Lloyd’s of London’s Valuable 500 Commitment:
We aim to transform the culture in Lloyd’s and our market by embedding inclusive practices that enable us to perform at our best. We also want to change perceptions of the industry so that it becomes a destination of choice for global talent.
Diversity & Inclusion (D&I) plays a huge role in helping people to thrive, engage and perform. It’s a key driver of both organisational success, and societal outcomes.
That’s why culture is one of our four strategic pillars at Lloyd’s; we know the standards we set for ourselves and our market determine people’s experience of both the workplace and the societies we live in. We want Lloyd’s to be inclusive by design, so talented individuals from all backgrounds can see a place for themselves in our industry. And we want to make sure we attract and retain the right people for each role, while enabling colleagues to bring their whole selves to work.
In practice, this means having a long-term D&I model that measures maturity from our current state to the global, exemplar status we hope to achieve through innovating and evolving our culture.
We’re focusing on embedding D&I across the whole Corporation, making sure we have the right:
- People practices
- Inclusive procurement and supplier diversity
- Access and accessibility
- Communication, events and community engagement
- Global approaches and practices
- Data and insights engagement
We are a disability confident employer and aim to achieve disability confident leader status by the end of 2023.
To achieve this, we will continue to collect disability data to understand the makeup of our organisation and the experience of those with disabilities in our organisation. We’ll also make our building more accessible for employees. In our transformation to become a digital-first marketplace, we are ensuring that accessibility is embedded in our systems from the start, including onboarding a disabled-led social enterprise as our digital accessibility testing partner.
We are also committed to educating on disability by providing more sessions to increase colleagues’ confidence on topics of disability and how they can embed accessibility in their everyday work and contribute to a culture where colleagues feel comfortable asking for the adjustments they need to perform at their best.
