Diversity, Equality and Inclusion
We are committed to creating an inclusive culture where diversity is actively supported and celebrated. We believe a diverse workforce is key to a strong and successful business and we strive to create an environment where everyone feels valued, empowered, and that they belong. That’s why we focus on attracting and retaining diverse talent, supporting career growth for all, and promoting inclusivity at SEGRO and more widely in our sector.
We recognise that this is a journey and there is still work for us to do. True diversity is built through inclusive behaviours at all levels and achieving meaningful progress requires collective effort. Every colleague at SEGRO plays a role in driving positive change and to support this, we invest in education and training that fosters awareness and inclusive practices across the business. In recent years, we've celebrated awareness days and launched an Inclusion and Well-being hub providing learning and resources at SEGRO and across the sector.
Our commitment to driving change extends beyond SEGRO to the wider industry. We actively participate in diversity initiatives, such as Real Estate Balance, 30% Club, FTSE Women Leaders Review, and The Parker Review, and we proudly support Property Week’s ‘Inspiring Diversity in Property’ pledge.
Hear from our EC on their personal commitments to increasing diversity in our workforce and making SEGRO an inclusive place to work:
Transparency in our goals
To understand the impact of our actions, we've set clear goals for gender and ethnic representation, and we are committed to expanding our efforts in the future.
- Gender Representation: We aim for 40% female representation in leadership roles across SEGRO by 2025.
- Ethnic Diversity: We aim for 15% ethnic diversity in leadership roles in the UK by 2027.
Transparency in our progress
We are proud of the progress we’ve made but we recognise that there is still work to be done, especially at senior levels. Through efforts in recruitment, talent and leadership development, we’ve been able to take steps in:
- Achieving gender balance across the business, with a 50/50 split between male and female colleagues.
- Exceeding the national average in the UK, with over 18% of our employees from BAME backgrounds.
- Closing the gap year on year in our gender and ethnicity pay gaps.
- Recognised in the FTSE100 Top 10 for female representation on our Board (50/50 gender balance).