Our diversity and inclusion strategy

Everyone should have the same access to opportunities to do great things in life. Everyone should feel welcome, seen and heard in all the places they spend their time.

That’s why it’s essential that we represent people from all backgrounds, and that we create a culture where we can all learn and share experiences to enable us to create places where everyone feels they belong.

After all, we create the places where life happens - the places where people live, work, shop, and spend their leisure time. These places need to meet the needs of the diverse people that use them - and we’ll only be able to do that if we better reflect the diversity of our communities within our own organisation.

Find out more about our D&I strategy below

Diverse talent
Read more
Inclusive culture
Read more
Inclusive places
Read more
Our foundations
Read more

We will actively recruit and strive to retain and progress people from all backgrounds, at all stages of their careers. By creating opportunities for everyone to succeed, we will continue to encourage growth in our business, whilst also supporting future talent into the wider real estate industry.
 

Leadership

  • From the data we have, we know that gender and ethnic diversity reduces the higher up the organisation you go. That’s why we’ve created targets specifically for our leader, senior leader, executive and board level populations. We’ve updated our recruitment processes for leadership roles, reviewing our job descriptions, requesting requiring diverse shortlists and using employee structured interviews panels to ensure a fair and inclusive process. You can see more about these targets and our progress against them on our D&I Scorecard

Workforce

  • Our Enrich career development programme supports the development of our diverse talent pipeline.

Future Talent

  • We’re offering opportunities for people from underrepresented backgrounds to join the industry through talent development and employability programmes, bursaries, internship and trainee schemes. Read more about what we are doing through our social mobility programme, Landsec Futures. 

We will continue to build a workplace culture where everyone is respected, supported and empowered to perform at their best.

Inclusive leadership 

  • Our executive leadership team recently participated in a reverse mentoring scheme to learn from the experiences and insights of colleagues from underrepresented backgrounds.

Employee engagement 

  • Our four employee affinity networks, Diaspora, Hand in Hand, Landsec Pride and Landsec Women work throughout the year to make everyone feel included through their range of activities, events and campaigns.  

Training and ongoing learning 

  • We’re embedding D&I into our culture with regular D&I focused Landsec Loop Live sessions run by our employee affinity networks and by embedding inclusive line management into our mandatory line manager training.

We will design, build and manage places that meet the needs of the communities we serve. We will use our position in the industry to create positive change.

Procurement and supply chain 

  • We use our procurement processes to improve and influence D&I practices within our supply chain – we’re implementing a D&I plan for our Timber Square development and building contract specific D&I criteria into our tender processes.

Development 

  • Our inclusive design principles support our  commitment to delivering inclusive places that stand the test of time. They give our teams, our consultants and our service partners the inspiration and tools they need to help deliver on this commitment.  

Operations

  • Across the places we manage and operate we provide facilities and services that make our customers and guests feel welcome, from quiet hours for neurodiverse guests to feeding and family rooms for new parents.

Our approach to D&I is led by data and evidence of what works and we’ve put in place greater transparency and accountability to make sure we deliver on our commitments.

Data and evidence-led

  • We use data and insights to inform our D&I work and track progress. Our live diversity dashboard is visible to all our colleagues and shares up to date insights on our recruitment, promotion and headcount trends against our D&I targets. Our employee engagement survey features an ‘Inclusion index’ which enables us to track our progress in creating an inclusive culture.

Transparency and accountability

  • Our D&I performance scorecard sets out our targets and commitments publicly so you can hold us to account against them. We will update on progress against our targets annually and each area of our business is set a relevant D&I target as part of their annual balanced scorecards which link to bonus. 

Bringing our strategy to life

Supporting diverse talent within our business

We’re committed to better representing the ethnic diversity of the communities we’re part of and while we have good ethnic minority representation at more junior levels, we see a drop in representation at more senior levels of the business. One of the ways we’re building a diverse talent pipeline is through Enrich – a talent development programme for high-performing colleagues from ethnic minority backgrounds.

'Enrich has given me the confidence to foster new relationships within different parts of the business and expanded my perspective on career development. The 1:1 coaching sessions have been particularly helpful in formulating a career trajectory and exploring new ways to strengthen my impact at Landsec.'

Chloe Prince, Workplace Portfolio Manager and Enrich Participant

Creating an inclusive culture that supports our colleagues

‘Support from your employer while you go through the huge life changes involved in becoming a parent is essential. Alongside Landsec’s parental leave and pay policy, my positive experience was also down to the conversations I had with my line manager before and during maternity leave, establishing how much I wanted to be kept in the loop and how, when I was ready, I wanted to manage my transition back in.’

Zara Lockwood, External Communications Director

Promoting positive change through our inclusive places

‘I’m passionate in ensuring that Landsec continues to drive change and ensure all of our colleagues can feel represented, empowered, heard and seen. This is reflected in my role in the Landsec Pride Network. We’ve worked hard to support LGBT+ inclusion across the business – as well as at our retail destinations across the UK. One such example is the Tree of Pride, which saw a tree making its way through some of our centres, allowing guests the chance to help the tree grow by adding a Pride-related pledge to the branches, helping our aim of creating places where people feel a sense of belonging.'

Hywel Butcher, Senior Marketing and Planning Manager – UK Shopping Centre Portfolio