Cushman & Wakefield | PICOR's CREW Network CRE Pledge for Action
Cushman & Wakefield | PICOR has a longstanding history with CREW, demonstrated by our employees active memberships and the leadership of our CEO, Barbi Reuter, who is both a charter member of CREW Tucson and a past president of the local chapter and global board.
We deeply value an equitable community and are committed to advancing women and other underrepresented groups within the commercial real estate industry. This commitment is reflected in our ongoing efforts aimed at fostering an inclusive environment that empowers individuals from all backgrounds to thrive in their careers. Living our longstanding core values which include serving our clients and the community, we strive to create pathways for success and advocate for a workforce that reflects the communities we serve.
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're committed to driving positive change in our industry. We recognize the historical gender imbalance in commercial real estate and are actively working to create a more inclusive environment. Our partnership with CREW Network aligns with our goal to advance women and promote diversity within our company and the broader industry.
2024 Updates:
This year, we've launched several key initiatives to further empower women in our organization:
Following the example of Cushman & Wakefield, we've established a local chapter of WIN (Women's Integrated Network) at Cushman & Wakefield | PICOR. WIN's goal is to develop and advance the talents of our women team members by:
Providing a platform that values diverse perspectives
Leveraging leadership skills to benefit our firm, clients, and the industry
Shaping our firm's culture to value the ideas, leadership, and skills of women colleagues
2. Close the compensation gap in our industry by conducting a pay equity study in your company
C&W | PICOR actively conducts market compensation studies throughout the year and compensation adjustments are made accordingly. As a best practice, we monitor and ensure pay equality while also ensuring we retain talent.
3. Increase inclusion in your company through senior executive sponsorship of women and/or other individuals in underrepresented groups within the company.
We have a three-member all-female leadership team, each of whom works intentionally on career development and leadership pathways with their direct reports in brokerage, property management, and administration. Our senior leadership includes:
Barbi Reuter, CEO
Rebecca Martinez, Director of Operations
Tina Olson, Director of Property Management
We were founded as an industrial boutique brokerage firm in 1985 with four brokers, two of whom were women. At the time, they were the only two female industrial brokers in Tucson. This set the tone for an innovative culture in an entrepreneurial business that demonstrated anything was possible.
4. Advance women to your company's top roles to achieve gender diversity in leadership.
Since 2020, our senior leadership team has been entirely women-led, exemplifying our continued commitment to gender diversity at all levels of the organization. This achievement builds on our history of promoting women in the industry, dating back to our founding when two of our four initial workers were women.
Research shows that companies with diverse leadership teams are more innovative, attract top talent, and achieve better financial performance. By prioritizing the advancement of women into leadership roles, we are not just promoting equality; we are also enhancing our organizational success and creating a more dynamic workplace for everyone.
5. Increase diversity in your company and in the industry through intentional recruiting and hiring of individuals from diverse backgrounds.
CW | PICOR is committed to creating and maintaining a workplace in which all employees have an opportunity to participate and contribute to the success of the business and are valued for their skills, experience, and unique perspectives.
6. Implement accountability strategies in your company to measure progress.
C&W | PICOR accountability strategies to measure progress include:
Monthly and biweekly one-on-one meetings are conducted at all levels
Stay Interviews with a 30, 60, and 90 follow up on goals