Workplace
We create workplaces designed for life - not just the 9 to 5. From a net zero office space in Southwark to an office at the heart of Manchester’s MediaCity, find the perfect fit for 10-150+ desks.
The Forge, Bankside
Inspired by its industrial past and built for the future, it’s our first net zero carbon workplace.
n2, Victoria
Part of the Nova campus, n2 is an oasis of calm in vibrant Victoria.
Lucent, Piccadilly
Bright and airy offices allow people to take in the inspiring cityscape, especially on the 20 outdoor terraces.
Dashwood, City of London
Dashwood is a boutique tower at an unrivalled City location, providing a unique choice of workspaces to meet customer needs today, and in the future.
140 Aldersgate, City of London
Located in the heart of a vibrant city location, 140 Aldersgate connects business and culture between Farringdon and Barbican.
Retail & Hospitality
We own and operate some of the UK's most renowned retail and hospitality destinations that connect brands with people.
Bluewater, Kent
Bluewater features a curated brand mix of retail and leisure experiences.
Gunwharf Quays, Portsmouth
With its unique waterfront location and maritime history, Gunwharf Quays offers warm hospitality alongside its premium retail and leisure experiences.
St David's, Cardiff
St David’s occupies one third of Cardiff’s city centre, and half of the city’s retail space, establishing it as the beating heart of the community.
Trinity, Leeds
The open-air experience under the iconic domed roof of Trinity Leeds spans over 1 million sq ft of prime retail and hospitality space.
Westgate, Oxford
Modernity meets history in the characterful Westgate Oxford, a stone’s throw away from the historic Oxford Castle Quarter.
Mixed-use regeneration
Working closely with communities and local authorities around the UK, we regenerate urban spaces into thriving places to live, work and play.
Mayfield, Manchester
Mayfield is a 24-acre brownfield site packed with heritage and the River Medlock flowing through its core.
The O2 Centre, Camden
The O2 Centre Masterplan will deliver a new mixed-use urban neighbourhood spanning 14-acres of currently underutilised space in Zone 2 London.
The Galleries, Glasgow
The Galleries, our vision for the redevelopment of Buchanan Galleries, is a once-in-a-generation opportunity to enhance the city centre as a magnetic place for homegrown talent and opportunity.
Lewisham Shopping Centre, Lewisham
We’re developing plans to shape a new centre for Lewisham. The plans will redefine the town centre – offering everyone better choices and new experiences that are firmly rooted in Lewisham's people and culture.
Hartree, Cambridge
Landsec and TOWN, working with Cambridge City Council and Anglian Water, are developing a vision for a new urban quarter in Cambridge.
About
We build and invest in buildings, spaces and partnerships to create sustainable places, connect communities and realise potential.
Impact report
Our 2022 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.
Annual results 2024
Land Securities Group PLC announced its annual results for the twelve months ended 31 March 2024 on Friday 17th May 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.
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
Reimagining the city for gender inclusivity
Hear more from Ellie Cosgrave about how we need to rethink our public spaces and challenge our existing assumptions about how to deliver cities which are successfully inclusive.
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.
