Responsible SEGRO demonstrates how our environmental and social contributions are embedded within our business strategy and are fundamental to how we create the space that enables extraordinary things to happen – whether that is the spaces that we create for our customers or enabling our people and the communities and environment close to our warehouses to flourish. Within it we have three priorities:
Championing low carbon growth
SEGRO recognises that the world faces a climate emergency and we are committed to playing our part in tackling climate change, by limiting global temperature rise to less than 1.5°C, in tandem with growth in our business and the wider economy.
Targets
We will become a net-zero carbon business by 2050.
- 2034 interim target 81 per cent reduction in corporate and
customer emissions intensity vs 2023 baseline. - 2034 interim target 58 per cent reduction in embodied
carbon in developments intensity vs 2023 baseline.
Actions
We will aim to reduce carbon emissions from our development activity and the operation of our existing buildings and eliminate them where possible. We will research and implement innovative approaches to absorb or offset residual carbon.
Investing in our local communities and environments
SEGRO is an integral part of the communities in which it operates, and we are committed to contributing to their long-term vitality.
Targets
By 2025, we have created and implemented Community Investment Plans for every key market in our portfolio. We are now focused on expanding participation, alongside data collection and analysis.
Actions
We will work with our customers and suppliers to support our local economies. We will help improve the skills of local people to enhance their career and employment opportunities, by investing in local training programmes. Equally, we will enhance the spaces around our buildings, working with local partners to ensure we meet the needs of our communities.
Nurturing talent
SEGRO’s people are vital to and inseparable from its success, and we are committed to attracting and retaining a diverse range of talented individuals in our business.
Targets
We will increase the overall diversity of our own workforce
throughout the organisation.
- We reached our 2025 target of 40 per cent female
representation in senior leadership roles on 1 January 2026. - 2027 target of 15 per cent for senior leadership
representation from an ethnic minority background.
Actions
We will provide a healthy and supportive working environment, develop fulfilling and rewarding careers, foster an inclusive culture, and build a more diverse workforce.
Non-Financial KPIs
Corporate and customer emissions intensity kgCO2e/sq m
Embodied carbon intensity kgCO2e/sq m
Visibility of customer energy use %
20.0
Our performance
Our corporate and customer carbon intensity decreased by 17 per cent to 20 kgCO2e/sq m during 2025, versus 2024 (restated). We continue to work closely with our customers, including data centre operators, supporting their progress towards their own decarbonisation commitments.
280
Our performance
The average embodied carbon intensity in our development programme was 280 kgCO2e/sq m reflecting a 12 per cent improvement versus 2024. We continue to reduce this through use of low-carbon or recycled materials, including concrete, steel and timber, across multiple projects.
91%
Our performance
Under standard market lease terms we do not have automatic visibility of customer energy usage data. We recognise the importance of having good visibility of this data so we can accurately assess our Scope 3 emissions and help our customers to reduce their own carbon footprint as well as improving their energy efficiency. The visibility of our customers’ energy use improved to 91 per cent (2024: 87 per cent) of our total property footprint by area.
Customer satisfaction %
Employee engagement %
Volunteering days
91%
Our performance
Satisfaction as an occupier of our buildings was rated as ‘good’ or ‘excellent’ by 91 per cent of the 294 customers who participated in 2025 (2024: 86 per cent). The continued high satisfaction rate reflects our focus on communication, being responsive and understanding the needs of our customers and is particularly pleasing given the cost pressures that some of them are under (including rental increases).
88%
Our performance
Our 2025 employee engagement score was 88 per cent. 94 per cent of our people responded and 88 per cent of employees said that they are proud to work at SEGRO. 88 per cent of employees believe that all people are valued at SEGRO, regardless of gender, ethnicity, disability, sexual orientation or background.
1,227
Our performance
In 2025, 442 employees (95 per cent of the workforce) worked alongside 354 customers, suppliers, public sector partners and financial stakeholders to deliver a total of 1,227 volunteering days. This represented a 26 per cent increase in volunteering days from 2024 to 2025. 2023 note: employees only; other volunteering not measured.