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

2024: Engaged an external consultant to assess our DE&I program and conducted an employee survey to inform strategic program direction

Diversity, Equity & Inclusion employee groups primary

Diversity, Equity & Inclusion employee groups

  • Our DE&I initiatives are shaped by an employee-led Committee, which 25% 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, including tuition reimbursement.
  • 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.
  • Family planning/adoption reimbursement benefits.
  • Bereavement leave extends to reproductive loss.
  • Gender transition policy to support those who need it.
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 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. 
  • 2024 employee  gender representation = 55% women and 45% men.
  • Since the rollout of our formalized commitment to DEI in 2017, we increased female managers from 31% in 2016 to 45% in 2024.
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 free, confidential, online therapy with licensed professionals through BetterHelp.
  • All employees are eligible for an executive health services stipend. 
Group 2