Diversity and Inclusion
We recognise that a purpose-led, responsible approach to business needs an inclusive culture where diversity is actively supported. Through implementation of strategies such as inclusive hiring and reviews, we’re determined to create a working environment free from bias and rich in opportunities for all.
Our people are vital to and inseparable from our success, and we are committed to attracting and retaining a diverse range of talented individuals in our business. In 2021 we achieved accreditation to the National Equality Standard. Increasing diversity throughout our organisation, especially at senior levels, is a key business priority, as set out in our Responsible SEGRO framework.
Let’s be open
At a Group-wide level the gender split between colleagues identifying as female and those identifying as male is 50/50. In the UK, BAME representation at SEGRO is over 18 percent of employees, four percentage points higher than the national average. But we have a long way to go to become the truly diverse and inclusive organisation we strive to be.
While the picture is not the same across the board, diversity is generally lower at professional and leadership levels. Looking at the breakdown in more detail, in finance and corporate roles, for example, female and minority ethnic representation is higher. We’re using this data to understand the drivers and the opportunities to make progress in this space, and to design targeted interventions and policies.
Since 2017 we have voluntarily published our UK Gender Pay Gap data. We also voluntarily publish our UK Ethnicity Pay Gap data. The last two years have shown the gap shrink year-on-year as a result of changes we have implemented in our recruitment and talent processes.
Find out how we rate and the steps we’re taking to champion diversity at SEGRO here.
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