When someone is subjected to inappropriate conduct that interferes with his or her ability to do and enjoy their job, we all suffer. The Company has implemented strong policies against harassment in each country where we operate. These policies describe the conduct that is prohibited and establish procedures for raising concerns and reporting violations. They set expectations of our managers and define the roles of the Human Resources, Legal and Compliance Departments in reporting, Investigations and follow-up. Finally, they provide that anyone engaging in conduct in violation of our anti-harassment policies will be held personally responsible.

Harassment may take many forms, from overt sexual advances to offhanded remarks or jokes, to offensive gestures, regardless of the intent. We recognize that each country and culture has somewhat different views of the type of conduct that is acceptable among colleagues in the workplace. However, these differences tend to be minor. Overemphasizing these differences can distract us from the fundamental truth—all of our colleagues deserve to be treated with dignity and respect and not be subjected to offensive or degrading behavior.

Regardless of where Company policy sets the bar in terms of prohibited inappropriate or harassing behavior, it is easy to stay in compliance with our harassment-related policies by asking yourself a few simple questions:

Would you like a family member to be treated the same way?

Would you be acting the same way or say the same thing if a family member or our CEO were present?

Would it embarrass you or CBRE if your conduct were videotaped and reported on the evening news?

If you manage or supervise other employees, it is your job to enforce CBRE's policies. If inappropriate conduct such as harassment occurs on your watch and you do not report it or address it, it is as if you condoned or engaged in the conduct yourself. All of our supervisors and managers should be familiar with our policies on harassment and their obligations for handling complaints and reporting violations of policy.

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Preventing Harrasment Check your knowledge

Two employees, Tovia and Mauricio (not in a supervisory relationship) found themselves in an office romance. As the relationship progressed, Tovia lost interest while the Mauricio's desires and feelings grew in intensity. One day, Tovia informed Mauricio that the relationship was over. Mauricio did not take it well. He began stopping by her workspace, interrupting her, and insisting she speak with him. His attempts to communicate with her continued and increased over a period of several months until he began following her in the halls when she would get up from her desk, and would wait for her in the lobby of their building in the evening.

Since the relationship began as consensual, can Mauricio's actions be considered harassment?

Yes No
Correct Answer — Yes

A prior, consensual relationship does not excuse his current behavior. All employees are to be treated with respect and be allowed to conduct their work in a harassment free atmosphere.

A supervisor was particularly interested in one of the women who reported to him and several times asked her out on a romantic date. She turned down his advances each time until one day he called her to his office and told her he would give her a bad performance review if she did not go out with him.

Is this Quid Pro Quo or "this for that" scenario a form of harassment?

Yes No
Correct Answer — Yes

This type of behavior is destructive and is not to be tolerated from an person in a supervisorial position.

Incorrect Selection

Please re-examine the situation presented carefully and choose again.

 
Policy Guidance
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A
Access to Employee Records Anti-Corruption Policy
B
Business Records Retention and Destruction
C
Communications and Fair Disclosure Policy Confidentiality / Non-disclosure Conflicts Identification and Management Policy for Government Contracts Conflicts of Interest
D
Drug-Free Workplace
E
E-Marketing Policy Electronic Communication Electronic Communications & Acceptable use of Technology: Social Media Employee Assistance Program Employment of Relatives Equal Employment Opportunity
G
Gifts and Entertainment
H
Harassment-Free Workplace
I
Inappropriate Entertainment Information Asset Protection Internal Communications Investigations of Legal and Ethical Misconduct
M
Managing Conflicts of Interests - Information Barriers Media Relations
N
Non-Retaliation
O
OFAC Compliance Open Bidding Outside Employment
P
Personal Ownership of Real Estate Political Contributions Public Relations
R
Report of Injuries/Accidents Restrictions on Marketing by Fax
S
Safe Workplace Policy Securities Compliance Smoke-Free Workplace Social Media Solicitation and Distribution Standards of Conduct
T
Timekeeping
U
Use of CB Richard Ellis Name or Identity Use of Company Property
V
Violence in the Workplace