Diversity and inclusion (D&I) priorities

At Legal & General we want to build a more diverse workforce and a more inclusive culture. To do this we’ve set ourselves four big priorities.

Priority 1 - Hire better

Proactively attracting and hiring great talent that is representative of the communities we work in and who've got the potential to succeed.

  • We’re making roles more accessible by removing unnecessary experience or education requirements wherever it makes sense.
  • We always seek to communicate in an inclusive way and work to find diverse candidates through dedicated partnerships and programmes.
  • We are making changes to how we hire through process enhancements, new training for hiring managers and recruiters, and better reporting.
Priority 2 - Create more opportunities

Use our scale and reach to create opportunities for under-represented talent, particularly at the start of their careers. We do this through:

  • Co-founding the successful business and digital skills accelerator programme FastFutures, which has reached over 4,000 students in under two years.
  • Partnering with organisations that work to create opportunities for under-represented people including Investment2020 and #10000BlackInterns.
  • Creating meaningful roles with the opportunity to learn – either through internships, apprenticeships and graduate roles. Check out Legal & General | Future talent (legalandgeneral.com).
  • Creating greater visibility of opportunities for progression, mentoring and sponsorship across Legal & General.
Priority 3 - Help our Line Managers and Leaders lead inclusively

Investing in our people so they know what’s expected of them and it’s clear how to deliver.

  • Line manager training – we’ve invested in new programmes for Line Managers so they know how to build diverse teams and lead them inclusively.
  • We hold leaders to account for leading inclusively and proactively working to make Legal & General more diverse and inclusive.

We have a range of additional programmes and initiatives to recognise, support and help our people belong:

  • We regularly ask our people for feedback via our engagement survey as well as employee listening programmes.
  • We have vibrant Employee Networks covering many different strands of diversity – dedicated groups covering a range of perspectives that offer space for learning, support and advocacy.
  • We recognise many events and key moments during the year (like International Women’s Day, Black History Month, Pride, International Mental Health Day) and create space for our people to celebrate diversity.
  • We have dedicated spaces in our buildings for prayer and reflection, or for nursing mums.
  • We invest in tools and approaches to help our people work at their best. Things like the provision of desk fans for people experiencing symptoms of menopause, or adapting our employee benefits to include greater provision for mental health, all point to our commitment to embrace diversity and create a more inclusive workplace.