Over the past few years, we have placed greater emphasis on advancing initiatives that promote diversity within our organization, recognizing it as vital to the ongoing success of our business. In line with our DEI strategic plan, Regency remains committed to enhancing diversity throughout our operations and workforce, fostering an environment where our employees can grow and succeed.
We strive to maintain a culture where everyone feels respected, valued, and provided with equal opportunities to contribute and thrive. Our network of over 480 shopping centers, located across the U.S., serves diverse communities, and we are focused on building a workforce that reflects the diversity of those communities.
In 2023, we concentrated on clarifying our goals and developing action plans to achieve them. A key step was the hiring of a dedicated internal resource to support our DEI and social impact initiatives. Additionally, we broadened our talent diversity efforts and early-career outreach by partnering with Project Destined, a nonprofit that connects diverse students with real estate opportunities. Our first group of students from Florida A&M University and the University of Miami participated in a live real estate deal competition, where they secured first place in their division in early 2024.
We also continued to collaborate with Management Leadership for Tomorrow (MLT) in the Racial Equity at Work Program, enhanced inclusive leadership training for managers, and expanded philanthropic partnerships aimed at addressing systemic disparities in the communities we serve. Our new collaboration with The Ferguson Centers for Leadership Excellence supports diverse students pursuing careers in real estate and related industries.
Regency regularly reports progress to our Board to ensure accountability, focusing on making our employee demographics more representative of the communities we serve. We also track several key metrics to measure the effectiveness of our DEI strategy, including an index that evaluates whether team members feel respected and valued for their unique perspectives and experiences.
In addition to the data shared in this report and the appendix, we publish our U.S. Federal Employer Information Report (EEO-1) on our Corporate Responsibility webpage. While the EEO-1 report is available, we believe the data presented in this 2023 report offers the most comprehensive view of our diversity performance.
We strive to maintain a culture where everyone feels respected, valued, and provided with equal opportunities to contribute and thrive. Our network of over 480 shopping centers, located across the U.S., serves diverse communities, and we are focused on building a workforce that reflects the diversity of those communities.
In 2023, we concentrated on clarifying our goals and developing action plans to achieve them. A key step was the hiring of a dedicated internal resource to support our DEI and social impact initiatives. Additionally, we broadened our talent diversity efforts and early-career outreach by partnering with Project Destined, a nonprofit that connects diverse students with real estate opportunities. Our first group of students from Florida A&M University and the University of Miami participated in a live real estate deal competition, where they secured first place in their division in early 2024.
We also continued to collaborate with Management Leadership for Tomorrow (MLT) in the Racial Equity at Work Program, enhanced inclusive leadership training for managers, and expanded philanthropic partnerships aimed at addressing systemic disparities in the communities we serve. Our new collaboration with The Ferguson Centers for Leadership Excellence supports diverse students pursuing careers in real estate and related industries.
Regency regularly reports progress to our Board to ensure accountability, focusing on making our employee demographics more representative of the communities we serve. We also track several key metrics to measure the effectiveness of our DEI strategy, including an index that evaluates whether team members feel respected and valued for their unique perspectives and experiences.
In addition to the data shared in this report and the appendix, we publish our U.S. Federal Employer Information Report (EEO-1) on our Corporate Responsibility webpage. While the EEO-1 report is available, we believe the data presented in this 2023 report offers the most comprehensive view of our diversity performance.