Actions to support disability inclusion

Guided by our values, our aim is to be a leader in disability inclusion and create an inclusive and accessible working environment where everyone is supported to reach their full potential.

We have set a new goal to double the representation of our people with disabilities in senior management roles, reaching 12% by 2025. Behind this sits a number of actions to help further the progress we’ve already made and address the specific challenges we know our colleagues with disabilities are facing.

Where we are today

Lloyds Banking Group is a Valuable 500 Company, a group of the world’s most influential global businesses for disability inclusion. Collectively we want to drive systemic change to make business more inclusive for people with disabilities.

We’re recognised as an inclusive employer for people with disabilities by the Business Disability Forum and hold their Gold Disability Smart Award. We also hold Disability Confident Leader status through the Government’s Disability Confident Employer Scheme. The City Mental Health Alliance has accredited us as ‘Excelling’ against their Thriving at Work Assessment and we are a founding member of Neurodiversity in Business.

We’re proud to have a dedicated Disability, Mental Health and Neurodiversity Team who provide expertise and support to teams across the Group to help embed inclusive and accessible practices into our culture and the way we do business every day, working closely with our colleague disability network, Access.

Our recent activity

In 2022, we launched a number of initiatives to improve the experience for our people with disabilities:

  • 1

    Refreshed our inclusive hiring guidance which includes sections on disability and delivered inclusive hiring sessions reaching over 2,000 hiring managers.

  • 2

    Became the first UK bank to open a registered Changing Places facility, made available to both colleagues and the public, providing a completely accessible, hygienic and comfortable facility for people with disabilities and their carers. We now have a second facility and plans for more in the coming years.

  • 3

    Signed up to the 10,000 Interns Foundation’s new pilot programme, 10,000 Able Interns, offering a minimum of eight weeks paid work experience to students or recent graduates with disabilities.

  • 4

    Became one of the first 75 companies to join the Valuable 500’s new future leaders programme, Generation Valuable. This offers one of our rising disabled leaders the opportunity to receive expert training, access to resources and a global peer-network and internal mentorship from a Group Executive.

  • 5

    Launched the Genius Finder Pro tool, provided by the social enterprise Genius Within, providing neurodivergent colleagues with a personalised report outlining their strengths and challenges in the workplace, along with suggested workplace adjustments and strategies they may find beneficial to support them.

  • 6

    Continued our Mental Health Advocates programme, now in its fourth year, with a network of over 3,000 colleagues, including colleagues trained on intersectionality who represent and provide targeted support to our LGBT+ and Black, Asian and Minority Ethnic colleagues, and colleagues with disabilities.

  • 7

    Committed to the #WorkingwithCancer campaign by making three pledges to better support our colleagues who’ve had a cancer diagnosis through understanding, awareness and upskilling. Cancer is classed as a Disability from point of diagnosis for the remainder of a person’s life.

Our actions to support disability inclusion

In order to meet our goal and support our people and external candidates with disabilities to achieve senior leadership positions, we will take action to simultaneously increase representation whilst improving the working environment.

1. We’ve set a public goal to double the representation of our people with disabilities at senior grades from 6% to 12% by 2025.

2. We'll continue to work closely with our colleague Disability Advisory Panel to influence and inform our ongoing diversity strategy and ensure we are making the right progress.

3. We'll continue to work closely with our colleague disability network, Access, to raise awareness, upskill key populations and reduce stigma.

4. We’re nurturing our people with disabilities by creating specific career programmes so that we can help break the ceiling for senior roles.

5. We'll make our recruitment processes more accessible and inclusive, including graduate and apprenticeship schemes.

6. We're improving the accessibility and inclusivity of our working environment, including our offices, technology and services.

7. We're improving key policies and processes informed by our people’s insights, for example our support services such as Workplace Adjustments, Occupational Health and Employee Assistance Programme.

8. We've signed up to the 10,000 Interns Foundation’s new pilot programme 10,000 Able Interns, offering a minimum of 8 weeks paid work experience to students or recent graduates with disabilities and host our first cohort in 2023.

9. We’ll continue to identify and recognise role models with disabilities and their allies, both internally and externally.

10. We're taking our work beyond our organisation, with support from external partners, to champion the disabled community.

1. We’ve set a public goal to double the representation of our people with disabilities at senior grades from 6% to 12% by 2025.

2. We'll continue to work closely with our colleague Disability Advisory Panel to influence and inform our ongoing diversity strategy and ensure we are making the right progress.

3. We'll continue to work closely with our colleague disability network, Access, to raise awareness, upskill key populations and reduce stigma.

4. We’re nurturing our people with disabilities by creating specific career programmes so that we can help break the ceiling for senior roles.

5. We'll make our recruitment processes more accessible and inclusive, including graduate and apprenticeship schemes.

6. We're improving the accessibility and inclusivity of our working environment, including our offices, technology and services.

7. We're improving key policies and processes informed by our people’s insights, for example our support services such Workplace Adjustments, Occupational Health and Employee Assistance Programme.

8. We've signed up to the 10,000 Interns Foundation’s new pilot programme 10,000 Able Interns, offering a minimum of 8 weeks paid work experience to students or recent graduates with disabilities and host our first cohort in 2023.

9. We’ll continue to identify and recognise role models with disabilities and their allies, both internally and externally.

10. We're taking our work beyond our organisation, with support from external partners, to champion the disabled community.

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