Diversity and inclusion: our journey

Diversity and inclusion is important for us because we want to get closer to our clients. By looking and feeling like our increasingly diverse client base, we can better understand their needs and preferences and attract even more diverse, ambitious clients. This alignment allows us to build more innovative products that truly resonate with our clients and cater to their unique requirements. Together, we can create a more inclusive and vibrant future for our industry.

Our principles help form our perspective on D&I – guiding our decisions, language, approach and investment. They reflect our view that real change requires systemic change and, while our leadership are accountable for progress, we all have a role to play in creating inclusion change.

Diversity is what we look like. Inclusion is what we feel like.	What we look like – having diversity at all levels. What we feel like – having an inclusive culture where talented people know they can achieve their potential with us.
We embed inclusion in everything we do.	Real change requires systemic change. We are following an integrated approach and embedding inclusion best practice and goals in everything that we do.
We use data and evidence to drive action.	Following an evidence-based approach – we use data, quantitative and qualitative, to understand the impact of the decisions we make as well as to inform the focus of the work we do.
We reward the change we want to see.	Real change happens in real work, so we equip our leaders to lead inclusively and hold them accountable for inclusion change.
Our leaders are accountable for driving change – and all of us are responsible for fostering inclusion.	We intend to be an inclusive organisation that reflects our increasingly diverse customer base to allow us to build products and services that meet their unique preferences and requirements.

We have identified four priorities to promote diversity and inclusion across the Group – targeted actions grounded in data.

1. Creating a culture that fosters inclusion: Shape an inclusive culture to ensure that every person can contribute to the success of IG and confidently say “I belong here” – where inclusion is a constant practice, not an initiative, and where leaders set the tone.

2. Building a diverse leadership team: Ensure our hiring practices drive progress toward our commitments to greater diversity in our leadership team.

3. Accelerating progression of under-represented talent: Implement equitable development programmes, pathways and performance and promotion processes to support the progression of top talent at every level in IG.

4. Shaping inclusion in our industry: Advance D&I through creating the best team to build more innovative products that truly resonate with our current and future clients and cater to their unique requirements. Together, we can create a more inclusive and vibrant future for our industry.