Industrial in 2026: What’s rising, cooling and changing

Australia’s industrial and logistics sector is heading into a defining year. After cycles of rent spikes, construction swings and shifting occupier needs, 2026 is emerging as a pivotal moment. One where clarity returns and strategy takes the lead.

Drawing on insights from Cushman & Wakefield, Knight Frank and CBRE, we’ve pulled together the seven trends that will set the pace and opportunities for the year ahead.

1. Leasing demand will improve as certainty returns

After a cautious 2025, occupiers are getting active again. Business sentiment is lifting, enquiries are up, and there’s finally more clarity around what’s available – and what’s worth chasing.

The fundamentals haven’t changed. E-commerce, 3PLs, data centres and urban logistics are still fuelling demand across the Eastern Seaboard, where well-located space remains hard to come by.

And with consumer spending bouncing back from last year’s lows, transport and logistics operators are more confident about making leasing decisions again. Nationally, we’re looking at close to 2 million square metres of space being leased in 2026. That’s a big jump from the quiet year we’ve just had.

2. Flight to quality will take centre stage

Almost 70% of all 2025 leased floorspace has been prime-grade – which is well above the long-term average. This tells us occupiers aren’t just upgrading for the sake of it. They’re choosing smarter buildings that can help them boost efficiency, cut costs and future-proof supply chains.

The tightest competition is in Sydney and Melbourne’s prime infill precincts. So when something good hits the market in these pockets – where space is scarce and every operational advantage counts – it moves fast.

And as land becomes harder to secure across the Eastern Seaboard, businesses are looking for facilities that give them more. This means automation-ready warehouses, specialised layouts and energy-efficient upgrades are becoming must-haves, not nice-to-haves.

A sector to watch? Cold storage.

Large corporates are upgrading fast, because older facilities no longer meet today’s energy efficiency and sustainability standards. And with new and refurbished spaces struggling to keep up with demand, upgraded cold storage is now achieving $350+ per sqm net – a clear sign of just how strong demand is.

3. Tight supply will push more projects into pre-commitments

With land prices still high and construction costs sticking around, developers are thinking twice about which projects to kick off – and which ones to delay.

The numbers say it all:

• Nearly 900,000 sqm of planned supply has already been pushed past 2027.
• Another 2.4 million sqm won’t move unless pre-commitments are locked in.
• Only two-thirds of the 2026 pipeline is actually underway or pre-leased.

It’s no surprise then that most new buildings in 2026 will be pre-committed or build-to-suit – projects designed around tenants from day one, rather than speculative builds hoping to find a tenant later.

We’ll also see more activity shift to the outer precincts, including Melbourne’s West and North and Sydney’s Outer West as that’s where the limited developable industrial land is located.

4. Vacancy will peak (briefly) before falling again

Vacancy is expected to hit its high point in early to mid-2026 – just under 4% – before tightening again as new supply slows. So yes, there’ll be a little more choice in the short term. But it won’t last long.

Importantly, that choice won’t be evenly spread. Areas that have delivered a lot of new stock, especially outer-ring estates, will take longer to rebalance.

On the other hand, established infill markets – like Sydney’s South, Melbourne’s South East and East, and Brisbane’s Trade Coast and Inner North – should hold their ground, thanks to tighter supply and steady demand.

5. Rental growth will split into two speeds

The days of across-the-board rent jumps are behind us. In 2026, rental growth will move at two speeds, with some precincts pulling ahead and others easing off.

In short, expect the gap between the strongest and weakest precincts to stretch up to 10% over the next five years.

Here’s what’s driving the split:

• Incentives will peak in 2026, giving occupiers a short window to secure sharper deals before they tighten again.
• Tight, established infill locations will continue to outperform, while newer estates work through their recent wave of supply.

And for tenants still on pre-2021 leases: renewing or relocating will mean steeper rent increases – simply because the market has shifted so significantly.

6. Investors will double down on industrial

Industrial is still the sector investors trust most. And its steady income and long-term demand are drawing more capital back into the market.

Even as retail and office become more competitively priced, offshore investors are still targeting Australian logistics, showing just how resilient the sector is.

A few big themes are shaping 2026:

• Interest is spreading beyond Melbourne and Sydney to Brisbane and Adelaide.
• Appetite is strong for data centres, cold storage and automation-ready facilities.
• Investors are sharpening their focus on rent reversion in well-located, undersupplied infill markets.

In short, investors will put their money where demand is strongest and supply is tightest.

7. On-shoring will move from ambition to action

After years of talk, on-shoring is finally expected to gain real traction in 2026. A mix of policy support, global trade uncertainty and election-driven geopolitics is pushing more businesses to rethink what they produce locally – and why.

The sectors most likely to lead the shift include:

• Advanced manufacturing
• Green energy
• Critical technologies
• Meditech, life sciences and defence industries

Federal incentives like the $15 billion National Reconstruction Fund are also giving companies a stronger reason to invest onshore.

What does this mean? As local production ramps up, we’ll see growing demand for high-spec, automated and energy-efficient industrial facilities.

BONUS trend: Industrial outdoor storage (IOS) will grow up

IOS is already moving from a stopgap solution to a fully-fledged investment class. And that trend is only set to grow in 2026.

Sites that were once held for future development are now being repurposed into secure, high-load, tech-enabled storage spaces – from container yards to vehicle storage to transitional infrastructure.

Tenants are willing to pay for power, connectivity and site upgrades. And investors are taking notice, viewing IOS as a strategic, flexible and resilient option in land-tight markets.

Put simply, IOS is maturing into a smart, scalable asset class of its own – one that will continue to support industrial growth well beyond 2026.

2026 is the moment to think sharper and move smarter. And for women in industrial and logistics, it means more room to lead, influence and drive change.

To keep up, follow WIN on LinkedIn.

The key industrial events you must have on your radar

Industrial events are where careers accelerate. They’re where trends emerge, major players connect, and future ideas and opportunities are born. Often before they hit the market.

Being at the right event allows you to network. Stay informed. And boost your on-the-ground smarts.

So where should you start? Here’s a list of standout industrial events making waves across the sector.

The Urban Developer Industrial & Logistics Summit

First on our list: The Urban Developer’s Industrial & Logistics Summit.

Think of this as the holy grail of industrial intel.

This is where you’ll hear what’s happening with land supply, capital flows, leasing trends, funding partnerships and the next generation of assets – before it hits the mainstream.

You’ll walk away with a sharper read on where the market is heading, how top investors and developers are positioning themselves and what’s really happening with land access and capital pressure.

And yes, it goes deeper than anything you’ll find scrolling LinkedIn.

Who it’s for:

Anyone building, funding, owning or occupying industrial space. You could be a developer, investor, project manager or adviser.

Find out more at The Urban Developer.

Industrial Real Estate Summit

If you’re looking for the fullest possible read on the Australian industrial market, this is it.

The Industrial Real Estate Summit is one of the country’s biggest and most influential gatherings of developers, owners, investors and capital markets.

The summit digs into what’s driving movement in ecommerce, supply chains and logistics.

So, expect conversations on diverse topics from land supply and asset evolution to sustainability, tenant expectations and innovation.

Speakers often include leaders from ESR, GPT Group, Cushman & Wakefield and other major industrial players.

Who it’s for:

Senior decision-makers across development, investment, asset management, logistics, design, construction, capital and advisory.

Find out more about the Industrial Real Estate Summit.

Property Council Australia – Western Sydney Outlook

Western Sydney is on the cusp of significant transformation. With a new airport in place and industrial land rapidly moving, the region is entering a pivotal phase of economic and housing growth.

And this event is where senior decision-makers come together to unpack what’s shifting beneath the surface.

Expect talk on how investment is moving, where policy needs to accelerate and how industry, education and government can align to deliver better results.

Speakers typically include influential voices who are actively shaping the future of the region.

Who it’s for:

Anyone with a strategic stake in Western Sydney: developers, investors, planners, infrastructure leaders and policy professionals.

Find out more about the Western Sydney Outlook.

Property Council Australia – NSW Industrial & Logistics Outlook

New South Wales continues to set the national pace – and this event digs into the why and how.

There will be discourse around investment behaviour, policy shifts and where developers are moving. But also, why they’re choosing New South Wales over other states.

Expect high-level yet grounded discussions, led by senior economists from top banks and executives in logistics, finance and development.

Who it’s for:

Developers, investors, logistics and capital leaders who want to stay ahead of what’s shaping NSW – not just react to it.

Find out more about the NSW Industrial & Logistics Outlook.

Property Council Australia – VIC Industrial Outlook

Like Sydney, Victoria’s industrial market is moving fast.

The Property Council of Australia’s VIC Industrial Outlook brings the people who are steering that change into one room.

At this event, expect a panel of directors, senior managers and executives to unpack what’s shifting. Key topics normally cover land competition, infrastructure pressure, economic policy and more.

Conversations will also dive into live market forces. Think: data centres, AI automation, freight network constraints, and the reforms needed to keep Victoria competitive.

Who it’s for:

Anyone driving industrial strategy across Victoria: developers, investors, infrastructure leaders, logistics groups and policy decision-makers.

Find out more about the VIC Industrial Outlook.

Want to stay ahead of where industrial is heading? Follow WIN on LinkedIn for conversations you won’t find anywhere else.

Time to own it: Turning performance reviews into strategic career moves

Performance reviews. A time to revisit the past year, measure your contribution, and – inevitably – face some nerves along the way.

But it doesn’t have to be that way.

What if your performance review became less of a feedback session – and more of a strategic checkpoint in your career journey?  

We spoke with Sharon Woodley, HR consultant specialising in the property industry and CliftonStrengths coach, to unpack how women in industrial can take control of the process and use it to drive growth.

Sharon Woodley

First, reframe the review

To make performance reviews work for you, start by shifting your mindset. See them as opportunities to plan what’s next, rather than just meetings where you passively receive feedback.

‘We need to shift from performance reviews to performance development,’ says Sharon Woodley, Consultant Chief People Officer at Paxton Consulting Group.

‘Bring your career aspirations into the room. Learn to say “This is the value I bring today, and here’s where I want to grow next.”’

But that’s easier said than done, especially for women. Sharon has seen many hold back in reviews, often due to:

• Undervaluing their achievements or assuming their work will speak for itself
• Fearing they’ll be seen as pushy when self-advocating
• Over-relying on softer strengths, which can make it harder to build a strong case

But the truth is, advocating for yourself isn’t arrogance – it’s taking ownership of your career.

So go in ready to talk about your goals. Help your manager see how your strengths, contributions and potential fit into the bigger picture. Whether you’re aiming for more responsibility, a career shift or a future leadership role, be bold and make it known.

Ditch the task list and focus on impact

Listing everything you’ve done won’t get you promoted. But showing how your work drives business outcomes will.

‘Women often focus on tasks,’ says Sharon. ‘But performance reviews are about showing your impact.’

What does that mean? Well, instead of saying:

I managed the reports and completed three major projects.

Try:

My reporting reduced processing delays by 20%. That helped the team hit our Q2 target ahead of time.

In the industrial property sector, reviews often skew heavily toward technical outputs. That’s why it’s especially important to translate ‘softer’ strengths – like communication or collaboration – into business language.

‘In male-dominated settings, it’s even more important to own your contributions and make sure your unique strengths are visible,’ Sharon adds.

So yes, bring the list of what you’ve completed and achieved. But back it up with examples, metrics or even feedback from colleagues and clients to show how you’ve contributed to the bigger business outcomes.

Because that’s what gets noticed.

Show self-awareness and a readiness to grow

You don’t have to walk into the room flawless. Because perfection isn’t the goal – growth is.

Instead, walk in with self-awareness.

Sharon encourages women to openly and confidently reflect on their strengths and blind spots. That shows maturity, agility and coachability – all signs of future potential, including leadership.

‘It’s powerful to say, “I know I can be overly task-focused when under pressure – but here’s how I’m working on it.”’ she says.

‘That shows growth. That shows readiness.’

She adds that promotions go to those who demonstrate performance and potential. So don’t stop at what you’ve done. Show where you’re headed – and how you’re getting there.

Prepare your pitch – early

Your performance review is not the time to ‘wing it’.

Start preparing early by:

• Reflecting on your achievements, especially those with team or business impact
• Collecting data, feedback and examples
• Revisiting your career goals
• Getting clear on what you want from the conversation

‘Preparation is everything,’ Sharon stresses. ‘Give yourself time to reflect. Go through your calendar and emails and check what’s happened over the past year. Don’t just focus on what happened last week.’

And don’t forget your manager needs time too.

Submit your documentation at least three working days in advance so they have time to digest it and have a more meaningful conversation with you.

Be clear and confident about what you want

Promotion? Pay rise? More flexibility? This is your moment to ask – not wait for someone else to raise it.

Not sure how to frame it? Here are Sharon’s tips:

• Start with value, not entitlement: Say, Here’s the business impact I’ve delivered, and here’s where I can add even more value.
• Use a ‘strengths lens’: Say, My drive and strategic thinking have helped me consistently deliver X. In a larger role, here’s how I’d scale that.
• Frame it as a partnership: Instead of I want…, go with Here’s what I bring, here’s what’s next, and here’s how I see my role evolving.

In some companies, performance and pay discussions are separate. If that’s the case, you can ask, ‘When would be the right time to talk about remuneration?’

And if things don’t go the way you want?

‘Be prepared for that, so you can balance your emotions,’ says Sharon. ‘Then ask for specifics and build a plan around what you need to work on to be ready.’

Stay curious – not defensive

Not all feedback will feel good. And that’s okay. Keep in mind that you don’t have to resolve everything in the moment.

‘If something hits hard, it’s okay to pause,’ Sharon says. ‘Tell your manager, “Thanks for the feedback, I’d like some time to process it. Can we follow up in a few days?”’

What if the feedback feels too generic, broad or vague? Ask for clarity.

‘Ask for examples,’ Sharon advises. ‘Ask where things are working. Ask what success would look like from your manager’s perspective.

‘Make it a two-way discussion, so it’s not just a one-way download.’

Final tip: Don’t go it alone

There’s no weakness in feeling nervous – or in seeking support.

If you’re unsure how to handle your upcoming review, talk to other women.

As Sharon puts it: ‘Get advice from someone you admire. Someone who speaks up, owns their value and asks for what they want.’

Remind yourself that performance reviews aren’t a test to pass or fail. They’re your chance to take hold of your career, show your value and shape what’s next.

So when the next one lands in your calendar, don’t shrink back.

Prepare with purpose – and own it.

Want more expert insights to thrive, lead and grow in the industrial sector? Follow Women in Industrial on LinkedIn.

Roadmaps 101: WIN’s secret to driving real change

In just 9 years, WIN has grown from a small, passionate team into a leading voice for women in industrial.

But this growth didn’t happen by chance. It took dedication, determination – and a clear roadmap.

Every year, our committee members come together for a planning session to set bold goals and strategic plans. And the results have been impressive. 

Here’s a glimpse into our planning process – and how it drives WIN’s progress. 

But first, what is a roadmap?

Success (in anything) doesn’t happen overnight. And when you have a goal as big as breaking barriers in a male-dominated industry, you need a solid plan. 

Enter the roadmap.

At its core, a roadmap is a strategic document that helps organisations visualise where they want to be within a specific timeframe. It puts priorities front and centre – and gives you a clear path to your goals.

For WIN, the humble roadmap has become a central part of our progress.

As WIN founding member Charlotte Brabant puts it: ‘We’ve always had big ambitions. But as we grew, we knew we needed more solid structure to support us in getting to where we desire to be.’

And that support came in the form of roadmap consultant, Glen McKernan. 

A glimpse into our process

Since 2022, we’ve been teaming up with Glen to hold our annual WIN strategy day – a powerful session that allows our committee to refine priorities, set goals and track progress. And all our committee members get to have a say.

‘When I first met with WIN’s committee members, I was impressed that they already had their vision set – which is half the battle done,’ Glen shares. 

‘With that in place, WIN’s roadmap sessions are highly focused,’ he adds. ‘We spend a few hours setting priorities, and everyone walks away knowing exactly what they’re responsible for.’ 

Every year, WIN’s roadmap is built around 4 core pillars:

1. Networking and professional development
2. Marketing and brand presence
3. Education and industry engagement
4. Operational growth, governance and internal systems

These focus areas shape the initiatives we take on, like launching new mentorship programs or increasing industry partnerships. 

‘Think of WIN’s roadmap as a four-lane highway,’ Glen explains. ‘Each lane feeds into the ultimate destination of empowering women in industrial – with actionable steps.’

The entire process is highly collaborative and begins long before strategy day, with committee members sharing their insights in a pre-session survey.

And on the day, everyone gets a vote on key initiatives, priorities and goals to tackle. 

The wins from our roadmaps so far 

Since introducing roadmaps to our strategy, we’ve made huge strides in education, advocacy and strengthening our network.

Charlotte lists our achievements: ‘We’re forming strong relationships with universities and property groups. We’re launching scholarships and creating pathways for students. And we’re expanding our following and network. 

‘This has all been a direct result of the focus our annual roadmap provides,’ she stresses. 

Let’s look at those achievements in more detail. In the past few years, we’ve:

• Strengthened partnerships with key organisations like the Property Council of Australia
• Inspired young women to explore careers in industrial by expanding our university and high school outreach
• Launched scholarship and mentorship programs to help women enter the sector or progress their careers
• Fostered stronger connections and deeper learning by shifting to intimate, education-focused networking events
• Created an operations and systems subcommittee to streamline event planning, membership management and marketing
• Established WIN as a leader in our sector through the publication of thought leadership pieces 

Looking back – while always moving forward

One of the best parts of WIN’s roadmap planning sessions? Having the opportunity to reflect on and celebrate our growth – and adapt our next roadmap accordingly. 

As Glen puts it: ‘The best roadmaps shift as an organisation changes its goals – and that’s exactly what WIN does.’

It’s this mindset that’s helped shape the WIN we see today. 

‘Seeing how far we’ve come makes me enormously proud,’ Charlotte says. ‘WIN has become a well-known name in the Australian industrial sector. We’re respected in the industry. And we’re making a real impact.’

And the best part? We’re just getting started.

Ready to help shape WIN’s next chapter? 

If you’re a WIN member who thrives on action, insight and impact, we’d love to have you at the table. Reach out to one of our committee members today.

How the WIN x PCA scholarship is helping women thrive in industrial

Earlier this year, WIN joined forces with the Property Council of Australia (PCA) to offer scholarships for PCA Industrial and Supply Chain courses. 

The goal? To back women with the tools, knowledge and support to grow their careers.

With the program now in full swing, we checked in with three recipients – Caitlyne Parnis, Alice Logan Edwards and Roopika Ramlackhan – to learn how the experience is shaping the way they show up in the industry.

Caitlyne Parnis – Cushman & Wakefield

As an Executive in Cushman & Wakefield’s Brokerage Industrial and Logistics team, Caitlyne Parnis is all about bringing something different to the table.  

So when the opportunity to apply for a PCA scholarship hit her inbox, she didn’t hesitate. 

‘I’m always looking to grow and find new ways to add value as an agent,’ she explains. ‘And this was a great opportunity to broaden my perspective and shift how I approach my work.’

Caitlyne applied and secured the scholarship, landing a spot in the Industrial and Supply Chain Industry Diploma. And it’s been a defining step in her career. 

The course sparked a new interest in supply chain strategy. It also boosted her confidence and helped her tailor her approach to every client.

Now, she’s asking sharper questions, thinking more strategically and feeling more grounded in every conversation.

One of Caitlyne’s biggest takeaways? Just how broad the supply chain ecosystem really is. 

‘I hadn’t fully realised how much industrial property decisions can impact overall supply chain performance,’ she explains. ‘The course has helped me see my role in a completely new light.’

Caitlyne’s advice to other women in the sector? Lean into your network.

‘Don’t feel like you have to figure it all out alone, and don’t be afraid to reach out to others,’ she says. 

‘Whether it’s your team, mentors, peers or organisations like WIN – surround yourself with people who lift you up. It makes a big difference.’

Alice Logan Edwards – The GPT Group

Like Caitlyne, Alice Logan Edwards saw the PCA scholarship as an opportunity she couldn’t miss.

As a Property Manager at The GPT Group, she was ready to take the next step in her career – and she knew this course could help her get there.

‘I wanted to move deeper into the supply chain space,’ she says. ‘And what better way to learn than directly from the people leading the industry?’

What’s stood out most? The real-world relevance. 

‘The course isn’t just theory – it’s written by people who are working in the industry. You’re getting current, practical insights you can apply immediately.’

But the biggest win for Alice has been the connections.

‘This scholarship has opened invaluable doors to networking. And the people I’ve met have been so willing to share their experience and insights,’ she says. ‘It’s helped me grow my confidence and expand my perspective in ways I didn’t expect.’

She’s also grateful for the backing that made it all possible.

‘I wouldn’t have been able to take on the diploma without WIN’s support,’ she says. ‘It means a lot to know there are people out there who genuinely want to see women succeed in this industry.’

Alice has one piece of advice to others thinking about taking the leap: ‘Stay curious. It’s never too late to learn.’

Roopika Ramlackhan – Charter Hall 

For Roopika Ramlackhan, the WIN x PCA scholarship was a chance to dive deeper into her sector – and connect with others shaping its future. 

‘I saw it as a great opportunity to gain more insight into our industry and build connections with peers,’ says Roopika, a Senior Property Manager at Charter Hall. 

Now, midway through the diploma, she’s already seeing shifts in the way she works. 

Roopika explains, ‘One of my biggest takeaways so far is that collaboration is key – and asking questions isn’t a weakness. It’s how you truly understand your client’s needs.’ 

The scholarship has also sharpened Roopika’s career path. 

‘It’s been a real stepping stone,’ she says. ‘It’s helped me strengthen my skills and see how I can add more value to the business overall.’

Now, Roopika is keen to share this message with others navigating the industry: ‘Back yourself. Say yes to opportunities – even if they feel a bit outside your comfort zone. Because confidence grows through action.’

Curious about future scholarship opportunities or ready to join a network of women driving real change in industrial? 

Follow WIN on LinkedIn to stay in the loop.

The 5 game-changing projects reshaping industrial right now

Big ambition. Smarter design. And WIN partners behind the build. These are the common factors behind five of the hottest industrial projects in Australia right now. 

From low-carbon builds to omnichannel hubs, discover how these standout developments are redefining what high-performance industrial looks like. 

1. Kmart’s $200 million Omnichannel Fulfilment Centre in Moorebank

Location: Moorebank Intermodal Precinct, NSW

WIN partner: TMX Transform  

Retail logistics is getting a serious upgrade. 

Kmart Group is investing in a new 100,000 sqm Omnichannel Fulfilment Centre at Moorebank to support the growth of both Kmart and Target across NSW. 

Key features include: 

• Direct rail-to-dock operation to remove trucks from the road and streamline container handling.
• Ability to see over 200 outbound semi-trailer movements per day at peak, enabling rapid fulfilment across NSW stores.
• A high-level gantry walkway allowing staff to move safely between the main office, central control tower and operational workfaces. 

Designed to boost speed, flexibility and efficiency, the facility will modernise operations and scale supply chain capacity. It’s set to go live in late 2027. 

As project management partner, TMX Transform is bringing deep expertise in supply chain infrastructure to this transformative development. 

The result? A smarter, faster distribution model – and a new benchmark for tech-enabled retail logistics. 

2. The Melbourne Intermodal Terminal in Somerton

Location: Somerton, VIC

WIN partner: Knight Frank  

Tipped to be Australia’s largest intermodal terminal, the Melbourne Intermodal Terminal (MIT) Somerton is designed to help ease pressure on supply chains and lift freight efficiency nationwide. 

Backed by a $400 million investment and owned by Aware Super, this 45-hectare open-access bonded facility is already under construction. Operations are expected to begin by October 2025.

Featuring 30 hectares of concrete hardstand, MIT is purpose-built to handle high-volume freight with unmatched durability and efficiency.

Its strategic location offers direct rail access to key national freight corridors – linking Melbourne’s Port with Brisbane, Sydney, Adelaide and Perth. It also enhances connectivity to the newly branded Melbourne Intermodal & Industrial Exchange (MIIX), a 99-hectare adjoining Industrial Estate.

As the first signature site for Intermodal Terminal Company (ITC), MIT will streamline freight flows, unlock new capacity – and drive a smarter, greener and more connected national supply chain supporting Victoria’s logistics ecosystem.

3. Realterm’s Industrial Outdoor Storage facility in Chipping Norton

Location: Chipping Norton, NSW

WIN partner: Realterm  

Container capacity is under pressure – and Realterm is answering the call for help.

Its latest project? A 23,000 sqm Industrial Outdoor Storage (IOS) facility in one of Sydney’s most in-demand logistics corridors, purpose-built to absorb growing freight volumes. 

Due for completion in Q1 2026, this site is a standout for two key reasons: 

1. Serious scale: Capacity for 1,700 empty and fully laden shipping containers across the 125-tonne-rated hardstand. 
2. First of its kind: The first speculative IOS facility developed outside of Australia’s ports and intermodals precincts.

With 24/7 operation, located minutes from Moorebank Intermodal and with direct access to the M5 and M7 corridors, this facility is tailor-made for transport, freight and third-party logistics operators. 

This is a bold and strategic response to the growing demand for high-volume freight infrastructure, and a move that shows confidence in Sydney’s logistics future. It also reflects Realterm’s commitment to staying ahead of the curve and delivering investments that keep the world moving.

4. Goodman’s Canopy at Chifley

Location: Moorabbin Airport, VIC

WIN partner: Goodman

Sustainability isn’t seen as a bonus anymore – it’s the baseline. And Goodman’s Canopy at Chifley shows what’s possible when environmental intelligence is built in from the ground up. 

Completed in 2025, this is Goodman’s first development built primarily from timber, reducing embodied carbon emissions by approximately 24% compared to a similar steel-built facility.  

Key features include: 

• 400kW rooftop solar 
• Targeting a 5 Star Green Star Design & As Built Rating
• Smart metering and EV charging infrastructure
• Flexible warehouse and office layouts

This project balances high performance with environmental impact – and forms part of Goodman’s broader strategy to deliver low-carbon logistics in high-demand urban infill locations. 

5. Vaughan’s Hale Platform Milperra

Location: Milperra, NSW

WIN partner: Vaughan Constructions 

Multi-level industrial design is on the rise. And Hale Platform in Milperra is leading the way. 

Delivered by Vaughan Constructions, this 38,000 sqm multi-level facility combines scale, flexibility and efficiency across two warehouse levels and four floors of office space. 

Its key features include: 

• Flexible tenancies from 2,900 sqm to 10,102 sqm
• 30-metre-wide undercover breezeways
• A ramp system for seamless vehicle access

Sustainability is at the forefront, with rainwater harvesting, PV solar and a target 4 Star Green Star rating. 

This project shows how future-facing design looks when done right – optimising space, function and environmental performance, all in one footprint. 

Ambitious, strategic and built with longevity in mind, our partners’ projects are redefining what’s possible in industrial. 

Want to stay ahead of what’s shaping industrial next? Follow WIN on LinkedIn.

From curiosity to career clarity: How mentorship changed Isabella Anello’s path

Isabella Anello didn’t expect industrial to win her over. But now, it’s all she can think about. 

As the first participant in the 2025 WIN x UTS mentorship program, Isabella has just finished placements with our partners CBRE, Knight Frank and Cushman & Wakefield. 

She shares how the experience changed her view of the industrial sector. And helped her land her first part-time, undergraduate job. 

The step that set things in motion

Isabella (Bella) Anello had never dreamt of a career in industrial. Instead, she had her sights set on capital markets and research.

But while studying for her Bachelor of Property Economics at the University of Technology Sydney (UTS), she came across WIN’s new mentorship program – launched in partnership with UTS – and saw an opportunity worth exploring. One that offered:

• Hands-on experience in leasing, research, marketing and client engagement
• Rotating work placements across leading industrial firms
• A $5,000 grant to support her studies

Bella decided to go for it – and was accepted. That step sparked a turning point in her ambitions. 

‘It’s changed my whole perspective,’ Bella says. ‘Not just on industrial, but on how important it is to see more women in this space.’

And she credits the time spent inside three of Australia’s top industrial real estate firms as the key driver behind her shift in mindset and motivation.

Starting strong at CBRE

Bella’s first placement was with CBRE. And from the moment she stepped foot into the global commercial real estate firm, she felt at home.

As one of the biggest players in the industrial space, CBRE delivers everything from leasing services to investment strategy. It could have been overwhelming, but for Bella, it felt surprisingly grounding. 

‘It was a great starting point,’ she shares. ‘I didn’t expect a company that big to feel so personal.’

While assigned to the Central West Industrial team, Bella was encouraged to connect with people across all aspects of the business, including tenant reps, valuers and asset managers.

‘I gained a really broad view of the sector,’ she recalls. ‘I loved seeing how it all fit together, and it made the industry feel so much more dynamic than I expected.’

Bella was also grateful for her mentor, CBRE’s Industrial & Logistics Manager Caris Kinsella, who played a key role in shaping the experience.

‘Caris really cared, and every interaction felt intentional. She genuinely wanted me to learn, ask questions and meet the right people,’ Bella says.

It was the perfect launchpad for what came next.

The turning point at Knight Frank

After two weeks at CBRE, it was time for Bella to move to Knight Frank. 

There, she received what few students ever get: direct access to the people shaping the future of global real estate. Leaders like Alice Crowley, Director of International Capital, who flew in from Singapore just to meet her. 

‘The fact that Alice made the effort to connect with me, face to face… that meant a lot,’ Bella says. 

From day one at Knight Frank, Bella was immersed in the business.

She sat in on the company’s quarterly wrap-up of performance, strategy and vision, and even scored a one-on-one conversation with CEO James Patterson.

The rest of her time at Knight Frank was packed with candid career chats, lunches with senior leaders and visits to the CBD, North and Western Sydney offices.

Bella also walked away with one piece of advice that revolutionised her mindset. 

‘One of the agents told me that it’s not just about a property – it’s about solving a business problem,’ Bella recalls. ‘That really challenged the way I saw industrial agency, because it’s not just about leasing a space. It’s about finding the right solution for a client to help them achieve their next level of success.’

That understanding completely reframed how she saw the industry – and her place in it.

Clarity and connections at Cushman & Wakefield 

Bella’s final stop was Cushman & Wakefield – a global firm known for industrial leasing, capital markets and tenant representation.

By this point, she had found her footing. But this rotation added something new: a front-row seat to how deals are made.

On her very first day, Bella joined an agent’s function in Moorebank, surrounded by professionals from CBRE, Knight Frank and Cushman & Wakefield. 

‘It was kind of wild,’ she says. ‘But really fantastic to see how these firms interact, even as competitors.’

What else did Bella do at this placement? Attended a WIN network lunch, toured Sydney’s west and sat in on client meetings with David Hall, Cushman’s National Head of Industrial.

‘I loved being a fly on the wall,’ she admits. ‘It was fascinating to watch how each professional communicated and built trust.’

All these observations further changed Bella’s perception of the sector. 

‘I didn’t realise how niche the industrial market is,’ Bella says. ‘It’s often seen as a sector of unglamorous dark sheds – but the women I’ve met in industrial are thriving. And it made me realise how important it is to have more of us participating in it.’

One program, three firms, and a whole new direction

Looking back, Bella says the experience gave her everything a quality mentorship should: exposure, connections and above all – confidence.

It also helped her pinpoint what truly drives her: client-facing work, outcome-driven projects and building strong relationships. 

Before the program, industrial agency wasn’t even on Bella’s radar. Now? She’s stepping into a brand-new role at an Australian infill logistics development and fund management firm, Hale – thanks to the connections made during the mentorship. 

Her advice to students considering the mentorship program?

‘Do it,’ she says. ‘You won’t just shadow – you’ll be supported and taken seriously. 

‘I’d do it all again in a heartbeat!’

Keen to start your career in industrial? Follow WIN on LinkedIn to hear about upcoming mentorship and work placement opportunities.

R U OK? Why mental health conversations matter in industrial

Long shifts. Isolated roles. Physically demanding work. 

It’s no secret that life in industrial can be tough. And mental health is one of the biggest safety risks facing professionals in the sector – especially women. 

But in many workplaces, there’s still stigma around speaking up. That’s why the recent R U OK? in Trucks & Sheds National Day of Action event struck a chord. 

We spoke to Naomi Frauenfelder, Chief Executive of Healthy Heads in Trucks and Sheds, on why normalising mental health conversations can change the game. 

Sobering stats of mental health 

Mental health is often overlooked across the industrial sector. But it’s definitely a growing concern. 

According to Safe Work Australia, mental health conditions now account for 9% of serious workers’ compensation claims – almost double what they were a decade ago.

And 48% of workers across transport, postal and warehousing who experienced a mental health condition said their workplace caused it or made it worse.

These are sobering statistics. And while both men and women are affected, women can be even more so. 

‘Women can face additional pressures that may contribute to greater mental health challenges,’ says Naomi Frauenfelder, Chief Executive of Healthy Heads in Trucks and Sheds. 

‘Some women deal with outdated perceptions that industrial is a “man’s job”. Key infrastructure often reflects this, as one of the main issues we hear about again and again is the absence of women’s bathrooms and showers at heavy vehicle rest areas. This means women need to use men’s facilities, which some may not feel safe to do.’

Healthy Heads in Trucks and Sheds is a not-for-profit helping businesses and individuals across the sector create safer, more mentally supportive workplaces. 

And this year, they once again teamed up with R U OK? to lead the R U OK? in Trucks & Sheds National Day of Action event. 

‘This campaign provides people in industry with the tools and confidence to spot the signs a workmate might be struggling – and to ask their workmates how they really are,’ Naomi says.

‘It’s not about fixing their problems; it’s about showing that you care.’

You don’t need to be an expert to care

This year’s campaign theme was R U OK? – No qualifications needed. And it cuts straight to the heart of what stops so many from checking in: the fear of getting it wrong.

But the truth is, you don’t need to be a psychologist to ask someone how they’re doing. And you don’t need to have all the answers or say the perfect thing.

You just need to be brave enough to start a conversation.

Naomi explains: ‘By having regular, meaningful conversations about life’s ups and downs, you can help the people in your world feel supported – and encourage them to get professional help before things escalate.’

In busy environments, these conversations might happen on the back of a truck, during a break or even while locking up a warehouse. 

They might be quick. They might feel awkward. But they matter.

And it’s often in such small, human moments that someone who is struggling might finally feel safe enough to speak up.

‘A conversation could change a life,’ Naomi stresses. ‘And we all have what it takes to ask, “are you okay?”’

How leaders – and colleagues – can step up

When it comes to mental health, culture is built from the ground up. 

And everyone has a role to play – from CEOs to contractors. 

But how do you start the conversation? How do you approach it without making things uncomfortable? And what’s the best way to check in with someone at work? 

For leaders, you can start by:

• Creating an open and supportive environment where conversations about mental health are normalised
• Providing access to helpful tools like the Healthy Heads App, which offers digital mental health support
• Ensuring teams are equipped with mental health training so everyone knows how to look after themselves and support others

For workers, small actions can make a big difference:

• Learn the signs of mental health distress, and have the confidence to ask R U OK?
• Use the ALEC acronym to guide conversations: 
  • Ask how they’re going
  • Listen without judgment
  • Encourage action to seek support
  • Check in later to show you care

Support doesn’t need to be perfect – it just needs to be there.

Keeping the conversation going

Every industrial workplace has the potential to become a space where mental health is valued and conversations are normalised. 

That’s why R U OK? in Trucks & Sheds is a powerful event. Because it serves up the reminder that looking out for each other shouldn’t just happen once a year. 

‘It sets an example for others to follow, as well as helping to create a culture where employees feel safe and empowered,’ Naomi says. 

This year, we were proud to see a couple of our WIN partner organisations participating in the R U OK? in Trucks & Sheds initiative:

• ESR Australia & NZ hosted breakfast events and started meaningful conversations over coffee nationally. 
• GPT delivered hundreds of cupcakes and shared resources with their customers. 
• Charter Hall hosted a BBQ lunch for the CEVA team in Queensland, with guest speakers from R U OK and Healthy Heads.

The tools are here. Support is growing. And this movement is reaching more sites, teams and individuals than ever before.

Together, we’re building safer, stronger, more human workplaces.

Access free resources, posters, conversation guides and more via the R U OK? in Trucks and Sheds Toolkit.

Want more inspiring stories about industrial? Follow WIN on LinkedIn for insights and updates.

The gender pay gap: Why construction, real estate and manufacturing are lagging behind

The numbers are out – and the gender pay gap in Australia is still wide.

According to the Workplace Gender Equality Agency’s (WGEA) latest report, women earn just 78 cents for every dollar earned by men. 

In construction, real estate and manufacturing? The gap is even wider.

At WIN, we see this as a chance to do better. To build fairer and stronger businesses in a sector that has the power to champion equality. 

Here’s what needs to change.

The numbers behind the gap

According to WGEA’s latest report, Australia’s gender pay gap now sits at 21.8% – meaning women, on average, earn $28,425 less than men each year.

That’s a slight increase from last year’s 21.1% gap, largely due to the inclusion of CEOs and executives in this year’s data for the first time.

But the trend is heading in the right direction – with a 0.6% improvement on last year when comparing equivalent roles. So, there’s progress – but it’s slow. 

And in industrial sectors, it’s even slower: 

• Construction: 25.3% gap
• Real estate: 21.2% gap
• Manufacturing: 14.2% gap

These are among the highest gender pay gaps in Australia. 

One key driver? Industrial remains heavily male-dominated, especially in senior roles.

The WGEA data shows men are almost twice as likely to be in the top pay quartile, while women are overrepresented in the bottom.

But change is possible, and we know many businesses are already leading the way.

What progress looks like in practice

In recent years, we’ve seen a genuine shift across parts of the industrial sector.

There’s growing awareness that equity isn’t just about salary, but total remuneration. At WIN, we’re pleased that a number of our partners are setting a new standard:

• Cushman & Wakefield has appointed several women to top executive roles globally, including ANZ CEO Noral Wild. The company has also introduced flexible work policies, inclusive hiring practices and regular pay equity reviews.
• Charter Hall is proactively addressing gender pay gaps through annual remuneration reviews and has women leading in key executive roles.
• CBRE is investing in programs to attract, retain and promote female talent at every level.
• Frasers Property has been named a WGEA Employer of Choice for Gender Equality and continues to build inclusive leadership into its culture.
• Dexus and ISPT have published gender equity strategies and aligned themselves with external benchmarks.
• Knight Frank and Greystar are driving cultural change through formal DEI policies and flexible work frameworks.

These are promising signs of progress, and momentum is building. 

But for real change to happen, these examples must become the norm across our sector – not the exception. 

Addressing barriers head-on

In many workplaces, women appear to be paid equally on paper. But when you look deeper – at bonuses, commissions, superannuation and leadership pathways – the picture changes.

So, what’s standing in the way of true pay parity? 

Part of it stems from legacy mindsets – outdated assumptions about women’s availability, pressure tolerance or emotional resilience. These biases influence who gets offered roles or fast-tracked into senior leadership.

Then there’s the issue of recruitment and promotion.

Many organisations still favour candidates ticking every box. But this model inadvertently disadvantages women, who are statistically more likely to self-select out unless they meet all the criteria.

Often, the barriers are invisible: outdated pay systems, bias in performance reviews, and rigid work structures that penalise those with caregiving responsibilities.

So, how do we move forward?

The blueprint for change

If we’re serious about closing the gender pay gap in industrial, we need to rethink how we define work, leadership and equity. 

Here’s how to start:

• Challenge mindsets: Let go of legacy assumptions about women’s capacity, availability or ambition.
• Fix pay systems: Review the distribution of bonuses, commissions, superannuation and parental leave. Close the gap in total remuneration, not just base salaries.
• Benchmark roles, not people: Base pay on the value of the role, not who negotiates hardest.
• Redesign leadership pathways: Prioritise women for roles in operations, finance, logistics and C-suite – not just in support functions.
• Back it with real support: Mentorship, sponsorship and strong peer networks are critical to helping women rise – and stay.
• Create space through quotas: Sometimes we need to shift the structure before the mindset follows. Quotas can help rebalance leadership – but real inclusion must follow.
• Shift ideology through education: Women don’t need to tick every box to be ready – and men need to recognise and acknowledge the systems working in their favour. Equity begins with awareness.
• Partner with organisations like WIN: Engaging with industry networks that champion equity helps drive accountability and fast-track change.

The legacy we’re building

Change is happening. But without further intentional action, we risk embedding a new generation of inequality.

At WIN, we’re here to create an industry that’s not only more equitable, but more sustainable, innovative and resilient.

So, here’s our call to action:

Examine your structures, pay systems and leadership pipelines. Keep pushing for transparency, accountability and meaningful reform. 

Above all, speak up. Step forward. And support one another.

The future of industrial is being built right now. Let’s ensure it works for everyone.

Want to help build a more equitable industrial sector? Follow WIN on LinkedIn to stay informed, share the message – and help bring others along.

Meet our inaugural Scholarship for Women winner, Georgina Abou Hamed

Georgina Abou Hamed isn’t your average industrial property student.

She’s one of only a handful of women in her course – a sharp reminder that gender equity in our sector is still a work in progress. 

But change is here. And Georgina is part of it.

As the first recipient of the WIN Scholarship for Women, launched in partnership with Western Sydney University (WSU), she’s ready to help shape the future of industrial. 

Here’s what inspires her – and what she hopes to achieve next.

Finding her path – and owning it

Georgina didn’t grow up dreaming of a career in industrial property. 

Like many students, she left high school without a clear plan.

‘I spent years feeling confused about where I was going,’ she admits. ‘Everyone else seemed to have it figured out – I didn’t.’

Fortunately, Georgina knew her strengths: numbers and a strong work ethic. This made a business degree the logical next step. So she enrolled in the Bachelor of Business at WSU – and discovered the option to major in property.

‘The variety drew me in,’ she says. ‘There are so many directions you can take with this degree. And for someone like me – who was still figuring things out – it made sense.’

Then came WIN’s scholarship for women, which awards recipients $22,500 over three years.  Georgina applied. Got it. And things just started falling into place.

‘It felt like a sign that I was on the right track,’ she recalls. ‘And I felt committed to this career path.’

Now in her second year, she’s never felt more certain about her future.

Playing the long game

At WSU, Georgina is exploring everything from valuation to feasibility. 

She’s learning the mechanics behind how properties are planned, costed and brought to life.

And while she hasn’t stepped into the industrial property world just yet, she’s already sharpening transferable skills in her current banking role.

That exposure, paired with her studies, has helped Georgina zero in on what she really wants.

‘I love looking at bigger pictures – understanding how a project comes together, how decisions are made and how value is created over time,’ she explains. ‘And one day, I’d like to run my own firm and create spaces that influence how people work and live.’

It’s a big goal. But with the support of the scholarship behind her, Georgina’s got the confidence to chase it.

Making space for women to thrive

Today, female agents comprise less than 4% of total industrial property agents Australia-wide. And while more women are studying property, the numbers still aren’t where they should be – as Georgina can attest. 

‘It’s very male-dominated, and that can be taxing at times,’ she admits. ‘I would love to see more women in my course, but that’s not the reality right now.’

At WIN, we’re working to change that.

Through mentorship, education and initiatives like the WIN Scholarship for Women, we’re breaking down the barriers that have historically made industrial feel out of reach for women.

Because we see the value women bring to the sector. And Georgina agrees.

‘We bring different perspectives and ways of thinking,’ she explains. ‘I think women naturally approach problem-solving differently, and that’s so important in an industry like this.’

Georgina hopes that, as more women enter the sector, the culture will continue to shift.

‘I want to see a future where women don’t have to be the only one in their course or their workplace,’ she says. ‘We deserve to take up space.’

Empowering the next generation

As part of our mission to shift the narrative on female representation in industrial, we’re increasing efforts to: 

• Engage with high school students to raise awareness about industrial early
• Partner with universities to support women studying industrial property
• Make industrial careers more visible and accessible

For Georgina, our impact has been immediate. ‘Aside from cementing my decision to pursue this path, the financial support from WIN and WSU has eased some pressure,’ she says. 

Her advice to other young women considering a career in industrial? 

Don’t hesitate – and don’t let the male-dominated landscape scare you off.

‘Being female makes you different,’ she stresses. ‘So use it to your advantage. Bring a new perspective and show them you’ve got what it takes.’

Georgina knows how easy it is to question your place and second-guess your voice. But she’s also learned to back herself and trust her skills.

‘Show them why you’re important – and that you’re capable and ready to do the work,’ she says. ‘Being a woman shouldn’t define how you’re seen.’

It’s time to remove barriers and create space for women to thrive in industrial. And Georgina is proud to be part of that change. 

‘We need more women in the room,’ she says. ‘And I’m ready to take up that space.’ 

Looking to kickstart your career in industrial? Follow WIN on LinkedIn to hear about opportunities at your school or university.