#60 seconds stim board

[littlestimming]

Timmy and Mary-Jane McDoodle with Halloween related stims!!

Self indulgent ✧

X-X-X

X-X-X

X-X-X

~🎃~

[incombuz]

15 Early Warning Signs of Autism

15 Early Warning Signs of Autism via Spectrum Sense 8 comments 15 Early Warning Signs of Autism The facts are quite astounding those days: at least 1 in 60 kids have an autism spectrum disorder. And you probably realize by way of now that early detection and intervention are crucial to the child’s outcome. If autism is observed for the duration of the primary few years of life, and treatment options are installed place, the child has a far greater danger at successful development. Let’s look at some of the early warning signs of autism. I by no means would have considered some of these as early warning symptoms of autism! It's useful to know what to look for, so you can get your baby evaluated as early as viable if you think your toddler can be autistic. Look out for those symptoms of autism! #autismawareness #autismspectrumdisorder #autismspectrumdisorders #spectrumsense #spectrumsenseformoms #autism Facebook Twitter Pinterest Noticing early warning symptoms of autism Everyone tells us now not to evaluate our toddler with others, whether or not to our personal or a person else’s children, however, how are we able to say we don’t be aware any variations if we’re in reality being honest? We can’t just ignore their development and inform ourselves, “They’ll speak once they’re ready” and similar statements. Sure, every baby is distinct, and some develop greater fast or slowly for non-regarding reasons. How are we meant to understand when to worry? The key right here is looking for a pattern. If your 

child does one or two things that appear a chunk unusual to you, that may not necessarily be caused to ship up pink flags. On the opposite hand, in case you are noticing that your toddler isn’t hitting a couple of milestones, or has numerous very strange behaviors, that’s a good reason to check in with their pediatrician. Here are some of the commonplace early warning signs of autism to be watching for around 12-18 months and beyond. 1) Hand flapping Watch those little palms. Are they making any repetitive movements? Some children at the spectrum gift with classic “hand flapping,” where they flap their arms up and down or facet to aspect. It might also seem as if they're geared up for taking off! Others open and close their palms speedy, usually in a row; this is another shape of hand flapping. If you do note this, attempt to decide if it is a reaction to exhilaration, or if your baby makes use of it at different times as well. This may be a normal reaction to pleasure in infants, however, normally stages out in the first couple years of life. Should you note your toddler flapping in different instances, together with within reaction to anger, frustration, sadness, or boredom, that is ordinary and must be noted. A subscription box for kids with autism Facebook Twitter Pinterest 2) Obsessive interests Most children have a favorite toy or numerous favorites. That’s completely ordinary. But when a toddler obsesses over something, it could be a bit concerning. My older son loves cars. His second word became a car! But he loves them a chunk to much, and I observed this very early on. Around 9 months antique, he commenced carrying round his First 100 Words board e-book with him everywhere, because there was a section of cars in it. He needed to have an e-book with him at all times. He carried it around whilst he was playing, took it on outings, or even took it with him for naps and bedtime. He was constantly moving over the one's car spreads. Then Mama got smart and was given him the First 100 Trucks 

board e-book, and he was elated! On his first birthday, he was given numerous toy vehicles and commenced lining them up continuously. By the time he was two, he already had a small collection of toy vehicles and turned into completely hooked. His hobby went beyond “that is my favorite toy” into the realm of overall obsession – that’s the key. Here’s an instance of the “parking lots” he builds: autism warning signs and symptoms Facebook Twitter Pinterest See? Obsession. If your kiddo likes a sure element a piece too much, preserve an eye fixed on it, and notice if the obsessive conduct continues. This is surely one of the lesser-known signs of autism that I nearly missed. three) Delayed speech Babies have to be cooing and babbling around 6-nine months. If your child has now not hit this milestone, this is usually a pink flag. If your child isn't speaking at all with the aid of their 2d birthday, they need to be evaluated to decide the purpose of the speech delay. The quicker they get a speech therapist, the greater quick they can gain lower back the floor they have lost. 4) Lack of emotional attachment Some infants on the autism spectrum are very affectionate, so you can’t use that to rule out autism. On the opposite hand, if your baby doesn’t have any emotional attachment, it can be a motive for concern. If your baby does not like to be cuddled, does no longer show the warm temperature to you and other loved ones, and does no longer appear to need you for emotional support, take observe. Lack of emotional attachment is one of the early warning symptoms of autism. My more youthful changed into this manner. He couldn’t STAND to be touched or held from the time he becomes born until round and a 1/2 years old. It broke my mama coronary heart into pieces, however, he has extra than made up for it over the past year, together with his 180 diploma turn! Now he is the most cuddly little element I’ve ever seen! Therapy tools for autism Facebook Twitter Pinterest 5) Little leisure From the first few months, infants normally begin to show leisure by means of smiling. Sure, a few toddlers are simply extraordinarily serious, but when it comes to play time, they must be able to reveal a few shape of enjoyment with their facial expressions. If your toddler is 6-nine months or older, and rarely smiles or laughs, you’ll want to jot that down on your listing. 6) Gestures Between 12 and 24 months, babies should start to use gestures to communicate. Pointing to items, waving goodbye, shaking their head “no,” or motioning to “come here” are common gestures used at this age. Children need to be pointing to items they need, and can generally factor to an item while asked to discover it. Any loss of gestures have to be noted. 7) No response to call I still conflict to get my three 12 months antique’s attention with the aid of calling his name. He is autistic, and has in no way responded easily to his 

name. When he turned into two, I could say his call 20 instances in a row, even from a few toes away, and he might no longer reply at all. Around their first birthday, infants need to be responding to their call. If your child has turned one and nevertheless does now not renowned you when you name them, this is not everyday. Facebook Twitter Pinterest eight) Repetitive behaviors Does your child exhibit any repetitive behaviors like rocking, head-banging, hand-flapping (as we word above), spinning, or every other repetitive motions with their body? This is one of the maximum common early warning symptoms of autism. Other repetitive behaviors encompass hitting oneself, humming (now not humming a tune, however buzzing for the sake of making noise), making clicking noises, snapping, clapping (inappropriately), pacing, or making different repetitive motions. These must without a doubt be mentioned with your baby’s pediatrician. nine) Gazing Does your kiddo ever appearance like they're daydreaming? This can be perfectly normal, so it’s no immediate reason for concern. Again, look for a pattern. Are they falling into a daze more than one times a day, or simply as soon as in some time? When you trap your baby staring off into the distance, try to get their attention. If you can't get their interest through saying their call or snapping your fingers, and this is a ordinary occurrence, it is able to be an early warning sign of autism. 10) Rigidity Rigidity can take extraordinary forms. Your child may also seem ritualistic, and demand to follow sure schedules or routines. It’s okay for a kid to want a blue bowl on every occasion they eat; it’s after they have a meltdown, or refuse to eat if they don’t get a blue bowl, that it will become regarding. Also reflect onconsideration on how your child responds to modifications in schedule. If you normally visit the grocery store every Saturday, and you change your plans this weekend, how does your child react? Do they withstand change, or can they be given a specific schedule? Any consistent rigidity must be discussed with your baby’s doctor. 11) Fixates on parts Pay interest to the manner your baby plays with 

their toys. Yes, please examine them to different kids – you have got my permission! Do they play with toys as intended? Do they drive automobiles and make car sounds? Do they put the shapes into the form sorter? Or do they line up the vehicles and watch the wheels spin, and separate the shapes into agencies of colors? Do they hoard matters? Focus on, or pick at a label on a toy? These examples aren't everyday play, and can be regarding. Autistic stimming Facebook Twitter Pinterest 12) Struggles with imaginary play Most babies have interaction in a few form of imaginary mess around 12-15 months. They can pick up a toy and pretend it's far a phone, “feed” a baby doll, or faux to wash a toy dog. Autistic children typically battle on this area, as most of their brains are greater concrete. Of course they can learn how to imitate behaviors in the event that they see them repeated enough, but they don’t normally branch off from there like neurotypical youngsters do. An autistic toddler may also discover ways to give a baby doll a fake bottle is they see it demonstrated multiple times. But it's far unlikely that they will preserve with the pretend play by way of brushing the doll’s hair, wiping her face, or painting her nails; they best repeat what they have got seen. 13) Repeats phrases and phrases Part of speech development is repeating words that we hear. When your infant is first learning words, you will likely study books and factor out pix together. The determine says, “Dog,” and the kid repeats, “Dog.” The parent points to the fish and says, “Fish,” and the toddler repeats, “Fish.” This is everyday. But do not forget a 2-three 12 months antique who repeats arts of your sentences, in place of responding appropriately. Parent: “Do you need a few juice to your cup?” Child: “Cup.” Parent: “It’s sunny outside today.” Child: “Today.” This is called echolalia. The infant basically echos you, or other humans or things that they have heard. They may repeat lines from TV shows or track lyrics, in preference to speakme in a conversational manner. 14) Has an unusual intelligence degree Being either far superior or obviously delayed for their age may be a cause for concern. Some autistic children have an great mathematical or musical talent, referred to as a savant ability. Others are cognitively behind schedule. If you note your child is on either end of the spectrum, and is sincerely at a one of a kind intelligence degree than the bulk of their peers, it’s well worth noting. That being said, a few children at the spectrum have a everyday intelligence level, so the absence of uncommon intelligence does not rule out autism. 15) Sensory troubles This is an entire distinct article itself! Sensory problems cover such a broad variety of behaviors and signs and symptoms that I can’t in all likelihood 

cowl it all here. But look out for any sensory variations your toddler may additionally have, due to the fact that is one of the very not unusual early warning signs and symptoms of autism. Is your kiddo very touchy to light, sound, smell, or touch? Are they a really choosy eater? Do they bump into humans and gadgets, bang their head, or seem to be constantly in motion? Do they meltdown when it’s bath time, or time to get dressed? Are they always chewing on something? These are all examples of sensory problems. Keep track of any sensory troubles you note on your baby. Keep in mind that sensory troubles by myself do not represent an autism analysis. If you want more records, take a look at out my article about the differences among autism and sensory processing disorder. Detecting early warning signs of autism The faster those symptoms are noted, the better. If your infant is hitting all in their fashionable milestones, however nevertheless has numerous of these signs, discuss it with their pediatrician. If you've got been thinking about autism for some time now, and this listing simply made you sense assured that your toddler is autistic, however you don’t have the way to get them an official prognosis any time soon, test out my high-quality cheap eBook. It will supply you masses of data on how to incorporate therapy at home. There are seventy five calming techniques, visual schedules, and an overview of therapy options, alongside with lots of different beneficial records! Which of those signs and symptoms have you discovered to your child? Let me know inside the comments! And don’t forget to subscribe, and grasp your free gifts!

[juditmiltz]

Bridging the gender divide in commercial real estate

Barbara Liberatore Black’s rise to managing director of JLL’s South Florida office was not an easy one. Currently the only female executive in her office, Black was also one of the first women in commercial real estate in Miami.

She got her start doing tenant representation for Julien J. Studley Inc., the precursor to Savills Studley, in 1981. “I was the only female tenant adviser for years,” Black said. Before securing that gig, she’d tried to get her foot in the door elsewhere, to no avail. 

“If you were a man today, I would hire you,” an interviewer told her, reasoning that as a woman who was going to get married, she wouldn’t have the time for the job. Instead, he offered Black a secretarial position. She turned it down.

Times have clearly changed, but in the wake of the allegations of sexual harassment and assault by Harvey Weinstein — and the many similar charges against high-profile men that followed, including starchitect Richard Meier — several, if not all, industries are facing profound questions about company culture and fairness.

However, many women in South Florida’s commercial real estate industry are not seeing a major push to close the gender gap. They say the #MeToo movement hasn’t kicked off the kinds of productive conversations it was intended to inspire. Rather, many male colleagues are “now afraid to say hello” to women, Carol Brooks, co-founder of the brokerage Continental Real Estate Companies (CREC), said. “It’s coming more from a place of their own self-preservation. It’s interesting to see how men are reacting; it’s more fear than compassion or anything,” she said.

The Real Deal examined the male and female representation of agents working for South Florida’s top five commercial brokerages (determined by the dollar volume of sales and leases as reported by the South Florida Business Journal) by analyzing broker license data filed with the state as of Feb. 23. Marcus & Millichap had the lowest percentage of female agents in the tri-county region of Miami-Dade, Broward and Palm Beach counties, with 18 percent.

Lori Schneider, senior managing director of investments at Marcus & Millichap, said she thinks the firm has fewer women than the others because the company focuses only on investment sales, which takes time and money “until you establish yourself.” Women typically have less of both than men, she said. Leasing, on the other hand, often provides agents with a crucial base salary.

CBRE had the highest percentage of women agents, with 39.8 percent, and JLL closely followed with the second highest representation of women, 38.6 percent, according to TRD’s analysis.

Both CBRE and JLL recently won industry awards for their gender inclusion. CBRE, where three of the firm’s board members are women, received the Diversity & Inclusion Award from the Mortgage Bankers Association in February. In March, JLL was named one of the National Association for Female Executives’ “Top Companies for Executive Women.”

CBRE and JLL’s numbers of female brokers in South Florida are better than national averages. The Commercial Real Estate Women (CREW) Network Benchmark study conducted in 2015 — the most recent data set of its kind that’s available — showed that only 23 percent of leasing and sales brokers in the U.S. were women in 2015. But that number was up from 20 percent five years earlier. Between 2010 and 2015, women went from representing 32 percent of the total commercial real estate workforce to 36 percent nationwide. The subsector with the highest concentration of women was property management, with 51 percent of the asset, property and facilities management workforce female, up from 47 percent in 2010.

And while the CREW research found that women made 23.3 percent less than men in the field in 2015, all of the women contacted for this story had a different experience. Female brokers said that because most positions are commission-based, the wage gap isn’t much of an issue. “The good news about that is a woman who is driven can be equal or better [than a man], and she will get paid,” Black said. “I think this is one of the few careers where women get equal pay.”

The achievement gap

Although there’s been progress in overall male-to-female ratios, the gender gap is still quite vast when it comes to women in leadership positions. CREW’s 2015 study found that only 9 percent of the women who were surveyed held executive roles, compared to 17 percent of the men who participated in the study.

The industry is also facing an aspirational gap between men and women. Forty percent of men surveyed by CREW said they wanted C-suite positions compared to only 28 percent of women. And once men had between six and 10 years of experience, they rose through the ranks at a faster pace than women, the report found.

“Men are much more vocal than women. When you don’t speak up and you don’t ask for the job, you don’t get it,” said Sara Hernandez, president of CREW-Miami.

  Women developers are also lacking in the industry because the field requires a track record and capital, said Avra Jain, a commercial developer in Miami’s MiMo, Little Haiti, Miami River and Overtown neighborhoods.

“When I first came down to Miami [17 years ago] and I walked into a meeting to buy a piece of property, the broker kept talking to the man next to me,” Jain said.

The perils of after-hour events

“‘Welcome to the company. I Googled you hoping to find some bikini shots online,’” Pauldine France, vice president of strategic investments at FIP Commercial, recalled a man saying on her first day at a new job. “I once had a COO I ran into at a party who was trying to get me drunk to take me home. His wife was at the same party,” she added.

Most women in the industry who were contacted for this story agreed that there’s been some progress in hiring more women, but the presence of some bad actors remains a big issue.

France got her start in 2003 as a brand ambassador for Tony Cho when he launched Metro 1 Properties. She was later a financial adviser at Morgan Stanley, then worked for Shawmut Design and Construction in New York, Thor Equities in Miami and, more recently, spent a year working for RKF, also in Miami.

France is, as she describes herself, a “six-foot-tall black chick with green eyes.” She’s faced more than her share of unwanted attention, she told TRD. “I’m used to people looking at me. In commercial real estate, I am a unicorn of a unicorn,” she said. “I’ve had inappropriate, ‘let me take you home’ comments.”

The necessity of after-hours networking doesn’t help things. Going to nightclubs, strip clubs and bars is still a way to get deals done in Miami, sources said. There’s also still a lot of golfing.

“Half of these guys just want to party, and the business facilitates partying” said Mika Mattingly, executive vice president of Colliers International South Florida.

Some women push themselves to head to the golf course or boozy networking events even when it’s uncomfortable. CBRE’s Carol Ellis-Cutler, first vice president of advisory and tenant services in Miami, attended a conference earlier this year where she was one of a handful of women out of a crowd of 800. She later attended the golfing event, where she was the only woman — alongside 32 men.

However, Ellis-Cutler and Arden Karson, senior managing director of CBRE South Florida, both said they also use their gender to their advantage. “Being the only woman at the table, they love that,” Karson said, referencing her male colleagues. She squeezed her way into a dinner during a CRE Finance Council event because she wanted to do business with the group.

“I was the only woman out of 20 people, and they all wanted to sit with me,” Karson said, noting that the extra attention she received was not inappropriate. The men, she said, just wanted to speak to a woman because it was “a refreshing change.”

Men can be more inclined to share information with women, some female brokers said. But that too can have its downside. There’s a fine line between being “approachable and nice” and being “firm,” France said. “You have to deliver this coolness while still keeping that meter stick in front of them,” she said. “Nine out of 10 times, ‘super cool’ can become ‘I can make comments about your new push-up bra.’”

Mentoring the next generation

When considering ways to resolve some of these murky issues, many women said that mentoring a new generation of female brokers is the most important work that needs to be done. And South Florida’s a good place for that: A number of women in leadership roles in commercial real estate own their own companies or work for women who do.

Brooks, of CREC, got her start working in the corporate real estate lending department at Southeast Bank and moved on to the Continental Companies, where she was director of the commercial office leasing department. In the late ‘80s, she considered working at other brokerages and said, “Screw that, I’ll start my own company.”

At that company, a boutique commercial firm she co-founded with Warren Weiser, 51 percent of its 120 employees are female. Two of its six partners are women, and half of its department heads are women. More than 60 percent of CREC’s property managers are women, and 26 percent of the company’s brokers are women. “There are just such high barriers to entry otherwise, so we’ve created our own system,” Brooks said.

Her approach to nurturing female talent development has paid off in the eyes of Sabrina Stimming. Brooks mentored Stimming, who started as an executive assistant and was promoted to marketing assistant, then marketing director. An opening appeared in retail leasing, and now Stimming is director of retail leasing and a partner at CREC. She believes that had she started her career at a traditional brokerage like a CBRE, “it’s probably not likely I would be a head of a department there.”

“If you look around at other firms in our industry, the only women you see in any sort of leadership positions are women who form their own companies,” Stimming added.

Without a mentor, Collier’s Mattingly developed her own strategy for success that many women in the industry adopt: Be the best at the job. She’d pick a neighborhood or area and become an expert on it. “I picked Sunset Harbour, which I liked at the time, and I farmed the fuck out of it,” she said. 

From Metro 1, where Mattingly started in 2006 as a commercial associate, she went to Sterling Equity Commercial, where she’d “transact all day off-market, but no one would trust me with big listings.” She eventually represented Moishe Mana in nearly all of his acquisitions in downtown Miami’s Flagler District, which to date has totaled $267 million on 1 million square feet of building space and eight acres of land.

In 2016, Mattingly joined Colliers and is building her team out of an office in downtown Miami. Although it’s not her own company, it’s clear that she’s running her own operation out of the ground-floor retail space on Flagler Street. She said she’s teaching her team to become neighborhood experts, as she did, by learning every property and zoning before they start selling.

Tere Blanca, founder, chairman and CEO of Blanca Commercial Real Estate, also wants to nurture female talent. She left Cushman & Wakefield to start her own firm in 2008 and is responsible for mentoring everyone in the 22-person office, including a few female agents. In her view, the lack of women in the field may stem from them just not knowing about it. “I don’t think a lot of young women understand the opportunities that exist in the industry,” she said.

Ellis-Cutler and some of her colleagues at CREW-Miami introduced themselves to a group of high school girls by telling them, “We don’t sell single-family homes. We can sell the entire multifamily building.”

CBRE created its Women’s Network in 2000; it now has 3,500 members nationwide and hosts quarterly events. The gender gap at CBRE and other major commercial brokerage persists, but Karson acknowledged that the firm’s numbers are going up.

Forging ahead

While women in commercial real estate today see some struggles and disparities, JLL’s Black said the industry has grown to include more women since she got her start in the early ‘80s. “The one thing I’ve noticed is that women feel more empowered to say to their peers or their managers, ‘Hey, that was an off-color joke’ or ‘I didn’t really like the way you said that about me.’ Women are using their voice now to explain that it’s not right,” she said.

However, Black sees two areas where female representation is lacking: tenant advisory and capital markets, both of which are especially profitable sectors of the business. “That’s predominantly still occupied by men, but in time that will change,” she said.

Jain is also optimistic about closing the gender gap in development.

“We’re starting to see more women take on those roles within their families and more women who want to be developers,” Jain said.

from The Real Deal Miami https://therealdeal.com/miami/issues_articles/bridging-the-gender-divide-in-commercial-real-estate/#new_tab via IFTTT

[juditmiltz]

Bridging the gender divide in commercial real estate

Barbara Liberatore Black’s rise to managing director of JLL’s South Florida office was not an easy one. Currently the only female executive in her office, Black was also one of the first women in commercial real estate in Miami.

She got her start doing tenant representation for Julien J. Studley Inc., the precursor to Savills Studley, in 1981. “I was the only female tenant adviser for years,” Black said. Before securing that gig, she’d tried to get her foot in the door elsewhere, to no avail. 

“If you were a man today, I would hire you,” an interviewer told her, reasoning that as a woman who was going to get married, she wouldn’t have the time for the job. Instead, he offered Black a secretarial position. She turned it down.

Times have clearly changed, but in the wake of the allegations of sexual harassment and assault by Harvey Weinstein — and the many similar charges against high-profile men that followed, including starchitect Richard Meier — several, if not all, industries are facing profound questions about company culture and fairness.

However, many women in South Florida’s commercial real estate industry are not seeing a major push to close the gender gap. They say the #MeToo movement hasn’t kicked off the kinds of productive conversations it was intended to inspire. Rather, many male colleagues are “now afraid to say hello” to women, Carol Brooks, co-founder of the brokerage Continental Real Estate Companies (CREC), said. “It’s coming more from a place of their own self-preservation. It’s interesting to see how men are reacting; it’s more fear than compassion or anything,” she said.

The Real Deal examined the male and female representation of agents working for South Florida’s top five commercial brokerages (determined by the dollar volume of sales and leases as reported by the South Florida Business Journal) by analyzing broker license data filed with the state as of Feb. 23. Marcus & Millichap had the lowest percentage of female agents in the tri-county region of Miami-Dade, Broward and Palm Beach counties, with 18 percent.

Lori Schneider, senior managing director of investments at Marcus & Millichap, said she thinks the firm has fewer women than the others because the company focuses only on investment sales, which takes time and money “until you establish yourself.” Women typically have less of both than men, she said. Leasing, on the other hand, often provides agents with a crucial base salary.

CBRE had the highest percentage of women agents, with 39.8 percent, and JLL closely followed with the second highest representation of women, 38.6 percent, according to TRD’s analysis.

Both CBRE and JLL recently won industry awards for their gender inclusion. CBRE, where three of the firm’s board members are women, received the Diversity & Inclusion Award from the Mortgage Bankers Association in February. In March, JLL was named one of the National Association for Female Executives’ “Top Companies for Executive Women.”

CBRE and JLL’s numbers of female brokers in South Florida are better than national averages. The Commercial Real Estate Women (CREW) Network Benchmark study conducted in 2015 — the most recent data set of its kind that’s available — showed that only 23 percent of leasing and sales brokers in the U.S. were women in 2015. But that number was up from 20 percent five years earlier. Between 2010 and 2015, women went from representing 32 percent of the total commercial real estate workforce to 36 percent nationwide. The subsector with the highest concentration of women was property management, with 51 percent of the asset, property and facilities management workforce female, up from 47 percent in 2010.

And while the CREW research found that women made 23.3 percent less than men in the field in 2015, all of the women contacted for this story had a different experience. Female brokers said that because most positions are commission-based, the wage gap isn’t much of an issue. “The good news about that is a woman who is driven can be equal or better [than a man], and she will get paid,” Black said. “I think this is one of the few careers where women get equal pay.”

The achievement gap

Although there’s been progress in overall male-to-female ratios, the gender gap is still quite vast when it comes to women in leadership positions. CREW’s 2015 study found that only 9 percent of the women who were surveyed held executive roles, compared to 17 percent of the men who participated in the study.

The industry is also facing an aspirational gap between men and women. Forty percent of men surveyed by CREW said they wanted C-suite positions compared to only 28 percent of women. And once men had between six and 10 years of experience, they rose through the ranks at a faster pace than women, the report found.

“Men are much more vocal than women. When you don’t speak up and you don’t ask for the job, you don’t get it,” said Sara Hernandez, president of CREW-Miami.

  Women developers are also lacking in the industry because the field requires a track record and capital, said Avra Jain, a commercial developer in Miami’s MiMo, Little Haiti, Miami River and Overtown neighborhoods.

“When I first came down to Miami [17 years ago] and I walked into a meeting to buy a piece of property, the broker kept talking to the man next to me,” Jain said.

The perils of after-hour events

“‘Welcome to the company. I Googled you hoping to find some bikini shots online,’” Pauldine France, vice president of strategic investments at FIP Commercial, recalled a man saying on her first day at a new job. “I once had a COO I ran into at a party who was trying to get me drunk to take me home. His wife was at the same party,” she added.

Most women in the industry who were contacted for this story agreed that there’s been some progress in hiring more women, but the presence of some bad actors remains a big issue.

France got her start in 2003 as a brand ambassador for Tony Cho when he launched Metro 1 Properties. She was later a financial adviser at Morgan Stanley, then worked for Shawmut Design and Construction in New York, Thor Equities in Miami and, more recently, spent a year working for RKF, also in Miami.

France is, as she describes herself, a “six-foot-tall black chick with green eyes.” She’s faced more than her share of unwanted attention, she told TRD. “I’m used to people looking at me. In commercial real estate, I am a unicorn of a unicorn,” she said. “I’ve had inappropriate, ‘let me take you home’ comments.”

The necessity of after-hours networking doesn’t help things. Going to nightclubs, strip clubs and bars is still a way to get deals done in Miami, sources said. There’s also still a lot of golfing.

“Half of these guys just want to party, and the business facilitates partying” said Mika Mattingly, executive vice president of Colliers International South Florida.

Some women push themselves to head to the golf course or boozy networking events even when it’s uncomfortable. CBRE’s Carol Ellis-Cutler, first vice president of advisory and tenant services in Miami, attended a conference earlier this year where she was one of a handful of women out of a crowd of 800. She later attended the golfing event, where she was the only woman — alongside 32 men.

However, Ellis-Cutler and Arden Karson, senior managing director of CBRE South Florida, both said they also use their gender to their advantage. “Being the only woman at the table, they love that,” Karson said, referencing her male colleagues. She squeezed her way into a dinner during a CRE Finance Council event because she wanted to do business with the group.

“I was the only woman out of 20 people, and they all wanted to sit with me,” Karson said, noting that the extra attention she received was not inappropriate. The men, she said, just wanted to speak to a woman because it was “a refreshing change.”

Men can be more inclined to share information with women, some female brokers said. But that too can have its downside. There’s a fine line between being “approachable and nice” and being “firm,” France said. “You have to deliver this coolness while still keeping that meter stick in front of them,” she said. “Nine out of 10 times, ‘super cool’ can become ‘I can make comments about your new push-up bra.’”

Mentoring the next generation

When considering ways to resolve some of these murky issues, many women said that mentoring a new generation of female brokers is the most important work that needs to be done. And South Florida’s a good place for that: A number of women in leadership roles in commercial real estate own their own companies or work for women who do.

Brooks, of CREC, got her start working in the corporate real estate lending department at Southeast Bank and moved on to the Continental Companies, where she was director of the commercial office leasing department. In the late ‘80s, she considered working at other brokerages and said, “Screw that, I’ll start my own company.”

At that company, a boutique commercial firm she co-founded with Warren Weiser, 51 percent of its 120 employees are female. Two of its six partners are women, and half of its department heads are women. More than 60 percent of CREC’s property managers are women, and 26 percent of the company’s brokers are women. “There are just such high barriers to entry otherwise, so we’ve created our own system,” Brooks said.

Her approach to nurturing female talent development has paid off in the eyes of Sabrina Stimming. Brooks mentored Stimming, who started as an executive assistant and was promoted to marketing assistant, then marketing director. An opening appeared in retail leasing, and now Stimming is director of retail leasing and a partner at CREC. She believes that had she started her career at a traditional brokerage like a CBRE, “it’s probably not likely I would be a head of a department there.”

“If you look around at other firms in our industry, the only women you see in any sort of leadership positions are women who form their own companies,” Stimming added.

Without a mentor, Collier’s Mattingly developed her own strategy for success that many women in the industry adopt: Be the best at the job. She’d pick a neighborhood or area and become an expert on it. “I picked Sunset Harbour, which I liked at the time, and I farmed the fuck out of it,” she said. 

From Metro 1, where Mattingly started in 2006 as a commercial associate, she went to Sterling Equity Commercial, where she’d “transact all day off-market, but no one would trust me with big listings.” She eventually represented Moishe Mana in nearly all of his acquisitions in downtown Miami’s Flagler District, which to date has totaled $267 million on 1 million square feet of building space and eight acres of land.

In 2016, Mattingly joined Colliers and is building her team out of an office in downtown Miami. Although it’s not her own company, it’s clear that she’s running her own operation out of the ground-floor retail space on Flagler Street. She said she’s teaching her team to become neighborhood experts, as she did, by learning every property and zoning before they start selling.

Tere Blanca, founder, chairman and CEO of Blanca Commercial Real Estate, also wants to nurture female talent. She left Cushman & Wakefield to start her own firm in 2008 and is responsible for mentoring everyone in the 22-person office, including a few female agents. In her view, the lack of women in the field may stem from them just not knowing about it. “I don’t think a lot of young women understand the opportunities that exist in the industry,” she said.

Ellis-Cutler and some of her colleagues at CREW-Miami introduced themselves to a group of high school girls by telling them, “We don’t sell single-family homes. We can sell the entire multifamily building.”

CBRE created its Women’s Network in 2000; it now has 3,500 members nationwide and hosts quarterly events. The gender gap at CBRE and other major commercial brokerage persists, but Karson acknowledged that the firm’s numbers are going up.

Forging ahead

While women in commercial real estate today see some struggles and disparities, JLL’s Black said the industry has grown to include more women since she got her start in the early ‘80s. “The one thing I’ve noticed is that women feel more empowered to say to their peers or their managers, ‘Hey, that was an off-color joke’ or ‘I didn’t really like the way you said that about me.’ Women are using their voice now to explain that it’s not right,” she said.

However, Black sees two areas where female representation is lacking: tenant advisory and capital markets, both of which are especially profitable sectors of the business. “That’s predominantly still occupied by men, but in time that will change,” she said.

Jain is also optimistic about closing the gender gap in development.

“We’re starting to see more women take on those roles within their families and more women who want to be developers,” Jain said.

from The Real Deal Miami https://therealdeal.com/miami/issues_articles/bridging-the-gender-divide-in-commercial-real-estate/#new_tab via IFTTT

[juditmiltz]

Bridging the gender divide in commercial real estate

Barbara Liberatore Black’s rise to managing director of JLL’s South Florida office was not an easy one. Currently the only female executive in her office, Black was also one of the first women in commercial real estate in Miami.

She got her start doing tenant representation for Julien J. Studley Inc., the precursor to Savills Studley, in 1981. “I was the only female tenant adviser for years,” Black said. Before securing that gig, she’d tried to get her foot in the door elsewhere, to no avail. 

“If you were a man today, I would hire you,” an interviewer told her, reasoning that as a woman who was going to get married, she wouldn’t have the time for the job. Instead, he offered Black a secretarial position. She turned it down.

Times have clearly changed, but in the wake of the allegations of sexual harassment and assault by Harvey Weinstein — and the many similar charges against high-profile men that followed, including starchitect Richard Meier — several, if not all, industries are facing profound questions about company culture and fairness.

However, many women in South Florida’s commercial real estate industry are not seeing a major push to close the gender gap. They say the #MeToo movement hasn’t kicked off the kinds of productive conversations it was intended to inspire. Rather, many male colleagues are “now afraid to say hello” to women, Carol Brooks, co-founder of the brokerage Continental Real Estate Companies (CREC), said. “It’s coming more from a place of their own self-preservation. It’s interesting to see how men are reacting; it’s more fear than compassion or anything,” she said.

The Real Deal examined the male and female representation of agents working for South Florida’s top five commercial brokerages (determined by the dollar volume of sales and leases as reported by the South Florida Business Journal) by analyzing broker license data filed with the state as of Feb. 23. Marcus & Millichap had the lowest percentage of female agents in the tri-county region of Miami-Dade, Broward and Palm Beach counties, with 18 percent.

Lori Schneider, senior managing director of investments at Marcus & Millichap, said she thinks the firm has fewer women than the others because the company focuses only on investment sales, which takes time and money “until you establish yourself.” Women typically have less of both than men, she said. Leasing, on the other hand, often provides agents with a crucial base salary.

CBRE had the highest percentage of women agents, with 39.8 percent, and JLL closely followed with the second highest representation of women, 38.6 percent, according to TRD’s analysis.

Both CBRE and JLL recently won industry awards for their gender inclusion. CBRE, where three of the firm’s board members are women, received the Diversity & Inclusion Award from the Mortgage Bankers Association in February. In March, JLL was named one of the National Association for Female Executives’ “Top Companies for Executive Women.”

CBRE and JLL’s numbers of female brokers in South Florida are better than national averages. The Commercial Real Estate Women (CREW) Network Benchmark study conducted in 2015 — the most recent data set of its kind that’s available — showed that only 23 percent of leasing and sales brokers in the U.S. were women in 2015. But that number was up from 20 percent five years earlier. Between 2010 and 2015, women went from representing 32 percent of the total commercial real estate workforce to 36 percent nationwide. The subsector with the highest concentration of women was property management, with 51 percent of the asset, property and facilities management workforce female, up from 47 percent in 2010.

And while the CREW research found that women made 23.3 percent less than men in the field in 2015, all of the women contacted for this story had a different experience. Female brokers said that because most positions are commission-based, the wage gap isn’t much of an issue. “The good news about that is a woman who is driven can be equal or better [than a man], and she will get paid,” Black said. “I think this is one of the few careers where women get equal pay.”

The achievement gap

Although there’s been progress in overall male-to-female ratios, the gender gap is still quite vast when it comes to women in leadership positions. CREW’s 2015 study found that only 9 percent of the women who were surveyed held executive roles, compared to 17 percent of the men who participated in the study.

The industry is also facing an aspirational gap between men and women. Forty percent of men surveyed by CREW said they wanted C-suite positions compared to only 28 percent of women. And once men had between six and 10 years of experience, they rose through the ranks at a faster pace than women, the report found.

“Men are much more vocal than women. When you don’t speak up and you don’t ask for the job, you don’t get it,” said Sara Hernandez, president of CREW-Miami.

  Women developers are also lacking in the industry because the field requires a track record and capital, said Avra Jain, a commercial developer in Miami’s MiMo, Little Haiti, Miami River and Overtown neighborhoods.

“When I first came down to Miami [17 years ago] and I walked into a meeting to buy a piece of property, the broker kept talking to the man next to me,” Jain said.

The perils of after-hour events

“‘Welcome to the company. I Googled you hoping to find some bikini shots online,’” Pauldine France, vice president of strategic investments at FIP Commercial, recalled a man saying on her first day at a new job. “I once had a COO I ran into at a party who was trying to get me drunk to take me home. His wife was at the same party,” she added.

Most women in the industry who were contacted for this story agreed that there’s been some progress in hiring more women, but the presence of some bad actors remains a big issue.

France got her start in 2003 as a brand ambassador for Tony Cho when he launched Metro 1 Properties. She was later a financial adviser at Morgan Stanley, then worked for Shawmut Design and Construction in New York, Thor Equities in Miami and, more recently, spent a year working for RKF, also in Miami.

France is, as she describes herself, a “six-foot-tall black chick with green eyes.” She’s faced more than her share of unwanted attention, she told TRD. “I’m used to people looking at me. In commercial real estate, I am a unicorn of a unicorn,” she said. “I’ve had inappropriate, ‘let me take you home’ comments.”

The necessity of after-hours networking doesn’t help things. Going to nightclubs, strip clubs and bars is still a way to get deals done in Miami, sources said. There’s also still a lot of golfing.

“Half of these guys just want to party, and the business facilitates partying” said Mika Mattingly, executive vice president of Colliers International South Florida.

Some women push themselves to head to the golf course or boozy networking events even when it’s uncomfortable. CBRE’s Carol Ellis-Cutler, first vice president of advisory and tenant services in Miami, attended a conference earlier this year where she was one of a handful of women out of a crowd of 800. She later attended the golfing event, where she was the only woman — alongside 32 men.

However, Ellis-Cutler and Arden Karson, senior managing director of CBRE South Florida, both said they also use their gender to their advantage. “Being the only woman at the table, they love that,” Karson said, referencing her male colleagues. She squeezed her way into a dinner during a CRE Finance Council event because she wanted to do business with the group.

“I was the only woman out of 20 people, and they all wanted to sit with me,” Karson said, noting that the extra attention she received was not inappropriate. The men, she said, just wanted to speak to a woman because it was “a refreshing change.”

Men can be more inclined to share information with women, some female brokers said. But that too can have its downside. There’s a fine line between being “approachable and nice” and being “firm,” France said. “You have to deliver this coolness while still keeping that meter stick in front of them,” she said. “Nine out of 10 times, ‘super cool’ can become ‘I can make comments about your new push-up bra.’”

Mentoring the next generation

When considering ways to resolve some of these murky issues, many women said that mentoring a new generation of female brokers is the most important work that needs to be done. And South Florida’s a good place for that: A number of women in leadership roles in commercial real estate own their own companies or work for women who do.

Brooks, of CREC, got her start working in the corporate real estate lending department at Southeast Bank and moved on to the Continental Companies, where she was director of the commercial office leasing department. In the late ‘80s, she considered working at other brokerages and said, “Screw that, I’ll start my own company.”

At that company, a boutique commercial firm she co-founded with Warren Weiser, 51 percent of its 120 employees are female. Two of its six partners are women, and half of its department heads are women. More than 60 percent of CREC’s property managers are women, and 26 percent of the company’s brokers are women. “There are just such high barriers to entry otherwise, so we’ve created our own system,” Brooks said.

Her approach to nurturing female talent development has paid off in the eyes of Sabrina Stimming. Brooks mentored Stimming, who started as an executive assistant and was promoted to marketing assistant, then marketing director. An opening appeared in retail leasing, and now Stimming is director of retail leasing and a partner at CREC. She believes that had she started her career at a traditional brokerage like a CBRE, “it’s probably not likely I would be a head of a department there.”

“If you look around at other firms in our industry, the only women you see in any sort of leadership positions are women who form their own companies,” Stimming added.

Without a mentor, Collier’s Mattingly developed her own strategy for success that many women in the industry adopt: Be the best at the job. She’d pick a neighborhood or area and become an expert on it. “I picked Sunset Harbour, which I liked at the time, and I farmed the fuck out of it,” she said. 

From Metro 1, where Mattingly started in 2006 as a commercial associate, she went to Sterling Equity Commercial, where she’d “transact all day off-market, but no one would trust me with big listings.” She eventually represented Moishe Mana in nearly all of his acquisitions in downtown Miami’s Flagler District, which to date has totaled $267 million on 1 million square feet of building space and eight acres of land.

In 2016, Mattingly joined Colliers and is building her team out of an office in downtown Miami. Although it’s not her own company, it’s clear that she’s running her own operation out of the ground-floor retail space on Flagler Street. She said she’s teaching her team to become neighborhood experts, as she did, by learning every property and zoning before they start selling.

Tere Blanca, founder, chairman and CEO of Blanca Commercial Real Estate, also wants to nurture female talent. She left Cushman & Wakefield to start her own firm in 2008 and is responsible for mentoring everyone in the 22-person office, including a few female agents. In her view, the lack of women in the field may stem from them just not knowing about it. “I don’t think a lot of young women understand the opportunities that exist in the industry,” she said.

Ellis-Cutler and some of her colleagues at CREW-Miami introduced themselves to a group of high school girls by telling them, “We don’t sell single-family homes. We can sell the entire multifamily building.”

CBRE created its Women’s Network in 2000; it now has 3,500 members nationwide and hosts quarterly events. The gender gap at CBRE and other major commercial brokerage persists, but Karson acknowledged that the firm’s numbers are going up.

Forging ahead

While women in commercial real estate today see some struggles and disparities, JLL’s Black said the industry has grown to include more women since she got her start in the early ‘80s. “The one thing I’ve noticed is that women feel more empowered to say to their peers or their managers, ‘Hey, that was an off-color joke’ or ‘I didn’t really like the way you said that about me.’ Women are using their voice now to explain that it’s not right,” she said.

However, Black sees two areas where female representation is lacking: tenant advisory and capital markets, both of which are especially profitable sectors of the business. “That’s predominantly still occupied by men, but in time that will change,” she said.

Jain is also optimistic about closing the gender gap in development.

“We’re starting to see more women take on those roles within their families and more women who want to be developers,” Jain said.

from The Real Deal Miami https://therealdeal.com/miami/issues_articles/bridging-the-gender-divide-in-commercial-real-estate/#new_tab via IFTTT

[juditmiltz]

Bridging the gender divide in commercial real estate

From TRD Miami’s spring issue: Barbara Liberatore Black’s rise to managing director of JLL’s South Florida office was not an easy one. Currently the only female executive in her office, Black was also one of the first women in commercial real estate in Miami.

She got her start doing tenant representation for Julien J. Studley Inc., the precursor to Savills Studley, in 1981. “I was the only female tenant adviser for years,” Black said. Before securing that gig, she’d tried to get her foot in the door elsewhere, to no avail. 

“If you were a man today, I would hire you,” an interviewer told her, reasoning that as a woman who was going to get married, she wouldn’t have the time for the job. Instead, he offered Black a secretarial position. She turned it down.

Times have clearly changed, but in the wake of the allegations of sexual harassment and assault by Harvey Weinstein — and the many similar charges against high-profile men that followed, including starchitect Richard Meier — several, if not all, industries are facing profound questions about company culture and fairness.

However, many women in South Florida’s commercial real estate industry are not seeing a major push to close the gender gap. They say the #MeToo movement hasn’t kicked off the kinds of productive conversations it was intended to inspire. Rather, many male colleagues are “now afraid to say hello” to women, Carol Brooks, co-founder of the brokerage Continental Real Estate Companies (CREC), said. “It’s coming more from a place of their own self-preservation. It’s interesting to see how men are reacting; it’s more fear than compassion or anything,” she said.

The Real Deal examined the male and female representation of agents working for South Florida’s top five commercial brokerages (determined by the dollar volume of sales and leases as reported by the South Florida Business Journal) by analyzing broker license data filed with the state as of Feb. 23. Marcus & Millichap had the lowest percentage of female agents in the tri-county region of Miami-Dade, Broward and Palm Beach counties, with 18 percent.

Lori Schneider, senior managing director of investments at Marcus & Millichap, said she thinks the firm has fewer women than the others because the company focuses only on investment sales, which takes time and money “until you establish yourself.” Women typically have less of both than men, she said. Leasing, on the other hand, often provides agents with a crucial base salary.

CBRE had the highest percentage of women agents, with 39.8 percent, and JLL closely followed with the second highest representation of women, 38.6 percent, according to TRD’s analysis.

Both CBRE and JLL recently won industry awards for their gender inclusion. CBRE, where three of the firm’s board members are women, received the Diversity & Inclusion Award from the Mortgage Bankers Association in February. In March, JLL was named one of the National Association for Female Executives’ “Top Companies for Executive Women.”

CBRE and JLL’s numbers of female brokers in South Florida are better than national averages. The Commercial Real Estate Women (CREW) Network Benchmark study conducted in 2015 — the most recent data set of its kind that’s available — showed that only 23 percent of leasing and sales brokers in the U.S. were women in 2015. But that number was up from 20 percent five years earlier. Between 2010 and 2015, women went from representing 32 percent of the total commercial real estate workforce to 36 percent nationwide. The subsector with the highest concentration of women was property management, with 51 percent of the asset, property and facilities management workforce female, up from 47 percent in 2010.

And while the CREW research found that women made 23.3 percent less than men in the field in 2015, all of the women contacted for this story had a different experience. Female brokers said that because most positions are commission-based, the wage gap isn’t much of an issue. “The good news about that is a woman who is driven can be equal or better [than a man], and she will get paid,” Black said. “I think this is one of the few careers where women get equal pay.”

The achievement gap

Although there’s been progress in overall male-to-female ratios, the gender gap is still quite vast when it comes to women in leadership positions. CREW’s 2015 study found that only 9 percent of the women who were surveyed held executive roles, compared to 17 percent of the men who participated in the study.

The industry is also facing an aspirational gap between men and women. Forty percent of men surveyed by CREW said they wanted C-suite positions compared to only 28 percent of women. And once men had between six and 10 years of experience, they rose through the ranks at a faster pace than women, the report found.

“Men are much more vocal than women. When you don’t speak up and you don’t ask for the job, you don’t get it,” said Sara Hernandez, president of CREW-Miami.

  Women developers are also lacking in the industry because the field requires a track record and capital, said Avra Jain, a commercial developer in Miami’s MiMo, Little Haiti, Miami River and Overtown neighborhoods.

“When I first came down to Miami [17 years ago] and I walked into a meeting to buy a piece of property, the broker kept talking to the man next to me,” Jain said.

The perils of after-hour events

“‘Welcome to the company. I Googled you hoping to find some bikini shots online,’” Pauldine France, vice president of strategic investments at FIP Commercial, recalled a man saying on her first day at a new job. “I once had a COO I ran into at a party who was trying to get me drunk to take me home. His wife was at the same party,” she added.

Most women in the industry who were contacted for this story agreed that there’s been some progress in hiring more women, but the presence of some bad actors remains a big issue.

France got her start in 2003 as a brand ambassador for Tony Cho when he launched Metro 1 Properties. She was later a financial adviser at Morgan Stanley, then worked for Shawmut Design and Construction in New York, Thor Equities in Miami and, more recently, spent a year working for RKF, also in Miami.

France is, as she describes herself, a “six-foot-tall black chick with green eyes.” She’s faced more than her share of unwanted attention, she told TRD. “I’m used to people looking at me. In commercial real estate, I am a unicorn of a unicorn,” she said. “I’ve had inappropriate, ‘let me take you home’ comments.”

The necessity of after-hours networking doesn’t help things. Going to nightclubs, strip clubs and bars is still a way to get deals done in Miami, sources said. There’s also still a lot of golfing.

“Half of these guys just want to party, and the business facilitates partying” said Mika Mattingly, executive vice president of Colliers International South Florida.

Some women push themselves to head to the golf course or boozy networking events even when it’s uncomfortable. CBRE’s Carol Ellis-Cutler, first vice president of advisory and tenant services in Miami, attended a conference earlier this year where she was one of a handful of women out of a crowd of 800. She later attended the golfing event, where she was the only woman — alongside 32 men.

However, Ellis-Cutler and Arden Karson, senior managing director of CBRE South Florida, both said they also use their gender to their advantage. “Being the only woman at the table, they love that,” Karson said, referencing her male colleagues. She squeezed her way into a dinner during a CRE Finance Council event because she wanted to do business with the group.

“I was the only woman out of 20 people, and they all wanted to sit with me,” Karson said, noting that the extra attention she received was not inappropriate. The men, she said, just wanted to speak to a woman because it was “a refreshing change.”

Men can be more inclined to share information with women, some female brokers said. But that too can have its downside. There’s a fine line between being “approachable and nice” and being “firm,” France said. “You have to deliver this coolness while still keeping that meter stick in front of them,” she said. “Nine out of 10 times, ‘super cool’ can become ‘I can make comments about your new push-up bra.’”

Mentoring the next generation

When considering ways to resolve some of these murky issues, many women said that mentoring a new generation of female brokers is the most important work that needs to be done. And South Florida’s a good place for that: A number of women in leadership roles in commercial real estate own their own companies or work for women who do.

Brooks, of CREC, got her start working in the corporate real estate lending department at Southeast Bank and moved on to the Continental Companies, where she was director of the commercial office leasing department. In the late ‘80s, she considered working at other brokerages and said, “Screw that, I’ll start my own company.”

At that company, a boutique commercial firm she co-founded with Warren Weiser, 51 percent of its 120 employees are female. Two of its six partners are women, and half of its department heads are women. More than 60 percent of CREC’s property managers are women, and 26 percent of the company’s brokers are women. “There are just such high barriers to entry otherwise, so we’ve created our own system,” Brooks said.

Her approach to nurturing female talent development has paid off in the eyes of Sabrina Stimming. Brooks mentored Stimming, who started as an executive assistant and was promoted to marketing assistant, then marketing director. An opening appeared in retail leasing, and now Stimming is director of retail leasing and a partner at CREC. She believes that had she started her career at a traditional brokerage like a CBRE, “it’s probably not likely I would be a head of a department there.”

“If you look around at other firms in our industry, the only women you see in any sort of leadership positions are women who form their own companies,” Stimming added.

Without a mentor, Collier’s Mattingly developed her own strategy for success that many women in the industry adopt: Be the best at the job. She’d pick a neighborhood or area and become an expert on it. “I picked Sunset Harbour, which I liked at the time, and I farmed the fuck out of it,” she said. 

From Metro 1, where Mattingly started in 2006 as a commercial associate, she went to Sterling Equity Commercial, where she’d “transact all day off-market, but no one would trust me with big listings.” She eventually represented Moishe Mana in nearly all of his acquisitions in downtown Miami’s Flagler District, which to date has totaled $267 million on 1 million square feet of building space and eight acres of land.

In 2016, Mattingly joined Colliers and is building her team out of an office in downtown Miami. Although it’s not her own company, it’s clear that she’s running her own operation out of the ground-floor retail space on Flagler Street. She said she’s teaching her team to become neighborhood experts, as she did, by learning every property and zoning before they start selling.

Tere Blanca, founder, chairman and CEO of Blanca Commercial Real Estate, also wants to nurture female talent. She left Cushman & Wakefield to start her own firm in 2008 and is responsible for mentoring everyone in the 22-person office, including a few female agents. In her view, the lack of women in the field may stem from them just not knowing about it. “I don’t think a lot of young women understand the opportunities that exist in the industry,” she said.

Ellis-Cutler and some of her colleagues at CREW-Miami introduced themselves to a group of high school girls by telling them, “We don’t sell single-family homes. We can sell the entire multifamily building.”

CBRE created its Women’s Network in 2000; it now has 3,500 members nationwide and hosts quarterly events. The gender gap at CBRE and other major commercial brokerage persists, but Karson acknowledged that the firm’s numbers are going up.

Forging ahead

While women in commercial real estate today see some struggles and disparities, JLL’s Black said the industry has grown to include more women since she got her start in the early ‘80s. “The one thing I’ve noticed is that women feel more empowered to say to their peers or their managers, ‘Hey, that was an off-color joke’ or ‘I didn’t really like the way you said that about me.’ Women are using their voice now to explain that it’s not right,” she said.

However, Black sees two areas where female representation is lacking: tenant advisory and capital markets, both of which are especially profitable sectors of the business. “That’s predominantly still occupied by men, but in time that will change,” she said.

Jain is also optimistic about closing the gender gap in development.

“We’re starting to see more women take on those roles within their families and more women who want to be developers,” Jain said.

from The Real Deal Miami https://therealdeal.com/miami/issues_articles/bridging-the-gender-divide-in-commercial-real-estate/#new_tab via IFTTT

[juditmiltz]

Bridging the gender divide in commercial real estate

From TRD Miami’s spring issue: Barbara Liberatore Black’s rise to managing director of JLL’s South Florida office was not an easy one. Currently the only female executive in her office, Black was also one of the first women in commercial real estate in Miami.

She got her start doing tenant representation for Julien J. Studley Inc., the precursor to Savills Studley, in 1981. “I was the only female tenant adviser for years,” Black said. Before securing that gig, she’d tried to get her foot in the door elsewhere, to no avail. 

“If you were a man today, I would hire you,” an interviewer told her, reasoning that as a woman who was going to get married, she wouldn’t have the time for the job. Instead, he offered Black a secretarial position. She turned it down.

Times have clearly changed, but in the wake of the allegations of sexual harassment and assault by Harvey Weinstein — and the many similar charges against high-profile men that followed, including starchitect Richard Meier — several, if not all, industries are facing profound questions about company culture and fairness.

However, many women in South Florida’s commercial real estate industry are not seeing a major push to close the gender gap. They say the #MeToo movement hasn’t kicked off the kinds of productive conversations it was intended to inspire. Rather, many male colleagues are “now afraid to say hello” to women, Carol Brooks, co-founder of the brokerage Continental Real Estate Companies (CREC), said. “It’s coming more from a place of their own self-preservation. It’s interesting to see how men are reacting; it’s more fear than compassion or anything,” she said.

The Real Deal examined the male and female representation of agents working for South Florida’s top five commercial brokerages (determined by the dollar volume of sales and leases as reported by the South Florida Business Journal) by analyzing broker license data filed with the state as of Feb. 23. Marcus & Millichap had the lowest percentage of female agents in the tri-county region of Miami-Dade, Broward and Palm Beach counties, with 18 percent.

Lori Schneider, senior managing director of investments at Marcus & Millichap, said she thinks the firm has fewer women than the others because the company focuses only on investment sales, which takes time and money “until you establish yourself.” Women typically have less of both than men, she said. Leasing, on the other hand, often provides agents with a crucial base salary.

CBRE had the highest percentage of women agents, with 39.8 percent, and JLL closely followed with the second highest representation of women, 38.6 percent, according to TRD’s analysis.

Both CBRE and JLL recently won industry awards for their gender inclusion. CBRE, where three of the firm’s board members are women, received the Diversity & Inclusion Award from the Mortgage Bankers Association in February. In March, JLL was named one of the National Association for Female Executives’ “Top Companies for Executive Women.”

CBRE and JLL’s numbers of female brokers in South Florida are better than national averages. The Commercial Real Estate Women (CREW) Network Benchmark study conducted in 2015 — the most recent data set of its kind that’s available — showed that only 23 percent of leasing and sales brokers in the U.S. were women in 2015. But that number was up from 20 percent five years earlier. Between 2010 and 2015, women went from representing 32 percent of the total commercial real estate workforce to 36 percent nationwide. The subsector with the highest concentration of women was property management, with 51 percent of the asset, property and facilities management workforce female, up from 47 percent in 2010.

And while the CREW research found that women made 23.3 percent less than men in the field in 2015, all of the women contacted for this story had a different experience. Female brokers said that because most positions are commission-based, the wage gap isn’t much of an issue. “The good news about that is a woman who is driven can be equal or better [than a man], and she will get paid,” Black said. “I think this is one of the few careers where women get equal pay.”

The achievement gap

Although there’s been progress in overall male-to-female ratios, the gender gap is still quite vast when it comes to women in leadership positions. CREW’s 2015 study found that only 9 percent of the women who were surveyed held executive roles, compared to 17 percent of the men who participated in the study.

The industry is also facing an aspirational gap between men and women. Forty percent of men surveyed by CREW said they wanted C-suite positions compared to only 28 percent of women. And once men had between six and 10 years of experience, they rose through the ranks at a faster pace than women, the report found.

“Men are much more vocal than women. When you don’t speak up and you don’t ask for the job, you don’t get it,” said Sara Hernandez, president of CREW-Miami.

  Women developers are also lacking in the industry because the field requires a track record and capital, said Avra Jain, a commercial developer in Miami’s MiMo, Little Haiti, Miami River and Overtown neighborhoods.

“When I first came down to Miami [17 years ago] and I walked into a meeting to buy a piece of property, the broker kept talking to the man next to me,” Jain said.

The perils of after-hour events

“‘Welcome to the company. I Googled you hoping to find some bikini shots online,’” Pauldine France, vice president of strategic investments at FIP Commercial, recalled a man saying on her first day at a new job. “I once had a COO I ran into at a party who was trying to get me drunk to take me home. His wife was at the same party,” she added.

Most women in the industry who were contacted for this story agreed that there’s been some progress in hiring more women, but the presence of some bad actors remains a big issue.

France got her start in 2003 as a brand ambassador for Tony Cho when he launched Metro 1 Properties. She was later a financial adviser at Morgan Stanley, then worked for Shawmut Design and Construction in New York, Thor Equities in Miami and, more recently, spent a year working for RKF, also in Miami.

France is, as she describes herself, a “six-foot-tall black chick with green eyes.” She’s faced more than her share of unwanted attention, she told TRD. “I’m used to people looking at me. In commercial real estate, I am a unicorn of a unicorn,” she said. “I’ve had inappropriate, ‘let me take you home’ comments.”

The necessity of after-hours networking doesn’t help things. Going to nightclubs, strip clubs and bars is still a way to get deals done in Miami, sources said. There’s also still a lot of golfing.

“Half of these guys just want to party, and the business facilitates partying” said Mika Mattingly, executive vice president of Colliers International South Florida.

Some women push themselves to head to the golf course or boozy networking events even when it’s uncomfortable. CBRE’s Carol Ellis-Cutler, first vice president of advisory and tenant services in Miami, attended a conference earlier this year where she was one of a handful of women out of a crowd of 800. She later attended the golfing event, where she was the only woman — alongside 32 men.

However, Ellis-Cutler and Arden Karson, senior managing director of CBRE South Florida, both said they also use their gender to their advantage. “Being the only woman at the table, they love that,” Karson said, referencing her male colleagues. She squeezed her way into a dinner during a CRE Finance Council event because she wanted to do business with the group.

“I was the only woman out of 20 people, and they all wanted to sit with me,” Karson said, noting that the extra attention she received was not inappropriate. The men, she said, just wanted to speak to a woman because it was “a refreshing change.”

Men can be more inclined to share information with women, some female brokers said. But that too can have its downside. There’s a fine line between being “approachable and nice” and being “firm,” France said. “You have to deliver this coolness while still keeping that meter stick in front of them,” she said. “Nine out of 10 times, ‘super cool’ can become ‘I can make comments about your new push-up bra.’”

Mentoring the next generation

When considering ways to resolve some of these murky issues, many women said that mentoring a new generation of female brokers is the most important work that needs to be done. And South Florida’s a good place for that: A number of women in leadership roles in commercial real estate own their own companies or work for women who do.

Brooks, of CREC, got her start working in the corporate real estate lending department at Southeast Bank and moved on to the Continental Companies, where she was director of the commercial office leasing department. In the late ‘80s, she considered working at other brokerages and said, “Screw that, I’ll start my own company.”

At that company, a boutique commercial firm she co-founded with Warren Weiser, 51 percent of its 120 employees are female. Two of its six partners are women, and half of its department heads are women. More than 60 percent of CREC’s property managers are women, and 26 percent of the company’s brokers are women. “There are just such high barriers to entry otherwise, so we’ve created our own system,” Brooks said.

Her approach to nurturing female talent development has paid off in the eyes of Sabrina Stimming. Brooks mentored Stimming, who started as an executive assistant and was promoted to marketing assistant, then marketing director. An opening appeared in retail leasing, and now Stimming is director of retail leasing and a partner at CREC. She believes that had she started her career at a traditional brokerage like a CBRE, “it’s probably not likely I would be a head of a department there.”

“If you look around at other firms in our industry, the only women you see in any sort of leadership positions are women who form their own companies,” Stimming added.

Without a mentor, Collier’s Mattingly developed her own strategy for success that many women in the industry adopt: Be the best at the job. She’d pick a neighborhood or area and become an expert on it. “I picked Sunset Harbour, which I liked at the time, and I farmed the fuck out of it,” she said. 

From Metro 1, where Mattingly started in 2006 as a commercial associate, she went to Sterling Equity Commercial, where she’d “transact all day off-market, but no one would trust me with big listings.” She eventually represented Moishe Mana in nearly all of his acquisitions in downtown Miami’s Flagler District, which to date has totaled $267 million on 1 million square feet of building space and eight acres of land.

In 2016, Mattingly joined Colliers and is building her team out of an office in downtown Miami. Although it’s not her own company, it’s clear that she’s running her own operation out of the ground-floor retail space on Flagler Street. She said she’s teaching her team to become neighborhood experts, as she did, by learning every property and zoning before they start selling.

Tere Blanca, founder, chairman and CEO of Blanca Commercial Real Estate, also wants to nurture female talent. She left Cushman & Wakefield to start her own firm in 2008 and is responsible for mentoring everyone in the 22-person office, including a few female agents. In her view, the lack of women in the field may stem from them just not knowing about it. “I don’t think a lot of young women understand the opportunities that exist in the industry,” she said.

Ellis-Cutler and some of her colleagues at CREW-Miami introduced themselves to a group of high school girls by telling them, “We don’t sell single-family homes. We can sell the entire multifamily building.”

CBRE created its Women’s Network in 2000; it now has 3,500 members nationwide and hosts quarterly events. The gender gap at CBRE and other major commercial brokerage persists, but Karson acknowledged that the firm’s numbers are going up.

Forging ahead

While women in commercial real estate today see some struggles and disparities, JLL’s Black said the industry has grown to include more women since she got her start in the early ‘80s. “The one thing I’ve noticed is that women feel more empowered to say to their peers or their managers, ‘Hey, that was an off-color joke’ or ‘I didn’t really like the way you said that about me.’ Women are using their voice now to explain that it’s not right,” she said.

However, Black sees two areas where female representation is lacking: tenant advisory and capital markets, both of which are especially profitable sectors of the business. “That’s predominantly still occupied by men, but in time that will change,” she said.

Jain is also optimistic about closing the gender gap in development.

“We’re starting to see more women take on those roles within their families and more women who want to be developers,” Jain said.

from The Real Deal Miami https://therealdeal.com/miami/issues_articles/bridging-the-gender-divide-in-commercial-real-estate/#new_tab via IFTTT

[juditmiltz]

Bridging the gender divide in commercial real estate

From TRD Miami’s spring issue: Barbara Liberatore Black’s rise to managing director of JLL’s South Florida office was not an easy one. Currently the only female executive in her office, Black was also one of the first women in commercial real estate in Miami.

She got her start doing tenant representation for Julien J. Studley Inc., the precursor to Savills Studley, in 1981. “I was the only female tenant adviser for years,” Black said. Before securing that gig, she’d tried to get her foot in the door elsewhere, to no avail. 

“If you were a man today, I would hire you,” an interviewer told her, reasoning that as a woman who was going to get married, she wouldn’t have the time for the job. Instead, he offered Black a secretarial position. She turned it down.

Times have clearly changed, but in the wake of the allegations of sexual harassment and assault by Harvey Weinstein — and the many similar charges against high-profile men that followed, including starchitect Richard Meier — several, if not all, industries are facing profound questions about company culture and fairness.

However, many women in South Florida’s commercial real estate industry are not seeing a major push to close the gender gap. They say the #MeToo movement hasn’t kicked off the kinds of productive conversations it was intended to inspire. Rather, many male colleagues are “now afraid to say hello” to women, Carol Brooks, co-founder of the brokerage Continental Real Estate Companies (CREC), said. “It’s coming more from a place of their own self-preservation. It’s interesting to see how men are reacting; it’s more fear than compassion or anything,” she said.

The Real Deal examined the male and female representation of agents working for South Florida’s top five commercial brokerages (determined by the dollar volume of sales and leases as reported by the South Florida Business Journal) by analyzing broker license data filed with the state as of Feb. 23. Marcus & Millichap had the lowest percentage of female agents in the tri-county region of Miami-Dade, Broward and Palm Beach counties, with 18 percent.

Lori Schneider, senior managing director of investments at Marcus & Millichap, said she thinks the firm has fewer women than the others because the company focuses only on investment sales, which takes time and money “until you establish yourself.” Women typically have less of both than men, she said. Leasing, on the other hand, often provides agents with a crucial base salary.

CBRE had the highest percentage of women agents, with 39.8 percent, and JLL closely followed with the second highest representation of women, 38.6 percent, according to TRD’s analysis.

Both CBRE and JLL recently won industry awards for their gender inclusion. CBRE, where three of the firm’s board members are women, received the Diversity & Inclusion Award from the Mortgage Bankers Association in February. In March, JLL was named one of the National Association for Female Executives’ “Top Companies for Executive Women.”

CBRE and JLL’s numbers of female brokers in South Florida are better than national averages. The Commercial Real Estate Women (CREW) Network Benchmark study conducted in 2015 — the most recent data set of its kind that’s available — showed that only 23 percent of leasing and sales brokers in the U.S. were women in 2015. But that number was up from 20 percent five years earlier. Between 2010 and 2015, women went from representing 32 percent of the total commercial real estate workforce to 36 percent nationwide. The subsector with the highest concentration of women was property management, with 51 percent of the asset, property and facilities management workforce female, up from 47 percent in 2010.

And while the CREW research found that women made 23.3 percent less than men in the field in 2015, all of the women contacted for this story had a different experience. Female brokers said that because most positions are commission-based, the wage gap isn’t much of an issue. “The good news about that is a woman who is driven can be equal or better [than a man], and she will get paid,” Black said. “I think this is one of the few careers where women get equal pay.”

The achievement gap

Although there’s been progress in overall male-to-female ratios, the gender gap is still quite vast when it comes to women in leadership positions. CREW’s 2015 study found that only 9 percent of the women who were surveyed held executive roles, compared to 17 percent of the men who participated in the study.

The industry is also facing an aspirational gap between men and women. Forty percent of men surveyed by CREW said they wanted C-suite positions compared to only 28 percent of women. And once men had between six and 10 years of experience, they rose through the ranks at a faster pace than women, the report found.

“Men are much more vocal than women. When you don’t speak up and you don’t ask for the job, you don’t get it,” said Sara Hernandez, president of CREW-Miami.

  Women developers are also lacking in the industry because the field requires a track record and capital, said Avra Jain, a commercial developer in Miami’s MiMo, Little Haiti, Miami River and Overtown neighborhoods.

“When I first came down to Miami [17 years ago] and I walked into a meeting to buy a piece of property, the broker kept talking to the man next to me,” Jain said.

The perils of after-hour events

“‘Welcome to the company. I Googled you hoping to find some bikini shots online,’” Pauldine France, vice president of strategic investments at FIP Commercial, recalled a man saying on her first day at a new job. “I once had a COO I ran into at a party who was trying to get me drunk to take me home. His wife was at the same party,” she added.

Most women in the industry who were contacted for this story agreed that there’s been some progress in hiring more women, but the presence of some bad actors remains a big issue.

France got her start in 2003 as a brand ambassador for Tony Cho when he launched Metro 1 Properties. She was later a financial adviser at Morgan Stanley, then worked for Shawmut Design and Construction in New York, Thor Equities in Miami and, more recently, spent a year working for RKF, also in Miami.

France is, as she describes herself, a “six-foot-tall black chick with green eyes.” She’s faced more than her share of unwanted attention, she told TRD. “I’m used to people looking at me. In commercial real estate, I am a unicorn of a unicorn,” she said. “I’ve had inappropriate, ‘let me take you home’ comments.”

The necessity of after-hours networking doesn’t help things. Going to nightclubs, strip clubs and bars is still a way to get deals done in Miami, sources said. There’s also still a lot of golfing.

“Half of these guys just want to party, and the business facilitates partying” said Mika Mattingly, executive vice president of Colliers International South Florida.

Some women push themselves to head to the golf course or boozy networking events even when it’s uncomfortable. CBRE’s Carol Ellis-Cutler, first vice president of advisory and tenant services in Miami, attended a conference earlier this year where she was one of a handful of women out of a crowd of 800. She later attended the golfing event, where she was the only woman — alongside 32 men.

However, Ellis-Cutler and Arden Karson, senior managing director of CBRE South Florida, both said they also use their gender to their advantage. “Being the only woman at the table, they love that,” Karson said, referencing her male colleagues. She squeezed her way into a dinner during a CRE Finance Council event because she wanted to do business with the group.

“I was the only woman out of 20 people, and they all wanted to sit with me,” Karson said, noting that the extra attention she received was not inappropriate. The men, she said, just wanted to speak to a woman because it was “a refreshing change.”

Men can be more inclined to share information with women, some female brokers said. But that too can have its downside. There’s a fine line between being “approachable and nice” and being “firm,” France said. “You have to deliver this coolness while still keeping that meter stick in front of them,” she said. “Nine out of 10 times, ‘super cool’ can become ‘I can make comments about your new push-up bra.’”

Mentoring the next generation

When considering ways to resolve some of these murky issues, many women said that mentoring a new generation of female brokers is the most important work that needs to be done. And South Florida’s a good place for that: A number of women in leadership roles in commercial real estate own their own companies or work for women who do.

Brooks, of CREC, got her start working in the corporate real estate lending department at Southeast Bank and moved on to the Continental Companies, where she was director of the commercial office leasing department. In the late ‘80s, she considered working at other brokerages and said, “Screw that, I’ll start my own company.”

At that company, a boutique commercial firm she co-founded with Warren Weiser, 51 percent of its 120 employees are female. Two of its six partners are women, and half of its department heads are women. More than 60 percent of CREC’s property managers are women, and 26 percent of the company’s brokers are women. “There are just such high barriers to entry otherwise, so we’ve created our own system,” Brooks said.

Her approach to nurturing female talent development has paid off in the eyes of Sabrina Stimming. Brooks mentored Stimming, who started as an executive assistant and was promoted to marketing assistant, then marketing director. An opening appeared in retail leasing, and now Stimming is director of retail leasing and a partner at CREC. She believes that had she started her career at a traditional brokerage like a CBRE, “it’s probably not likely I would be a head of a department there.”

“If you look around at other firms in our industry, the only women you see in any sort of leadership positions are women who form their own companies,” Stimming added.

Without a mentor, Collier’s Mattingly developed her own strategy for success that many women in the industry adopt: Be the best at the job. She’d pick a neighborhood or area and become an expert on it. “I picked Sunset Harbour, which I liked at the time, and I farmed the fuck out of it,” she said. 

From Metro 1, where Mattingly started in 2006 as a commercial associate, she went to Sterling Equity Commercial, where she’d “transact all day off-market, but no one would trust me with big listings.” She eventually represented Moishe Mana in nearly all of his acquisitions in downtown Miami’s Flagler District, which to date has totaled $267 million on 1 million square feet of building space and eight acres of land.

In 2016, Mattingly joined Colliers and is building her team out of an office in downtown Miami. Although it’s not her own company, it’s clear that she’s running her own operation out of the ground-floor retail space on Flagler Street. She said she’s teaching her team to become neighborhood experts, as she did, by learning every property and zoning before they start selling.

Tere Blanca, founder, chairman and CEO of Blanca Commercial Real Estate, also wants to nurture female talent. She left Cushman & Wakefield to start her own firm in 2008 and is responsible for mentoring everyone in the 22-person office, including a few female agents. In her view, the lack of women in the field may stem from them just not knowing about it. “I don’t think a lot of young women understand the opportunities that exist in the industry,” she said.

Ellis-Cutler and some of her colleagues at CREW-Miami introduced themselves to a group of high school girls by telling them, “We don’t sell single-family homes. We can sell the entire multifamily building.”

CBRE created its Women’s Network in 2000; it now has 3,500 members nationwide and hosts quarterly events. The gender gap at CBRE and other major commercial brokerage persists, but Karson acknowledged that the firm’s numbers are going up.

Forging ahead

While women in commercial real estate today see some struggles and disparities, JLL’s Black said the industry has grown to include more women since she got her start in the early ‘80s. “The one thing I’ve noticed is that women feel more empowered to say to their peers or their managers, ‘Hey, that was an off-color joke’ or ‘I didn’t really like the way you said that about me.’ Women are using their voice now to explain that it’s not right,” she said.

However, Black sees two areas where female representation is lacking: tenant advisory and capital markets, both of which are especially profitable sectors of the business. “That’s predominantly still occupied by men, but in time that will change,” she said.

Jain is also optimistic about closing the gender gap in development.

“We’re starting to see more women take on those roles within their families and more women who want to be developers,” Jain said.

from The Real Deal Miami https://therealdeal.com/miami/issues_articles/bridging-the-gender-divide-in-commercial-real-estate/#new_tab via IFTTT

[juditmiltz]

Bridging the gender divide in commercial real estate

From TRD Miami’s spring issue: Barbara Liberatore Black’s rise to managing director of JLL’s South Florida office was not an easy one. Currently the only female executive in her office, Black was also one of the first women in commercial real estate in Miami.

She got her start doing tenant representation for Julien J. Studley Inc., the precursor to Savills Studley, in 1981. “I was the only female tenant adviser for years,” Black said. Before securing that gig, she’d tried to get her foot in the door elsewhere, to no avail. 

“If you were a man today, I would hire you,” an interviewer told her, reasoning that as a woman who was going to get married, she wouldn’t have the time for the job. Instead, he offered Black a secretarial position. She turned it down.

Times have clearly changed, but in the wake of the allegations of sexual harassment and assault by Harvey Weinstein — and the many similar charges against high-profile men that followed, including starchitect Richard Meier — several, if not all, industries are facing profound questions about company culture and fairness.

However, many women in South Florida’s commercial real estate industry are not seeing a major push to close the gender gap. They say the #MeToo movement hasn’t kicked off the kinds of productive conversations it was intended to inspire. Rather, many male colleagues are “now afraid to say hello” to women, Carol Brooks, co-founder of the brokerage Continental Real Estate Companies (CREC), said. “It’s coming more from a place of their own self-preservation. It’s interesting to see how men are reacting; it’s more fear than compassion or anything,” she said.

The Real Deal examined the male and female representation of agents working for South Florida’s top five commercial brokerages (determined by the dollar volume of sales and leases as reported by the South Florida Business Journal) by analyzing broker license data filed with the state as of Feb. 23. Marcus & Millichap had the lowest percentage of female agents in the tri-county region of Miami-Dade, Broward and Palm Beach counties, with 18 percent.

Lori Schneider, senior managing director of investments at Marcus & Millichap, said she thinks the firm has fewer women than the others because the company focuses only on investment sales, which takes time and money “until you establish yourself.” Women typically have less of both than men, she said. Leasing, on the other hand, often provides agents with a crucial base salary.

CBRE had the highest percentage of women agents, with 39.8 percent, and JLL closely followed with the second highest representation of women, 38.6 percent, according to TRD’s analysis.

Both CBRE and JLL recently won industry awards for their gender inclusion. CBRE, where three of the firm’s board members are women, received the Diversity & Inclusion Award from the Mortgage Bankers Association in February. In March, JLL was named one of the National Association for Female Executives’ “Top Companies for Executive Women.”

CBRE and JLL’s numbers of female brokers in South Florida are better than national averages. The Commercial Real Estate Women (CREW) Network Benchmark study conducted in 2015 — the most recent data set of its kind that’s available — showed that only 23 percent of leasing and sales brokers in the U.S. were women in 2015. But that number was up from 20 percent five years earlier. Between 2010 and 2015, women went from representing 32 percent of the total commercial real estate workforce to 36 percent nationwide. The subsector with the highest concentration of women was property management, with 51 percent of the asset, property and facilities management workforce female, up from 47 percent in 2010.

And while the CREW research found that women made 23.3 percent less than men in the field in 2015, all of the women contacted for this story had a different experience. Female brokers said that because most positions are commission-based, the wage gap isn’t much of an issue. “The good news about that is a woman who is driven can be equal or better [than a man], and she will get paid,” Black said. “I think this is one of the few careers where women get equal pay.”

The achievement gap

Although there’s been progress in overall male-to-female ratios, the gender gap is still quite vast when it comes to women in leadership positions. CREW’s 2015 study found that only 9 percent of the women who were surveyed held executive roles, compared to 17 percent of the men who participated in the study.

The industry is also facing an aspirational gap between men and women. Forty percent of men surveyed by CREW said they wanted C-suite positions compared to only 28 percent of women. And once men had between six and 10 years of experience, they rose through the ranks at a faster pace than women, the report found.

“Men are much more vocal than women. When you don’t speak up and you don’t ask for the job, you don’t get it,” said Sara Hernandez, president of CREW-Miami.

  Women developers are also lacking in the industry because the field requires a track record and capital, said Avra Jain, a commercial developer in Miami’s MiMo, Little Haiti, Miami River and Overtown neighborhoods.

“When I first came down to Miami [17 years ago] and I walked into a meeting to buy a piece of property, the broker kept talking to the man next to me,” Jain said.

The perils of after-hour events

“‘Welcome to the company. I Googled you hoping to find some bikini shots online,’” Pauldine France, vice president of strategic investments at FIP Commercial, recalled a man saying on her first day at a new job. “I once had a COO I ran into at a party who was trying to get me drunk to take me home. His wife was at the same party,” she added.

Most women in the industry who were contacted for this story agreed that there’s been some progress in hiring more women, but the presence of some bad actors remains a big issue.

France got her start in 2003 as a brand ambassador for Tony Cho when he launched Metro 1 Properties. She was later a financial adviser at Morgan Stanley, then worked for Shawmut Design and Construction in New York, Thor Equities in Miami and, more recently, spent a year working for RKF, also in Miami.

France is, as she describes herself, a “six-foot-tall black chick with green eyes.” She’s faced more than her share of unwanted attention, she told TRD. “I’m used to people looking at me. In commercial real estate, I am a unicorn of a unicorn,” she said. “I’ve had inappropriate, ‘let me take you home’ comments.”

The necessity of after-hours networking doesn’t help things. Going to nightclubs, strip clubs and bars is still a way to get deals done in Miami, sources said. There’s also still a lot of golfing.

“Half of these guys just want to party, and the business facilitates partying” said Mika Mattingly, executive vice president of Colliers International South Florida.

Some women push themselves to head to the golf course or boozy networking events even when it’s uncomfortable. CBRE’s Carol Ellis-Cutler, first vice president of advisory and tenant services in Miami, attended a conference earlier this year where she was one of a handful of women out of a crowd of 800. She later attended the golfing event, where she was the only woman — alongside 32 men.

However, Ellis-Cutler and Arden Karson, senior managing director of CBRE South Florida, both said they also use their gender to their advantage. “Being the only woman at the table, they love that,” Karson said, referencing her male colleagues. She squeezed her way into a dinner during a CRE Finance Council event because she wanted to do business with the group.

“I was the only woman out of 20 people, and they all wanted to sit with me,” Karson said, noting that the extra attention she received was not inappropriate. The men, she said, just wanted to speak to a woman because it was “a refreshing change.”

Men can be more inclined to share information with women, some female brokers said. But that too can have its downside. There’s a fine line between being “approachable and nice” and being “firm,” France said. “You have to deliver this coolness while still keeping that meter stick in front of them,” she said. “Nine out of 10 times, ‘super cool’ can become ‘I can make comments about your new push-up bra.’”

Mentoring the next generation

When considering ways to resolve some of these murky issues, many women said that mentoring a new generation of female brokers is the most important work that needs to be done. And South Florida’s a good place for that: A number of women in leadership roles in commercial real estate own their own companies or work for women who do.

Brooks, of CREC, got her start working in the corporate real estate lending department at Southeast Bank and moved on to the Continental Companies, where she was director of the commercial office leasing department. In the late ‘80s, she considered working at other brokerages and said, “Screw that, I’ll start my own company.”

At that company, a boutique commercial firm she co-founded with Warren Weiser, 51 percent of its 120 employees are female. Two of its six partners are women, and half of its department heads are women. More than 60 percent of CREC’s property managers are women, and 26 percent of the company’s brokers are women. “There are just such high barriers to entry otherwise, so we’ve created our own system,” Brooks said.

Her approach to nurturing female talent development has paid off in the eyes of Sabrina Stimming. Brooks mentored Stimming, who started as an executive assistant and was promoted to marketing assistant, then marketing director. An opening appeared in retail leasing, and now Stimming is director of retail leasing and a partner at CREC. She believes that had she started her career at a traditional brokerage like a CBRE, “it’s probably not likely I would be a head of a department there.”

“If you look around at other firms in our industry, the only women you see in any sort of leadership positions are women who form their own companies,” Stimming added.

Without a mentor, Collier’s Mattingly developed her own strategy for success that many women in the industry adopt: Be the best at the job. She’d pick a neighborhood or area and become an expert on it. “I picked Sunset Harbour, which I liked at the time, and I farmed the fuck out of it,” she said. 

From Metro 1, where Mattingly started in 2006 as a commercial associate, she went to Sterling Equity Commercial, where she’d “transact all day off-market, but no one would trust me with big listings.” She eventually represented Moishe Mana in nearly all of his acquisitions in downtown Miami’s Flagler District, which to date has totaled $267 million on 1 million square feet of building space and eight acres of land.

In 2016, Mattingly joined Colliers and is building her team out of an office in downtown Miami. Although it’s not her own company, it’s clear that she’s running her own operation out of the ground-floor retail space on Flagler Street. She said she’s teaching her team to become neighborhood experts, as she did, by learning every property and zoning before they start selling.

Tere Blanca, founder, chairman and CEO of Blanca Commercial Real Estate, also wants to nurture female talent. She left Cushman & Wakefield to start her own firm in 2008 and is responsible for mentoring everyone in the 22-person office, including a few female agents. In her view, the lack of women in the field may stem from them just not knowing about it. “I don’t think a lot of young women understand the opportunities that exist in the industry,” she said.

Ellis-Cutler and some of her colleagues at CREW-Miami introduced themselves to a group of high school girls by telling them, “We don’t sell single-family homes. We can sell the entire multifamily building.”

CBRE created its Women’s Network in 2000; it now has 3,500 members nationwide and hosts quarterly events. The gender gap at CBRE and other major commercial brokerage persists, but Karson acknowledged that the firm’s numbers are going up.

Forging ahead

While women in commercial real estate today see some struggles and disparities, JLL’s Black said the industry has grown to include more women since she got her start in the early ‘80s. “The one thing I’ve noticed is that women feel more empowered to say to their peers or their managers, ‘Hey, that was an off-color joke’ or ‘I didn’t really like the way you said that about me.’ Women are using their voice now to explain that it’s not right,” she said.

However, Black sees two areas where female representation is lacking: tenant advisory and capital markets, both of which are especially profitable sectors of the business. “That’s predominantly still occupied by men, but in time that will change,” she said.

Jain is also optimistic about closing the gender gap in development.

“We’re starting to see more women take on those roles within their families and more women who want to be developers,” Jain said.

from The Real Deal Miami https://therealdeal.com/miami/issues_articles/bridging-the-gender-divide-in-commercial-real-estate/#new_tab via IFTTT

[juditmiltz]

Bridging the gender divide in commercial real estate

Barbara Liberatore Black’s rise to managing director of JLL’s South Florida office was not an easy one. Currently the only female executive in her office, Black was also one of the first women in commercial real estate in Miami.

She got her start doing tenant representation for Julien J. Studley Inc., the precursor to Savills Studley, in 1981. “I was the only female tenant adviser for years,” Black said. Before securing that gig, she’d tried to get her foot in the door elsewhere, to no avail. 

“If you were a man today, I would hire you,” an interviewer told her, reasoning that as a woman who was going to get married, she wouldn’t have the time for the job. Instead, he offered Black a secretarial position. She turned it down.

Times have clearly changed, but in the wake of the allegations of sexual harassment and assault by Harvey Weinstein — and the many similar charges against high-profile men that followed, including starchitect Richard Meier — several, if not all, industries are facing profound questions about company culture and fairness.

However, many women in South Florida’s commercial real estate industry are not seeing a major push to close the gender gap. They say the #MeToo movement hasn’t kicked off the kinds of productive conversations it was intended to inspire. Rather, many male colleagues are “now afraid to say hello” to women, Carol Brooks, co-founder of the brokerage Continental Real Estate Companies (CREC), said. “It’s coming more from a place of their own self-preservation. It’s interesting to see how men are reacting; it’s more fear than compassion or anything,” she said.

The Real Deal examined the male and female representation of agents working for South Florida’s top five commercial brokerages (determined by the dollar volume of sales and leases as reported by the South Florida Business Journal) by analyzing broker license data filed with the state as of Feb. 23. Marcus & Millichap had the lowest percentage of female agents in the tri-county region of Miami-Dade, Broward and Palm Beach counties, with 18 percent.

Lori Schneider, senior managing director of investments at Marcus & Millichap, said she thinks the firm has fewer women than the others because the company focuses only on investment sales, which takes time and money “until you establish yourself.” Women typically have less of both than men, she said. Leasing, on the other hand, often provides agents with a crucial base salary.

CBRE had the highest percentage of women agents, with 39.8 percent, and JLL closely followed with the second highest representation of women, 38.6 percent, according to TRD’s analysis.

Both CBRE and JLL recently won industry awards for their gender inclusion. CBRE, where three of the firm’s board members are women, received the Diversity & Inclusion Award from the Mortgage Bankers Association in February. In March, JLL was named one of the National Association for Female Executives’ “Top Companies for Executive Women.”

CBRE and JLL’s numbers of female brokers in South Florida are better than national averages. The Commercial Real Estate Women (CREW) Network Benchmark study conducted in 2015 — the most recent data set of its kind that’s available — showed that only 23 percent of leasing and sales brokers in the U.S. were women in 2015. But that number was up from 20 percent five years earlier. Between 2010 and 2015, women went from representing 32 percent of the total commercial real estate workforce to 36 percent nationwide. The subsector with the highest concentration of women was property management, with 51 percent of the asset, property and facilities management workforce female, up from 47 percent in 2010.

And while the CREW research found that women made 23.3 percent less than men in the field in 2015, all of the women contacted for this story had a different experience. Female brokers said that because most positions are commission-based, the wage gap isn’t much of an issue. “The good news about that is a woman who is driven can be equal or better [than a man], and she will get paid,” Black said. “I think this is one of the few careers where women get equal pay.”

The achievement gap

Although there’s been progress in overall male-to-female ratios, the gender gap is still quite vast when it comes to women in leadership positions. CREW’s 2015 study found that only 9 percent of the women who were surveyed held executive roles, compared to 17 percent of the men who participated in the study.

The industry is also facing an aspirational gap between men and women. Forty percent of men surveyed by CREW said they wanted C-suite positions compared to only 28 percent of women. And once men had between six and 10 years of experience, they rose through the ranks at a faster pace than women, the report found.

“Men are much more vocal than women. When you don’t speak up and you don’t ask for the job, you don’t get it,” said Sara Hernandez, president of CREW-Miami.

  Women developers are also lacking in the industry because the field requires a track record and capital, said Avra Jain, a commercial developer in Miami’s MiMo, Little Haiti, Miami River and Overtown neighborhoods.

“When I first came down to Miami [17 years ago] and I walked into a meeting to buy a piece of property, the broker kept talking to the man next to me,” Jain said.

The perils of after-hour events

“‘Welcome to the company. I Googled you hoping to find some bikini shots online,’” Pauldine France, vice president of strategic investments at FIP Commercial, recalled a man saying on her first day at a new job. “I once had a COO I ran into at a party who was trying to get me drunk to take me home. His wife was at the same party,” she added.

Most women in the industry who were contacted for this story agreed that there’s been some progress in hiring more women, but the presence of some bad actors remains a big issue.

France got her start in 2003 as a brand ambassador for Tony Cho when he launched Metro 1 Properties. She was later a financial adviser at Morgan Stanley, then worked for Shawmut Design and Construction in New York, Thor Equities in Miami and, more recently, spent a year working for RKF, also in Miami.

France is, as she describes herself, a “six-foot-tall black chick with green eyes.” She’s faced more than her share of unwanted attention, she told TRD. “I’m used to people looking at me. In commercial real estate, I am a unicorn of a unicorn,” she said. “I’ve had inappropriate, ‘let me take you home’ comments.”

The necessity of after-hours networking doesn’t help things. Going to nightclubs, strip clubs and bars is still a way to get deals done in Miami, sources said. There’s also still a lot of golfing.

“Half of these guys just want to party, and the business facilitates partying” said Mika Mattingly, executive vice president of Colliers International South Florida.

Some women push themselves to head to the golf course or boozy networking events even when it’s uncomfortable. CBRE’s Carol Ellis-Cutler, first vice president of advisory and tenant services in Miami, attended a conference earlier this year where she was one of a handful of women out of a crowd of 800. She later attended the golfing event, where she was the only woman — alongside 32 men.

However, Ellis-Cutler and Arden Karson, senior managing director of CBRE South Florida, both said they also use their gender to their advantage. “Being the only woman at the table, they love that,” Karson said, referencing her male colleagues. She squeezed her way into a dinner during a CRE Finance Council event because she wanted to do business with the group.

“I was the only woman out of 20 people, and they all wanted to sit with me,” Karson said, noting that the extra attention she received was not inappropriate. The men, she said, just wanted to speak to a woman because it was “a refreshing change.”

Men can be more inclined to share information with women, some female brokers said. But that too can have its downside. There’s a fine line between being “approachable and nice” and being “firm,” France said. “You have to deliver this coolness while still keeping that meter stick in front of them,” she said. “Nine out of 10 times, ‘super cool’ can become ‘I can make comments about your new push-up bra.’”

Mentoring the next generation

When considering ways to resolve some of these murky issues, many women said that mentoring a new generation of female brokers is the most important work that needs to be done. And South Florida’s a good place for that: A number of women in leadership roles in commercial real estate own their own companies or work for women who do.

Brooks, of CREC, got her start working in the corporate real estate lending department at Southeast Bank and moved on to the Continental Companies, where she was director of the commercial office leasing department. In the late ‘80s, she considered working at other brokerages and said, “Screw that, I’ll start my own company.”

At that company, a boutique commercial firm she co-founded with Warren Weiser, 51 percent of its 120 employees are female. Two of its six partners are women, and half of its department heads are women. More than 60 percent of CREC’s property managers are women, and 26 percent of the company’s brokers are women. “There are just such high barriers to entry otherwise, so we’ve created our own system,” Brooks said.

Her approach to nurturing female talent development has paid off in the eyes of Sabrina Stimming. Brooks mentored Stimming, who started as an executive assistant and was promoted to marketing assistant, then marketing director. An opening appeared in retail leasing, and now Stimming is director of retail leasing and a partner at CREC. She believes that had she started her career at a traditional brokerage like a CBRE, “it’s probably not likely I would be a head of a department there.”

“If you look around at other firms in our industry, the only women you see in any sort of leadership positions are women who form their own companies,” Stimming added.

Without a mentor, Collier’s Mattingly developed her own strategy for success that many women in the industry adopt: Be the best at the job. She’d pick a neighborhood or area and become an expert on it. “I picked Sunset Harbour, which I liked at the time, and I farmed the fuck out of it,” she said. 

From Metro 1, where Mattingly started in 2006 as a commercial associate, she went to Sterling Equity Commercial, where she’d “transact all day off-market, but no one would trust me with big listings.” She eventually represented Moishe Mana in nearly all of his acquisitions in downtown Miami’s Flagler District, which to date has totaled $267 million on 1 million square feet of building space and eight acres of land.

In 2016, Mattingly joined Colliers and is building her team out of an office in downtown Miami. Although it’s not her own company, it’s clear that she’s running her own operation out of the ground-floor retail space on Flagler Street. She said she’s teaching her team to become neighborhood experts, as she did, by learning every property and zoning before they start selling.

Tere Blanca, founder, chairman and CEO of Blanca Commercial Real Estate, also wants to nurture female talent. She left Cushman & Wakefield to start her own firm in 2008 and is responsible for mentoring everyone in the 22-person office, including a few female agents. In her view, the lack of women in the field may stem from them just not knowing about it. “I don’t think a lot of young women understand the opportunities that exist in the industry,” she said.

Ellis-Cutler and some of her colleagues at CREW-Miami introduced themselves to a group of high school girls by telling them, “We don’t sell single-family homes. We can sell the entire multifamily building.”

CBRE created its Women’s Network in 2000; it now has 3,500 members nationwide and hosts quarterly events. The gender gap at CBRE and other major commercial brokerage persists, but Karson acknowledged that the firm’s numbers are going up.

Forging ahead

While women in commercial real estate today see some struggles and disparities, JLL’s Black said the industry has grown to include more women since she got her start in the early ‘80s. “The one thing I’ve noticed is that women feel more empowered to say to their peers or their managers, ‘Hey, that was an off-color joke’ or ‘I didn’t really like the way you said that about me.’ Women are using their voice now to explain that it’s not right,” she said.

However, Black sees two areas where female representation is lacking: tenant advisory and capital markets, both of which are especially profitable sectors of the business. “That’s predominantly still occupied by men, but in time that will change,” she said.

Jain is also optimistic about closing the gender gap in development.

“We’re starting to see more women take on those roles within their families and more women who want to be developers,” Jain said.

from The Real Deal Miami https://therealdeal.com/miami/issues_articles/bridging-the-gender-divide-in-commercial-real-estate/#new_tab via IFTTT