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.
2023 half year results
Land Securities Group PLC announced its half year results for the six months ended 30 September 2023 on Tuesday 14th November 2023.
Capital Markets Day - September 2023
We're hosting a Capital Markets Event for analysts and investors at our London office developments, Lucent at Piccadilly Circus and n2 in Victoria, which completed earlier this summer.
Sustainable urban places
Building on our competitive advantages. First to opportunities, in shape to act.
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.
Diversity & Inclusion Manager
Monday 28 September – Friday 2 October is National Inclusion Week. It’s about celebrating inclusion in all its forms and sharing and promoting inspiring inclusion practices and culture.
Here at Landsec we strongly value diversity and aim to be an inclusive employer. This year we published our first diversity report, which sets out our objectives in this area. We strive to attract, retain, and promote employees from all backgrounds, regardless of their age, disability, gender, race, religion or sexuality. We recognise that our sector still has work to do in fully embracing diversity and inclusion and is not representative of the diverse communities we serve. We also know that the senior levels of our business are not reflective of the community and are not where they should be, and we’re working hard to address this. Our strategy for diversity and inclusion is focused on four key areas:
To hold us accountable for these actions, we’ve created a diversity and inclusion steering group, Landsec Includes, which oversees the development and delivery of our diversity and inclusion strategy and is made up of key senior stakeholders across the business as well as the leads from our affinity networks (BAME, LGBT+, Women's and Disability & Wellbeing).
Our CEO, Mark Allan, has signed up to the Real Estate Balance CEO Commitments for Diversity. This encourages accountability across our sector and helps to formalise the work we’re doing around inclusion.
The CEO commitments cover a number of areas including visibly demonstrating a business case for diversity, effectively gathering diversity data and tracking progress, insisting on diverse recruitment, performance assessment, promotional and speaking opportunities, and promoting diversity amongst peers within and beyond the organisation.
We are also signed up to the 30% club. The 30% Club is a global campaign led by Chairs and CEOs taking action to increase gender diversity at board and senior management levels.
Of course, a CEO can only successfully deliver against these commitments with the support of the whole organisation, which must be similarly focused on diversity and inclusion. Earlier this year we spoke to some of our people about what they’re doing to drive gender diversity in particular, which you can read here.
Below are some more of the measures and activities we’re already engaging in to promote diversity amongst our colleagues and support the commitments outlined above:
For the past three years we’ve proactively reported our gender pay gap data, and our figures for 2020 are already live. Our 2020 median gap has narrowed but our mean gap has increased, and we were disappointed to see it widen. As a result, we’ve analysed our figures in depth and identified actions we can take to improve them, holding a round table discussion with colleagues as part of this. You can read more in our 2020 report. Our HR system, Workday, also allows us to build diversity into our processes; decisions about promotions, pay, internal moves and recruitment are all taken with the support from data and insight from the system.
We’re committed to empowering our colleagues to challenge bias in themselves and others, and to take a zero-tolerance approach to discrimination in all our office and retail spaces.
Our line managers have all completed inclusive leadership training, which encompasses recognising bias, using inclusive leadership principles to role model inclusive behaviours and action planning to create an inclusive organisational culture.
A number of c-suite and senior leaders are also sponsors of our affinity networks, which helps drive inclusion right from the top and encourages interaction with a diverse range of colleagues. This includes our CEO sponsoring the disability and wellbeing network, Hand in Hand. We’re also planning to offer our colleagues the opportunity to reverse mentor our senior management team, which will enable them to improve their understanding of the perspectives and lived experiences of a broad range of our colleagues.
From recruitment and promotions to panels and shortlists, we’re committed to insisting on diversity.
Our recruitment agencies are committed to sourcing candidates from the widest pool of talent possible, and we hold them to account in delivering diverse and gender-balanced shortlists for all roles. For example we use gender-neutral language in job adverts and have broadened the channels we use for recruitment. Most recently we’ve been exploring the use of blind CVs (where names and gender references are removed). We’ll continue to review and monitor the impact of this approach.
We’re also committed to organising panel events that are diverse and participating in external events that celebrate diversity. We partner with a number of external stakeholders that champion inclusion, such as Real Estate Balance, Freehold, ENEI, Stonewall and Purple to name but a few. We expect all our stakeholders to share Landsec’s values and commitment to diversity and inclusion. We’re in the process of developing our approach to ensure that this is being effectively monitored, and we’ve already reviewed our supplier onboarding survey to ensure we capture the current level of commitment to, and performance on, diversity and equality across our entire supplier base. This data will provide useful insights to build our supplier engagement strategy, identify opportunities for collaboration and ultimately help to cascade our diversity and inclusion work through our supplier base, thereby ensuring it is as impactful as possible.
Mentioned above are just some of the actions we’re taking to be the business we want to be – one that attracts and retains the best talent, one that works with and serves the communities around us, and one that our people are proud to work for. We must take focused, tangible actions, and we’re committed to doing this at pace.
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