Attracting, developing and retaining the skills we need to deliver on our strategy is a key imperative for the Group. We continue to work on bringing together our growing company and supporting our employees’ development in an environment built on core values of partnership, integrity, innovation and excellence. LSEG fully recognises its responsibilities to its people and their importance to our business model. The LSEG Board receives updates on matters relating to employees and culture, through the Group Culture Dashboard.

Our Culture

In 2019, we developed a Culture Dashboard to measure and assess our culture. The Dashboard provides the Board and Executive Committee with a quantitative way to measure and assess progress over time, using data gathered from our “Have Your Say” employee engagement survey and other sources, which are all continually evaluated to ensure we collect the right data to best understand how our people feel. The Dashboard focuses on five key areas.

The table below shows our performance in 2020 against one of the indicators from each area from the Group Culture Dashboard for LSEG standalone in 2020:

Focus area Indicator 2020 2019 2018
Recruitment & On-Boarding % of new joiners who understand LSEG's values 98% 99% 97%
Performance & Development Hours spent on training 82,993 74,770 63,150
Talent & Mobility % of roles filled internally 33% 25% 23%
Diversity & Inclusion

% of respondents that agree regardlessof background, everyone has an equal
opportunity to succeed

68% NA NA
Leavers % of leavers that cited work-life balance as primary reason for leaving 3% 7% 5%

In 2020, we changed our survey provider to enable us to strengthen the insights from colleague surveys. As a result, some of the questions we included have changed to enhance our ability to assess performance and create new opportunities for benchmarking our results; this includes the Diversity and Inclusion question previously reported in our culture dashboard, therefore no historic data is available for this question.


Diversity and Inclusion (D&I) is critical to LSEG’s success. We believe that diversity makes us more dynamic, fosters innovation and boosts performance. Colleagues are recruited and encouraged to develop their careers regardless of age, gender, nationality, culture or personal characteristics. While Diversity and inclusion have always been a priority, events in 2020 refocused our commitment. We continue to work to make further progress in this area as we aim to embrace all aspects of diversity and seek to create an organisation that is truly inclusive and where colleagues feel they can be their true self at work.

The Diversity and Inclusion Committee is now chaired by our Group Head of Data & Analytics. We have seen further growth in our global Inclusion Network (IN), which acts as an umbrella group, representing 18 regional networks within LSEG, including our Black Employee Inspired Network Group (BEING), Multi-Cultural Network, LGBTQ+ Proud Network, Parents and Carers Network, Disability Network (Ability), our Women Inspired Network (WIN), and Veterans Network. As a global organisation we also recognise that diversity can mean different things across our different locations. While our focus in the past has generally been centred on improving our gender diversity, 2020 has shown us that improving diversity in other ways may require more focus in some locations. Events in the US and UK in 2020 pushed ethnic diversity to the forefront, while in other locations gender diversity remains the priority. Recognising this is crucial to ensure we can respond as necessary in all our global locations. The first step in improving our diversity at LSEG is to ensure we have the appropriate data to better understand our people. We are making efforts to increase voluntary disclosure across all our locations through engaging leaders and colleagues face-to-face through leadership forums, our Inclusion Networks, events and encouragement from our Executive Team.

In the UK and US the percentage of colleagues who disclosed their ethnicity was 81%, as of 31 December 2020. Amongst our UK and US colleagues, 34% identify as Black, Asian and Minority Ethnic. We hope to improve our ethnicity disclosure rates in other locations as well as other forms of diversity data throughout 2021 and beyond.

2020 Group statistics1 2



Employees by region



United Kingdom



Sri Lanka






United States of America





















1 Figures as of year end 31 December 2020

2 Due to rounding, the total may not correspond with the sum of the separate figures

Human Rights

LSEG respects and seeks to adhere to the UN Guiding Principles on Business and Human Rights, together with the International Labour Organization Conventions and Recommendations within our working environment in each location where we operate. The Group strongly supports these conventions which promote freedom of association and equality and abolish forced labour and child labour. Human rights considerations are also included in our Supplier Code of Conduct and Sustainability Policy. Our updated risk assessment and research in 2020 has again indicated that LSEG operates in an industry where the risk of modern slavery and human trafficking is inherently low. However, we operate as a global business and therefore recognise the risks of partnering with a varied spectrum of global suppliers and of slavery occurring deeper in those complex supply chains. We also acknowledge that modern slavery is getting more prominent globally given recent events, leading to financial insecurity for many and increased vulnerability. We want to become a market leader in fighting modern slavery, helping to contribute to the UN Sustainable Development Goals target to bring the modern slavery figure close to zero by 2030. The Group believes we can have a strong impact given the financial sector has unparalleled influence over global business and can invest in and foster the best practices.

The Group has a zero-tolerance approach to modern slavery. Some of the key actions taken in 2020 were:

- Refreshed risk assessment on our current supplier base to identify the highest risk suppliers from a slavery perspective which has confirmed majority of our relevant supplier spend is with suppliers in our lowest slavery risk tier. Our procedures and anti-slavery approaches continue to be appropriate and proportionate
- Increased our acceptance of LSEG’s Supplier Code of Conduct across our supplier base
- Engaged our key suppliers and our highest risk suppliers to have an understanding of the governance, processes and where they are further advanced than LSEG to use as an opportunity to progress ourselves in this space

The most recent version of our modern slavery statement can be found at: