D&I Targets and Performance
For us, D&I isn’t only about the people who work for us or the culture we create, it’s also about the impact we have across the country through our supply chain and the places we develop, build and manage.
To deliver on our ambitions, we’ve set D&I targets aligned to our key D&I strategic pillars — Diverse Talent, Inclusive Culture and Inclusive Places.
This section includes a summary of our performance against those commitments and our key disclosures.
We’ll provide updates on our progress each year and, where necessary, will set additional more challenging targets if we meet our existing commitments and targets earlier than planned.
Key information
53%
Female representation at Landsec
18%
Ethnic minority representation at Landsec
87%
of Landsec colleagues say they feel they can be their true selves at work
83%
Of Landsec colleagues believe we’re making progress on diversity & inclusion
| Diverse Talent | Targets | 2024/25 performance |
|
Our Diverse Talent Targets |
40:40:20* 2030 gender targets at Board, Executive, Senior Leader and Leader levels. Representative Ethnic minority representation targets: Board 20% *Our 40:40:20 gender diversity targets mean that we will have a minimum of 40% women and 40% men in the relevant population. 20% is flexible accounting for the small headcount within these teams |
Gender diversity: Ethnic minority representation: |
| Inclusive Culture | Targets | 2023/24 performance |
|
Employee engagement |
Deliver an inclusive workplace culture, evidenced by annual increase in Inclusion Index (employee engagement survey) scores for underrepresented groups from 2023 baseline Reduce any differentials in Inclusion Index scores for minority groups from 2023 baseline
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Our Inclusion Index is a set of four questions in our engagement survey which help measure the extent to which we have an inclusive culture. Favourable (strongly agree or agree) responses to the Inclusion Index increased to 81% in 2025, up from 79% in 2024. There were no statistically significant differences in responses by ethnicity, gender, or disability status. We were pleased to see no statistically significant differences in responses to the Inclusion Index questions on any diversity lines (ethnicity, gender, and disability status). |
|
Training and ongoing learning |
75% of our people to complete mandatory D&I training within 12 months of launch(by 2025) Provide minimum quarterly D&I learning opportunities for Landsec colleagues (annual, from 2023) |
70% of our line managers and leaders have completed the mandatory D&I training course on evidence-based decision making within 3 months of launch, with the aim to reach 75% within six months. Regular D&I learning opportunities provided through lunch and learn ‘Loop Live’ events on topics including Empowering neurodiversity at work with Lexxic, Mental health with Mental Health First Aid England, Female investment and Black History Month. |
| Inclusive Places | Targets | 2023/24 performance |
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Increase total number of suppliers signed up to our Supply Chain Commitment by 10% between FY23-24 and FY25-26. |
We continue to work with our suppliers to achieve our D&I commitments and support positive change beyond our own business. Our Supply Chain commitment includes D&I criteria, since its publication in 2022, over 800 suppliers have signed up, which includes almost 93.5% of our strategic suppliers, up from 80% the year before. |
| Operations |
Assess and implement initiatives to ensure all our assets are accessible and inclusive by 2030 (Build Well, Live Well, Act Well target) Complete accessibility audits are completed across at least 75% of our managed retail and workplace portfolio with action plans in place to remediate any identified issues. (FY25-26 target) |
This year to make our places more inclusive and accessible we:
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| Development | Apply Inclusive Design principles to all new developments (from 2024) | We launched our inclusive design principles in October 2024 and have applied them to all developments in RIBA stages 2 and 3 from launch. |
