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Diversity and Inclusion

Diversity at LV= is not just about ticking a box. We are committed to creating a culture which respects and values individual differences, a place where everybody feels comfortable being themselves and one where we take personal accountability in making this happen.

Our Diversity and Inclusion (D&I) programme challenges the business to provide inclusive products for our customers, and ensure our workplace is accessible and inclusive for all - from the culture we create to the people processes we operate. As every aspect of diversity matters to us, we’ve engaged our people to inform our approach and made real progress.

For more information about our diversity and inclusion programme visit our careers site.

Our Diversity and Inclusion Charter:

D&I is important to LV= because...

  1. It’s good business- our customers and members are diverse too.
  2. Being best loved is for everyone- our customers, our members and our people.
  3. It helps us attract and retain the most talented people.

D&I at LV= means...

  1. Enabling, respecting and valuing individual differences.
  2. Identifying, addressing and removing unfair barriers in communication, processes, policies, practices, products and services.
  3. Sharing the different experiences of our people to gain a competitive advantage.
  4. Creating ideas and solutions built on a range of perspectives.
  5. Harassment and discrimination are not tolerated.

We’ll know we have a culture that values D&I when...

  1. Everybody feels comfortable being themselves at LV=.
  2. We are self-aware and accept personal accountability for Diversity and Inclusion.
  3. The diverse perspectives of our people, our customers and members and people from the communities we operate in are reflected in all we do.
  4. Our people and leaders are as diverse as the customers we serve.
Lots of multi coloured hearts together in the shape of a larger heart

Women in Finance Charter

We want talented people to have equal opportunities to grow their careers at LV= and we believe that gender balance is vital to our success.

On 11th July 2016 we were excited to join 72 firms across the financial services sector to sign the Women in Finance Charter. A joint commitment by the HM Treasury and signatories, the Women in Finance Charter reflects the government’s aspiration to see gender balance at all levels across financial services firms and is focused on building a more fair and balanced industry in partnership with the best businesses in the sector.


In 2013 we undertook deep-dive qualitative research on factors influencing the gender gap which provided rich insight. A considered strategy was implemented to build greater accountability, improve policy and practice, and strengthen leadership capability.

As a charter signatory we pledge to continue to support gender diversity, this includes our executive team and Board endorsed commitment to increase the proportionality of women in senior positions. At the start of 2016 we set ourselves the target to increase the proportionality of women in Band C and above to 36.6% by the end of 2016.

To support this shift in the proportionality of senior women we continue to commit to initiatives which support positive change:

Women in Finance Charter watermark
  • Targeted development to build the female talent pipeline, including Women’s Career Development programme and executive reciprocal mentoring programme for women. In 2017 we will be launching a mentoring programme open to all Band B female population to support the talent pipeline.
  • Our ever growing gender network acts to strengthen role model visibility and amplify male ally advocacy.
  • Our wide-scale leadership development programme has engaged over 1800 leaders with the impact of unconscious bias and benefits of inclusion. This unconscious bias awareness has enabled healthy challenge to talent management and succession planning approaches.
  • In Q1 2017 we’re launching our new Diversity and Inclusion managers’ toolkit. This toolkit supports our leaders to make small practical changes to increase their team’s diversity and reach their full potential. This supports our continuing journey as we move from ‘HR responsible’ to ‘Business owned, HR enabled’ supporting sustainable change.
Richard Rowney

Richard Rowney, CEO: “At LV= we’re committed to fostering a diverse and inclusive culture that respects and values individual difference - a place where everyone feels comfortable to bring their authentic self to work. Building a more diverse and balanced workforce helps gain advantage and is an integral enabler to commercial success - creating a wider talent pool, more creativity and innovation built on diverse perspectives to better access new markets and respond to the ever-changing needs of our customers and members. We have made reasonable progress and we know there is still more to do. We’re excited to join the first signatories of the Women in Finance Charter and pledge our commitment to harnessing the talents of women, alongside our continued commitment to the wider diversity and inclusion programme".