Diversity and inclusion
At LGIM, we believe diversity strengthens us, and an inclusive culture is vital to delivering the superior service our clients expect.
LGIM’s leadership team is committed to embedding diversity in every aspect of the business.
Legal & General Investment Management is proud to be a vibrant business that values and embraces difference. We want our employees to feel they belong and are empowered to deliver business results.
Every LGIM employee plays a crucial role. We all act as stewards of our company culture, responsible for cultivating an inclusive environment. We are always looking to:
- Engage change across LGIM and reduce bias
- Attract a diverse pool of talent by being progressive in our aims
- Communicate our targeted diversity action
- Create a flexible, agile and supportive work environment
We have also created the role of Head of Inclusion & Culture for LGIM. This role means we always have a senior executive driving the continuous development of LGIM’s culture, diversity and inclusion objectives.
Another way we are driving positive action and removing barriers to diversity and inclusion is through our employee network, LEGIT (the Legal & General Inclusion Team).
LEGIT (Legal & General Inclusion Team)
LEGIT is crucial to creating engagement on diversity and inclusion at LGIM. LEGIT consists of several other self-governed employee networks.
Open to all, each network raises awareness of diversity and inclusion topics across LGIM.
They regularly invite colleagues to join in with discussions, networking opportunities and speaker events, held throughout the year.
Our LEGIT networks:
- LGBT+ Allies
- Ethnicity/Race/Cultural Diversity
- Socio-economic Mobility
- Investment Diversity
- Health & Wellbeing
We believe cognitive diversity in business – the bringing together of people of different ages, experiences, gender, ethnicity, sexual orientation, and social and economic background – is a crucial step towards building a better economy and society.
We also view diversity as a financially material issue for our clients, with investment implications for the assets we manage on their behalf.
For 10 years, we have been using our position to engage with companies on this issue. In 2020, with our expectations on gender diversity well-established, we announced that from 2022 we would be voting against the chairs of boards in the US and UK that lack ethnic diversity.