Legal

Tishman Speyer is committed to cultivating and preserving inclusion and belonging within our firm and upholding our guiding principles of respect and civility. We embrace and value our employees’ differences in age, color, disability, ethnicity, family or marital status, gender identity or expression, language, national origin, physical or mental disability status, political affiliation, race, religion, sexual orientation, socio-economic status, veteran status and other characteristics that make them unique. We are firmly committed to providing a work environment in which all individuals are treated with respect and feel comfortable sharing their ideas and contributions. Interactions among Tishman Speyer employees should be respectful and free of bias and prejudice, abiding by our Guiding Principles and Code of Conduct. We expect our employees to carry themselves in a manner that reflects Tishman Speyer’s values of inclusion whether in the office, at an industry function, on a job site, or at a Tishman Speyer event (either inside or outside of the office). This policy applies to all facets of our business and people functions, including, but not limited to, our practices on recruitment, compensation and benefits, training and development, transfers and promotions. Our commitment to creating an inclusive and welcoming community goes beyond policy; we strive to create a daily reality that’s built on the diversity of our people and the inclusivity of our culture. Our people strategy seeks a workforce from all different backgrounds and provides an inclusive and supportive environment for professional growth. Our hiring practices include partnerships with organizations and programs that will afford us access to people with a variety of perspectives and backgrounds. In the U.S., our partnerships include Sponsors for Educational Opportunity (SEO), Ladders for Leaders, The Real Estate Board of New York (REBNY)/Project Destined, and The Commercial Real Estate Success Training (CREST). We invest in the growth and development of our people by hiring them into meaningful roles, and then encouraging and enabling mobility to different functions and regions across our company throughout their careers. We also offer significant training programs and mentorship to continuously expand the leadership skills of our managers. Our employee resource groups, internal communication channels, and speaker series are intended to expand our knowledge and understanding, and provide space for inclusivity to thrive. Tishman Speyer personnel have access to networking and mentorship programs to build deep relationships across the business, identify opportunities for advancement, and foster professional growth. We encourage collaboration across our global platform by enabling employees to learn from each other and benefit from wide-ranging experience and expertise. Employees who believe they have been subjected to any kind of discrimination that conflicts with the company’s Inclusion policy should seek assistance from their manager or an HCM representative. They should do so with the confidence that the matter will be handled sensitively and in accordance with our non-retaliatory approach. This Inclusion Policy is fundamental to our character and values.