September 2021 marked CBRE’s sixth annual Inclusion Month, an important moment for us in strengthening our culture. 

Dixon Clarence

Clarence Dixon

We use this time to organise events that celebrate our diversity and complement our DE&I strategy, as well as taking the opportunity to debate with our competitors how we can come together as an industry to drive change.

At CBRE, we are working constantly to strengthen an inclusive, innovative and engaging culture where our employees can realise their full potential. This means we need to embed inclusiveness in all our processes, across our entire business so that diversity is part of everything we do.

In the UK and Republic of Ireland, we have set stretching targets for gender and ethnic minority representation and a clear focus on driving diversity into our supply chain. One of our greatest achievements for 2020 was our reaccreditation to the National Equality Standard. This is the second time CBRE’s diversity and inclusion programme has been recognised with this accreditation, which is assessed every three years, having become the first property services provider to achieve this accolade in 2018.

In 2020, we achieved our 2025 ambition of having 30% female representation at director level and are now focusing on senior director and executive director roles. The total community at director level and above held by women is currently 23% and we have pushed our stretch targets, aspiring to achieve 50% at director level, 40% at senior director and 30% at executive director by 2025. We have been improving our data mapping to ensure our leaders have real-time information in areas such as recruitment, promotion, retention and flexible working to ensure we meet these targets. Likewise, our aim to achieve a 60:40 gender split at associate director level and below by 2025 is on track.

We aim to achieve 10% ethnic minority representation at director level and above by 2025; 2020 was our first year of measuring this and it will provide the baseline for future progress. In 2020, we voluntarily published our ethnicity pay gap, publicly committing to these targets, and we will be publishing a further report later this year.

From 2021 onwards, we began tracking caring responsibilities, age and sexual orientation as part our DE&I strategy. These statistics will be published in our Diversity Profile Report, which we aim to publish externally later this year.

In addition to the corporate KPIs, our employees run and we support a number of DE&I employee networks to encourage collaboration, discussion and activity across the workforce on a day-to-day level. These include a Women’s Network, Ability Network, Faith Network, Armed Forces Network, Reach Network and Family Network.

Clarence Dixon is global head of loan services and executive sponsor for DE&I at CBRE