Employee commitments.


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Employee commitments

We commit

Governed by

Area of focus for 2012 – 2014

GCSR Owner

On track / off track

Red / Amber / Green status?

To adopt policies and practices which encourage an appropriate work/life balance.

Group equalities committee

In 2012 effectively implement actions to improve the diversity of talent within the organisation (that is female talent, disabilities, sexual orientation) so that it better reflects UK customer and regional employee demographics within our own business and encourage other companies to do the same through our ownership as an investor.

Chris Last via Neil Perry

Training and Education

  • Unconscious Bias workshops delivered to entire leadership Group.
  • Talking Talent Survey issued to approx 38% of grade five employees and above (grade four and above in LGIM), to identify career ‘pinch points’/barriers to progression.
Analysis
  • Aspirational targets for female leaders agreed and performance against targets were critically reviewed at half year.
  • Female talent pipeline for Divisions and for the Group, are understood.
Processes
  • Future leader programme has identified a significant number of female talent that will benefit from the program
  • Revised recruitment process for grade six and above being introduced to ensure objective criteria used which will provide more opportunity for female
  • New computer based training package for all employees on ‘employee fairness’ developed and delivered across organisation
  • Revised job share policy in development and on target for year
  • Group Board diversity policy developed
Achievements and Benchmarks
  • BITC Opportunity Now (gender) benchmark increased from Bronze in 2011 to Silver in 2012 >70%
  • Race for Opportunity (ethnicity) Bronze award achieved in the first year we have completed this.
  • Stonewall survey (LBGT) completed for first time. We were ranked 367th out of 376 companies that participated

Public commitments to diversity

We de­livered and are extending the scope of our Equalities Committee in 2013.

Work in close partnership with our recognised trades union Unite and Management Consultative Forum, when making decisions that affect our employees'

To apply open and fair processes in major decisions affecting recruitment, promotions, outsourcing and downsizing.

To ensure our employees understand and implement correct ethical behaviours.

To promote and implement our company values.

To provide a flexible, supportive, healthy and safe working environment.

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