Find a space
Whether you need a retail space to rent in Leeds or an office to rent in London, we’ve got the commercial property to fit your needs. Or dive into our regeneration projects that are bringing new life to towns and cities around the UK.
Introducing Below The Lights
Below The Lights opened in summer 2024 in the heart of London - under the famous Piccadilly Lights.A unique Spotlight space for immersive events, Below The Lights is a place where brands can create memorable experiences and incredible media campaigns.
About
We build and invest in buildings, spaces and partnerships to create sustainable places, connect communities and realise potential.
Our 2023 Impact Report
Our 2023 impact report deep dives into the ways our places and activities are making a difference across the UK. From our economic contributions to the social and sustainable value we deliver, we recognise that the consequences of the actions we take as an organisation are both far-reaching and long-lasting.
The potential of sustainable retail
Sustainable retail has the potential to boost local UK economies by nearly £100m and grow brand revenues by up to 13%.
Investors
Discover the strategy that drives our success, as we create sustainable value for our three types of investor: institutional, private and debt.
Half Year Results 2024
Land Securities Group PLC announced its half year results for the six months ended 30 September 2024 on Friday 15 November 2024
Creating valuable places
We enter the coming year with a renewed sense of clarity and purpose.
Sustainability
We're working to enhance the health of our environment and improve quality of life for our people, customers and communities - now, and for future generations.
Landsec Futures
Landsec Futures is a £20m fund that aims to deliver around £200m of social value by 2030, supporting at least 30,000 people from underrepresented socio-economic backgrounds towards long-term employment. It will also provide the chance to increase the diversity of talent across the industry and in our business.
We are working to Let Nature In
We’re letting nature into the design, development, and management of our spaces. We’re improving biodiversity; promoting health, wellbeing and community engagement by creating green spaces; and creating nature-based solutions to mitigate and adapt to climate change.
Careers
Life at Landsec
We're shining a spotlight on some of the inspirational people that work for us as part of our Life at Landsec series.
Media & Insights
Reverse mentoring for an inclusive future
Earlier this year, nine executive leadership team members (ELT) were each paired with a more junior colleague for a six-month reverse mentoring opportunity.
For us, D&I isn’t just 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 32 D&I targets aligned to each theme within our D&I strategic pillars — Diverse Talent, Inclusive Culture, Inclusive Places and Our Foundations. This section includes a summary of our performance against those commitments and our key disclosures.We will provide updates on our progress each year and where necessary will set further more challenging targets if we meet our existing commitments and targets earlier than planned.
40:40:20* 2030 gender targets at Board, Executive, Senior Leader and Leader levels.Representative Ethnic minority representation targets:
*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 and diversity beyond the gender binary.
Gender diversity:• Board 40% female, 60% male• Executive (ELT) 40% female, 60% male• Senior Leader 38% female, 62% male• Leader 36% female, 64% male
Ethnic minority representation:• Board 20%• Executive (ELT) 10%• Senior Leader 0%• Leader 7%
At least 50% of participants on talent development programmes (including Shadow Boards) are female and/ or from an ethnic minority background (each year, from 2023)
60% of participants on ‘Future Leader’ talent development programmes are female and / or from an ethnic minority background.
Provide bursaries for at least 5 students from underrepresented backgrounds each year (from 2023)Provide at least six internships for talent from underrepresented backgrounds each year (from 2023)
7 bursary students supported, with each of them matched to an industry mentor from Landsec to support them with their professional development.
9 interns hired, with 6 of these accepting offers of extensions to their internships or further roles within Landsec.
Inclusive leadership behaviours are assessed in all recruitment and appointments at leader level and above (from 2023)Every ELT member will have participated in reverse mentoring with talent from underrepresented backgrounds (2024)
Inclusive leadership behaviours are integrated into our ‘Next Level’ behaviours which are assessed as part of interviews for roles at Leader level and above. 43% of Leader+ hires followed this process in FY23-24 with plans in place to increase compliance in the next financial year.
The Landsec internal reverse mentoring scheme commenced in January 2024, finishing September 2024 and pairs ELT members with reverse mentors within the business sharing their lived experience relating to race and culture, LGBT+ inclusion, return from maternity leave and / or neurodiversity. Our CEO Mark Allan is participating in the FTSE Women Leaders mentoring scheme between 2024-2026.
Deliver an inclusive workplace culture, evidenced by annual increase in Inclusion Index (employee engagement survey) scores for underrepresented groups from 2023 baselineReduce any differentials in Inclusion Index scores for minority groups from 2023 baseline
Our Inclusion Index is a set of 4 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 79% in 2024, up from 75% in 2023. There were no statistically significant differences in responses by ethnicity, gender, sexual orientation 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, sexual orientation and disability status) in either 2023 or 2024.
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)
Not yet started.
Regular D&I learning opportunities provided through lunch and learn ‘Loop Live’ events on topics including neurodiversity inclusion, social mobility, LGBT+ allyship and women in leadership.
Include relevant D&I criteria in every tender process (from 2023)Identify key D&I procurement KPIs and report against them annually (from 2024)
We continue to work with our suppliers to achieve our D&I commitments and support positive change beyond our own business. Since publishing our Supply Chain Commitment in 2022, over 300 suppliers have signed up, which includes almost 80% of our strategic suppliers.
We have used D&I criteria as part of the procurement process for a number of major tenders including:
• Piloting an on-site D&I plan at our Timber Square development. • Assessing suppliers on their disability and accessibility inclusion training as part of the ‘future of facilities’ contract • Incentivising our recruitment process outsourcing partner to improve our approach to D&I in procurement through D&I related KPIs.
Our key KPI is the total number of suppliers signed up to our Supply Chain Commitment which includes D&I criteria. Our target for FY24-25 is an additional 10% of our supply chain.
Create and publish Inclusive design principles to be applied to all new developments (2024)Apply Inclusive Design principles to all new developments (from 2024)Apply Community Charter to all new developments (annual, from 2023)
Our inclusive design principles were developed in Q4 2023/Q1 2024 in collaboration with external experts and colleagues across development, operations, sustainability and asset management. The principles will be launched in October 2024.
Not yet started, inclusive design principles to be launched October 2024 and applied to all developments in RIBA stages 2 and 3.
This year, we have applied the Community Charter and used it to guide engagement on our developments at: Lewisham, St Davids, O2, New Street Square, 55 Old Broad Street, Hill House, Liberty Southwark. Best practice engagement across schemes has been noted by stakeholders and helped achieve successful planning submissions.
Assess and implement initiatives to ensure all our assets are accessible and inclusive by 2030 (Build Well, Live Well, Act Well target)Facilitate the opportunity for a minimum of 3 small businesses and 3 voluntary organisations to benefit from a Landsec "platform" in each centre per annum (annual, from 2023)
This year to make our places more inclusive and accessible we:
• rolled out stoma-facilities across our retail portfolio• introduced requirements for disability training for customer-facing staff• celebrated the diversity of our communities through events for Pride, Eid, Purple Tuesday and Black History Month• introduced requirements for disability training for customer-facing staff
10/11 retail assets met the target for space donation to charities and 5/11 retail assets met the target for space donation to small businesses.
