Cresa’s DIB Committee members are committed to change. We acknowledge that our current workforce does not meet our own standards for diversity, nor does it accurately represent the communities in which our offices are located. To change this, we’ve established actionable goals to bring us into a more diverse and inclusive future.
Our formal Diversity, Inclusion & Belonging (DIB) program was launched in 2018 with the creation of our Diversity Council. In June 2020, the 45-member Council was spurred into further action. We split up into 4 committees, each with its own specific focus and target objectives. By making our efforts measurable, “embrace diversity” becomes more than a core value – it’s ingrained in our business model. The creation of these committees was prompted by the Black Lives Matter protests spreading across the U.S. and around the world, illuminating the injustices black people still face each and every day.
Together we strive to encourage, support and celebrate the diverse voices of our employees. The threads of our individual experiences are woven together to create a culture of inclusivity and innovation – one that strengthens our relationships with partners, clients and the communities we serve. Our intent is to make Cresa a place where leaders are cultivated, and every person – from every walk of life – feels empowered to thrive.
Who’s on the team
Diversity is reflected by the unique human differences we have and share. These differences make up who we are.
Who gets to play
Inclusion necessitates an environment that encourages an individual’s strengths and distinct insights.
Performing at your best
A sense of belonging allows our employees to feel confident sharing their ideas and experiences.
Olmstead, former Cushman & Wakefield executive, rejoins Cresa’s Washington, D.C. Office as Principal, bringing his creative and innovative strategic planning to represent tenants and end-users of office space