2022 Environmental Social Governance (ESG) Report

NON-DISCRIMINATION [3-3, 406-1]

made aware of an allegation of discrimination or any other violation, Cushman & Wakefield has established reporting procedures in response. Our People Team is committed to investigating allegations promptly, and determines the appropriate resolution mechanism, potentially including taking corrective actions required for infractions of our non-discrimination policy. Cushman & Wakefield also has a 24-hour hotline available to employees and third parties to report issues, including discrimination or other violations of our policies. These reports can be made anonymously and in multiple languages. RETENTION AND WORKPLACE TRANSITIONS [401-03] Our teams work to develop and motivate our people across our global operations regardless of position, level or job type. We understand the value of developing and retaining managers and teams. We look to actively track and address the root causes of employee turnover and ensure we are managing any trends as a result. In 2022, our overall turnover rate was approximately 34.4%. We recognize that staff reductions or organizational changes are difficult and require special consideration for those involved. In such instances, we leverage an outplacement consultant and provide transition plans where feasible and appropriate. These transition plans aim to assist with next steps and to find new opportunities through efforts such as career and interview coaching, job leads, webinars and social media strategy development. Ultimately it is important we are taking care to support those affected with their next chapter.

Our Global Anti-Harassment, Anti-Discrimination and Anti-Retaliation Policy communicates Cushman & Wakefield’s commitment to providing equal opportunity to all individuals regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or other characteristics protected by relevant federal, state or local law. Cushman & Wakefield provides applicants and employees with a disability reasonable accommodation at their request and as required by law. We strictly prohibit harassment of employees and applicants. The policy applies to all employment actions, including but not limited to recruitment, hiring, promotion, transfer, demotion, layoff, recall, termination, rates of pay or other forms of compensation, and selection for training, including apprenticeship, at all levels of employment. We are dedicated to preventing, avoiding or correcting incidents of discrimination throughout all operations. Our commitment to non discrimination positively impacts our employees, clients, suppliers and the communities in which we operate. Cushman & Wakefield strictly prohibits retaliation against employees or applicants who file a complaint, raise concerns about a discriminatory act or practice, participate in a review, investigation, or hearing to any degree, or otherwise seek to obtain their legal rights under any federal, state or local equal employment opportunity (EEO) law. Prohibited retaliation includes, but is not limited to, harassment, intimidation, threats, coercion or other adverse actions that might dissuade someone from asserting their rights. Our zero-tolerance policy on harassment and discrimination in the workplace is embedded in all that we do. Employees are encouraged to report concerns should they witness any violation of our firm’s practices, policies or the law. If we are

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