Inclusive Culture

Inclusion and development at LSEG

A culture of belonging is core to our purpose. Embracing diverse perspectives and respect is built into our values and Code of Conduct.

LSEG has an ambition to be one of the world’s great companies, underpinned by an inclusive, high-performing culture. We aim to create a culture of belonging, a merit-based workplace that is representative of all sections of society and our customers, that is inclusive, where diverse perspectives are valued and leveraged throughout the Group.

Our EDI strategic ambition can be distilled into four key aspects:

Create a culture belonging for all.
Build a global and diverse leadership team that is held accountable for creating an inclusive culture.
Create merit-based processes, enabling attraction, retention and promotion of a global, diverse pipeline of talent.
Lead the industry in promoting equality of opportunity for all.

We have two inclusive leadership goals:

Through merit-based hiring and promotions, maintain at least 40% women in senior leadership (Executive Committee and Group Leaders) and achieve 25% ethnic minority representation in senior leadership roles (Executive Committee and Group Leaders) by 2027.

More information on these goals and our progress can be found in our Sustainability Report 2024.

Inclusion initiatives in action across LSEG

We have nine Inclusion Networks, open to everyone, whether people identify with a community or as allies. Each network has an Executive Committee sponsor. These networks are Accessibility, Asian Affinity, Black Employees Inspired Networking Group (BEING), Latinxs for Empowerment, Advancement & Development (LEAD), Multi-Faith, Pride, Veterans Support, Women Inspired and Working Families.

Global Parental Leave is available for all new parents at LSEG. All LSEG colleagues with at least one year’s continuous service who become parents are now entitled to at least 26 weeks’ paid leave, and the option to return to work on a phased basis, working 80% of their normal hours for eight weeks, all while keeping their full pay. Additional leave is also available to any colleagues whose new arrivals require neonatal care. As part of our commitment to creating a truly inclusive culture, this leave is available to all parents, regardless of the parent’s gender, how they became a parent or where they are located globally. We also have other global leave policies to support colleagues affected by caring, transitioning and bereavement.

External initiatives

We are active participants in important industry-wide initiatives, including His Majesty’s Treasury Women in Finance Charter in the UK and are partners in the BBC’s 50:50 The Equality Project. 

Pay equity

We are committed to pay equity for the 26,000+ colleagues directly employed by LSEG globally, ensuring that no discrepancies in pay result from differences in personal characteristics, such as gender, ethnicity, disability, sexual orientation, age or nationality. We demonstrate that commitment through our third year of reporting on global pay equity.

We are focused on reducing all pay gaps, with the goal to bring the Non-identifiable gaps to below 1%, and keeping them there. For gender, we still have work to do, however our ethnicity pay gap in the UK and US is already below 0.5% and does not represent systemic differences in pay between ethnic minority groups and white colleagues overall.

LSEG carries out an analysis of the pay structures for all its direct employees and this analysis is checked and certified by UNIVERSAL FAIR PAY CHECK ®. The analysis calculates the raw gender pay gap and the unidentified gender pay gap as a minimal standard.

You can read more about our pay equity reporting and performance in our Sustainability Report 2024

Supporting our colleagues

We want a healthy and resilient organisation where colleagues can perform at their best and are motivated to contribute to organisational success.

We take a holistic approach to wellbeing, with a range of resources available to support colleagues’ emotional, physical, financial and social wellbeing. These include:

Access to the Employee Assistance Programme (EAP). This confidential and anonymous service helps colleagues, contractors and their household members on a wide range of issues where practical or emotional support is needed. The EAP is available 24/7 and in multiple languages. Colleagues also have access to WorkLife Central which has a wide range of resources and regular webinars on careers, families, inclusion and wellbeing. Colleagues in the UK are also able to access the Peppy Digital Health App that helps people take control of their health, including support with fertility, menopause and mental health.
Mental health awareness champions. LSEG has 140 champions across the group who are trained to provide friendly, non-judgemental listening and support.

Access to the financial wellbeing platform containing resources and materials to support colleagues with budgeting, saving, investing and managing debt.
Menopause guidance and support for colleagues directly or indirectly affected by the menopause. LSEG has 38 menopause champions and provides webinars, guides, reading materials and internal local contacts.
HIV/AIDS guidance and support for affected colleagues. Programmes may be locally based and designed to meet local conditions, the guidance applies to all colleagues.
Parents and carers are supported by LSEG’s policies which promote work-life balance, equality of opportunity and an inclusive culture. For example, our UK Family Support Policy sets out the type of leave and benefits available and enables time off for those with caring responsibilities for dependent children or adults. We also provide subsidised childcare and back-up care services across our offices in the UK, US and Canada through Bright Horizons. The programme supports colleagues by offering reliable care solutions ensuring they can manage work-life challenges effectively.

Global bereavement and caring leave. LSEG provides up to six weeks of paid leave if an employee loses a child, spouse or partner. We also offer access to a minimum of ten days paid leave to support individuals with caring responsibilities globally. Local policies allow for paid and unpaid leave, such as Special Leave policies, which cover time off for supporting dependents, bereavement or caring emergencies.

Global Hybrid Working Policy offering flexibility to colleagues, enabling them to work both from home, in the office or with clients, depending on their role.

At LSEG we understand that giving our colleagues the opportunities to broaden their skills and experience, grow their careers and perform at their best is crucial to LSEG’s own success. We have robust principles around career development and invest in high quality learning tools and resources to deepen colleague skills and expertise.

You can read more about our approach to career development and colleague learning opportunities in our Sustainability Report 2024.