Cresa furthers commitment to advancing women and increasing diversity in commercial real estate

As part of Cresa’s Diversity, Inclusion and Belonging efforts, Cresa CEO Tod Lickerman has recently signed the CREW Network CRE Pledge for Action and the CEO Action for Diversity & Inclusion™.

The CREW Network CRE Pledge for Action serves to advance women and diversity, equity and inclusion in the industry. The pledge supports the advancement of women and other individuals in underrepresented groups including but not limited to race, ethnicity, sexual orientation, ability, religion and age.

Through this pledge, Cresa is committed to the following goals:

• Partner with CREW Network to support its mission to transform the industry by advancing women and begin efforts now to make change
• Close the compensation gap in our industry by conducting a pay equity study in our company
• Increase inclusion in our company through senior executive sponsorship of women and/or other individuals in underrepresented groups within the company
• Advance women to our company’s top roles to achieve gender diversity in leadership
• Increase diversity in our company and in the industry through intentional recruiting and hiring of individuals from diverse backgrounds
• Implement accountability strategies in our company to measure progress

CEO Action for Diversity & Inclusion™ is the largest CEO-driven business commitment to advance diversity and inclusion within the workplace. As part of a unique collaborative of nearly 2,000 CEOs of the world’s leading companies and organizations, Cresa has agreed to take action to cultivate a workplace environment where diverse experiences and perspectives are welcomed and where employees feel comfortable and empowered to discuss diversity and inclusion. All the signatories of this commitment are leaders of their companies who agree to implement the pledge within their respective workplaces and to support other companies in doing the same. By signing this commitment, Cresa has agreed to:

• Continue to cultivate a workplace that supports open dialogue on complex, and sometimes difficult, conversations about diversity and inclusion
• Implement and expand unconscious bias education
• Help other companies evolve and enhance their current diversity strategies
• Create and share strategic inclusion and diversity plans with our board of directors