New Report Says Heritage Should Be Treated as Essential Infrastructure to Boost Local Economies

Britain's historic buildings and heritage attractions should be viewed as essential infrastructure rather than simply cultural assets if communities are to unlock long-term economic growth, according to a new report from independent think tank Localis.

The report, What's Past is Prologue – Unlocking the Value of Heritage for Local Economies, argues heritage has a far greater role to play in economic development than is often recognised. 

It calls for a major shift in government policy so that historic environments are treated as drivers of investment, employment, tourism and community wellbeing.

Using the Shakespeare Birthplace Trust and Stratford-upon-Avon as its principal case study, the report highlights the significant contribution the heritage sector already makes to the UK economy. Heritage generates an estimated £15.3 billion in Gross Value Added (GVA) each year, outperforming the domestic sports sector, while also contributing around £29 billion annually in wellbeing benefits for local communities.

However, Localis warns a range of structural challenges is preventing heritage from reaching its full potential. These include a shortage of specialist conservation officers within local authorities, declining traditional building and restoration skills, and a complicated funding system that can make heritage projects difficult to deliver.

The report follows recent findings from the Culture, Heritage and Sport Select Committee, which suggested that refurbishing vacant and under-used historic buildings could provide around 670,000 homes, almost half of the Government's 1.5 million homebuilding target.

To help unlock the sector's full value, Localis recommends introducing heritage-specific guidance within HM Treasury's Green Book so that cultural assets are properly valued in public investment decisions. It also calls for heritage strategies to be embedded within regional growth plans, procurement reforms that strengthen local retrofit businesses, and greater opportunities for communities to take ownership of heritage assets.

Callin McLinden, Head of Research at Localis, said the report was designed to recognise the complexity of heritage policy while producing practical recommendations that support heritage-led economic growth.

Rachael North, Chief Executive of the Shakespeare Birthplace Trust, welcomed the report, saying heritage should be recognised as enabling infrastructure capable of driving economic growth while strengthening wellbeing, civic pride and social prosperity.

Tony Perks, Deputy Chief Executive of Stratford-on-Avon District Council, added that Stratford's internationally recognised heritage demonstrates how well-managed historic assets can attract visitors, create employment, improve wellbeing and foster a strong sense of pride in place.

The report makes the case that investing in heritage is not simply about preserving the past, it's about creating stronger local economies and more prosperous communities for the future.

Please download the entire report here https://www.localis.org.uk/wp-content/uploads/2026/07/Localis-Whats-Past-is-Prologue-A5-Report-July2026-PRF01a.pdf

Strategies for Building a Strong Corporate Culture

Corporate or company culture is the invisible force that drives organisations forward. A strong company culture can lead to increased employee satisfaction, better teamwork, and improved business outcomes. 

It sets the tone for how employees interact, how decisions are made, and ultimately, the company's overall success. In this blog post, we'll explore strategies for building a strong company culture that can help your organisation thrive. And please be aware these ideas are relevant for all organisations be they large corporate entities, newer companies, charitable concerns, etc.

Define and Communicate Core Values

The foundation of a strong company culture begins with well-defined core values. These values should reflect the company's identity and be more than just words on paper. They should guide decision-making and behaviour. Communicate these values clearly and regularly to all employees, and ensure that they are integrated into daily work life. When everyone understands and shares these values, it fosters a sense of unity and purpose.

Lead by Example

Leaders play a pivotal and vital role in shaping company culture. Their actions and behaviours set the standard for employees to follow. Leaders should exemplify the core values and principles the company upholds. When employees see that leadership is committed to the company culture, it encourages them to do the same.

Promote Open and Transparent Communication

Clear, open, and honest communication is absolutely vital for building a strong company culture. Employees should feel comfortable sharing ideas, providing feedback, and addressing concerns. Establish communication channels, such as regular team meetings, suggestion boxes, or digital platforms, to encourage open dialogue. Act on the feedback received to show that employee input is valued.

Encourage Collaboration and Teamwork

Collaboration and teamwork are integral to a healthy work environment. Encourage employees to work together, share knowledge, and support one another. This helps build trust, fosters innovation, and creates a sense of unity among the team. Promote cross-functional teams and projects to break down silos and facilitate collaboration.

Invest in Employee Development

A company that invests in its employees' growth and development not only retains talent but also fosters a culture of learning and improvement. Offer training opportunities, mentorship programs, and career development paths. When employees see that their organisation is committed to their growth, they are more likely to reciprocate with loyalty and dedication.

Recognise and Reward Achievements

Employee recognition is a fundamental aspect of a strong company culture. Acknowledge and celebrate individual and team achievements. This recognition can be both formal, such as performance bonuses or awards, and informal, like a simple "thank you" for a job well done. Recognising hard work and dedication motivates employees and reinforces positive behaviour.

Foster a Good Work-Life Balance

A company that values work-life balance demonstrates that it cares for its employees' well-being. Encourage flexible working arrangements, offer mental health support, and promote a culture where taking time off for personal reasons is encouraged. When employees feel that their work is aligned with their personal lives, they are more likely to be content and productive.

Embrace Diversity and Inclusion

A diverse and inclusive workforce contributes to a rich and vibrant company culture. Embrace diversity in all its forms, including gender, race, age, and background. Create a safe and inclusive environment where all voices are heard and valued. This not only improves employee morale but also enhances creativity and innovation.

Building a strong company culture is an ongoing process that requires dedication, commitment, and effort from both leadership and employees. When a company invests in creating a positive culture, it reaps the rewards in the form of improved employee engagement, increased productivity, and long-term success. By defining core values, fostering open communication, and supporting employee development, your organization can create a culture that sets it apart and propels it to greater heights.