Equity, Diversity & 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 ED&I practices in North America. 

Our ED&I Progress

2016: Full ED&I audit on employment practices

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

2018: Introduction of internal ED&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 ED&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

Equity, Diversity & Inclusion employee groups primary

Equity, Diversity & Inclusion employee groups

  • Our ED&I initiatives are shaped by an employee-led Committee, which over 25% of our employees are involved in.
  • ED&I Groups include:  Pride @ Grosvenor, Mental Health & Wellness, Racial Justice, Training & Culture and Recruitment.
  • ED&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.
  • Employee engagement surveys with a focus on ED&I, allowing us to understand and act on employee views.
  • Career development opportunities for all.

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. 
  • 2021 employee  gender representation = 52% women and 48% men.
  • We are committed to increasing diversity at the senior level. We increased female people managers from 23% in 2018 to 41% in 2021.

Health & Wellbeing primary

Health & Wellbeing

  • We continue to review Company-wide initiatives to prioritize mental health, movement and recharging. 
  • 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