UK&I Annual ESG Report 2022
Aim: To create an inclusive, innovative and engaging culture where our employees can realise their full potential
We have implemented initiatives and taken key actions to meet our DE&I goals and are encouraged to see greater gender and ethnicity balance across our business, including with our NextGen cohort. To help reduce the gender pay gap, we launched a Gender Action Plan, developed with key stakeholders across the business. We will continue to progress this work and are improving our declaration rate on DE&I data to support this.
ESG upskilling was busy as ever this year with our Stickerbook training, Talent Coach offering and partnership with UKGBC, as well as through sustainability events and talks hosted by our All Greens staff network.
The Stickerbook platform incentivises sustainability learning through gamification, rewarding colleagues with digital stickers for successfully completing learning through watching short videos and answering questions.
Our EBRGs have made huge impacts across the business, supporting and developing DE&I initiatives, including with healthcare policies, educational seminars and staff mentoring offerings.
Embed inclusiveness in all our processes, across our entire business, so that diversity is part of everything we do
Enable everyone to maximise their ambition and potential to deliver greater employee experiences and a highly engaged workforce
Leverage our ‘WorkWell’ programme to embed dynamic working across our entire business and empower everyone to prioritise their well-being
Our ambition: Improve the declaration rate of DE&I data provided by our employees.
Our progress: In the UK and US, CBRE undertook a Self Identification campaign in 2022 to drive our declaration rates. We saw increased declarations across all our data points.
We have changed our promotion period which means the results below don’t align with timescales of previous years and won't reflect the latest promotions.
Our ambition: 30% ethnic minority representation at Associate Director level and below by 2025.
Our progress: We are proud to see a 3.1% increase in this figure from last year. This has been supported by improved data monitoring, network initiatives and recruitment.
Ethnic minority representation at Associate Director level and below
Our ambition: 10% ethnic minority representation at Director level and above by 2025.
Our progress: We have seen a slight increase in ethnic minority representation at Director level and above since last year.
Ethnic minority representation at Director level and above
Our annually produced Gender Pay Gap report showed that the annual hourly gender pay gap for our Advisory business is almost 29%. We are encouraged that we have continued to see marginal improvements annually on this figure.
We are committed to attracting, developing and retaining women across our organisation. Our approach is outlined in our Gender Action Plan, which was developed between our People Team, UK Advisory Leadership and the Women’s Network.
Our ambition: 50% female representation at Director Level, 40% at Senior Director and 30% at Executive Director by 2025.
Our ambition: 60:40 gender split at each level from Associate Director Level and below by 2025.
Our Employee Business Resource Groups
Throughout the year our Diversity, Equity and Inclusion (DE&I) Strategy has delivered a number of highlights. These have been collaborative between our Employee Business Resource Groups (EBRGs), DE&I office and our People Team. Highlights include: