A list of signatories to the Charter will be added to this page in due course.
The Lloyd’s Diversity and Inclusion Charter sets out the commitment Inclusion@Lloyd’s members make to increasing diversity and inclusion in their organisation
- Champion diversity and inclusion in my organisation and be accountable for creating positive change.
- Promote good diversity and inclusion practice within my organisation and share learning with the rest of the Inclusion@Lloyd’s group.
- Commit to the collection and submission of data on the diversity of employees in my organization and our work around diversity and inclusion.
- Raise awareness and promote diversity and inclusion within my organisation and the wider market.
- Support Inclusion@Lloyd’s with the development of diversity and inclusion best-practice guidance to aid participants in implementing the Charter.
- Submit an annual report on the progress and activity of my organisation around diversity and inclusion, to be used as part of a wider market-level report on the impact of the Diversity and Inclusion Charter.
Benefits to Charter Signatories
- High-profile public commitment to diversity and inclusion.
- Opportunity to lead and shape the development of diversity and inclusion in the Lloyd’s market.
- Access to information, tools and examples of good practice from Inclusion@Lloyd’s.
- Make demonstrable progress in relation to diversity and inclusion to benefit your firm and the Lloyd’s market, through increased financial and operational performance.
- Input and access to market-level, effective benchmarking of our performance and progress against the Charter.
- Free to sign up and participate.
- Inclusion@Lloyd’s will be developing a set of diversity and inclusion guidance to help Charter signatories work toward their Charter commitments by providing examples of positive diversity and inclusion practices and guidance, as well as advice on where to get more help or information.
- The first guidance to be delivered in 2015 will be around ‘getting started with diversity and inclusion’.
- Future protocols may relate to flexible working, recruitment, monitoring and reporting, learning and development, and procurement.