Mission: What We Believe
Deep local and global knowledge creates significant value
Relentless curiosity delivers unseen opportunities
Every touch point is an opportunity to deliver an exceptional experience for clients
Diverse backgrounds, cultures ...
What We Believe
Deep local and global knowledge creates significant value for our clients
Relentless curiousity delivers unseen opportunities
Every touch point is an opportunity to deliver an exceptional experience for clients
Diverse backgrounds, cultures and expertise inspire breakthrough innovation
Our brand and our people will be the envy of the industry
Alone we are good; together we are great
What You Can Expect from Us
A strong bias for action
A rigorous focus on results
Value created through insight
The right people powered by the right platform
We aim to be a market-leading property firm which provides outstanding client service through the quality of our people. Therefore, it is critical that we inspire our people to be the best of the best; this is achieved by creating a distinctive and diverse workplace and environment for them to work and having an inclusive culture that is woven into everything that we do.
To achieve this, we aim to ensure that all employees, job applicants, clients and customers are treated fairly regardless of gender, marital or family status, color, race, nationality (including citizenship), ethnic or national origin, disability, sexual orientation, age, medical status and religion.
The promotion of equality and diversity will be pursued through all of our processes, including recruitment and selection procedures, training, career development as well as through all other aspects of the Cushman & Wakefield business.
The main consideration for any appointment is evidence that a candidate will be able to achieve and fulfill their potential in an environment that is diverse and inclusive.
As an employee, you will benefit from a generous employment package which includes the following key aspects:
Training and Development Programs
Cushman & Wakefield is committed to your development. In order to enable you to reach your full potential, you will have 24/7 online access to learning content through our C&W University site at a time and place convenient for you. C&W University will offer you a mixture of strategic titles and recorded seminars covering a expansive selection of business and technology areas. To complement our digital offering, you may, from time to time, be invited to onsite and offsite formal training to further enhance your skills.
We actively encourage our people to take ownership of their personal development and as an employer of choice, will provide you with the help and support necessary to realise your development needs.
Health and Welfare Programs
We believe it is important for you to remain healthy, both mentally and physically. As such, all employees are able to join into local schemes, insurances and policies designed to keep you in shape and keep you well.
Vacation and Holidays
No matter which of our 60 countries you choose to work in, you will find that your role at Cushman & Wakefield includes a leave allowance which enables you to take time out to rest, travel and spend time with family.
Compensation programs competitive with local markets
Cushman & Wakefield’s compensation philosophy is built on four components that guide how we drive behaviour and performance and how we reward employees at all levels throughout the organisation.
Drive Individual Performance
Our pay-for-performance program aligns employee goals and objectives with C&W’s strategic plan. The program incentivizes and rewards employees based on actual, measureable individual performance. Performance goals include both quantitative and qualitative elements.
Our aim is to offer market competitive pay – which allows us to attract and retain high performing employees and to also motivate behaviours that support the pay-for-performance culture.
Our pay-for-performance components work together to encourage and reward behaviours that support and drive Cushman & Wakefield’s business goals. Compensation is tied to the attainment of specific, agreed-on individual and business results.
At Cushman & Wakefield we look at pay practices across lines of business, at various levels and position types, and in different regions, to ensure equity around the company and around the globe. This global approach simplifies processes, supports fairness and equality, and makes it easier to take advantage of career opportunities around the world.
Everyone employed at Cushman & Wakefield takes part in our global performance program. This is designed to ensure that we all have realistic and measurable goals which allow us to grow and develop our experiences, knowledge and abilities. Annually, line managers hold formal discussions to review performance and identify areas where we can further assist in our employees’ development.
Cushman & Wakefield has long been a vanguard of the commercial real estate industry. If there is one thing we’ve learned, it’s that our clients are more successful, and we are more successful, if our workforce reflects the world around us. And we earnestly believe that a rich tapestry of cultures, backgrounds, and experiences contribute to a more enjoyable work experience where innovation can thrive.
In keeping with our commitment to diversity, we embrace proactive talent management and mentorship programs, at all levels of the organization. We promote an inclusive mindset that inspires loyalty and where every individual has the freedom to contribute authentically. We actively work to attract, develop, and empower a deep pool of talent, and in doing so create a space where everyone feels valued, respected, and inspired to play a role in moving our company forward.
With 45,000 people across 70 countries, we are reminded every day that diversity is not just championed at Cushman & Wakefield, it’s expected. And inclusion is a business philosophy and a way of managing and behaving that is embedded in everything we do, with our employees at the center.
Senior leadership individually recruited to lead the Americas Diversity & Inclusion Council dedicated to developing strategies to recruit, develop, and retain diverse talent.
Tod Lickerman, Chief Executive of the Americas, personally invited a senior group of leaders to identify key priorities for the council. The group is expanding diversity recruiting efforts for college level hires; implementing processes to embed diverse slates when hiring and promoting talent to leadership roles; reporting metrics against our goals; and, instilling inclusive behaviors in the company culture.
The vision of the Australia/New Zealand Diversity and Inclusion Network is to create a respectful, inclusive culture which encourages growth to the fullest potential of both Cushman & Wakefield and its people.
The A/NZ D&I Network has partnered with the Diversity Council of Australia, an independent not-for-profit workplace diversity advisor, allowing Cushman & Wakefield to draw on industry best practice, develop and contribute to new initiatives, and continue to welcome a diverse workplace.
An EMEA-based diversity council dedicated to respecting differences and nurturing strengths. The group operates several different committees committed to diversity and inclusion.
Colin Wilson, Head of UK & Ireland, leads a diversity council called Inspire, which has several committees assigned to create inclusion around different and related areas. The group focuses on Gender, LGBTQ, Mental & Physical Health, Work/Life Solutions, Socio-Economic backgrounds and Ethnicity & Culture.
Cushman & Wakefield Future Leaders (CWFL) was created to foster the future leadership talent of our firm. They strive to advance their careers, the Cushman & Wakefield brand, and the company’s vision to drive meaningful value to our clients.
Its mission is to create a network of rising professionals within Cushman & Wakefield which, through continuing education, collaboration, communication and community service, will grow individually and collectively.
This group was developed to foster an inclusive environment at Cushman & Wakefield by making a difference in the quality of life at work for LGBTQ employees and allies. This group engages in community support, corporate responsibility, and outreach.
The group’s mission is to provide an open-minded support system for conducting business and addressing the personal requirements of our LGBTQ community through employee development, networking, and mentoring.
The Women’s Integrated Network (WIN) was created to accelerate the advancement of women working at Cushman & Wakefield. By sharing information, best practices, education, and experience, we help one another develop leadership skills and career advancing opportunities.
Our mission is to develop and support the talents of our women team members, and have meaningful impact on the firm’s performance.
There are currently 34 chapters across the Americas, with over 1,460 members, and plans to expand globally in 2017 and 2018.
Employees can access more information at www.cushwakeWIN.com
All inquiries can be sent to: WIN@cushwake.com
In Greater China, a commitment to diversity means that Cushman & Wakefield females employee account for 55% of the total workforce, almost 46% of middle and senior management, and 147 women have served the company for over 10 years.
On International Women’s Day, meaningful testimonies were collected from women across Greater China, including personal reflections on life and work at our company.
Annually, our offices around the global take part in International Women’s Day to celebrate the social, economic, cultural, and political achievements of women around the world. In 2017 we invited all of our employees to showcase stories, photos, and videos of how they will #BeBoldForChange, and shared them on social media.
Women (and men) around the world shared how they:
Our landing page showcases the stories, photos, and videos about the we celebrated #BeBoldforChange.
I have been working at Cushman & Wakefield full-time
Super smart real estate professionals. Some of the best of the best. Hard work and sometimes big rewards.
Working in non-revenue generating areas (Finance, HR, IT others) can be rough, which is unfortunate.
Advice to Management
There's a lot more to Value than just $'s. You get what you pay for.
I applied online. I interviewed at Cushman & Wakefield (Louisville, KY).
I applied online for a position in Louisville, KY and received a call from the HR rep to schedule a phone interview with HR, as a screen. It was about a 30 minute talk and went well. We mostly talked about the position to make sure it would be a general fit. He told me he'd get back to me to see if the manager would want to schedule a formal phone interview. HR called back a few hours later that day and scheduled a phone interview in two days, telling me the manager would call me. I never received a call from the manager. I called back TWICE to the HR rep and never received a call back from him. The two employees basically ghosted me without any explanation or follow-up. I would expect more professionalism from this place. If this is how they handle potential employees I'm glad I'm not a part of their organization.