Proptech is changing the game for the property industry, transforming everything from valuations and listings to how property practitioners manage clients and close deals. But while real estate technology is evolving, the people behind it don’t yet reflect the full picture. Women remain underrepresented, especially in leadership roles.
In 2024, female-founded proptech startups raised a record $1.5 billion in funding, and yet that still makes up just 2% of the $3.12 trillion in private capital raised. Industry leaders say that needs to change as women being embraced in proptech means more fresh ideas, different perspectives, and better tools that reflect the diverse needs of today’s property professionals and their clients.
Women have become powerful players in the property market, not just as property practitioners, but as buyers too. According to Lightstone data, the proportion of homes owned by women as sole buyers in South Africa has grown from 30% in 2014 to 39% in 2025. Having more women in real estate, especially at the intersection of tech, can help better understand their needs and serve them as decision-makers and consumers.
Proptech solutions are also only as good as the people who create them. When those building the platforms reflect the diversity of their users, the tools are more effective, relevant, and inclusive. “Women bring different perspectives, often shaped by different lived experiences,” says Anne Lütge, COO of Prop Data. “That diversity of thought is critical in an industry like proptech, which aims to serve a broad and varied population.”
Women have the ability to interpret trends through a broader societal lens, ensuring data-driven decisions are well-rounded and inclusive. “The growing demand for skills beyond pure technology, like communication, relationship building, and problem-solving, is shifting the landscape,” adds Hayley Ivins-Downes, Managing Executive of the Real Estate Cluster of Lightstone. “These are often strengths of women.”
For both Ivins-Downes and Lütge, having women in leadership roles is more than superficial optics, but about outcomes. “Representation matters — not just for equality’s sake, but because diverse leadership results in better decision-making,” says Lütge. “When women are visibly contributing at leadership levels, it also helps shift perceptions and creates space for others to envision themselves in those roles.”
Despite the clear value women bring to the proptech space, especially in senior and strategic roles, their presence still lags far behind that of their male counterparts. Back in 2019, Forbes reported that just 10% of proptech founders were women. And, according to Ivins-Downes, that figure hasn’t improved much.
“Based on my research, it doesn't look like this statistic has seen any increase,” she says. “Women in proptech face several barriers, including investment. Female-founded or co-founded real estate companies have historically struggled to secure funding, representing only 2% of the private capital raised.”
This funding gap isn’t the only hurdle. “Women in tech and proptech often face unconscious bias and stereotypes, which can affect their career progression and opportunities,” Ivins-Downes adds.
Lütge agrees that while progress has been made in some areas, the playing field is far from level. “Access to funding, networks, and mentorship still skews in favour of men,” she explains. “Until those systemic barriers are addressed, the shift will remain incremental rather than transformational.”
Creating a space for women to thrive
For real change, tech startups in South Africa need to build environments where empowering women in business is the norm and not the exception. This means removing the invisible walls holding women back and offering tools, opportunities, and support to grow and lead.
“Women in proptech, and tech more broadly, often face the double burden of having to prove their credibility while also managing perceptions that they’re less technical or less suited to leadership,” says Lütge. “There’s also often a lack of role models and mentorship.”
To overcome these challenges, companies need to be deliberate in their approach. “Businesses can support women by being intentional about inclusion: building pathways for advancement, offering flexible work policies, actively addressing bias, and creating environments where women feel seen, heard, and valued,” she adds.
Ivins-Downes agrees that creating the right conditions for growth is key. “Mentorship and sponsorship programs can help women navigate their careers and gain access to valuable networks and opportunities,” she emphasises. “Companies recognising that diversity, particularly gender diversity, is essential for building better technology, stronger teams, and fostering innovation.”
Flexible work arrangements, she notes, have already opened the door for greater female participation in the proptech workforce — a shift that’s helping to reshape the industry from the inside out.