Diversity, Equity and Inclusivity (DEI)
Diversity, equity and inclusion are core to who we are.
We work with colleagues from more than 70 nationalities worldwide and are proud to foster a workplace that welcomes and supports everyone, regardless of background. Guided by our values of professionalism, honesty and collaboration, we work hard to create an environment where all voices are heard and respected.
Gender equality remains a key issue for our industry, and we are proud of the progress we continue to make. We have more women in our workforce than the industry average and remain committed to reviewing and improving our approach to keep DEI at the heart of what we do.
2024 highlights
International Women’s Day
Our International Women’s Day (IWD) theme was Inspiring Inclusion. We took part in a range of activities in our offices across the world.
300+ people attended in person events and webinars globally. We saw 36,000 views of our IWD LinkedIn content. We also ran three regional fundraising campaigns for local charities in the US, UK and India.
‘Improving gender balance in real estate — a male perspective.’
Our Group Chief Executive Officer, Alan Manuel, joined industry leaders at a mentoring event aimed at supporting and celebrating women in construction. Led by The Mentoring Circle, the event was titled ‘Improving gender balance in real estate — a male perspective.’ It discussed the barriers and opportunities for women in real estate, and how men can act as allies in driving change.
Pride Month
We celebrated Pride all over the world. In Australia, our offices organised events including Pride art competitions, informative presentations on the history of Pride, and open discussions on how we can all be more inclusive. Colleagues across the Americas also took part in marches, knitted pride scarfs, and showed their commitment to equality.
Miscarriage leave
We introduced miscarriage leave for all employees across the business — a policy that recognises the importance of care, compassion and support when it matters most.
What we achieved in 2024
DEI events and initiatives
2024 goal: Host specific DEI events and initiatives in at least 50% of our offices. Deliver at least ten information sessions to our staff on DEI matters.
How we did it: Hosted DEI events in offices across every region. Delivered 10+ information sessions to our staff on DEI matters globally. These ranged from Tea & Talk sessions, Pride celebrations, to sexual harassment awareness, and International Women’s Day events.
Minority representation
2024 goal: Give a voice to all minority groups across our organisation and develop defined action plans for regional DEI working groups.
How we did it: Through our global and regional DEI groups, we’ve amplified the voices of underrepresented communities across our organisation and put clear action plans in place to drive change.
Improving representation
2024 goal: Continue to exceed industry norms for all under-represented groups.
How we did it: We're committed to improving representation across the organisation. Women now make up 31% of our workforce, well above the industry average of 20% (RICS, October 2024), and 25% of our fee-earning roles. We’re also tackling the gender pay gap where it exists. In the UK, for example, female directors now earn 1% more on average than their male peers.
Investing in training
2024 goal: Continue to invest in processes that tackle bias and foster an inclusive environment.
How we did it: Our people undertook over 843 hours of inclusive behaviour training in 2024.
Gender bias screening
2024 goal: Undertake data analysis to understand numbers of female applicants in each of our regions, develop targeted plans to address this. Percentage of female applicants to be reflected in percentage of job offers.
How we did it: We use a system which tracks diversity in applications. Following a short delay at the end of 2024, we’re now reviewing application data across all regions to ensure the proportion of job offers reflect the number of female applicants.
Our commitment to listen
2024 goal: Commit to creating more opportunities to listen to our people, to understand barriers and overcome them. Regional DEI groups to undertake listening exercises to understand the experience of employees with disabilities for ongoing improvements.
How we did it: In 2024, we ran a global employee listening exercise and an in-depth UK and Europe engagement survey. This gave us fresh insights into the motivations and challenges our people face, which then informed our DEI approach for the year.
2025 goals
Speed up female representation in senior positions. We’ll aim to increase the number of women in our leadership development groups to strengthen representation at every level.
Through our regional DEI working groups, we’ll give a voice to all minority groups across our organisation — with clear action plans that drive change.
Continue to invest in processes that tackle bias and create an inclusive environment.
Lead by example and continue to exceed industry norms for diversity and representation in the construction industry.
“Currie & Brown offers a community that values continuous learning and flexibility. What stands out most is how much the company values women’s development — making sure we have the tools, opportunities and support to thrive.
I’ve seen how thoughtful leadership has truly accelerated my own journey and am excited to see more of these opportunities arise for other women in the industry”
Fatimah Alramhadan
Assistant Project Manager
Currie & Brown