CBRE Reveals New Chief Diversity Officer Position
Current division president, Tim Dismond has been promoted to serve the newly-created role, as well as join the company’s executive committee.
LOS ANGELES – CBRE Group Inc.’s division president, Tim Dismond, has been appointed to the newly-created role of chief diversity officer. Dismond will additionally join CBRE’s executive committee, which comprises 12 global executives, responsible for driving the company’s business worldwide.
Dismond currently serves as division president of the company’s global workplace solutions enterprise business. In this role, he oversees more than 5,000 professionals, responsible for delivering real estate and facilities services to occupiers throughout the US and Latin America. The group additionally manages a global portfolio of more than 820 million square feet.
Joining CBRE in 2008, Dismond currently holds a 25 years of industry experience. He previously received a Juris Doctor degree from the Indiana University School of Law, and he received a Bachelor of Arts degree from the University of Michigan.
Upon the promotion, within his new role, Dismond will report to the company’s president and CEO, Bob Sulentic. CBRE’s diversity and inclusion team will now report to Dismond.
“Tim is a very impactful operating executive who has a deep understanding of our business. He will add energy, focus and sharp thinking to our diversity and inclusion efforts,” said Sulentic. “The creation of the chief diversity officer role is a major step in accelerating our progress, particularly in senior leadership and brokerage positions.”
“While we have made notable gains in boosting diversity in our company, we know there is more that we must do, particularly with regard to African Americans and other ethnically diverse leaders,” Sulentic added.
CBRE has implemented internal diversity and inclusion initiatives and policies, including the following:
- A visibly diverse candidate should be included at the in-person interview stage for all positions at the director level and above.
- The panel of interviewers for all positions at the director level and above should include a visibly diverse interviewer.
- A diversity and inclusion-focused objective is included in all performance appraisals for employees at the director level and above.
The company additionally aims to maintain partnerships and programs that assist in bringing diverse professionals into the industry, through organizations such as HBCUConnect, the Real Estate associate Program and the National Black MBA Association.
