All of our people
receive training on diversity, equity and inclusion and we have run targeted sessions for partners, people leaders and those involved in recruitment including on inclusive leadership and neurodiversity training for managers.
We have 4 people-led
DEI Networks:
Multicultural, LGBTQ+, Women's and Wellbeing (with workstreams covering Neurodiversity, Disability, Age Inclusion, Mental Health, Physical and Mental Wellbeing and Nutrition)
External groups and links
We actively participate in a number of industry groups and have a range of external partnerships including the Diversity Project, O:Pen, AMP, SEO, the IFoA's Diversity Action Group, the SPP, the Female Forum, UpReach, My Big Career, LGBT Great and many more
Around 70 of our Partners and Principals have made an individual commitment to challenge barriers to DEI as part of our Partner Champion programme
Our ambition is to have at least 40% representation for women and at least 40% representation for men across our firm, the partnership and our Strategic Leadership Roles (including our Board and Executive Committee) by 2032.
The remaining 20% is flexible, taking an inclusive approach to gender identity and the evolving and changing nature of our workforce. We are currently focussed on collecting comprehensive demographic data to inform our strategic ambitions and timescales for other identities beyond gender.
Our Women's Network is celebrating its 10 year anniversary with over 1,300 guests welcomed at our events over the past decade.
of our Partners promoted over the last 10 years were from an ethnic minority background.
In our latest employee engagement survey, over 90% of our people agree that LCP respects individual differences.
We regularly review our recruitment process and offer a range of support to applicants - including the option to use contextualised grading for their application and a dedicated contact for adjustments and additional support.
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