Diversity and inclusion

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What we’re doing about Diversity & Inclusion

We strive to make inclusion, diversity and belonging part of our daily conversations and actions. It shapes our approach to our employees, clients and other stakeholders, as well as our role in our industry and wider society. We have started on our journey and are committed to diversity across all dimensions and strive to be a vibrant business that values and embraces difference, where employees feel they belong and are empowered to deliver business results by harnessing a diverse set of views, while providing a network of communities within LGIM.

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

Who owns Diversity and Inclusion?

We are all stewards of our company culture, responsible for cultivating an inclusive environment. We seek to engage change across LGIM and reduce bias; be progressive in our aims to attract a diverse pool of talent, communicate our targeted diversity action and create a flexible, agile and supportive work environment. We all play an important role in championing and promoting diversity and inclusion. Each one of us can make a difference.

Steered by the executive team, diversity and inclusion is embedded in our culture from the way we recruit, develop and connect with employees, to how we show our commitment to responsible investing and corporate governance. This is evidenced by our launch of the first gender-oriented fund to focus exclusively on the UK equity market – the Future World Gender in Leadership UK Index Fund (Future World GIRL Fund).

To show our commitment to making diversity and inclusion part of everything we do, the role of Head of Inclusion & Culture was created in 2018 with responsibility for driving the evolution and continuous improvement of LGIM’s culture, diversity and inclusion objectives, working closely with the executive team, LEGIT (Legal & General Inclusion Team) and Legal & General’s Group Diversity and Inclusion team.

Watch members of LEGIT, its sub-networks and guest speakers from the 2018 Inclusion Week, explain why diversity, inclusion and belonging are important to LGIM.

Diversity and Inclusion at LGIM video

Legal & General Inclusion Team (LEGIT)

Raising awareness and understanding of diversity and inclusion is key to creating engagement in LGIM. One of the ways we are driving positive action and removing barriers to diversity and inclusion is through our network, LEGIT (the Legal & General Inclusion Team). LEGIT is made up from several self-governed employee networks each raising awareness of diversity and inclusion topics across the business by inviting colleagues to join in with regular networking opportunities, bespoke and speaker events, which are planned around notable dates throughout the year. Each network is composed of employees with varying backgrounds, life experiences and differing viewpoints from across the business and is open to everyone.

Our LEGIT networks:

  • LGBT+ Allies
  • Gender
  • Family
  • Ethnicity/Race/Cultural Diversity
  • Socio-economic Mobility
  • Investment Diversity
  • Health & Wellbeing
  • Neurodiversity 

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 2018, we voted against more than 100 UK board chairs on gender diversity alone – our largest number ever of votes on this issue. This was also the year we named eight of the world’s largest companies as part of our first annual ranking of the corporate leaders and laggards on climate change. Read our 2018 Active Ownership report to find out more about our work to promote diversity, combat climate change and reduce income inequality.

It is an important issue for us and we raise it frequently with companies. There is a mix of companies who raise it themselves and those who say they do not get asked about it. Our remit comes from our clients and we are absolutely getting asked more about our engagement and I expect that will continue.
Clare Payn, Head of Corporate Governance North Ame