Making diversity and inclusion one of our strategic areas of focus is not only the right thing to do, it is one of the ways we will continue to lead the CRE industry into the future. Simply put, diversity and inclusion make us better. They strengthen our business by enriching our culture, helping us deepen relationships among our people and accelerating success for our clients.
It’s Part of Our DNA
At Colliers, championing diversity and inclusion is not a commitment we take lightly. We pride ourselves in attracting, developing, and retaining top, diverse talent from around the world. As part of that, we are on a progressive journey to foster an environment in which everyone at Colliers, regardless of background, gender, ethnicity, age, religion, sexual orientation, or experiences feels respected and comfortable bringing their authentic selves to do their best work.
Our Global Leadership is committed to ensuring that our people in every country, at every level, every day can come into the workplace and feel like they truly belong. We hold a collective commitment to the following priorities:
Establishing processes to continually assess and track our diversity and inclusion progress
We will continue to implement qualitative measurements designed to capture our people’s experiences, as well as quantitative measurements to anchor those results and monitor progress.
Understanding and confronting unconscious biases
We are expanding our unconscious bias education to help our people recognize and minimize their learned biases. As leaders and role models at Colliers, we are holding ourselves accountable to understanding our biases, and interrupting when we see others engaging in biased behaviour.
Creating a trusting environment where meaningful, complex, and sometimes difficult conversations can take place
We will continue to create and maintain environments where our people feel comfortable reaching out to their colleagues and encourage our people to move outside of their comfort zones to learn about the experiences and perspectives of others.
Establishing relationships with external organizations to help us learn best practices
We have partnered with the BlackNorth initiative in Canada to learn best practices and take action in supporting underrepresented groups. As part of this partnership, we have pledged to create conditions to support the success of members of the BIPOC community at Colliers.
Making tangible progress towards executive gender parity
Our North American mentorship program that was focused on the promotion and advancement of women has expanded to become more inclusive and is now open to all Colliers people across different demographic groups. Colliers also provides annual scholarships for young female professionals to attend CREW training, events, and the annual multi-day conference.
Employee Resource Groups
We believe our Employee Resource Groups (ERGs) are critical to achieving a truly inclusive culture that will empower employees to be their authentic whole selves and form a true sense of belonging in the workplace. Led by our employees, ERGs will foster more creative thinking and help us better serve our clients and community.
The Women’s Network
Commitment to the equity and advancement of women has been at the core of Colliers’ Diversity and Inclusion Program since inception. With the launch of the Women’s Network, Colliers is expanding upon that founding commitment.
The mission of the Women’s Network at Colliers is to cultivate a collaborative environment of intersectional inclusion dedicated to the advancement and empowerment of women, a community of belonging where we can BE successful in service to our clients, our communities and each other.
Black Professional’s Network
The North America Black Professionals Network at Colliers was formed to be a part of the solution to end the inequality that Black Americans and Canadians face, both personally and professionally, each day. This group will focus on fostering important discussions and initiatives to support equality for our present and future Black professionals, creating a culture of belonging that promotes, nurtures, and celebrates the success of Black employees throughout the organization.
We are committed to supporting each other in visible ways, and will use this ERG to develop mentorship, training, and development opportunities within Colliers to recruit, retain, and promote our Black employees.
This group is open to all Colliers employees; allies included!
PRIDE (LGBTQIA2+) ERG
The mission of the PRIDE Employee Resource Group at Colliers is to promote a safe, inclusive, and supportive work environment for those of us in the LGBTQIA2+* community. We want to encourage each other in bringing our whole, authentic selves to our professional work. In addition to focusing on the growth, mentorship, and development of our LGBTQIA2+ professionals, this ERG will commit to providing a space for allies at all levels of education to learn more about the community and further foster openness and inclusivity in the workplace.
We are committed to supporting the LGBTQIA2+ community in visible ways, fostering connectivity and an internal sense of community. To do so, PRIDE will also work towards identifying opportunities for intersectional inclusion, partnering with Colliers’ fellow ERGs to celebrate the impact of finding strength in unity.
PRIDE is open to all Colliers professionals, including allies.
*LGTBQIA2+ is an acronym for Lesbian, Gay, Bisexual, Transgender, Queer and/or Questioning, Intersex, Asexual and/or Agender, Two-Spirit, and the countless affirmative ways in which people choose to self-identify.
LIDER (Latin Inclusion and Development ERG)
LÍDER (Latin Inclusion & Development Employee Resource Group) seeks to facilitate visible commitment to the inclusion and valuing of Latin & Hispanic professionals and their allies at Colliers through programs and activities that promote cultural and professional development, holistic wellness, networking, mentorship, and leadership.
LÍDER strives to encourage Colliers’ Latin employees and contractors – a group that represents the largest minority in the US – to actively participate in accelerating the success of the company and our clients. LIDER will do so by fully utilizing our Latin & Hispanic professionals’ unique differentiators, while seamlessly integrating with other Employee Resource Groups across the Americas to celebrate intersectional inclusion.
The Pan-Asian Network ERG
The mission of the Pan-Asian Network ERG is to create a space and voice for Pan-Asian Network employees and their allies at Colliers. The Pan-Asian Network ERG encompasses individuals who identify or have an association with the regions of Southern Asia, Eastern Asia, and South-Eastern Asia.
The ERG intends to provide resources for our Pan-Asian community and allies in an effort to create a forum to champion the values and highlight the issues within our community with the goal to foster continued diversity, support and empower our community toward personal and professional growth and advancement while supporting one another through shared perspectives, and create awareness of the depth and breadth of our unique cultures .
The WorkAbility ERG brings together advocates and allies of differently-abled, disabled, and neurodivergent professionals, providing accessible resources and tools to enhance their careers and promote strong working relationships.
WorkAbility fosters connectivity and awareness within Colliers, initiating open dialogues and promoting advocacy, to create a safe and inclusive culture for all.
At its core, The Veterans Initiative is about engagement. By enhancing engagement, we hope to grow empathy for and awareness of the many issues veterans face, during their service and long after. Also, ensuring that veterans are key participants in our Diversity & Inclusion Program will enable us to foster a true community for current and future Colliers professionals with ties to military backgrounds. Lastly, our hope is to ensure that Colliers is recognized by active and reserve military members, veterans and their families as a great place to start or grow a career.
Working Parents & Caregivers
The mission of the Working Parents & Caregivers* Resource Group is to bring a sense of camaraderie and belonging to the working parent or caregiver at Colliers – especially during COVID-19. This group will help bring visibility to the life of a working parent/caregiver and will encourage work life balance, professional development, and support for those juggling these important priorities. It will also bring awareness to the workplace challenges of being a working parent/caregiver and help eliminate the conscious and unconscious biases that come along with it.
This group is open to every interested working parent, caregiver, and ally (parenthood not required) at Colliers.
Promoting Supplier Diversity
We are committed to increasing diversity, equity, and inclusion within Colliers and across procurement practices to foster built environments that are inclusive and engaged. As a major purchaser of goods and services, Colliers recognizes the tremendous impact it has on the supplier community where it operates and conversely – the supplier community's impact on the products and services that Colliers delivers.
Colliers encourages our people to seek out supplier diversity, and encourages submissions, bids, and proposals from diverse suppliers. This allows potential suppliers to bid and promotes competition in the supply base, which can improve product quality, gain access to competitive offerings, and drive culturally diverse business interactions.
By providing more sourcing options, inclusiveness can also make the supply chain resilient and agile. To help identify diverse suppliers, the following organizations provide certification to suppliers: