People & Communities
People & Communities
| 4,000 | total number of employees |
| 885 | total number of new employees in 2017 |
| 7.03 | average tenure of employees (years) |
| 342 | total participants in myCommunity in 2017 |
| 1,230 | total participants in myCommunity since 2011 |
| 2,191 | volunteer hours in 20175 |
| 7,265 | total volunteer hours since 2011 |
Hines will hire a Senior Manager to further develop, implement and manage the firm’s diversity & inclusion initiatives. The OneHines Women’s Network will launch a Local Ambassador program to serve as the local point of contact in supporting the Network’s initiatives within each city.
Hired a Director of Diversity & Inclusion to execute a diversity and inclusion strategy across the firm. The OneHines Women’s Network Local Ambassador program was launched with Local Ambassadors in the U.S. and Canada.
Hines will pilot several new concepts to further enhance our image as one of the best places to work in real estate. These include a formal mentoring program and flexible work arrangements that support the firm’s principle of encouraging work/life balance. Enhancements to the performance management process will also be launched.
- Introduction
- 2017 Employee Survey
- An Interview With Hines' Director of Diversity & Inclusion
- Hines Employees by Gender
- Hines Employees by Location
- A Strong Bench of Young Leaders
- Hines Employees by Generation
- Employee Tenure
- Local Hiring
- Hines Supports Hurricane Relief Efforts in Texas and Florida
- Equal Employment Opportunity
- Workplace Harassment Prevention
- Whistleblower Policy
- Employee Evaluations
- Employee Surveys
- Benefits
- myWellness
- Tobacco Cessation Program
- WageWorks Commuter Benefit
- Learning and Career Development
- myLearning
- Education Reimbursement Program
- 2017 ULI/Gerald D. Hines Competition
- Philanthropy
- myCommunity Program
- Community Engagement Highlights
Hines employees reflect the firm’s honesty and integrity, innovation and entrepreneurial spirit. We are growing our firm with diversity and inclusion at the forefront of our efforts to continue to attract and retain the best workforce in real estate. As the most important asset at Hines, we are committed to developing our employees, creating opportunities and enhancing their well-being.
According to Aon Hewitt, our survey administrator, the firm’s response rate of 89 percent is 20 percent above average, indicating an engaged and responsive workforce. One of the most important and telling questions is, “Would you recommend Hines to others as a place to work?” According to the survey results, Hines is nine percent ahead of other companies for this measure. The survey also shows that the firm excels at “Talent & Staffing” and “Brand,” reinforcing our Guiding Principles. Hines also exceeded the average for Aon Hewitt’s “Global Best Employer” in the categories of having an excellent reputation among its community and employees agreeing they are proud to work for Hines.
Hines also significantly outperforms other employers in the following areas:
| 83% | of employees agree that Hines is a socially and environmentally responsible organization (11% above average) |
| 76% | of employees agree that Hines strongly supports learning and development (16% above average) |
| 73% | of employees agree that Hines motivates them to contribute more than is normally required to complete their work (13% above average) |
| 71% | of employees believe their opinions and ideas count at work (10% above average) |
Diversity & Inclusion
In July 2017, Jerry Guerrero joined Hines in the new role of Director of Diversity & Inclusion.
QWhat attracted you to this role at Hines?
As a native Houstonian, for decades I have been familiar with Hines, a firm recognized for striving to be the best while doing the right thing—two behaviors that are important to me. Multiple officers contributed toward bringing me on board, which signaled to me that leadership is committed to diversity and inclusion (D&I). Lastly, the opportunity to share our D&I journey, fully understanding that our efforts will impact countless stakeholders, was a unique and critical factor in my decision process.
QWhat are some of your current goals and initiatives?
First is to complete the global OneHines Listening Tour across the U.S. and Europe, which is an opportunity for employees and leaders to engage in candid dialogue about D&I. Another goal is to increase awareness about inclusion across our talent lifecycle. We also plan to develop and implement a D&I foundational course that will serve as a baseline across the firm. And we will continue to develop our talent acquisition capabilities by providing additional D&I training to hiring managers.
QHow does diversity and inclusion enhance the talent acquisition process at Hines?
Increased awareness about D&I enhances our objective process to identify and select the best talent around the world. In addition, expansion of our efforts into new talent pools will ensure the identification of unique skillsets and continue to differentiate Hines across the industry.
QWhat are some of Hines’ recent diversity and inclusion successes?
D&I success is defined by actions which drive positive change. In 2017, because of the efforts of countless Hines employees, we celebrated much success.
- We expanded our Guiding Principles, adding a fifth in support of the OneHines mission.
- We launched our OneHines Women’s Network Local Ambassadors Program across 25 geographic areas in the U.S. and Canada.
- We launched our first global OneHines Listening Tour.
- We established the WLI Hines Innovation Grants with the Urban Land Institute’s Women’s Leadership Initiative.
- Each Hines region assessed D&I-related opportunities and established goals during the firm’s annual planning process.
QWhat are some strategies that Hines is implementing to enhance diversity and inclusion at the firm?
Our strategies are centered around leadership, people, education and external partnerships, and are aligned with our diversity roadmap published in last year’s sustainability report.
- Leadership: We continue to explore where shifts in our practices and policies can unlock greater potential for inclusion, productivity and career advancement.
- People: Recruiting, mentorship and career development opportunities are among the ways Hines will be able to foster diverse, experienced teams serving in a broader range of roles and functions.
- Education: By supporting D&I initiatives and providing channels for learning and conversations, Hines can help ensure all voices are heard.
- External Partnerships: With our internal and external communications, as well as our participation in industry forums and public reports, we are stating that Hines values and intends to increase diversity in our workforce and leadership.
OneHines Women’s Network aims to support and enhance the experience for women at Hines and optimize the gender balance. Leaders have been tapped from functional groups across the firm to be liaisons for those in their same disciplines and locations.
Roll over the chart for data by region
Generational diversity creates communication and awareness that supports broader diversity and inclusion efforts. In 2017, the firm began strategizing a formal mentoring pilot program that will provide professional development and visibility to junior employees and improve cross-generational and cross-level communication.
Hines is an entrepreneurial organization with an excellent record of attracting, motivating and rewarding its employees, resulting in remarkable personnel stability. The 13 most senior leaders at Hines have an average tenure of 35 years, 80 senior vice presidents and senior managing directors have an average tenure of 23 years, and 211 vice presidents and managing directors have an average tenure of 15 years. Overall employee tenure is 7.03 years.
As Hines has expanded internationally, local hiring has been paramount to furthering its success; of more than 1,000 international employees, fewer than one percent are expatriates. In new markets, seasoned Hines leaders identify and train local talent, embedding the essence of Hines’ values and processes, then entrust these new leaders to manage the business locally.
in Texas and Florida
Corporate responsibility includes helping when natural disasters strike. In August 2017, Hurricane Harvey devastated Houston and the Gulf Coast. The storm produced record-breaking rainfall and catastrophic flooding that left thousands displaced, including dozens of Hines employees. As floodwaters rose, volunteers (including numerous Hines employees) lent a hand in the rescue efforts.
As blood centers in Texas sought to replenish supplies, the teams at One Ravinia and Two Ravinia in Atlanta partnered with KEDPlasma USA, a tenant, to host a blood drive at the property. A total of 46 donors, double the typical amount during the annual drive, donated blood to be distributed in Texas.
The Hines teams in Chicago did not let distance stop them from contributing to those affected by Hurricane Harvey. Joining forces with other Chicago-area real estate and construction companies, Hines volunteers turned out for the Turning the Tide for Texas fundraiser, which raised more than $1 million.
While relief efforts continued across Houston, the state of Florida was preparing for Hurricane Irma. More than a week before her landfall in South Florida, supply shortages made it difficult for those trying to prepare in advance for the storm. The Hines team at Maitland Summit in Orlando seized the opportunity by delivering 25 tons of sand, shovels and bags to help tenants make sandbags for their homes. Within two days, all 25 tons of sand had been utilized, filling over 2,500 sandbags.
These experiences are examples of the efforts by Hines’ employees, and reinforce how we can draw on our strengths—our presence in the communities in which we operate, our passion and expertise, our facilities capabilities, our philanthropy and our relationships with community leaders—to provide relief in the aftermath of disaster.
In response to Hurricane Harvey, the Hines Employee Relief Fund was established. Originally created as a crowdfunding site, the philanthropic fund transitioned into a full-fledged 501(c)(3) nonprofit charity to enhance resilience in the face of disaster. All donations were generously matched by the Hines family, and funds are available for future emergency needs.
A special thanks to the Hines teams around the globe for making a difference. Through countless incredible acts of kindness and heroism, our employees demonstrated that they truly are the company’s greatest asset.
| $245,000 | in individual employee contributions |
| $366,000 | from Hines match (1.5 times match) |
| $611,000 | TOTAL RAISED exceeded $500K goal |
It is Hines’ policy to ensure equal employment opportunity to everyone. Hines does not discriminate against any employee or applicant because of race, color, religion, gender, national origin, age or sexual orientation, or any other status protected by state or federal laws. Hines also does not discriminate in employment against qualified individuals with disabilities.
Hines’ policy prohibits workplace harassment of any sort. Hines is committed to maintaining a work environment free of inappropriate and disrespectful behavior that might interfere with an employee’s work performance or the professional environment at Hines.
Employees are encouraged to contact EthicsPoint, a third-party vendor, to report matters such as questionable accounting, falsification of company records, fraud, privacy issues, theft or any other unethical behavior. Reporting individuals remain anonymous and reports submitted via EthicsPoint are confidential.
Non-Retaliation Policy
This program is intended to enable employees to raise serious concerns within the company. Therefore, no employee will be terminated or otherwise retaliated against for submitting a complaint if the employee acts lawfully and believes that the complaint involves a violation of applicable law or company policy.
Most employee evaluations and compensation reviews occur annually. Employees typically receive a written evaluation that indicates the employee’s performance during the preceding calendar year.
Hines commissions a third party to conduct periodic employee surveys. Results are benchmarked to the most recent previous survey and to the survey provider’s normative database of global research. Survey results guide managers at all levels in improving work environments and expectations for members of their teams as well as helping to increase the tenure of employees.
Hines has a presence in 24 different countries and benefits may differ from region to region dependent in part by local laws and customs.
Hines offers eligible U.S. employees and their spouses or domestic partners the opportunity to engage with Vitality, a wellness platform that provides tools, motivation and a personalized approach to achieve better health. Vitality plays a major role in Hines’ wellness program. Each year, Vitality participants are encouraged to complete a health questionnaire (Vitality Health Review) and biometric screening (Vitality Check) in order to identify areas of concern before they become serious. In 2017, the myWellness program continued to increase participation at Hines through:
- Engaging 39 Vitality Champs in 17 cities across the U.S. to help promote a culture of wellness
- Offering educational opportunities related to physical, emotional, and financial wellness
- Continuing to offer challenges to foster regional, team and individual competition
- Expanding participation incentives to include spouses and domestic partners
“With myWellness and Vitality
I could better educate myself and learn how my lifestyle impacts my health. Using my Fitbit and taking advantage of walking programs,
I lost 50 pounds in 12 months
and have kept the weight off for four years!”
Andrew Cooke
Vice President,
Property Management, New York
2017 Vitality Program Results
| 1,502 | participants completed a Vitality Health Review (VHR) |
| 916 | participants completed a Vitality Check |
U.S. employees and their covered dependents are eligible to receive tobacco cessation benefits offered through their medical health carrier. Members enrolled in one of the Hines Medical Plans are eligible for prescribed tobacco cessation medications.
This benefit gives U.S. employees the option of purchasing transit passes and pre-paid parking with pre-tax dollars by payroll deduction.
Hines develops training based on specific job functions, management level and personal development to educate employees about Hines best practices, processes and policies, as well as our unique and valued culture. In 2017, Hines Learning and Development supported 240 sessions (181 traditional classroom/59 virtual classroom with a combined total of 4,768 participants). They were excited to bring Hines’ popular proprietary real estate classes, to nearly 420 employees in 7 countries.
Training programs include:
- Property Management Training
- Engineering Training
- Accountant Required Training
- Real Estate Education
- Management/Leadership Development
- Strengths Discovery
2017 Training Highlights
| 240 | courses conducted |
| 4,768 | course attendees |
A new initiative for 2017:
In late 2017, Hines Learning & Development launched eBooks for Property Management Training and Engineering Training. The eBook interface is similar to other readers in that you can highlight sections, take notes and click links to access additional Hines documents and resources. Since eBooks are available at no cost to employees versus the cost of traditional hard copies, many employees are taking advantage of this new green initiative.
myLearning, launched in 2015, continues to provide an online portal for employees around the globe to access Hines training resources. Within myLearning, employees and their managers experience a streamlined process for scheduling, completing and reporting on training requirements and initiatives. Also, over 1,200 micro-learning classes, addressing a variety of topics, are available within the platform. As noted in our current numbers, training opportunities continue to provide professional development across the company.
Employees may be reimbursed up to a maximum of $4,000 for expenses incurred in a calendar year for job-related courses and non-job-related courses that apply toward a degree. In 2017, approximately 60 employees participated with a total reimbursement of $121,546.09 in tuition, class fees and books.
Student Urban Design Competition
A team representing the University of Texas at Austin took top honors and the $50,000 prize in the 2017 ULI Hines Student Competition with its winning master plan proposal to redevelop a Chicago site with a highly thoughtful, innovative approach to urban planning, design, and development. The winning group edged out teams from Carnegie Mellon University, Université Laval, and the University of Maryland.
More than 7,400 students have participated in the ULI Hines Student Competition since its first year in 2003.
Hines invests in tomorrow’s leaders in the built environment. The primary educational institutions and programs Hines currently supports include:
- Endowment of the Gerald D. Hines College of Architecture at the University of Houston, which offers professional, post-professional and secondary professional degree programs in architectural, interior, space and industrial design
The Gerald D. Hines College of Architecture at the University of Houston offers professional, post-professional and secondary professional degree programs in architectural, interior, space and industrial design.
- Ongoing sponsorship of the annual ULI/Gerald D. Hines Student Urban Design Competition, which challenges multidisciplinary student teams to devise a comprehensive development program for a real, large-scale site
- Funding to KIPP, an alternative primary and secondary school program for underserved students in Houston
- Establishment and endowment of the Gerald D. Hines Professor of Real Estate Finance at Rice University
- Funding to Baylor College of Medicine to support education, research, and new patient care activities at the Cardiometabolic Disease and Prevention Center.
This internal, voluntary program provides Hines employees an opportunity to give back to their communities through a variety of philanthropic activities. Each employee may spend one day per year without loss of pay or vacation time while performing volunteer work for a charity of their choice. In 2017, 342 people participated in this program with a total of 2,191 volunteer hours.
Hines recognizes the importance of supporting our community and encourages employees to give back through a variety of philanthropic activities.
Hines’ Southwest Region Team Rebuilds Together
For over 25 years, Hines Southwest Region employees have partnered with Rebuilding Together Houston, a Houston nonprofit agency, to provide critical home repairs, accessibility modifications and energy-efficient upgrades for homeowners in need. Every year, the region participates in the spring, and in again the fall, to repair the home of a local resident.
Hines Orange County Team Completes Beach Clean-up Project
Hines employees from the Orange County area partnered with the Department of Parks and Recreation to clean up Huntington State Beach, a two-mile-long gem on the Southern California Coast. The Hines team converged on the beach to clear all sorts of refuse, including small plastic items, caps, bottles, wrappers, Styrofoam and cigarette butts. Armed with reusable trash bags, gloves and determination, the team gathered more than 50 pounds of debris.
Hines NY Gathers for City Harvest
61 employees representing every property in the Hines New York/Connecticut portfolio gathered for their myCommunity day to support City Harvest, one of New York’s primary food banks. The Hines team made its contribution by packaging over 6,000 pounds of food for the Kosher Food Rescue, a program that addresses the dietary needs of over 100,000 Jewish households facing hunger. The region’s annual volunteer day is a five-year tradition.
Toronto Office Builds for Habitat for Humanity
Employees from Hines’ Toronto office pitched in to add new townhomes to the city’s largest Habitat for Humanity building project to date. The team provided manpower toward the building progress of a 50-unit Habitat for Humanity development in the Malvern neighborhood in Scarborough. The team spent their day setting up and hauling materials, then installing insulation on the ground floor of a complex of three-story townhomes.