Purpose

This paper examines gender diversity in the Australian valuation industry from the perspective of valuers in senior management and leadership roles and discusses gender diversity policies and practices in their organisations. Then, it explores the initiatives that can be implemented to improve gender diversity in the Australian valuation industry.

Design/methodology/approach

A focus group discussion was conducted with valuers in senior management and leadership roles from selected large valuation firms and government valuation agencies in Melbourne, Australia. Data collected through the focus group discussion was combined with secondary data sourced from journals, online articles and archival materials.

Findings

The findings reveal that whilst gender diversity in the Australian valuation industry has improved over the years, females remain underrepresented. Nonetheless, whilst some valuation companies have recognised the need to address the underrepresentation of women and introduced specific gender-focussed human resource policies and practices, these initiatives are not streamlined and implemented across the industry.

Research limitations/implications

The study highlights the need for closer collaboration between key stakeholders such as universities, professional associations, valuation companies and government agencies in devising strategies to attract female talents into the valuation industry.

Originality/value

The paper is the first empirical study to assess gender diversity in the Australian valuation industry from the perspective of valuers in management and leadership roles. The proposed policies can inform future initiatives to improve gender diversity in the valuation industry.

中文翻译：

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对澳大利亚估值行业性别多样性的看法：管理层和高层领导的经验和见解

目的

本文从高级管理人员和领导角色的评估师的角度审视了澳大利亚评估行业的性别多样性，并讨论了其组织中的性别多样性政策和实践。然后，它探讨了可以采取哪些举措来改善澳大利亚评估行业的性别多样性。

设计/方法论/途径

与来自澳大利亚墨尔本选定的大型评估公司和政府评估机构的高级管理人员和领导角色的评估师进行了焦点小组讨论。通过焦点小组讨论收集的数据与来自期刊、在线文章和档案材料的二手数据相结合。

发现

调查结果显示，尽管澳大利亚估值行业的性别多样性多年来有所改善，但女性的代表性仍然不足。尽管如此，虽然一些评估公司已经认识到需要解决女性代表性不足的问题，并推出了专门的以性别为中心的人力资源政策和做法，但这些举措并未在整个行业得到简化和实施。

研究局限性/影响

该研究强调，大学、专业协会、评估公司和政府机构等主要利益相关者之间需要更密切合作，制定吸引女性人才进入评估行业的战略。

原创性/价值

该论文是第一篇从管理和领导角色评估师的角度评估澳大利亚评估行业性别多样性的实证研究。拟议的政策可以为未来改善评估行业性别多样性的举措提供信息。