CBRE has published its first gender pay report, which shows that CBRE’s UK business (All Entities) had a mean (average) gender pay gap of 17.35% and a median (mid-point) gender pay gap of 12.22%.

The main reason for this gap is the current composition of CBRE’s UK workforce, which has more men in senior roles. This profile is characteristic of the wider property sector, which, whilst changing, has traditionally attracted fewer women.

CBRE programmes aimed at improving female retention and career progression include:

  • Flexible working practice
  • Talent on Boards programme
  • Women’s Network
  • Next Generation Programmes
  • Coaching for Women returning from Maternity leave

CBRE is also working with a wide range of organisations in the UK such as Changing the Face of Property, Real Estate Balance, Daisy Chain and Talking Talent to improve the recruitment, retention and advancement for women wishing to develop a career in the property industry.

CBRE’s actions to improve diversity have resulted in an increase in the number of women joining and staying with the company. For example, in our advisory business, CBRE Ltd;

  • One third of fee earners are now women
  • A quarter of employees at Director level are now women
  • We have achieved a 50:50 gender split in our graduate intake.

CBRE Ltd is also the first company in the UK advisory sector to achieve the UK National Equality Standard.

To view the report click here:

Gender balance and equality is a business priority and we have been actively working to improve diversity at every level of our business and across the wider property industry for many years. We recognise that there is more to be done and we are committed to addressing any diversity imbalance and on creating more opportunities for women to progress their careers within CBRE.
Ciaran Bird, Managing Director of CBRE Ltd in UK