| Ticket Type | Price | Cart |
|---|---|---|
| Multifamily Professional - VIP All Access - Early Bird Rate | Must own or professionally manage Multifamily apartments. Consultants to managers or owners must register as Industry Partners/Vendors. | $697 | |
| Industry Partner/Vendor - VIP All Access - Early Bird Rate | Consultants, Vendors, Suppliers that provide professional services to owners/managers | $1,397 |
This breathtaking hike is a great way to kick off your Multifamily Women’s Summit experience. Join us on this high-level informal networking experience along the beautiful trail. This is a hike appropriate for all experience levels. Capture team photos, share the time with other Multifamily Leaders.
Hiking is a great opportunity to reconnect, explore the beauty of Arizona, and look to the future of your leadership vision. Your guide will share background information and interesting facts about the region, as well as wildlife and landscape on along the way.
The brunch experience is not about what is Multifamily Women; this experience is about what Multifamily Women can become. We will gather together for a brunch and provide attendees with time to network in a welcoming environment.
After our lunch, we will offer attendees the opportunity to explore technology and innovation talks all designed to help Women understand how to think about technology, determine what to innovate, build confidence in managing the future of business technologies. These talks will help attendees build confidence navigating new technologies like business intelligence, artificial intelligence, and new leasing innovations.
We design an offsite experience for attendees to get to share time together in fun and entertaining ways.
Put on your finest and plan to join us for cocktails and red carpet moments before dinner. Schmooze with other industry leaders, make new connections, and renew old friendships. There is sure to be plenty of laughter to go around, so make sure you bring a smile and have your photo taken by our professional photographer.
Grab a coffee, have some breakfast, and get pumped for an amazing day ahead!
The gender gap in leadership that is so common in many organizations represents a significant missed opportunity for business. While in many parts of the world women hold more than 50 percent of professional and managerial jobs, their representation in corporate leadership falls far below 50 percent. These trends tell us that women, a highly skilled source of leadership talent, are being overlooked to the detriment of business. In the face of intense, competition for talent, the companies that can tap the best talent—both women and men—will have an advantage over those that continue to rely on only men to fill top positions.
The notion that women are good for business is one that more and more companies are acting on. Yet despite their best efforts to promote women into leadership roles, many organizations have fallen short of their goals. Even among those companies that have implemented an abundance of programs to attract, develop, and retain women employees, gender gaps in hiring, promotion, equitable pay, and retention rates often persist—with men faring better than women on all counts.
To accelerate change, we need to stop treating gender as if it were just a woman’s burden. If organizations want to minimize gender disparities, they need to enable women and men to make behavioral changes. And perhaps most important, organizations must enlist both women and men to work together as allies in changing the organizational norms and structures that perpetuate gender gaps.
Women have been discussing issues of pay inequity, gender differences, and marginalization in the workplace for generations; however, women make up only half of the conversation. Without including men in the conversation, we can, at best, only produce half of the solution. And, while women make up almost half of the workforce in many parts of the world, the most senior roles in the largest businesses are still overwhelmingly held by men. As such, men have a critical role to play in leveling the playing field for all talent, but they are often an untapped resource in the women and men partnership.
Men, often times, don’t know how to be a resource for a variety of reasons: 1) fear of retribution; 2) not understanding how to work with women; 3) men as a gender are conditioned to be “fixers”; and 4) lack of internal resources to help men to be mentors and advisors to women.
Quick break to grab coffee, tea, water, and make some new connections.
People want innovation, inclusion, and the adoption of new technology. Turns out change management is a critical step in inspiring innovation within a company. Understanding how to leverage and integrate both typically male and female behaviors will be the path to modern leadership norms and success in a tech-led world.
Women influence 83% of all consumer spending in the United States. Consider how your revenue goals and performance are influenced by women.
Does your product or portfolio consider their interest? Should it? How about your employee experience? Is your leadership team considering and fully utilizing the talent, insight and wisdom of the women on your staff as related to generating revenue in relation to your product or service or portfolio? If not, you are missing an opportunity to expand your customer base and increase revenue.
Should your team bring on more qualified women or support the development of more qualified women staff, middle managers or managers into the C Suite? Even if your product or service isn’t woman focused or influenced, couldn’t qualified women offer a unique perspective into how organizations run or could run for optimal results? When business incorporates multiple points of view into the development of products and services, it will make a greater impact on current customers and aid in reaching a new buying audience.
For new technologies to serve Multifamily, properties and portfolios, products and technologies should be developed and inspired by a group as diverse as the customers they serve