As an employer, CBRE attracts the most talented people from all walks of life. We provide an environment where everyone who chooses to join our team can compete and succeed according to their skills and abilities. We encourage everyone who works for CBRE to make meaningful contributions and be recognized and rewarded accordingly. Regardless of their backgrounds or position within the firm, our colleagues should always expect to be treated with dignity and respect.

CBRE is committed to providing equal opportunity in all employment practices including hiring, work assignments, promotions and compensation. We make employment decisions based on merit and without regard to any factor protected by applicable law (e.g., race, color, national origin*, religion, gender or gender identity, sexual orientation, age, marital status, disability, veteran status). Discrimination on the basis of any classification protected by law is never tolerated by CBRE.

In many countries, we embrace our legal obligation to take affirmative action to promote hiring and advancement in employment among people within certain protected classifications. We believe doing so is the right thing to do and good for our business.

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Equal opportunity and respecting diversity Check your knowledge

Enrique works hard – and the quality of his work product, professional judgment and common business sense is consistently among the best within his peer group. But Enrique has been passed up twice recently for a promotion – the jobs were given to team members less qualified. Enrique is openly gay. A few days ago, he approached his manager to discuss how he could improve his chances to get the next promotion available and his supervisor pulled him aside to "offer some advice." "Enrique," his boss said, "you really need to play down this "gay" thing. But if I promote you and your new supervisor finds out you are gay, it will reflect poorly on me."

Is this appropriate under CBRE's EEO policy?

Yes No
Correct Answer — No

In CBRE, all employees are to be judged upon their merit and future potential for growth and responsibility. Sexual orientation is never to be considered as part of promotion criteria.

Several candidates for a job opening on a project were interviewed by the project lead. After the interviews, the list was narrowed down to two individuals, both of them highly qualified. When assessing the candidates the hiring supervisor met with an HR representative and summed up her dilemma as follows: "They are both great candidates but we should be very careful regarding which one we hire. One is 55 years old and will probably not want to work as hard as a younger person. The other is newly married and will probably get pregnant in a year or so."

Are the hiring supervisor's observations appropriate factors in hiring?

Yes No
Correct Answer — No

At CBRE, we make employment decisions based on merit and without regard to any factor protected by applicable law, like age.

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