What a '90s movie taught me about women in real estate leadership

By Summer Goralik

This article was originally published by Inman News on June 24, 2025 and can be read here.

I’m going to warn you right now. I’ve wanted to write this piece for a long time. I kept asking myself — how am I going to incorporate real estate compliance into one of my favorite ’90s flicks?

And then it hit me: I’m leaving compliance at the door for this one.

Because there’s something bigger, and honestly, more important, for a lot of professionals out there. Especially for women.

There are a few things I remember vividly from my younger years, and believe it or not, Don’t Tell Mom the Babysitter’s Dead is one of them. Not just for the title (which is undeniably iconic), but because it struck a unique chord in a less modern time.

I loved this movie so much and didn’t realize the real reason why. But watching it again as an adult, especially over the past 15 years, it finally clicked. Yes, it’s funny. Yes, it’s chaotic. But more than anything, it showcases powerful women. And that hit differently, especially for a ’90s film.

This movie isn’t just a nostalgic Gen X favorite. It’s a story about a teenage girl who steps into a corporate world she was never supposed to enter — and absolutely owns it. And in the process, it offers some sharp commentary that still applies today, particularly in real estate.

As a sociology major in college, my thesis centered on a question I had always wondered about: Do women support each other, or are we conditioned to compete?

Back then, I felt the competition. It showed up in classrooms, social circles and even casual conversations. You could practically cut it with a knife.

But over time, that changed. I’ve been supported by incredible women throughout my life and career, and I genuinely love supporting other women, especially the smart, vocal and confident ones. It’s empowering not just to be a woman, but to be a fan of other women.

2 realities: 1 workplace

In the film, Sue Ellen Crandell (played by Christina Applegate) is underestimated and antagonized by Carolyn, an ambitious coworker who sees her as a threat. Carolyn isn’t exactly the villain, but she plays out a dynamic that’s all too familiar: Woman versus woman, especially when power feels scarce.

And yet, right alongside that tension, we meet Rose.

Rose is everything Carolyn isn’t. She’s warm. She’s encouraging. She’s competent. She gives Sue Ellen both freedom and structure. She sees potential before there’s even a résumé — albeit a completely made-up one in this case — to prove it. ​​She’s the kind of leader many women remember having once, or quite frankly, wish they’d had.

The irony? In an industry like real estate, where the majority of agents are women, we still don’t see nearly enough Roses at the top.

The industry has a representation problem

Despite women making up nearly two-thirds of residential real estate professionals, men remain overrepresented in leadership roles. They dominate positions as broker-owners, team leads and executives at major firms. They’re more likely to be the ones closing high-dollar deals, chairing boards and shaping industry policy.

According to the California Association of Realtors’ (C.A.R.) 2017 Women’s Initiative report, women represent 57 percent of Realtors in California, yet hold only one-third of leadership roles in brokerages with over 100 agents — and just 26 percent of the top 500 real estate firms nationwide are led by women.

Nationwide, the 2024 National Association of Realtors Member Profile Highlights shows that 65 percent of Realtors are women, continuing a longstanding trend in which women make up the majority of the residential real estate workforce.

The paradox is hard to miss: Even in a female-majority industry, leadership and high-authority positions remain disproportionately male.

Wage disparities persist as well, particularly among top-tier producers and team leaders. According to The Zebra, in 2020, women brokers and sales agents made only 69 cents for every dollar their male counterparts earned, tightening to 92 cents at the management level. In commercial real estate, CREW Network found that while the base salary gap hovers around 10 percent, the bonus and commission gap blows out to a staggering 56 percent.

Although women are doing the bulk of the work, they don’t always set the rules. I’ve been surrounded by powerful women — broker-owners, firm partners, top producers. And yet, when I attend conferences or major industry panels, it’s sometimes hard not to notice how many are still led, moderated or headlined by men.

Not a criticism, just an observation that speaks volumes and reminds us that women must keep forging ahead and reaching higher.

Supporting roles — and real shifts

Back in the film, even Sue Ellen’s brother Kenny, the burnout-turned-budding chef, surprises us. When he’s overwhelmed by housework, cooking, prepping for the party and keeping the kids in line, Sue Ellen calls him out with a line that still hits: “It’s a rat race and it sucks, Kenny. So what do you want, a medal?”

I might not have known it at the time, but that moment flips the gender script. Kenny’s domestic labor becomes visible and exhausting. But instead of retreating, he memorably steps up. He doesn’t just watch his sister succeed; he becomes part of what makes her success possible.

Real estate needs more of that energy. More men who listen, support and make room at the table. Not just in theory, but in leadership roles, partnerships and backing deals.

The Rose effect: Support is a leadership skill

Don’t Tell Mom the Babysitter’s Dead is often remembered for its humor and chaos. But behind the corporate whirlwinds and the constant demands of family life lies a deeper truth: Women don’t need permission to lead — they need opportunity. 

And when given both structure and autonomy, as Rose gave Sue Ellen, they don’t just show up. They thrive.

Personally, I owe my first consulting opportunity to a powerful woman who believed in me before I had any impressive title outside of government. She took a chance, gave me space and made it clear she had complete faith in my ability. That kind of trust? It was the best compliment and motivation I could’ve received, and it helped launch my career.

And speaking of compliments … I love giving them. Recently, I was at dinner with a male colleague when our waitress walked up, and besides being incredibly kind, she was absolutely stunning. So I told her. Without hesitation. Just a simple, genuine compliment. My colleague looked a little surprised.

Here’s the thing: When I see something I admire, I say it. I don’t care if we’re strangers, walking in a crosswalk or stuck in an elevator with 60 seconds to spare. If it’s genuine — whether it’s a strength, a kind gesture or something they’ve achieved — I’ll call it out. I don’t discriminate either. If someone’s doing something great, I’ll acknowledge it.

Sure, it might’ve been about her looks that night, but more often, it’s about someone’s smarts, character or the way they show up in the world. And as a woman who once wrote a thesis about whether women support or compete with each other, it hits differently when I can uplift the women around me. It feels personal. And powerful.

That wasn’t always me at 18. But now? I can’t stop thinking about how good it feels to say the thing out loud, to support someone in real time and genuinely mean it.

Don’t get me wrong. I know men who absolutely support women in the workplace. I work with them. I’m friends with them. They advocate, they amplify, they show up. And they’ll continue to show up.

But would I call it the status quo? Not yet.

We talk about innovation, disruption, evolution. But real transformation means looking at who gets lifted up, how we show up for them and whether we’re reaching beyond the usual circle.

And here’s the good news: There is momentum. While men still dominate many of the leadership stages and high-profile panels, more women are stepping into visibility — leading, mentoring and showing up for one another in ways that are shifting the narrative.

Tell Mom: There’s more to do

So let’s close this piece out. Two things are in order.

First, if you missed a film that knocked it out of the corporate park so many years ago, lifting up women from every inch of the screen, go back and watch this thing. Don’t Tell Mom the Babysitter’s Dead might surprise you. You won’t be disappointed.

Second, and more importantly, it’s time to look to real life. The real estate industry is in the midst of major change. And part of that progress must include a deliberate focus on recognizing, elevating and empowering women in leadership.

So let’s leave no compliment, no opportunity and no woman behind.

About the Author

Summer Goralik is a Real Estate Compliance Consultant and licensed Real Estate Broker (#02022805). Summer offers real estate brokers a variety of consulting services including assistance with California Department of Real Estate investigations and audit preparation, mock audits, brokerage compliance guidance, advertising review, and training. She helps licensees evaluate their regulatory compliance and correct any non-compliant activities. Summer has an extensive background in real estate which includes private sector, regulatory and law enforcement experience. Prior to opening her consulting business in 2016, she worked for the Orange County District Attorney's Office as a Civilian Economic Crimes Investigator in their Real Estate Fraud Unit. Before that, Summer was employed as a Special Investigator for the DRE for six years. Among many achievements, she wrote several articles for the DRE, four of which were co-authored with former Real Estate Commissioner Wayne Bell. Prior to her career in government and law enforcement, Summer also worked in the escrow industry for nearly five years. For more information about Summer's background and services, please visit her website.