By Jo Banfield 

The property industry has a talent challenge. Not because talented people do not exist, but because too many never consider a career in our sector in the first place. 

Property careers should be open to everyone, yet currently only 22% of the real estate workforce comes from a lower socio-economic background, compared to 39% of the UK workforce1. This highlights the scale of the opportunity to widen access, strengthen the talent pipeline and ensure the sector better reflects the communities it serves.  

For many young people, property remains an industry they know little about. Often associated with a narrow set of professions, most are simply not aware of the wide range of careers that help shape the places where we live, work and spend time. From investment, property and asset management to sustainability, community engagement and technology, the sector offers a breadth of opportunities that is often hidden from view. This matters because awareness is the first step towards opportunity. If people do not know these careers exist, they can never even consider them. 

It was this challenge that brought together senior leaders from across the property sector at a recent roundtable hosted by Grosvenor and facilitated by The Brokerage. The discussion focused on how collectively we can create clearer pathways into property careers and build a sector that is accessible to all, particularly for young people from lower socio-economic backgrounds. 

While the conversation covered a range of issues, there was broad agreement on two key areas:  

1. Social mobility should not be viewed solely as a societal challenge. It is also a business imperative to widen the talent pool and prepare for future skills needs. 

2. There are strong foundations to build on. The sector is already taking action - the challenge is not a lack of activity or commitment. Rather, it is that much of this work remains fragmented. 

Like many industries, property is operating in a period of significant change. Technology is reshaping the way we work; skills requirements are evolving and competition for talent remains strong. At the same time, there is growing recognition that organisations perform better when they are able to attract people with a wider range of experiences, perspectives and backgrounds. Building a more diverse talent pipeline is therefore not simply about doing the right thing; it is about ensuring the long-term success and resilience of our sector. 

Encouragingly, there is already a great deal of positive work underway. Across the industry, organisations are investing in apprenticeships, work experience, internships, school engagement programmes and partnerships with charities and education providers.  The sector has real convening power through established membership bodies, industry groups and peer networks. These platforms could help connect and scale existing work by sharing good practice, building common priorities and linking organisations that have limited resources that might otherwise work in isolation. Without greater coordination, however, activity risks remaining fragmented. 

The conversation therefore increasingly turned towards collaboration. Participants discussed the potential benefits of creating more consistent pathways into the industry, sharing resources and learning, and aligning efforts where organisations are often tackling similar challenges. 

There was particular interest in developing a stronger industry identity and narrative for careers in property and the built environment, helping young people to better understand the variety of roles available and the contribution the sector makes to society. 

Importantly, there was also recognition that widening access is only part of the solution. Creating inclusive workplaces where people can thrive, develop and progress throughout their careers is equally important. Recruitment, retention and progression must be considered together if we are serious about building a more inclusive industry. 

Our commitment to collaborative action is one of the reasons we have co-developed Next Gen Talent: Property Careers, a programme delivered by The Brokerage in partnership with Grosvenor and The Westminster Foundation. The initiative will support 500 young people aged 17 to 25 from Westminster over the next five years, providing employability training, personalised coaching, professional networks and direct exposure to opportunities across the sector.  

The programme is designed to help young people build the confidence, skills and connections needed to take their first steps into professional careers. Importantly, it also creates opportunities for other employers in the sector to contribute and collaborate, whether through volunteering, sharing expertise or connecting participants with work experience and internship opportunities.  

The strongest message from the roundtable was that the question is no longer whether organisations are taking action; across the sector, there is clear commitment and a growing number of successful initiatives. The challenge now is how we work together more effectively to maximise our collective impact. 

The future success of our industry depends on our ability to attract the widest possible range of talent. By working collaboratively, sharing learnings and creating clearer routes into the sector, we have an opportunity to build a stronger, more inclusive talent pipeline for the future.  

Next Gen Talent: Property Careers is being delivered as part of Grosvenor’s Positive Futures programme, a £5 million commitment to provide support, skills and meaningful work opportunities to over 3,000 people in Westminster by 2030.