Gender Pay Gap Employer Statement

Gender Pay Gap at Cushman & Wakefield

Cushman & Wakefield’s diversity initiatives have attributed to a modest decrease in the gender pay gap of from 32.9% to 30.9%. It is pleasing to see an improvement, however we must not be complacent and continue to improve focus on improving initiatives and practices as both an organisation and an industry to drive greater equality.

Cushman & Wakefield acknowledge that our industry has historically had a high male representation, which presents both a challenge and an opportunity. We are committed to promoting gender equity not only within our organisation but also across the industry through increased advocacy and promotion. As active members of several leading industry bodies including Property Council Australia, CoreNet, UDIA and Facility Management Australia, we leverage these platforms to empower and support women. Cushman & Wakefield Australia is also a member of the Property Champions of Change Coalition, a group designed to support the advancement of gender equality in our industry. Internally, we have designed and implemented a variety of initiatives and activities

aimed at proactively creating a gender equal environment for all employees. As outlined in our Gender Equity Infrastructure, these initiatives and activities encompass all aspects of employment and business operations. It’s reassuring to have more females appointed to roles traditionally represented by males. However, the primary factor contributing to the gender pay gap is the under-representation of women in leadership positions, which remains a critical area of focus. The appointment of a female CEO for Australia and New Zealand was a significant initiative aimed at driving positive change from the top and has already begun to cascade to the appointment of two females to the State and Territory leadership team where there were previously none.

CUSHMAN & WAKEFIELD GENDER PAY GAP EMPLOYER STATEMENT 2024

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