Inclusive culture at LSEG
Diversity and inclusion
Our commitment towards inclusivity
We are committed to embedding an inclusive culture at LSEG that values diverse perspectives and embraces diversity of every kind. We express the culture we are building in three pillars: Connect, Create opportunity and Deliver excellence. These pillars are critical in delivering our purpose.
Build on three key pillars
We work as one company to serve our customers. We unify to get the best from our people and to deliver the greatest value for our customers. We break down silos, bringing together data, products, people and partners globally in new and better ways. We behave as a truly global organisation, creating inclusive teams who work in partnership with our customers and stakeholders.
We have the courage to think differently. We are proud of our heritage, yet not constrained by it. We’re curious and willing to disrupt ourselves. We expand our horizons and recognise that brilliant ideas and perspectives can come from anywhere. We shape markets in ways that create sustainable value for society and create an impact we’re proud of.
We execute to the highest standards. We deliver on our commitments and take ownership of every aspect of our work. We know that financial communities depend on the integrity of our infrastructure and data, and never compromise on stability and resilience
24,000 +People operating in 60 countries
45,000 +Customers in 190 countries
40%Goal for our female representation at Group Director level by the end of 2027
Women in Finance Charter
Since 2016 LSEG has been a proud signatory of the Women in Finance Charter, an initiative backed by the UK government to improve gender diversity across the UK financial services industry.
LSEG achieved our goal and charter commitment of 40% female representation in senior leadership* positions globally by December 2022. We are now committed to maintaining at least 40% female representation in senior leadership.
Board gender diversity is above 40% at LSEG; it was 46% in December 2022.
Each quarter, we track our performance against our goal through regular reporting on gender diversity at all levels in the organisation.
We also understand the importance of a diverse talent pipeline and that’s why in March 2022 we extended our goals to a wider group, with the aim of achieving 40% female representation at Group Director* level by the end of 2027.
Our continued focus on driving gender equity is underpinned by four core DEI aspirations; Creating a culture of belonging for all; Building a global leadership team that’s diverse in makeup and experiences, and accountable for our progress; Creating equity in our processes that enable the attraction, retention and fair promotion of a global diverse pipeline of talent; and Leading the Industry in progressing the DEI agenda.
Our LSEG Returner Programme was launched in partnership with Women Returners, to support professionals returning to work after an extended career break. This is 12-month hiring programme is aimed at attracting women into mid-management to leadership level roles and supported by mentoring and coaching to ease their transition into working life. We are also a long-standing member of the 30% Club.
This year, to provide a more comprehensive study into our pay equity position, we have partnered with Mercer, an industry leader to carry out analysis across two sub-sections of pay data: gender, on a global basis, and race and ethnicity for the US and UK.
While we have made significant strides towards gender equity at LSEG, we recognise that there is still more to do in challenging gendered assumptions and building equitable structures to help all our people fulfil their potential. We are committed to ensuring everyone who works at LSEG feels represented in an open and inclusive culture, and to ultimately feel that they belong.
*Senior Leadership refers to ExCo and ExCo-1 level
*Group Directors refer to ExCo-2 level
Highlights from 2022
- We formalised leader accountability for D&I by setting a Group Strategic Objective (GSO) that holds the Executive Committee and Group Leaders accountable for progress on D&I.
- We introduced new goals, to ensure we continue to build our pipeline of talent, we have set a new goal for 40% of our female representation at Group Director level by the end of 2027.
- We are signatories to the BiTC Race at Work Charter and have set goals for underrepresented ethnic groups in leadership, aiming for 20% by the end of 2023 and 25% by the end of 2025.
- Training costs for employee - global total £3.8m, (£156 GBP per employee).
- Average hours of training per employee - 17.5.
- We provide emergency backup childcare in the UK and US through Bright Horizons. In India, we provide statutory day care assistance for female employees and have recently extended the benefit to male employees.