to diversity & inclusion
We want everyone to have the opportunity to fulfil their potential at LCP.
That’s why we seek to build an inclusive workplace where all forms of diversity are valued, including gender, race, religion, ethnicity, sexual orientation, gender identity, gender expression, age, physical abilities or background.
Our commitment to Diversity & Inclusion
We are delighted to have won the Award for Supporting Diversity at the inaugural Professional Pensions Women in Pensions Awards 2018. Read our response to winning this exciting award by clicking below.Click here
Our networks that promote diversity and inclusion
Supporting diversity is the right thing to do, but it’s also the smart thing to do. Nurturing a people-first, inclusive and diverse workplace supports providing our clients with the best possible service as our people want to go the extra mile. We believe that:
- A diverse and inclusive organisation is a better place to work as working together we will create an environment where everyone can thrive.
- Diverse and inclusive organisations are better at decision making and thought leadership.
- Achieving greater diversity is important to many of our clients, to reflect their values and the values of their employees.
- A diverse business will ultimately be a more successful business.
The greatest measure of our success in this area is what we’re told by our people. We’re proud that our people feel that LCP is a warm, welcoming and supportive environment to work in.
At LCP, we have four fantastic networks that seeks to build an inclusive and diverse work environment: LGBT+, Multicultural, Women's and Wellbeing. Watch this video to find out how LCP strives to build an inclusive workplace, where everyone is valued.
Facts and figures:
- 58% of new partners promoted at 1 April 2018 were women and 38% of new senior consultants and principals promoted at 1 August 2018 were women.
- Around 100 partners and senior staff attended our 2017 away day on the topic of diversity & inclusion.
- Around 140 partners and senior staff attended training sessions last year on supporting individuals through the parental transition.
- In a recent survey 95% of staff and partners said they worked flexibly in the last year under our agile working policy.
- 50% of speakers at our last annual conference were women, up from 40% in 2017.
What do we do to support diversity in the workplace?
- Our diversity & inclusion steering group is led by Aaron Punwani (our strategy partner) and Jill Ampleford, and it reports to our board. This Group seeks to break down barriers that limit our ability to foster an inclusive and diverse culture. The group has five areas of responsibility covering networks, training, career development, people policies and how we work outside LCP to champion diversity in our industries.
- Our agile working policy supports flexible working and enables many individuals to work in a way that delivers a better work-life balance.
- We run a programme of support for parents and carers at LCP, including enhanced maternity and paternity leave, training for new parents and managers, and lunchtime sessions on parenting/carer skills.
- We actively seek to recruit returners to work through our Resume recruitment programme.
- Our women’s network runs a series of internal and external initiatives to ensure the development of women at all levels. This includes mentoring, networking, training and a very well attended programme of external events – we have welcomed over 700 people to these events so far.
- Our LGBT+ network has been established to ensure that LGBT+ staff and allies can support each other in the workplace and drive forward key initiatives as part of our wider diversity & inclusion strategy.
- We actively tackle unconscious bias and have incorporated measures to eliminate unconscious bias from our recruitment and promotion processes.
What do we do to support diversity & inclusion in our community?
- We are members of Stonewall, Europe’s largest LGBT+ charity, and are working towards recognition in their Workplace Equality Index.
- We participate in Project AMP, the mentoring scheme launched by the Institute and Faculty of Actuaries (IFoA) designed to improve diversity at senior levels of the actuarial profession.
- We sit on the steering group of the IFoA’s Diversity Advisory Group, which aims to support members around diversity and inclusion issues in the profession, against a backdrop of high profile industry reviews and targets.
- We have a close relationship and run a number of successful events in partnership with the Marylebone Project, a charity which delivers education, employment and training opportunities and meaningful activities in order to support women into independent living.
- We support Cityparents – an inclusive network for City professionals who have a shared interest in balancing home/family life with a progressive career.
- We’re supporters of the Diversity Project which aims to accelerate progress towards an inclusive culture in the investment profession.
Our gender pay gap report
This report shows our gender pay gap figures, as required by law. The gender pay gap is a snap shot of the difference in average earnings for men and women (without making adjustment for their pay grade within the business).Click here to read our report