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Our People

Three smiling women in orange Recency Centers shirts posing for a picture, two holding ceramic cupcakes, one holding a ceramic turtle.

Engagement and Development

Our people are our most fundamental asset, each one exemplifying our unique culture in their daily actions. Ensuring that people are passionate about their work and connected to their teams promotes better performance.

In order to measure our people’s engagement, we ask that they participate in an employee engagement survey each year. This year, we are proud to report a 92% participation rate, and an 85% engagement score from the participants. Our results help us to understand what we are doing right, but also bring into focus the areas we can improve upon. By listening to and acting upon our employees’ views and suggestions, we can ensure that they remain productive and happy, and the best professionals in the business.

 

    Goals

  • Maintain an average annual employee engagement score of 85% or greater
  • Maintain employee turnover at or below 15%


Where We Excel:

These categories are where we excel and feature results we aim to keep through our special culture:


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Training and Education Initiatives:

To ensure we remain at the forefront of our competitive industry we seek out and retain the best in the business. This includes supporting our people in their training and development efforts. Every eligible employee receives an annual review and career development discussion in addition to relevant occupational education and training. We also provide leadership and interpersonal skills training to give employees the tools and skills needed to succeed in their roles and live our values.

    Goals

  • 100% of employees receiving regular performance and career development reviews with support for training and other development opportunities
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360-degree employee feedback and coaching

  • Annual coaching and feedback for select director and officer level employees
  • Six-month guidance with a third-party executive coach who tutors the candidate to success using a plan developed by the candidate and his/her manager

Access to leadership

  • Quarterly town hall meetings
  • Team building sessions
  • Q&A opportunities with Operating Committee

Professional Development

  • Third-party lunch-and-learn workshops
  • Crucial Conversations communications workshop
  • Leadership Essentials for management success
  • "Leading with Integrity" program for character development
  • Hiring dos and don'ts to ensure non-descrimination and ethical hiring practices
Graphic showing that In 2019, Regency Employees Participated in 10,647 total hours of training and 23 hours of training on average per employee.
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Five smiling people in 2019 Regency Corporate Run t-shirts posing together for the camera.

Health and Wellness

Our values-based culture means we take care of our people, and providing a comprehensive benefits package is another of our key objectives. We take great pride in our enhanced health savings accounts, as well as our forward-thinking compassion and parental leave policies. Our leadership team is constantly evaluating what we offer, and what we could offer to create a healthier and more balanced work environment. Our wellness program and annual health fair provides our people with the tools and guidance to achieve their health goals.

The health and safety of our employees is a serious matter for us. We strive to ensure that our people are safe at all sites, centers, and offices through the initiatives described in our Corporate Responsibility Policies and Practices which include emergency and other training and provision of comprehensive first aid kits.

Through these measures we aim to have zero injuries, occupational disease, lost days, absenteeism, and fatalities related to workplace accident or injury. We also strive to ensure that contractors that work on our developments and redevelopments are committed to safe working practices.

 

Graphic promoting accolades, including Recipient of the First Coast Healthiest Companies Award for 11 consecutive years next to the 2019 FCWWC Healthiest Companies Platinum Award Winner icon. The graphic also includes a section promoting Platinum Recognition the Last Five Years with five stars extending from the years 2015, 2016, 2017, 2018, and 2019.
Three IT officers posing with four interns, each intern holding a scholarship certificate in front of a banner with text “Crafting the new retail experience at Regency Centers.”

Regency's IT Scholarships

Regency provides a number of internship opportunities. In addition, Regency’s IT department has developed an important partnership with the Tech Northeast Florida CIO Council to present scholarships to young and ambitious individuals. These scholarships aim to encourage students to pursue IT-related majors and keep them engaged during their academic careers. We believe that fostering the talent of tomorrow is not only a great way to strengthen our communities, but also a way to ensure top-talent remains a resource for our future goals and objectives.

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Human Rights

Respect for human rights is fundamental at Regency Centers. We have a Human Rights Policy that affirms our support for the basic human rights set out in the United Nations Universal Declaration of Human Rights and the implementation of the UN Guiding Principles on Business and Human Rights, as well as the OECD Guidelines for Multinational Enterprises. This Policy sets out our activities and initiatives to support human rights and ensure that our people have an inclusive, equal opportunity and harassment-free work environment. By maintaining this environment, we seek to ensure that our employees feel empowered and engaged and can benefit from their talents, experiences and perspectives. We endeavor to lead our tenants, vendors and contractors to also support fundamental human rights.

Diversity

Regency believes in recruiting the best person for each position, fostering a dynamic and balanced work environment that pools the multi-faceted talents of the team for the best results for our business and stakeholders. We appreciate the value of the diverse individuals who make up our workforce, and demonstrate that respect by providing a workplace that is free from any intimidation or harassment. We have also developed an important relationship with the National Diversity Council. The NDC is the first non-profit organization to bring together the private, public, and non-profit sectors to discuss the many dimensions and benefits of a multicultural environment. Their vision is to cultivate a nationwide network of affiliated councils to advance diversity and inclusion.

We take great pride in our female representation in key positions throughout our company. Not only is our CEO one of only 30 female S&P 500 CEOs, but our company is strengthened by women who make up 59% of our workforce. Our board is also 27% female, ensuring a diversity of ideas and leadership that will be crucial to future success. To further drive our focus and efforts on this important area we have developed a diversity goal for 2020.

Graphic of CEO Action for Diversity & Inclusion with the logo to the left and a description to the right. The description states: “At Regency, our most important asset is our people, and we appreciate the value of a diverse and inclusive workforce. I am proud of the work we have done to encourage this and the new initiatives we are implementing,” said Lisa Palmer, President and Chief Executive Officer. “I have taken the CEO Action Pledge to demonstrate my commitment, along with the entire Regency team, to continue the focus on building an even more diverse and inclusive workplace within Regency.”

    Goals

  • Maintain an inclusive workplace with opportunities for employees from diverse backgrounds