Actions we're taking

Our pay gaps are largely due to the shape of our workforce. We have a higher representation of white and male staff at more senior levels and a higher representation of ethnic minority and female staff at more junior levels.

So what are we doing to change this?
We have a number of practical actions in place to help to improve the recruitment, retention and progression of female and ethnic minority staff. These include:


We’re working to attract a wider range of candidates to Landsec. We’re taking steps to ensure everyone is enabled to perform at their best during the recruitment process. 
Our actions to support this include:

  • Pilot advertising salary ranges – Salary transparency has been shown to be one of the most effective ways to address the gender pay gap, but it’s uncommon in the private sector. In summer 2022 we initiated a pilot, advertising salary bandings for roles at manager level and below. 
  • Tracking diversity data trends – We track gender and ethnicity trends for candidates at each of the four main stages of recruitment: Applied, Telephone, Interview and Hired. Doing this helps us to understand how diverse our candidates are, and to see what else we need to do to promote more diversity across the recruitment process.
  • Diverse candidate shortlists – We brief our recruiters and agencies to create gender and ethnically diverse candidate shortlists wherever possible. 

Retention and progression

We’re taking steps to create an inclusive and supportive culture that enables us to retain and progress diverse talent through the business.

  • Using diversity data to focus our actions – Our diversity dashboard allows us to understand the representation of staff by gender and ethnicity in different areas and levels of our business. We monitor representation alongside recruitment, retention and promotion trends to understand where we need to focus our efforts.
  • Inclusive policies and benefits – We have a range of policies and benefits to make sure that all of our people are supported. Examples include offering enhanced pay for maternity, paternity and shared parental leave. We also work with Peppy Health to provide app-based pre- and postnatal, fertility and menopause support.
  • Thrive career development programme – At Landsec we have over 50% female representation at management levels and below, but lower representation in leadership. We’ve taken a proactive approach to addressing this with Thrive – a development programme to encourage our talented and capable mid-level women to drive their careers and achieve their aspirations with us. Our third cohort is due to start later this year, following the success of the first two programmes.   
  • Our affinity networks (Diaspora and Landsec Women) – Our affinity networks help us to create an inclusive culture where everyone can thrive and have a rewarding career. Each network has a dedicated budget and a sponsor from our executive leadership team who champions the network at executive level. Landsec Women and the Diaspora network, focused on gender and race equality respectively, also collaborate together on initiatives. These include providing mentoring opportunities for predominantly female ethnic minority students through the Diverse Leaders Network.

To find out more about our wider diversity and inclusion initiatives, take a look at our 2021 diversity matters report. We’ll also be sharing further updates with you as part of our refreshed Diversity and Inclusion strategy early next year.