Comparison · 14 material differences
CREW Network vs The PEER 150
This comparison was generated on request from the records. It carries no editorial verdict and is not indexed. The published comparisons are listed on the compare page.
Read down each column for one organization, across a row for the difference. A bronze mark at the left of a cell means the organizations differ on that row. A dash or “not published” means the organization does not disclose the fact; it is not a zero.
Verified September 2026
Professional association
Verified September 2026 CREW Network
Professionals working full time in commercial real estate - transaction, design, development, construction, management and investment disciplines - who want to advance women in…
Networking organization
The PEER 150
Chief human resources officers, chief people officers and other senior HR leaders at large US employers
What the records say
- Role or title: CREW Network: No published role or title; The PEER 150: Senior HR leader - CHRO, chief people officer, EVP/SVP/VP of human resources or equivalent.
- Gender: CREW Network: "Membership is open to both women and men, as men are important allies in the advancement of women." CREW also states it welcomes applicants "of all backgrounds, experience levels, genders, race, ethnicity, origin, sexual orientation, and ability"; The PEER 150: No published gender.
- Geographic restriction: CREW Network: Applicants join through the chapter or affiliate nearest them; at-large membership is for those with no chapter or affiliate "within a reasonable distance" of their primary residence; The PEER 150: United States.
- Industry restriction: CREW Network: "you must be employed in a full-time professional position with responsibility in one of CREW Network's Qualified Fields of Commercial Real Estate"; The PEER 150: No published industry restriction.
- Annual dues: CREW Network: $139–229 a year; The PEER 150: $0 a year.
Side by side
| CREW Network | The PEER 150 | |
|---|---|---|
| Profile | ||
| Type | Professional association | Networking organization |
| Founded | 1989 (Founded in 1989 to enable women in commercial real estate to exchange information, develop business contacts and advance professionally.) | 2014 ("Thus, in 2014, The PEER 150 was born" per the organisation's own story page.) |
| Headquarters | Lawrence, United States | Portland, United States |
| Geographic footprint | "more than 14,000 members in over 80 major markets worldwide"; chapters are incorporated independently in their state or province across North America, with global affiliate groups typically formed outside North America | United States: 12 regional chapters - Atlanta, Austin, Boston, Chicago, Dallas, Los Angeles, Minneapolis, Nashville, New York, Portland, San Francisco and Seattle |
| Members | 14,000as of September 2026 | 800as of September 2026 |
| Chapters | 85 | 12 |
| Primary audience | Professionals working full time in commercial real estate - transaction, design, development, construction, management and investment disciplines - who want to advance women in the industry | Chief human resources officers, chief people officers and other senior HR leaders at large US employers |
| Typical member | Full-time commercial real estate professionals across all disciplines of the industry. Full membership requires that the majority of an individual's responsibilities lie within commercial real estate and that their field is necessary to the transaction, design, development, construction, management, investment or functioning of commercial real estate; those who only supply goods and services to the industry are admitted as affiliate or vendor members instead. | Members are CHROs, chief people officers, EVPs and SVPs of HR and comparable senior people leaders at large US employers; the member directory lists executives from companies including Kaiser Permanente, Nike, Georgia Power, Chick-fil-A and NCR Voyix. The organisation reports a mix of C-suite, VP/SVP and director-level attendees. |
| Qualification | ||
| Role or title | No published role or title | Senior HR leader - CHRO, chief people officer, EVP/SVP/VP of human resources or equivalentThe organisation describes itself as a national community of senior HR leaders; membership pages do not publish a formal written title test.verified September 2026 · source ↗ |
| Gender | "Membership is open to both women and men, as men are important allies in the advancement of women." CREW also states it welcomes applicants "of all backgrounds, experience levels, genders, race, ethnicity, origin, sexual orientation, and ability"The organisation's mission is to accelerate success for all women in global commercial real estate, but membership itself is not restricted by genderverified September 2026 · source ↗ | No published gender |
| Geographic restriction | Applicants join through the chapter or affiliate nearest them; at-large membership is for those with no chapter or affiliate "within a reasonable distance" of their primary residence"While most members are located in North America, CREW Network is expanding globally, and we welcome new members from all continents."verified September 2026 · source ↗ | United Statesverified September 2026 · source ↗ |
| Industry restriction | "you must be employed in a full-time professional position with responsibility in one of CREW Network's Qualified Fields of Commercial Real Estate"CREW's screening question is: "Is the applicant's field necessary to the transaction, design, development, construction, management, investment and/or functioning of CRE?" If not, the applicant is admitted as an affiliate or vendor member rather than a full member.verified September 2026 · source ↗ | No published industry restriction |
| Invitation required | No | Sometimes |
| Sponsor required | Yes | No |
| Application process | Four published steps: find a CREW chapter or affiliate near you, review the membership benefits and qualifications, apply for membership, and pay the invoice. At-large applicants apply centrally and submit demographic and location details, their Qualified Field, a description of their role, why they want to join, two professional references, a LinkedIn profile or resume, and a US$25 application fee; the outcome is notified within one week and dues are billed on approval. | Prospective members complete an application form on the website. The organisation reviews applicants for seniority and fit within the local HR community before granting access to events and the member channels. No sponsor or dues payment is involved. |
| Selectivity | Not publicly disclosed as a rate. Applications are screened against the Qualified Fields definition, which determines whether an applicant becomes a full member or an affiliate or vendor member. | Not publicly disclosed. Gatherings are described as invite-only and applications are reviewed, but no acceptance data is published. |
| Cost | ||
| Annual dues | $139–229 a yearAt-large membership: "you will be billed for annual membership dues at either $229 USD for the full year or $139 USD if applying between June 15 and September 30." Membership runs on a calendar year, renewable from November; dues are non-transferable and non-refundable.verified September 2026 · source ↗ | $0 a yearThe organisation's application page states plainly that membership is completely free. The business is funded by event sponsors and partners.verified September 2026 · source ↗ |
| Initiation fee | Only at-large dues are published centrally. Chapter members pay dues set by their independent chapter, which include network-level benefits; CREW supplies a template members can use to ask an employer to sponsor the cost. | $0 one-timeNo joining fee; membership carries no charge.verified September 2026 · source ↗ |
| Local chapter dues | Not publicly disclosed centrally. CREW chapters "are created and incorporated as independent organizations in their state or province", set their own dues, and bill members directly; the network's site directs applicants to their local chapter rather than publishing chapter prices.verified September 2026 · source ↗ | Membership is free. Revenue comes from sponsorship and partnership packages sold to vendors. |
| Event costs | Only at-large dues are published centrally. Chapter members pay dues set by their independent chapter, which include network-level benefits; CREW supplies a template members can use to ask an employer to sponsor the cost. | Member events including the National Summit are included in membership. The PDXYZ conference sells registrations more widely; its member pricing is not published.verified September 2026 · source ↗ |
| Membership term | Calendar year, renewable from November for the coming year; dues non-transferable and non-refundable | Not documented |
| Structure | ||
| Meeting frequency | Chapter programming locally, plus the annual CREW Convention, the Leadership Summit, CREW Collective member-led webinars and networking at ICSC, MIPIM and NMHC events | Regional dinners through the year in each chapter city, plus virtual webinars and roundtables, the annual National Summit and the PDXYZ conference |
| Peer forums | CREW Councils bring members together at the global level for deals, knowledge exchange and relationship building; CREWbiz hosts an open forum and topic communities | No standing facilitated forums. The core format is a regional dinner of 40-70 senior HR leaders hosted at a member's headquarters, with a tour, workshop or presentation |
| Confidentiality | CREW publishes a Code of Conduct and forum etiquette rules governing member conduct and the online community | The organisation emphasises candid, unfiltered discussion under a "Come As You Are" philosophy, but publishes no formal confidentiality rule |
| Time commitment | Not documented | Not documented |
| Organized as | Chapter-based, Event-focused, Virtual | Chapter-based, Event-focused, Virtual |
| Confidential peer forums | Partial | Partial |
| Local chapters | Yes | Yes |
| Virtual membership | Yes | Yes |
| Online community | Yes | Yes |
| Member directory | Yes | Yes |
| Events | Yes | Yes |
| Programming | ||
| Educational programming | Yes | Yes |
| Leadership development | Yes | Partial |
| Retreats | No | No |
| Travel | No | No |
| Family programming | No | No |
| Spouse and partner programming | No | No |
| Next-generation programming | Partial | No |
| Investment discussions | Partial | No |
| Investment opportunities | Partial | No |
| Philanthropic component | Yes | No |
| Networking emphasis | High | High |
| Social emphasis | Medium | High |
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Last verified: not yet reviewed
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Sources
Drawn from the sources listed on each page: CREW Network · The PEER 150