Our approach to inclusion and development
LSEG has an ambition to be one of the world’s great companies, underpinned by an inclusive, high-performing culture. We aim to create a culture of belonging, a merit-based workplace that is representative of all sections of society and our customers, that is inclusive, where diverse perspectives are valued and leveraged throughout the Group.
Our strategic ambition for creating a diverse and inclusive culture at LSEG has four pillars:
- Create a culture of belonging for all.
- Build a global and diverse leadership team that is held accountable for creating an inclusive culture.
- Create merit-based processes, enabling the attraction, retention and promotion of a global, diverse pipeline of talent, in compliance with relevant laws.
- Create opportunities to convene organisations to promote thought leadership and progress.
Through merit-based hiring and promotions, we are working towards goals of maintaining at least 40% women in senior leadership (Executive Committee and Group Leaders) and of 25% ethnic minority representation in senior leadership roles (Executive Committee and Group Leaders) by 2027’.
More information on these goals and our progress can be found in our Sustainability Report 2025.
Related documents
Inclusion initiatives
Our Inclusion Networks, each supported by an Executive Sponsor and open to all, play a vital part in advancing our cultural approach and values. These networks are Accessibility, Asian Affinity, Black Employees Inspired Networking Group (BEING), Latinxs for Empowerment, Advancement & Development (LEAD), Multi-Faith, Pride, Veterans Support, Women Inspired and Working Families.
We are active participants in important industry-wide initiatives, including His Majesty’s Treasury Women in Finance Charter in the UK and are partners in the BBC’s 50:50 The Equality Project.
As an Iconic Partner of the Valuable 500, we are working to end disability exclusion by embedding disability awareness and inclusion into our culture and operations.
Wellbeing initiatives
We want to foster a healthy and resilient organisation where colleagues are empowered to perform at their best and are motivated to contribute to our ongoing success.
Our approach to wellbeing is holistic, with resources supporting colleagues’ mental, physical, financial and social wellbeing. Some of the key offerings include:
- Access to the Employee Assistance Programme (EAP), which provides confidential and anonymous support to colleagues, contractors, and their household members for a wide range of practical or emotional needs. The EAP is available 24/7 and in multiple languages.
- WorkLife Central offers a broad selection of resources and regular webinars on careers, families, inclusion and wellbeing, supporting colleagues globally.
- In the UK, colleagues can access the Peppy Digital Health App for support with fertility, menopause and mental health, as well as the Thrive mental health app, which helps them manage their mood and build resilience with customised methods.
- Our global monthly wellbeing initiatives are delivered through TELUS, WorkLife Central, and Peppy, covering a variety of wellbeing themes each month.
- To further strengthen our support network, LSEG has approximately 149 wellbeing and mental health awareness champions across the group. These champions are trained to provide friendly, non-judgemental listening and support. This year, we have also introduced initiatives focused on mental health awareness for managers, including workshops and various Manager Mental Health training courses.
- In terms of financial wellbeing, colleagues have access to a dedicated platform offering resources to help with budgeting, saving, investing and managing debt.
- We provide guidance and support for menopause through webinars, guides, reading materials and local contacts, with 38 menopause champions across the group.
- For HIV/AIDS, our support programmes are tailored to local conditions, ensuring guidance is available to all colleagues.
- Parents and carers benefit from policies that promote work-life balance, equality of opportunity and an inclusive culture. For example, our UK Family Support Policy outlines leave and benefits for caring responsibilities and we offer subsidised childcare and back-up care services across our offices in the UK, US and Canada through Bright Horizons. Our Global Parental Leave Policy provides all employees with 26 weeks of fully paid leave, supporting families worldwide.
- Global bereavement and caring leave includes up to six weeks of paid leave for employees who experience the loss of a child, spouse or partner. Additionally, a minimum of ten days paid leave is available globally for individuals with caring responsibilities. Local policies also allow for paid and unpaid leave, such as Special Leave for supporting dependents, bereavement or caring emergencies.
- Our Global Hybrid Working Policy enables flexibility for colleagues, to work from home, in the office or with clients, depending on their role.
Pay equity
Our reward system is performance-driven, ensuring top performers are recognised, and all decisions are aligned with clear, equitable and unbiased criteria. Pay is determined by job level, location, individual skills, experience, performance, and criticality of the role for business goals.
LSEG is committed to pay equity for all 26,000 employees, ensuring no pay differences arise from protected characteristics or improper bias. Our ambition is to reduce all pay gaps, particularly keeping non-identifiable gaps below 1%.
You can read more about our pay equity reporting and performance in our Sustainability Report 2025.
LSEG carries out an analysis of the pay structures for all its direct employees and this analysis is checked and certified by UNIVERSAL FAIR PAY CHECK ®.
Fair Pay Analyst for gender pay equity certifies that LSEG carries out a thorough analysis of its global pay structures, using detailed metrics to identify existing pay gaps across roles, business areas, and demographics.
Fair Pay Developer for ethnicity pay equity certifies that LSEG has been successful in actively closing pay gaps reaching an unidentified ethnicity pay gap between +1% and -1%.
Real Living Wage
LSEG is a Living Wage Foundation accredited organisation. Each year the Living Wage Foundation calculates and publishes a ‘Real Living Wage’ rate which meets the cost of living.
A wage rate is published for the UK and separately for London to reflect the higher cost of living in the capital. As an accredited organisation, we commit to paying all our colleagues the Real Living Wage. Suppliers that provide services via onsite staff are also required to adhere to the Real Living Wage. Within our Supplier Code of Conduct we also encourage everyone we do business with to consider implementing the Real Living Wage.
