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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.

Create opportunity

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.

Deliver excellence

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

  • 23,000
    People operating in 70 countries
  • 40,000
    Customers in over 190 countries
  • 40%
    Target for women in senior leadership roles by end of 2022

Women in Finance Charter

LSEG was an early signatory to the HMT Women in Finance Charter in 2016. We proactively set gender targets and have introduced new targets for gender diversity – applicable to the whole Group – that will result in a 40% share of women in senior leadership roles by end of 2022.

We have a Group-wide reward framework, which establishes the compensation structure, elements, and leverage for each stage in our career framework. We use this to review any potential gender bias as part of our annual pay review process. Further detail can be found in our Women in Finance Charter pdf.

Highlights from 2021

  • 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 targets, applicable to the whole Group: for gender diversity – 40% women in senior leadership roles by end of 2022; and for racial and ethnic diversity – 25% underrepresented groups in senior leadership roles by end of 2025
  • We enhanced our talent development processes and provided training for people leaders to help them recognise and manage potential biases in performance enablement activity
  • We have made public commitments on race and disability equality through the Race at Work Charter and the Valuable 500 and grown our Inclusion Networks