Diversity, Equity & Inclusion in North America

We aim to build a diverse and inclusive workforce reflective of the communities in which we operate.

Our goal is to attract exceptional people from a wide talent pool and provide an inclusive culture that enables people to reach their potential.

See below for information on how we are advancing our DE&I practices in North America. 

Our DE&I Progress

2016: Full DE&I audit on employment practices

2017: Commitment to DE&I formalized and rolled out Company-wide

2018: Introduction of internal DE&I employee-led volunteer groups & first employee engagement survey completed

2019: Gender compensation audit conducted & introduction of culture goal within employee bonus performance scheme

2020: Racial Justice & Pride DE&I Groups established

2021: All staff provided paid mental health day off work in response to the Covid-19 pandemic & second employee engagement survey completed

2022: Juneteenth and Truth & Reconciliation Day added to paid employee holiday schedule & Allyship training with Out & Equal offered Company-wide

2023: Gender Equity DE&I group established and Mental Health evolved to Ability to include neurodiversity and visible and invisible disability topics

Diversity, Equity & Inclusion employee groups primary

Diversity, Equity & Inclusion employee groups

  • Our DE&I initiatives are shaped by an employee-led Committee, which over 34% of our employees are involved in.
  • DE&I Groups include:  Pride @ Grosvenor, Ability, Racial Justice, Culture and Gender Equity.
  • DE&I groups have led various initiatives including: expanding candidate pool during recruitment, providing training on a broad range of topics, running mental health campaigns and facilitating educational seminars.

Progressive internal policies & practices primary

Progressive internal policies & practices

We regularly review our employment policies and practices to ensure that our culture is inclusive. These include:

  • Market-leading maternity and parental leave policies (up to 6 months full pay). 100% of employees have returned to work following maternity leave. 
  • MilkStork services offered to breast-feeding mothers and all offices feature a mother's room. 
  • Flexible work policy, generous sick policy and time off for dependent care.
  • Industry-leading employer contributions to 401K and RRSP. 
  • Annual allowance for health and wellness expenses.
  • Employee engagement surveys with a focus on DE&I, allowing us to understand and act on employee views.
  • Career development opportunities for all.
  • We encourage and support employees to volunteer with local groups and charities. In addition to office organized volunteer opportunities, we offer paid time off for personal volunteering.

Representation in the workforce primary

Representation in the workforce

  • We provide opportunities for people from minority backgrounds to enter the real estate industry via internships, apprenticeships, scholarships and mentoring. 
  • Our $10,000 per year MBA scholarship programme at the University of North Carolina's Keenan-Flagler School of Business helps reduce debt burden for aspiring students. 
  • Our employees volunteer with ULI's UrbanPlan program to educate students about complex issues within real estate development.
  • We ensure that candidates from diverse backgrounds are considered in our recruitment process. 

Gender balance primary

Gender balance

  • Gender and fair pay report completed annually and presented to the Board and HR Committee. 
  • 2022 employee  gender representation = 55% women and 45% men.
  • We are committed to increasing diversity. We increased female managers from 23% in 2018 to 38% in 2022.

Health & Wellbeing primary

Health & Wellbeing

  • We continue to review Company-wide initiatives to prioritize mental health, movement and recharging. 
  • We offer a competitive and comprehensive benefits package and access to an Employee Assistance Program (EAP) for employees and their families. 
  • All employees have access to Headspace app subscriptions.
  • We donated $370,000 to local groups in need to aid in their Covid-19 pandemic response. 

Group 2