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Diversity and Inclusion

At Lloyds Bank we recognise that everyone is different.

We value the unique differences that each of our colleagues bring to work every day. Together, we make Lloyds Banking Group stronger and the best bank for customers.

We’re working hard to build an inclusive bank that reflects the diversity of modern Britain and which Helps Britain Prosper.

Within the Group’s Helping Britain Prosper plan, we have committed to make improvements across our key diversity strands.

By 2020, we have committed to:

  • Increase the proportion of female senior managers to 40%.
  • Increase the engagement scores of our ethnic minority, disabled and LGBT colleagues to 70%.

Gender

We recognise that companies with proportionate gender diversity perform better, and make more balanced decisions.

Our research has shown that female representation in the Group decreases at more senior levels. We want to change this trend by identifying and understanding the obstacles that can stop women, and men, from reaching their full potential and remove them completely.

Our women’s employee network ‘Breakthrough’ is one of the largest of its kind in the UK, with 15,000 members and 4,000 mentors, and is one of the many ways we are supporting colleagues with fulfilling their career potential at Lloyds Banking Group.

In 2017, we were featured in the ‘Times Top 50 Employers for Women list’ for a sixth consecutive year.

We are proud to sponsor the Women of the Future Ambassadors Programme, providing students with mentors and role models and developing the next generation of talent.

Ethnicity

The UK population is growing in ethnic diversity and it’s important that we keep up with these changes. If the diversity of our colleagues reflects the diversity of our customers we can better understand their needs and build deeper relationships. Our aim is to increase the ethnic diversity of our workforce and unlock the potential of our ethnic minority colleagues.

The REACH (Race, Ethnicity and Cultural Heritage) network connects supports and develops colleagues from an ethnic minority background. This network has continued to grow, and now has nearly 4,000 members.

Disability

We potentially serve around six million customers affected by disability or long term health issues.

To ensure that our colleagues are properly equipped to serve our customers, we have bespoke disability training that is delivered to our customer-facing colleagues (branch, telephone banking, online banking and complaints).

As the UK’s largest Bank, we want to help shape the future of banking, especially in this digital age. We will soon be launching embedded VI tools on our digital channels which will considerably improve the user experience for our visually impaired customers.

We’re recognised as a leading employer by the Business Disability Forum, retaining our Gold Standard Benchmark in 2014 and running a ground-breaking Workplace Adjustment programme that has supported over 18,000 colleagues to date.

We work closely with Remploy to provide a work experience programme for people with disabilities.

Our ‘Access Network’ aims to connect and support colleagues with disabilities. At present, it has over 4,000 members.

LGBT

We estimate that there are some 3000+ lesbian, gay, bisexual and transgender (LGBT) colleagues within the Group. If we are to become the best bank for customers then we must ensure that this vision is inclusive of the LGBT community. As an organisation, we’ve made great strides forward and are acknowledged as a leading edge employer when it comes to LGBT equality.

In recognition of our efforts to become the most inclusive employer in Britain for LGBT people, we were ranked first place on the Stonewall Top 100 Employers list in 2017.

We are proud to support the Stonewall Young Campaigners Programme which helps 16-21 year old tackle homophobia, biphobia and transphobia in their communities. The programme has reached over 40,000 young people so far. We have continued to push the boundaries of our marketing campaigns, making them more inclusive and representative of our customer base. Our recent 2016 Lloyds Bank campaign showcased key moments in people lives and featured a same sex couple getting engaged. The response to the TV and billboard campaign “he said yes” was overwhelming positive and was shortlisted in the 2017 British LGBT Awards.

In 2016, Lloyds Banking Group supported nine 2016 Pride events with over 1000 colleagues participating. We branded our Halifax, Lloyds Bank and Bank of Scotland ATMs as ‘GAYTMs’ with rainbow colours to show our solidarity with colleagues and customers.

Agile Working

In an ever-developing, fast-paced society, agile working has never been more important. It’s vital we meet the needs of the 21st Century work environment as technology advances and the behaviours and expectations of customers and colleagues evolve.

Agile Working is at the heart of Lloyds Banking Group’s strategy to work more efficiently for the benefit of colleagues, our customers and the business. We are committed to building a culture that encourages innovative agile working policies and practices to bring both long lasting benefits for our business, and to support our colleagues to achieve true work life balance.

In recognition for the importance we place on family life we were named the “Best Large Private Sector Employer” and “Best for Flexible Recruitment” at the 2017 Working Families Awards.

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