Searcys has reported progress against its environmental, social and governance (ESG) strategy, Second Nature, including reductions in carbon and food waste intensity, improvements in responsible sourcing and continued investment in workforce inclusion.
The UK events caterer, which operates across 30 venues, has outlined its performance against environmental and social commitments, with results presented at its Second Nature Summit in July 2026.
The strategy focuses on four areas: environmental action, workplace inclusion, talent development and responsible partnerships.
During 2025, Searcys recorded a 3.3% reduction in carbon intensity across its value chain, measured in tonnes of carbon dioxide equivalent per £1 million of revenue, compared with 2024.
The company also reported a 0.6% reduction in food waste intensity over the same period.
According to Searcys, Scope 3 emissions account for more than 99% of its total carbon footprint, making engagement with suppliers a central part of its environmental strategy.
The business is working towards eight environmental targets, including reducing the impact of its food sourcing and developing menus with a lower carbon footprint.
Among its initiatives is the introduction of Nourish, a range of conference dishes designed to combine nutritional considerations with low-to-moderate carbon impact.
Searcys has also encouraged its culinary teams to reduce the use of higher-emission ingredients, including beef and lamb, where appropriate, by exploring alternatives such as wild venison and duck.
Food waste reduction remains another priority.
During a smaller-scale partnership with food-sharing platform OLIO in 2025, Searcys redistributed 162kg of edible surplus food, which the company estimates was equivalent to 398 meals and avoided approximately 709kg of carbon dioxide emissions.
The caterer is expanding its use of OLIO across the wider business during 2026, allowing surplus food to be redistributed to local communities.
Working through parent company WSH Group, Searcys is also participating in the United Nations Global Compact Nature Ambition Accelerator Programme.
The initiative is supporting the development of a nature and biodiversity plan with milestones for 2030 and 2040.
Workplace inclusion forms another central element of the Second Nature strategy.
Searcys continues to hold Disability Confident Employer certification and reported that 76% of staff had completed hidden disabilities awareness training through the Sunflower scheme by the end of 2025.
The business also provides accessibility information for its bars and brasseries through the Sociability platform and has developed an Inclusion Review to help individual venues assess their accessibility and inclusion practices.
Employment partnerships have provided further opportunities for people facing barriers to work.
Through its partnership with Only A Pavement Away, Searcys employed five team members and received recognition as a 2025 Top Employer from the charity.
Its longstanding relationship with Hotel School also supported the employment of 13 team members.
Searcys reported that women occupied 57.1% of its senior leadership positions across its three highest management levels.
The company has also invested in workplace awareness and development programmes, with 75 employees completing neurodiversity training during 2025.
Six menopause champions operate across its venues, while a network of 12 trained Mental Health First Aiders provides support and signposting for colleagues.
Employee inclusion initiatives have included the development of staff networks, learning activities and events celebrating cultural diversity.
At 30 Euston Square, Venue Director Salem Retibi has contributed to WSH Group’s FORWARD network, which focuses on racial equality and awareness.
The venue also hosted a Global Food Festival in 2026, bringing together employees, suppliers and guests through food and cultural activities.
Alongside its inclusion programmes, Searcys has continued to invest in employee development through leadership training and environmental qualifications.
During 2025, a further 18 employees attended a two-day environmental management course certified by the Institute of Sustainability and Environmental Professionals.
The company also maintained quarterly Mental Health Awareness sessions and has established a network of 32 sustainability champions to support its environmental objectives.
Kathryn Richmond, Development Director and ESG Lead at Searcys, said: “Second Nature works across all areas of our business, with strong engagement from teams across the business, including our 32 sustainability champions. Everyone is helping to drive change and make an impact. Second Nature helps us embed responsible sourcing, sustainability and inclusion across every part of the business. From our supplier partnerships to our sustainability champions, we’re focused on turning commitments into measurable action.”
Responsible sourcing remains a significant focus, with Searcys reporting that 76% of its seafood met agreed sustainable sourcing standards during 2025, including Marine Stewardship Council certification and Marine Conservation Society ratings of one to three.
The company also reported that 94% of eggs met its higher welfare criteria, alongside 69% of meat and 75% of milk.
Searcys achieved 100% sourcing of RSPO-certified palm oil, reflecting its efforts to improve the environmental and ethical standards of ingredients purchased across its operations.
Looking ahead, the business plans to expand its lower-carbon Nourish menu range, increase the use of products from regenerative agriculture and improve compliance with responsible sourcing targets.
Further initiatives will include the introduction of Wellbeing Champions and additional support for menopause awareness and neurodiversity.
The programme forms part of Searcys’ contribution towards WSH Group’s commitment to achieve net zero emissions by 2040.
The results demonstrate how the caterer is developing its environmental and social commitments through measurable targets, supplier partnerships and workforce programmes, while identifying further improvements for 2026 and beyond.
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