Inclusion and diversity
Ethnicity Pay Gap Report
Gender
Gender Pay Gap Report
Our stand for racial equality
Race Action Plan
We recognise that everyone is different.
Ensuring an inclusive environment
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.
Gender
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.
Disability
More than 5,000 colleagues disclosed a disability in our most recent colleague survey. We also potentially serve around six million customers affected by disability or long term health conditions.
Ethnicity
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 to help us meet our goals.
LGBT+
As an organisation we’ve made great strides forward, and are acknowledged as a leading edge employer when it comes to LGBT+ equality. If we are to become the best bank for customers then we must continue to ensure that this vision is inclusive of the LGBT+ community.
Agile working
Agile working is at the heart of Lloyds Banking Group’s strategy to work more efficiently for the benefit of our customers, colleagues, and the business. We are committed to building a culture that encourages innovative agile working practices to bring both long lasting benefits for our business, and to support our colleagues to achieve work life balance.
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.