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Cushman & Wakefield | PICOR's CREW Network CRE Pledge for Action

CRE Pledge

CREW has played a significant role in Cushman & Wakefield | PICOR’s history, starting withour CEO, Barbi Reuter, who was a charter member of CREW Tucson and a past president atboth the local and global levels. Many of our employeesactively participate in CREWprograms, demonstrating our ongoing support and engagement.

Advancing women and building an inclusive workplace remain at the heart of what we do.We are dedicated to creating an environment where individuals from all backgrounds haveopportunities to succeed. Guided by our core values of service—to clients and to ourcommunity—we consistently seek new ways to expand opportunities and ensure ourworkforce reflects the diversity of those we serve.

Pledge for Action Goals:

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

At C&W | PICOR, we are committed to addressing the gender imbalance that has historically existed in commercial real estate. We are taking active steps to build a more inclusive workplace, and our ongoing partnership with CREW Network is an important part of our efforts to support women and encourage diversity within our company and the wider industry.

2025 Updates: 

Our local WIN (Women’s Integrated Network) chapter provides a platform to support the growth and advancement of women on our team.

  • We held a finance session specifically for women, focused on managing household income, planning for longer lifespans, and building financial confidence.

  • WIN members participated in opportunities to strengthen their presentation skills, public speaking, and confidence.

  • WIN’s leadership is looking to expand and to have more of a presence in the community and promote change, including planning to create a volunteer coordinator position for outreach and service.

Additionally, Cushman & Wakefield | PICOR has been a long-time supporter and actively involved with Greater Tucson Leadership (GTL), a local non-profit committed to developing and engaging leaders as catalysts for positive change. Many of our past employees have completed the program’s annual leadership class, which focuses on leadership education, community development, and civic engagement. Currently, one of our brokers, Alex Demeroutis, serves on GTL’s governing board, and one of our property managers, Alexis Ryland, was accepted into the 2025 Lead Tucson class. Both are CREW Network and CREW Tucson members.

We remain focused on supporting both professional and personal development for our employees and providing equal opportunities for growth and advancement.

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

C&W | PICOR regularly conducts market compensation studies and makes adjustments throughout the year to support pay equity across roles. These reviews are one of the ways we monitor and retain talent and ensure equitable compensation.

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

Our senior leadership team—consisting entirely of women—works intentionally to support career development and leadership pathways for women in brokerage, property management, and administration. Leadership includes:

  • Barbi Reuter, Principal and CEO

  • Rebecca Martinez, Director of Operations

  • Tina Olson, Principal and Director of Property Management

Of our current female commissioned brokerage professionals, 83% of these fee earners were sponsored by male principals at C&W | PICOR before launching their brokerage career.

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

Since 2020, all of our senior executive roles have been held by women, and longstanding support for gender diversity goes back to our founding, when two of our first four brokers were women—a rarity at the time. We are committed to continuing this progress at every level.

In the past year we have begun to actively identify internal candidates for advancement as we initiate succession planning for our long-tenured leadership team.

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

We are intentional in our recruiting and hiring practices, aiming to build a team that represents a broad range of backgrounds and experiences. Over the past year, we have expanded our team with five new hires—particularly in the property management division—and all are women, including women of color. This group brings diversity not only in gender, but also in age, professional experience, and personal backgrounds. We value every employee for their unique perspective, skills, and contributions to our company.

6. Implement accountability strategies in your company to measure progress.

To measure progress and stay accountable, we hold consistent monthly and biweekly one-on-one meetings, in addition to “Stay Interviews” conducted at 30, 60, and 90 days to review goals and ongoing engagement at all levels.