Lloyd's data shows advancements in achieving D&I goals

This milestone, achieved across boards, executive committees, and direct reports of executive committees, reflects the short-term goal set in 2020. In addition to gender diversity, there has also been progress in ethnic diversity, with a four percentage-point increase in hiring from diverse backgrounds. This has brought the overall market representation of diverse groups to 13%, marking a two percentage-point rise.

Moreover, a substantial 71% of Lloyd's market firms are actively collaborating with partners to enhance outreach and implement hiring practices that combat bias. Efforts to support inclusivity, such as providing menopause support and implementing drug and alcohol policies, have also seen a significant increase. The collection of diversity data has improved as well, with metrics now being gathered on ethnicity, disability, sexual orientation, and social mobility.

This underscores Lloyd's commitment to creating a diverse and inclusive environment within the market. Sara Gomez, Lloyd's chief people officer, expressed her optimism about the progress made, emphasizing the importance of continued efforts to improve the market culture. She highlighted the success in achieving short-term targets but acknowledged the need for further progress on the journey towards a more inclusive culture.

Looking ahead, Lloyd's remains dedicated to building a diverse talent pipeline and enhancing its market oversight framework. The introduction of the Inclusive Futures program is a testament to this commitment, aiming to further advance diversity and inclusion initiatives.