Los Angeles, October 7, 2020 /3BL Media/ - CBRE Group, Inc. today announced a pledge to spend $1 billion with diverse suppliers in 2021 and to grow this spend to $3 billion in five years.
By achieving these goals, CBRE will substantially increase its engagement and partnerships with businesses that are certified as owned by underrepresented groups, including minorities, women, veterans, LGBTQ and disabled individuals. The company is also committed to increasing support for small businesses.
How we're leaning into the voices, perspectives and experiences that strengthen our purpose
In January 2015, Celeste Warren, vice president and chief diversity officer, suggested during a team meeting that we need to celebrate the diversity of our employees and provide them with time to pause, learn and reflect. Energized, the team realized that a day — or even a week — would not be impactful enough. Celeste took in the perspectives of the team and said, “Let’s take the month,” and Global Diversity & Inclusion (GD&I) Experience Month was born.
In the context of the news this week, we find ourselves in another pivotal moment. Not only is it Climate Week, but the U.S. faced yet another racial injustice in Breonna Taylor’s court ruling. Today’s newsletter addresses these issues and how they, and so many other issues of today, intersect.
Insights into how leaders can set LGBT+ employees up for success from Accenture’s Christine Rauh, Managing Director and Global Pride Network Co-Sponsor
The rainbow flag of Pride continues to spread its colors, and as we celebrate the unity and determination of people across the world striving for equality, we must also remain laser-focused on the road that lies ahead.
As a company, ON Semiconductor is continuing their journey of learning and growing as allies within their global communities. One of the things that makes the company unique is their desire to strive for continuous growth, improvement and support of each other, regardless of race, ethnicity, national origin, sex, age, sexual orientation, disability, veteran status, political affiliation or gender identity.
When Jenny Rosado started her career with UPS, deliveries were tracked on clipboards and modern power steering was still years in the future. More than 30 years later, this Circle of Honor delivery driver reflects on what’s changed—and what keeps her at UPS.
I started at UPS back in 1989. I had taken a semester off from college and my intention was to go back and finish. Then, I happened to meet a friend who said, “Why don’t you come to UPS?” I planned to do it for a few months, but soon I realized that school wasn’t the path for me. I never looked back.
The Mansfield Rule is designed to diversify leadership in the legal profession. The original concept emerged in 2016 from a Diversity Lab Women in Law hackathon, challenging law firms to affirmatively consider women and people of color as at least 30 percent of the candidate pool for leadership and governance roles, equity partner promotions, and lateral positions.
Do you wonder what it’s like to be LGBTQ+ at Moody’s? Join us to hear from EMEA employees about our inclusive culture and their experiences in our impactful organization!
Moody’s is a global integrated risk assessment firm that empowers organizations to make better decisions. Our data, analytical solutions and insights help decision-makers identify opportunities and manage the risks of doing business with others. We believe that greater transparency, more informed decisions, and fair access to information open the door to shared progress. With over 11,000 employees in more than 40 countries, Moody’s combines international presence with local expertise and over a century of experience in financial markets.