Corporate Social Responsibility Report 2019 | Cushman & Wakefield

Collective Bargaining (102-41)

Hiring and Turnover (401-103, 404-2)

Globally, Cushman & Wakefield respects the rights of its employees to join labor organizations or refrain from doing so and follows all applicable laws. Country- and service line-specific policies and handbooks help employees navigate their employment rights. In 2019, approximately 19% of our employees in the Americas and Asia Pacific were subject to collective bargaining agreements.

Our people have earned a strong reputation by successfully executing some of the most iconic and complex real estate assignments in the world. Because of this legacy of excellence, our leading platform and brand strength, we attract and retain top talent in the industry. Our people come from a diverse set of backgrounds, cultures and expertise that creates a culture of collaboration and collective success. We work to mitigate turnover by continuing to build an inclusive culture, focusing on the manager-employee relationship, and providing our employees with opportunities to support their ongoing career growth. Our industry is subject to a relatively high turnover of brokers and other key revenue producers as competition for Leasing and Capital Markets professionals is significant. We and our competitors use equity incentives and sign-on and retention bonuses to help attract, retain and incentivize key personnel. In 2019, our turnover rate was 29%. Additionally, our people are our top priority while they’re employed with us, and in circumstances where an employee decides to retire or where staff reductions or organizational changes are implemented, we provide transition assistance. This is provided at no cost to the employee through an outplacement consultant to facilitate their next steps in determining the direction of their career. Transition plans vary, but often include career and interview coaching, job leads, webinars and social media strategy development.

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