_Paula Rudkin: A journey of growth and inclusion

Paula Rudkin reflects on her professional and personal career journey, featuring two stints at Knight Frank. Both times, Paula gained a Partner role, in part due to her determination to enhance her own skills and those around them.

March 11, 2024

Navigating a career in data and leadership

Paula started her career in the insurance and law sector, working in information. She then moved into legal real estate, which led to Knight Frank. Paula's first stint at Knight Frank was in 1996 and lasted for 10 years. After a break exploring personal projects, Paula re-joined in 2018 and has since built out her role in the ever-evolving world of data.

Paula's background in information paved the way to excel in data. She manages a broad and diverse sphere and appreciates the ever-changing nature of the day-to-day. A crucial and fulfilling part of Paula's role is people management. “Some of the proudest things that I feel are about when change has happened for the better in people I’ve managed. Whether it's that confidence building or seeing success coming in somebody else's professional career, that's really rewarding. And the fact that we've been able to support that.”

The inspiration behind the start of Paula's further education is Paula’s older sister, the first member of their family to go to university. She gave Paula the belief and self-confidence to strive for a university education and showed that different doors were open to women in the workplace. This encouragement and support is something Paula pours into others and is at the heart of her drive to make a real difference.

Women in data and the next generation

One of Paula's career highlights is being able to foster diversity, equity, and inclusion. Paula manages the data team in Mumbai, India, where they've created an environment that empowers women in data roles. The Mumbai team reflects Knight Frank's commitment to diversity, breaking traditional gender norms within the industry.

Paula discusses Knight Frank's partnership with Women in Data, highlighting its positive impact on building diverse teams. “The relationship with Women in Data is one of the things that's helped us build the team, with diversity in mind, very intentionally. And that really supports creating visibility for us and attracts the kind of talent that we're looking to bring into the team.”

Further enhancing the commitment to gender equality, Paula also works with Girls in Data, where she will visit schools to discuss future careers. “It's an opportunity to raise real estate and data as career possibilities for girls. We won't change the gender balance within the real estate or data industry overnight, but these are the things that can start to make a difference and create opportunities.”

The Data team in Mumbai, India

Commitment to mentoring and development

Paula is proud of the work with the Mumbai team, witnessing their success and the positive changes within the organisation. Her focus on mentoring and upskilling individuals to transition into new careers has been particularly profound. “One of the things that I'm very keen to look at and explore further is moving people around in roles and developing people. Being able to upskill great people where you've got them and give them more opportunities is important and will help to influence the gender pay gap.”

As Paula reflects on her career, she recognises the importance of fostering a sense of belonging within the workplace. An open-door policy and support from colleagues at all levels contribute to a nurturing environment where individuals can make a difference. Paula wants to pass this on to others, particularly by supporting individuals in their career transitions.

Intentional interventions and future development

Looking to the future, Paula suggests that to continue to build upon encouraging women in property and data, organisations must “make positive and intentional interventions to deliver equity for women at all levels.” Paula hopes that companies will do better at decreasing the time in between promotions for women who take maternity leave. “I think we could do more intentionally around that to retain and support, and some of that's already been identified, but it's the right thing to do. If we’re better at supporting women after maternity leave, we’re more likely to retain their talent.”