Our vision is to build a diverse workforce and foster an inclusive culture where we can all perform at our best, no matter who we are.
There is a clear ethical and commercial logic to ensuring everyone is given the conditions in which to succeed through workplace inclusivity. Not only is it the right thing to do, but we believe that diversity of experience brings diversity of thought and perspective, which in turn drives greater proximity to customers, better-informed decisions, and a culture which more readily embraces innovation.
Our vision, our action plan and measuring our progress are the responsibility of our global Diversity and Inclusion Council, which reports to the Group Board and is chaired by Laura Mason, CEO of our capital investment business.
1. A more diverse workforce
2. A more inclusive culture
We have clear ways to measure both these outcomes and as well as clarity on the specific actions we’re taking to deliver these outcomes.
Our focus on diversity, equity and inclusion is important because ensuring people have fair and equitable access to opportunities is the right thing to do.
A diverse workforce and an inclusive workplace are commercially beneficial, too: having diverse mindsets, backgrounds, personal histories and perspectives around the table means better decision-making.
We’ve also set ourselves internal goals for the representation of minority ethnicities on our Board, in our senior management population and across our workforce as a whole.
We're committed to several external initiatives that support diversity, equity and inclusion outcomes including the Parker Review, FTSE Women Leaders and the Women In Finance Charter. You can read more about the Women in Finance Charter using the link the below.
At Legal & General we want to build a more diverse workforce and a more inclusive culture. To do this we’ve set ourselves four priorities.
Every year we report on the make up of our workforce and gender pay gap.