Diversity and inclusion

Life at LGIM

We strive to make diversity and inclusion part of our everyday conversations and actions. It shapes our approach to our clients, employees and other stakeholders, as well as our position in the financial services industry and wider society.

Being inclusive is one of our core business principles because it increases the breadth of our knowledge, with the closely linked aims of improving customer outcomes and delivering stronger financial performance.

LGIM has a Diversity and Inclusion committee to embed change across LGIM, ensuring we are progressive in our aims, attract a diverse pool of future employees and communicate our targeted diversity action to all staff.

Legal & General was also one of the first signatories of HM Treasury’s Women in Finance Charter, which aims to increase the number of women in senior roles across financial services.

We work with a diverse group of clients with a variety of different needs. Attracting, developing and retaining employees from diverse backgrounds helps us understand and respond to those needs. I strongly believe that having employees with different ideas, opinions, experience and knowledge results in better decision-making which ultimately benefits our clients.
Mark Zinkula, CEO LGIM

LGIM partnerships

We have signed up to a number of national initiatives and we partner with professional bodies to deliver meaningful and lasting change.

The Diversity Project, co-founded by our Head of Personal Investing Helena Morrissey, was set up to accelerate progress towards an inclusive culture within the investment and savings industry. Our CEO Mark Zinkula is a member of the advisory board and our Head of Corporate Governance for North America, Clare Payn, sits on the steering committee.

Corporate governance

We believe we have a responsibility not just to our clients, but to society as a whole. This is why we seek to use our size and influence to bring about real, positive change in companies by raising standards across entire markets and sectors. In 2017, we voted against more board chairs than ever at UK companies on the basis of poor diversity. This was also the year where we started to vote against all-male boards of large US companies. Read our 2017 Active Ownership report to find out more about our work to promote diversity, combat climate change and reduce income inequality.