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Our commitment
to diversity & inclusion

About us

We want everyone to have the opportunity to fulfil their potential at LCP.

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.

Watch this video to find out how LCP strives to build an inclusive workplace, where everyone is valued.

At LCP, we seek to build an inclusive and diverse work environment where all forms of diversity are valued including gender identity, race, religion, ethnicity, sexual orientation, age, physical abilities or background.

At LCP, we have four fantastic networks that seeks to build an inclusive and diverse work environment: LGBT+, Multicultural, Women's and Wellbeing.



Facts and figures:

  • 50% of new partners promoted at 1 April 2020 were women and 37% of new senior consultants and principals promoted at 1 August 2020 were women.
  • Our partners have received a half-day training session on inclusive leadership over the course of 2019 and 2020.
  • Around 140 partners and senior staff have attended training sessions on supporting individuals through the parental transition.

How we support D&I in the workplace

Our diversity & inclusion steering group is led by Aaron Punwani (our CEO) 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.

Some of our key measures and programmes include:

  • 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 100850 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.
  • Our Multicultural Network, launched in late 2018, is committed to supporting a race-inclusive culture at LCP and is working to highlight how our multicultural backgrounds can make work more innovative and interesting.
  • Our Wellbeing Network has been established to raise awareness around neurodiversity, disability and the physical and mental health issues that impact our people, both inside and outside the office, and develop a culture of open and honest communication. The network also runs a series Wellbeing initiatives to support our people to be happier and healthier in the workplace.
  • In addition to the nine partners who hold leadership roles within our Diversity and Inclusion Group, we are proud to have a further 63 partners who have signed up to our 2020 Partner Champion Campaign. The campaign is a visible, individual commitment by senior leaders to challenge the barriers to diversity and inclusion at LCP and includes a “deep dive” into one of our inclusion networks for the next year.

How we support D&I in our community

  • 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.
  • We are a member firm of LGBT Great which aims to develop LGBT+ diversity and inclusion within the investment and savings industry through visibility and outreach initiatives.
  • We created the Women’s Talent Academy to help bring female talent into the investment industry through a 6 month mentoring programme with an opportunity to secure an internship.

 

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