making sure their perspective is heard before a decision is made.

Professionals also should advocate for one another and speak up when they have a point of view that could improve an outcome, he said.

He noted that continued growth and change across commercial real estate can create mobility for professionals whose current firms are not adapting or providing opportunities. But for executives already in leadership positions, Sneider said the responsibility is more immediate: be the person who opens the door.

"Recognize that different perspectives can make the business stronger," he said.

Sneider said he believes the industry is "turning a corner," though he acknowledged that significant work remains. For investors and company leaders, he argued the issue is not merely one of representation. Firms that create opportunity, retain talented professionals and make space for a broader range of viewpoints may be better positioned to navigate a changing commercial real estate market.

Check back with GlobeSt.com for more from the ICSC@Western event.

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