Corporate Social Responsibility Report 2020 | Cushman & Wakefield

Diversity, Equity & Inclusion (405-103, 405-2)

Cushman & Wakefield is committed to advancing diversity, equity and inclusion (DEI) in our organization and supporting an environment where our employees can be their authentic selves and do their best work. It is a top priority of our board and senior leadership to ensure all employees are given equitable growth opportunities so we can drive value, innovation and better solutions for our people, clients, shareholders and communities. In 2020, the murder of George Floyd in the U.S. and other acts of violence sparked an international response that set into motion overdue conversations about systemic inequality and injustice. Cushman & Wakefield’s Global Management Team responded by denouncing racism and reiterating our firm’s commitment to our key values of inclusion and succeeding together, and accelerated an action plan to hire experts that would guide us toward implementing impactful, sustainable changes in our firm and industry. To further our commitment to DEI and build on the progress we’ve made in the past, we hired Nadine Augusta as our first Chief Diversity, Equity & Inclusion Officer, who brings more than 20 years of experience with key positions, including leading DEI for major firms in the banking and finance industries. Prior to hiring our Chief Diversity, Equity & Inclusion Officer, to ensure we stayed activated toward change in 2020, we established a Black Equity Advisory Board (BEAB). This multidisciplinary group of employees and executives was assembled to take a fresh look at our recruiting, career growth and development opportunities, as well as supplier, business and external relationships, to uncover areas where we can improve and implement solutions wherever possible to bring meaningful change in opportunities for Black employees. The opportunities highlighted by the BEAB will continue as part of the DEI Strategy in 2021 under the direction of the DEI team.

Defining DEI

• Diversity: Presence of difference in identities • Equity: Access, opportunity and advancement for all while striving to identify and eliminate barriers that have prevented the full participation of some groups • Inclusion: Ensuring that every employee feels empowered, safe, respected and valued, and that historically underrepresented groups are intentionally brought into processes, activities, and decision making

Notable examples of the BEAB’s successes include:

> Initiating and successfully completing the search for a Chief Diversity, Equity & Inclusion Officer, initiating a search for a supplier diversity leader, and recommending increased representation at all levels of the organization, including the Board of Directors. > Offering enhanced training for U.S. and C&W Services employees on Inclusion/Bias and for professionals in our People Function primarily in the U.S. and Canada on having conversations about race. > Collaborating with Project REAP (The Real Estate Associate Program) to launch a first- of-its-kind mentorship program for our professionals. > Hosting a “CRE Bootcamp” for students from 11 Historically Black Colleges and Universities (HBCUs). We are learning from these efforts to evolve our HBCU engagement into hiring opportunities with diverse talent.


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