2023 Sustainability Report

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

2023 SUSTAINABILITY REPORT | 48

Our Approach Diversity, Equity and Inclusion

Occupational Health and Safety Community Engagement

Stories of Progress

Talent Attraction, Retention and Development

Benefits: Well-being for All We continuously review the benefits we provide our employees. We support our people by offering inclusive and comprehensive benefits that support the three pillars of total well-being: mental, physical and financial. In addition to our three well-being pillars, we offer a wide variety of benefits to support growing families and our diverse workforce. Notably, in 2023 we increased our retention rate for women twelve months after returning to work from maternity leave by 17% from the previous year. Our physical well-being benefits program includes medical insurance that encompasses virtual primary, dental and vision care. It also provides for wellness programs with financial rewards. In the U.S., we provide a mental well-being program; 10,231 employees participated in activities organized through this program in 2023.

BETTER PARTNERSHIPS ACCELERATE RESULTS Our strategy of partnering with trade schools has been instrumental in our ability to recruit diverse employees to Cushman & Wakefield. On the services side of our Facilities Management business, these partnerships build critical capabilities and create opportunities for students to join our skilled trade practices. We have developed career paths for people to progress from unskilled to skilled trades. We enable career progressions that can span the service chain, such as from janitor to senior engineer. > The Associate Broker Program provides hands-on learning to professionals early in their careers. It guides participants through all aspects of the commercial real estate business and provides a wealth of learning resources, which are critical for those starting out in a demanding and sometimes challenging commission-based service line. > The Global Intern Program is hosted by the EIC team every summer across our three operating regions. One of the objectives of the program is to build a strong talent pipeline that supports diversity. Of participants in the U.S. in 2023, 26% were ethnically or racially diverse. Across all three regions, 33% of the participants were women. > Our Global Interview Guides strive to eliminate bias when reviewing prospective employees. Questions are built into interview guides available for stakeholders involved in interviewing candidates. Other initiatives to attract diverse candidates include:

A key component of Cushman & Wakefield’s overall employee benefits strategy is financial well-being. Beginning in 2024, we increased the U.S. 401(k) plan company match up to 4% and added an after-tax contribution option.

More information about our benefits can be found on our Employee Benefits page.

RETENTION RATE 12 MONTHS AFTER RETURN DATE FROM MATERNITY LEAVE

SECONDARY CAREGIVER FULLY PAID PARENTAL LEAVE

PRIMARY CAREGIVER FULLY PAID PARENTAL LEAVE

BACK UP FAMILY CARE

89% rate for women

9.1 weeks*

2.6 weeks*

98% 31 countries^

96% 29 countries^

74% 10 countries^

19 countries †

% of global workforce receiving benefit * Average number of weeks offered in countries in which the benefit is available

^ Number of countries in which the benefit is available † Number of countries in which the benefit was taken