With the support of WIN (Women Integrated Network), Cushman & Wakefield values and strengthens the talent of female employees so that their personal development is a consequence of recognition within the corporation and gender equality is a priority for the company. Cushman & Wakefield believes that by incorporating this and other themes into the company's identity, they become a collective benefit.
In 2021, the company received the Human Rights and Diversity Seal in the Women category for the third time, as a result of WIN, and had its initiatives for diversity, inclusion and promotion of human rights recognized in the city of São Paulo.
Women represent almost half of the workforce at Cushman & Wakefield Brazil
The numbers reinforce Cushman & Wakefield Brazil's commitment to female representation. According to the latest survey, carried out in 2022, 47% of the workforce of the company Brazil is composed of women. In leadership positions, they occupy 40% of the positions.
Women represent almost half of the workforce at Cushman & Wakefield Brazil
It is worth remembering that Celina Antunes, CEO of Cushman & Wakefield for South America, was the first woman to hold the position of CEO of the company worldwide. With the organization since 1994, she knows the importance of promoting this type of initiative.
“The development of female talent is of utmost importance for the women of Cushman & Wakefield and consequently for the entire labor market, which still faces challenges related to gender inequality'', Celina Antunes, CEO of Cushman & Wakefield for North America South.
In 2021, 100% of mothers who left maternity leave returned
The percentage of women who continued to work at Cushman & Wakefield Brazil after returning from maternity leave reached 100% in 2021, compared to the previous year. This is largely due to the benefits offered by the company and the flexibility given by managers to mothers, who contribute to stories such as that of employee Ana Viana, who managed to breastfeed her first child, Eduardo, exclusively with breast milk until he was 6 years old. months of age, to then carry out the food introduction.
‘‘Adapting to the new routine had its challenges. Exclusive breastfeeding, sleep deprivation, it all affected my psychology a lot. I found a very good support network. My work partners were essential for everything to work out. At no time did I think about not going back. I felt the need to balance personal and professional,'' he says.
Ana and her son Eduardo
One of the challenges faced by mothers with the end of maternity leave is in relation to baby care. Some have the privilege of leaving their children in the care of family members, while others, when calculating the costs to hire a nanny or school, end up giving up: ''the company has the benefit of day care assistance, which for me was essential, because I was able to hire someone to take care of my son. Even being at home office, I can dedicate myself 100% to work and still perform my most precious function: being a mother,'' she concludes.
Daniele Santos has been a Cushman & Wakefield employee for almost 15 years, and recently gave birth to her second child, Mateus. She is also the mother of 13-year-old Heitor, and both pregnancies occurred while working at Cushman & Wakefield. For her, the support she received was fundamental for a good return: “in the beginning it was a great challenge due to the most critical period of the pandemic. The biggest difficulty was the contact with agglomerations during transport, I felt a little afraid when returning home, so I didn't have contact with him before doing good hygiene and changing clothes'', he reports.
Daniele and her eldest son, Heitor
Like Ana, Daniele had the support of the company and colleagues after the birth of her children so that she could continue developing her career: ‘‘my manager gave me flexibility to adapt to the baby and that made everything go more smoothly. In addition, the daycare allowance benefit, which allows the mother to hire someone to take care of her child, gives a lot of security so that we can go out and fulfill our professional role'', he says.
Mateus, youngest son of Daniele
In 2021, 100% of mothers who left maternity leave returned
WIN – Women’s Integrated Network is a Cushman & Wakefield program that supports and develops female talent. To carry out the company's commitment to gender diversity, an internal network of women was formed. The Integrated Women's Network at Cushman & Wakefield (WIN) focuses on training, networking, information and mentoring, as well as promoting and recruiting women across the organization.
In Brazil, WIN has a leader and a co-leader, responsible for organizing the actions within the program. This leadership is modified annually, allowing to renew ideas and expand the possibility of women's participation in Cushman & Wakefield.
