Breaking Barriers: How an Inclusive Culture Propels Women to Success
City Developments Limited (CDL)’s proactive gender-inclusive practices empower its women employees towards career success and personal growth.
06 Mar 2026 Articles Flexible Work Arrangements Work-life harmony Trending Best practices Future of work
Ms Lee Mei Ling, Head of Property Development, is a testament to CDL’s longstanding commitment to supporting women’s career growth in the organisation and the wider real estate industry.
After helming the Sales and Marketing Department for 14 years, Ms Lee Mei Ling was recognised and entrusted with an expanded portfolio to oversee the Property Development division, which consolidates multiple departments involved in developing CDL’s properties.
This marked both a personal and professional milestone for Mei Ling, particularly in the real estate industry that has traditionally been perceived as male-dominated.
In fact, it is CDL’s longstanding commitment to fostering a fair, supportive, and inclusive workplace that has created an environment where women like Mei Ling can contribute their strengths and step confidently into leadership roles as opportunities arise.
This dedication to nurture and support women’s career development has strengthened CDL’s ability to attract and retain female talent. Today, women make up 69% of its workforce and hold 51% of Head-of-Department roles.
The Foundation of CDL’s Gender-Inclusivity
From early on, CDL recognised that cultivating a diverse workforce is not only a social imperative, but also a catalyst for stronger business performance.
This belief is shared by Mei Ling, noting that “it is necessary to break down barriers, not just between departments, but also between genders, to encourage open dialogues and drive collaborations that benefit the organisation as a whole.”
CDL Listens, and Doesn’t Hesitate to Support
CDL goes beyond promoting gender inclusivity by actively identifying and addressing the specific needs of its female employees through regular engagement surveys and feedback channels. These insights directly inform the development of targeted initiatives and policies.
To help employees better manage their professional and personal commitments, CDL offers staggered work hours with five start-time options between 7.45am and 9.45am. Employees may also work from home up to four days per month, and part-time arrangements are available to support employees’ different life stages.
To uphold fair compensation and pay equity, CDL conducts regular salary audits and benchmarking exercises, closely monitoring pay parity across staff levels.
Ms Lee (1st row, 5th from left) with both Projects and Green Building, Decarbonisation and Safety teams during a development site visit.
A Workforce that Thrives, Performs, and Leads
CDL’s ongoing efforts are further exemplified in its holistic approach to career progression, such as offering:
- Leadership development programmes
- Mentorship opportunities
- Cross-departmental projects
These initiatives are designed to ensure women have equal opportunities to advance and take on leadership roles.
A testament to CDL’s progress in fostering an environment where women can excel is the significant rise in female representation at senior levels. As of January 2026, women make up 40% of the Board, which compares favourably to the national average of 18% across all SGX-listed companies1. Furthermore, women hold 60% of senior management positions.
Taken together, these achievements demonstrate CDL’s success in promoting women to top leadership roles. This progress is a direct result of CDL’s consistent tracking of gender representation and commitment to fair opportunities at every level.
Beyond the workplace, female employees are also provided with networking and mentorship opportunities such as the CDL-initiated Women4Green network. This is Singapore’s first network dedicated to women in sustainability, which connects and inspires women from youths to professionals to drive change in both business and society.
Additionally, CDL partnered with the Career Women’s Group of the Singapore Chinese Chamber of Commerce and Industry to support the launch of their inaugural Mentorship Programme in 2025. Through this collaboration, CDL contributed to strengthening a broader ecosystem that connects women leaders with aspiring professionals and entrepreneurs, while also reinforcing the company’s commitment to advancing women’s professional development.
Leadership Accountability: A Blueprint for Success
The success of CDL’s gender-inclusive practices is rooted in strong senior management commitment to embedding inclusion into the organisation’s culture.
Furthermore, CDL’s senior management advocates for gender equality beyond the organisation. Group CEO, Mr Sherman Kwek has publicly pledged support for the Women’s Empowerment Principles, reinforcing a top-down commitment to gender equality, while Chief Sustainability Officer Ms Esther An champions women’s leadership across various platforms, further enhancing CDL’s brand reputation and position as a leader in this space.
Collectively, these efforts reflect CDL’s commitment in supporting the professional growth and well‑being of its female employees, recognising that when women thrive, the organisation thrives as well.
Ms Lee (2nd row, 9th from left) gathers with the Sales & Marketing team over a meal, celebrating camaraderie, appreciation, and shared purpose.
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