2023 Sustainability Report

INTRODUCTION OUR CLIENTS OUR PLANET OUR PEOPLE AND COMMUNITIES OUR BUSINESS ACKNOWLEDGEMENTS ABOUT THIS REPORT APPENDICES

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Our Approach

Talent Attraction, Retention and Development

Occupational Health and Safety Community Engagement

Stories of Progress

Diversity, Equity and Inclusion

BETTER DATA DRIVES TRANSPARENCY AND ACCOUNTABILITY Our ultimate DEI objective is to drive impact for all our stakeholders, including our employees, partners, clients and communities. Our approach begins and ends with data, which is critical in order for us to define, measure and report on the impact we create. We track meaningful metrics that give us an understanding and timely assessment of our progress. We believe that internal transparency on DEI is also key to our progress. We distribute a quarterly internal DEI impact briefing to our employees, which garners high levels of interest. We share demonstrable KPIs and measurements of impact in our report, and we use the data to communicate messages internally. Cushman & Wakefield is committed to reporting transparency and utilizing diversity representation data to provide insights into success criteria and opportunities for talent programs and DEI initiatives. In accordance with local laws and policy, Cushman & Wakefield encourages employees to utilize the following self-identification options within our human resources information (HRIS) system: gender, gender-identity, race/ethnicity, age, sexual orientation, veteran status, military status and disability status. We continue to work to increase psychological safety so that employees feel safe to utilize self identification tools. We also conduct regular reviews of our data privacy to ensure employees understand how data is collected and used for internal and external purposes and to benchmark our progress. EMBEDDING DEI THROUGH OUR PEOPLE STRATEGY For the past two years, a personal commitment to DEI has been formalized in the goal-setting phase of each employee’s performance management process. DEI objectives are tied to performance ratings and generally entail a goal of two hours of DEI instruction per year, which can be carried out through DEI learning providers or through one of our ERGs. This DEI goal extends to Cushman & Wakefield’s executives.