Application insights from The Circle Partnership reveal growing positivity about the future among women in the built environment, paired with a strong call for visible, senior-led action on gender diversity.
In a notable shift from sentiment at the start of 2025, 90% of mid-level women are feeling optimistic about their future in the industry as a woman. Data from almost 220 applications to The Circle Partnership’s award-winning Circle Academy programme revealed that almost 67% of mid-level women believe that gender representation is on an upward trajectory across the Built Environment.
The application insight, shared to coincide with the London launch of the 2026 Circle Academy programme, handed a clear mandate to senior leadership to take control of improving gender diversity. Almost 60% of the mid-level applicants believe that real, meaningful change needs to be led from the top, through clear direction, visible commitment, and action, not just words. The remaining 40% were split between the responsibility lying with line managers, employees, influencing organisations, businesses in collaboration and government bodies.
Ceri Moyers, Director of The Circle Partnership commented: “Receiving almost 220 applications for our 100 Circle Academy programme spaces in itself is evidence of the ambition that women working in our sector have to succeed at work. Furthermore, over 90% are fully committed to the built environment, intending to stay in the sector for 5+ years or their whole career.
“Diversity has long made good business sense in terms of enhanced innovation, productivity and profitability, and set within this current optimistic context, there can surely be no more timely opportunity for businesses and senior leadership to meet mid-level women’s commitment and ambition with opportunity.”
Consistent with previous year’s applications was ‘confidence, assertiveness and self-belief’ emerging as the most important behavioural skill these women want to develop to succeed. This tallies with women’s ‘limiting self-beliefs’ repeatedly highlighted in research as one of the primary personal reasons negatively impacting workplace gender balance. On a similar vein, almost one third of applicants for this ‘mid-level’ programme were age 40+, adding weight to the barrier of ‘perceived lack of progression opportunities’ and ‘career stagnancy’ that is said to negatively effect overall gender balance.
In terms of practical skills, applicants’ primary desire to work on their ‘strategic awareness’ similarly demonstrates the validity of research that suggests women miss
out on a lot of the strategic, financial and business acumen – the so-called ‘missing 33%’ – that men gain from informal networks and mentoring.
For those less positive about the industry’s future in terms of gender balance, familiar issues were raised that continue to require attention:
· Limited Female Representation: There are few women, especially women of colour, in senior or influential roles. This lack of visible role models makes it harder to envision long-term career progression.
· Structural and Cultural Barriers: Challenges include long working hours, limited flexibility, and a culture that can be unsupportive or even exclusionary. Some women feel they must work harder to be seen as credible.
· Balancing Personal and Professional Life: The pressure to choose between career advancement and personal or family commitments is a recurring theme.
· Perceptions and Bias: There is a persistent perception that women only succeed due to diversity initiatives, rather than merit.
· Regional Differences: Improvements in attitudes towards women are noted in some areas, but not universally across the industry.
ENDS
– Data was taken from 220 applications to the 2026 Circle Academy development programme.
– Applications were split as follows: 3% age 20-24 / 21% age 25-29 / 29% age 30-34 / 21% age 35-40 / 20% age 40-44 / 7% age 45+
– Applications were received from businesses spanning the breadth of the built environment supply chain, from planning, law, finance, construction, development and consultancy.
Notes to editors:
The Circle Partnership is an award-winning mid-level talent retention & development organisation. We are taking practical action to change the long-term composition, culture and capability of the Built Environment.
Through our flagship Circle Academy talent development programme, we are helping mid-level women to practically overcome some of the primary research backed barriers to workplace progression and overall gender balance. Over 80% of participants in our programme report improvements to their confidence, ability to make an impact and their career network.
Additionally, through our consultancy offer, we are successfully helping businesses to reap the innovation and productivity benefits associated with greater diversity. Our driving mission is to help women feel less alone when they are a minority in the industry they are working in, and to give them the skills, confidence, and connections they need to stay and thrive in their roles.
For more information contact: Hannah.fisher@bigpartnership.co.uk
