Ensuring an inclusive environment for our customers, colleagues and communities
As a Group, we’re guided in how we do things by a clear set of values. A key part of how we seek to live and breathe these values is to strive to create a fully inclusive environment for all our colleagues, customers and communities, one that is truly representative of modern-day Britain. Getting this right is at the heart of our purpose of helping Britain prosper – after all, a more inclusive society is a more prosperous society, and a diverse business is a better business.
That means that we also speak up and act when something feels wrong – for example, we know it’s not enough to simply not be racist, we need to find ways where can be actively anti-racist by providing allyship to our customers and colleagues.
We’re an anti-racist organisation and do not tolerate hate. We have and will take action against discrimination and inappropriate behaviour, whether racist, sexist, homophobic, transphobic or ableist, regardless of whether this happens in our branches, offices, over the phone or online on our social media channels. Such action may include account closure or contacting the police if necessary.
Quite simply, we believe in doing the right the thing. We know we won’t always get things right ourselves but we are committed to always striving to do better, for our colleagues, customers and communities.
Lloyds Banking Group has committed to becoming a leader in gender diversity.
In 2014 we became the first FTSE 100 organisation to make a public commitment on gender equality in our Helping Britain Prosper plan to increase the proportion of senior management roles held by women to 40% by 2020. In 2021 we will set new aspirations for a leadership team that reflects the society we serve, of 50 per cent women in senior roles by 2025.
More than 6,000 colleagues disclosed a disability in our most recent colleague survey. We serve millions of customers with a disability and/or long term health condition. We are committed to providing an inclusive and accessible environment for our colleagues and customers.
Our aim is to increase the ethnic diversity of our workforce and unlock the potential of our Black, Asian and Minority Ethnic colleagues. We have a comprehensive ethnicity strategy and a Race Action Plan to help us meet our goals.
Our Board Diversity Policy
The Board Diversity Policy sets out the Board of Lloyds Banking Group’s approach to diversity and provides a high level indication of the Board’s approach to diversity in senior management roles which is governed in greater detail, through the Group’s policies.
Ethnicity in advertising
Ethnic representation has doubled, but there is further to go. Since 2015, the inclusion of Black, Asian and Minority Ethnic characters in UK advertising has doubled from 12% to 25%. However, 3 in 5 adverts (60%) still feature all or a majority of white people.
Reflecting modern Britain
In our efforts to develop more inclusive advertising, we commissioned a study exploring the advertising state of play today and how customers are represented. The results were illuminating and inspired us to look at ways we could improve our own approach.