Gender Pay Gap Employer Statement

Data Driving 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 utilising 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 utilise 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 utilise self-identification tools.

CUSHMAN & WAKEFIELD GENDER PAY GAP EMPLOYER STATEMENT 2024

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