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BKM Capital Partners' Pledge for Equity in CRE

CRE Pledge

At BKM Capital Partners, equity and inclusion are more than just commitments—they are the foundation of how we operate. Since signing the CREW Pledge for Action in 2022, we have taken measurable steps to embed accountability, transparency, and opportunity across every level of our organization. These efforts ensure that women and underrepresented groups not only have access to meaningful opportunities but also the support and pathways to thrive in leadership roles.

From expanding parental resources and strengthening pay equity practices to building a diverse team and partnering with a variety of industry organizations, BKM has demonstrated that progress is possible when words are matched with action. The following highlights outline the ways we are advancing each pillar of the pledge and shaping a stronger, more inclusive future for our people, our industry, and the communities we serve.

1) Partner with CREW Network to support our mission to advance women, and begin your efforts now to make change

At BKM Capital Partners, we’ve created a workplace where equity and belonging are foundational. Since signing the CREW Pledge for Action in 2022, we’ve aligned with partners who share our values of transparency, accountability, and inclusion to ensure lasting change occurs at the organizational level. Our efforts go beyond words—we’ve embedded policies and programs that uplift women and underrepresented groups across the firm, including:

  • Expanded Parental Leave Policy supporting both men and women

  • Mental Health Initiatives: Lunch & Learns, annual wellness weeks, and resource promotion

  • Employee Resource Groups (ERGs): BKM Women’s Network and Working Parents Group

  • Sustainability & Corporate Responsibility Committee

  • AllVoices Anonymous Reporting Platform

  • Leadership Development Programs: Emerging Leaders, Mid-Level Manager Program, and required DEI training

We recently underwent a major core values refresh, an initiative that focused on revamping our previous set of core values to reflect the ongoing change the company has experienced over the past decade. In support of the Constant and Never-Ending Improvement (CANI) method, our teams sat down to discuss what BKM’s core values truly represent today, harnessing input from teams across the company to develop the latest iteration that would reflect the broader values of the organization in today’s ever-changing business environment.

Alongside these initiatives, BKM has extensively collaborated with CREW Network—from committees to events and sponsorships—to expand opportunities for women to build relationships and advance their careers in commercial real estate.

2) Close the compensation gap in our industry by conducting a pay equity study in your company

Fair and transparent compensation is central to BKM’s operating philosophy. To hold ourselves accountable, we established the Compensation Committee, which conducts annual audits and monitors salary structures through a real-time Power BI dashboard. This ensures equity across gender, race, and role. In 2024 we also conducted an independent third-party compensation and review and analysis, further strengthening our compensation structure while eliminating bias at every level of the organization. The results are clear—in 2025, 50% of all promotions were given to female employees, reflecting our commitment to advancing talent on merit and eliminating bias in career progression.

3) Increase inclusion in your company through senior executive sponsorship of women and/or other individuals in underrepresented groups within the company

At BKM, inclusion is championed directly by leadership. Key female members of BKM’s executive team play an active role in sponsoring and mentoring underrepresented talent, leading initiatives such as the Women’s Network, Emerging Leaders Program, and Compensation Committee. Their involvement ensures employees have advocates at the highest levels, embedding inclusion into decision-making and career development.

This commitment extends beyond formal programs. BKM recently launched a New Hire Buddy Program, pairing incoming employees with women at all levels of the organization to provide guidance, support, and a sense of belonging from day one. Together, these efforts create a culture where inclusion is modeled from the top and reinforced through peer-to-peer connection and mentorship.

4) Advance women to your company’s top roles to achieve gender diversity in leadership

At BKM, advancing women into leadership roles is a long-term priority woven into our culture, programs, and talent strategy. While women currently represent 31% of our management team, we have simultaneously built a strong and growing pipeline of female talent, with 57% of our mid- and junior-level positions being held by women. This foundation ensures we are well-positioned to increase representation at the top over time.

Through initiatives such as the Emerging Leaders Program, the Women’s Network, and executive sponsorship, we are equipping women across all levels with the tools and opportunities to advance. As BKM continues to grow, our commitment is clear: we are intentionally building pathways for more women to rise into senior and executive leadership, ensuring our leadership team reflects the diversity of our workforce and the communities we serve.

5) Increase diversity in your company and in the industry through intentional recruiting and hiring of individuals from diverse backgrounds

BKM’s growth is driven by diverse talent. Thus far in 2025, 73% of new hires have come from diverse backgrounds, with 58% being women and 40% identifying as BIPOC. Today, our entire workforce is 58% female. We’ve also partnered with SEO (Sponsors for Educational Opportunity) to recruit interns from underrepresented communities, building pathways for the next generation of diverse leaders in CRE.

6) Implement accountability strategies in your company to measure progress

Accountability is embedded in how BKM operates daily. To ensure transparency and continuous improvement, we’ve established multiple touchpoints for communication and oversight. Monthly all-company “huddle” meetings with the executive team keep employees informed on organizational updates and progress, promoting an open dialogue and fostering trust among employees at all levels of the firm. Mid-year and annual performance reviews also provide structured opportunities to measure individual growth and career advancement, ensuring all individuals meet their goals to advance both in their positions and in their careers.

We prioritize education through a robust training program covering DEI, harassment prevention, inherent bias, and other critical workplace equity topics—ensuring awareness and shared responsibility across the organization. These, combined with frequent lunch and learns and in-person training events, provide a broad curriculum for continuous learning.

Finally, BKM maintains a strong checks-and-balances system through numerous committee structures, including our Compensation Committee, Sustainability & Corporate Responsibility Committee, and Executive Committee, each providing oversight on policies, pay equity, and governance practices.