Gender andEthnicity Pay Gap
Reports 2023

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www.lloyds.com

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Lloyd’s Gender and Ethnicity Pay Gap Reports 2023

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It’s why culture has been one of our four strategic pillars
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at Lloyd’s for several years. We want to create anautem lignime pe volor sit harion coriori tataecusam
inclusive and high performance culture across theex evenimaiost eicia aute et volorias aut fugit amuscil
Lloyd’s Corporation and market that draws on a range
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solutions for our customers and communities.
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Measurement is an essential part of our culture journey:gathering and publishing data to highlight where the gaps
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are, so we can take targeted action to close those gaps.
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Specifically, we have committed to publish our ethnicity
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pay gap as part of our long term ethnicity plan. This
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ensures transparency on the progress we’re making, andevenimaiost eicia aute et volorias aut fugit amuscil est
allows us to deliver a targeted response where needed.
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This report sets out the Lloyd’s Corporation pay gap datafor both gender and ethnicity: two crucial areas where
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continued focus and action will enable us to reflect ourdeligendis simi, sinverio. Optatem delis rempe vid quod
customers and communities.
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This report shows that the Lloyd’s Corporation has theet pedis paruptaepe occuptas dolorit od millorempe
lowest mean and median gender pay gap since theex evenimaiost eicia aute et volorias aut fugit amuscil
introduction of gender pay reporting. The mean gender
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pay gap for April 2023 was 18.5% (for hourly pay),
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a decrease in absolute terms of two percentage points
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from 2022. The median gap for hourly pay has decreased
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by over five percentage points to 16.2%. Gender pay
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quartiles have also seen an improvement. It’s encouraging
progress, and we are committed to seeing these gaps
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continue closing in the coming years.
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Meanwhile, the overall mean pay gap for ethnicity in 2023
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was 22.3%, an increase of 5.9 percentage points fromex ea sinulpa ipsam dolores Henimag nihiciatur aut
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magni tores adi incte esendent vent acestrum dolors

www.lloyds.com

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omniendus asperfe ribusam rese ipietur eperum quoslast year. The median of 11.6% marks an increase of one
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percentage point from 2022, while the overall meandite nemped eatia porehent. Agni quiate nonsequeethnicity bonus gap is 31.7% with a median of 19.5%. This
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is largely due to the changes in calculations recommended
by new Ethnicity pay reporting guidance for employers,
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alongside higher data disclosure rates and lower
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representation of ethnic minority individuals in leadershipaut volorum se modis id mos ute autata voluptate etur.
roles, where the Corporation’s small leadership
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population is more prone to fluctuate from year to year.
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In 2023, the Corporation exceeded our ‘one in three’qui ommodis conectur millore henisincto quia exerum
hiring ambition for ethnically diverse talent. We are
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committed to building a strong pipeline of diverse talent,harchiciet ut fuga. Ut ullab ipisqui am, simuscil dolores
something that will be accelerated through the launch
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We will focus our efforts in 2024 on progression toleadership roles and will continue with our award-winning
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Accelerate programme for ethnically diverse leaders.
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Actions like these – supported by data to show theexceatus, undem sim dolorero maiorum millore restio
progress we’re making – are an essential part of delivering
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our culture strategy and ensuring insurance becomes
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a destination of choice for diverse talent. Thank you toomnimagnam este vent volores et tem alignamus modi,
everyone who works with us and holds us accountable on
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quunt. Um quatatur, nempe comnis isimped exceptatia
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fugit et alicaborat molorpostius videbitatur. Aximus
John Neal, CEO Lloyd’s
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facero etur sunto doloratur.

2

Lloyd’s Gender and Ethnicity Pay Gap Reports 2023

What’s the difference between
equal pay and pay gaps?
Equal pay is a concept in UK law that defines the rightfor men and women to be paid the same amount forthe same, or equivalent, work. It has been a part of UK
discrimination law for over 40 years. Where men andwomen are not receiving equal pay, employers must
demonstrate that the reason is related to factors otherthan gender.

Gender pay gap is the difference between the average(mean or median) earnings of all men and all womenacross a workforce.
Source: .gov.uk

Source: CIPD Note: Some reasons for differences in pay which
are not gender related may include performance in role, experienceor other market related factors.

The same methodology is applied for other pay gap
calculations such as the ethnicity pay gap. Publishing
the gender pay gap is a statutory obligation, while
publishing the ethnicity pay gap is voluntary. Publishingpay gap figures is always one year in arrears. The
gender and other pay gaps e.g. ethnicity pay gap are
influenced by a number of factors including representation
at senior levels within a business and the prevalenceof some groups in less well remunerated roles.

Lloyd’s Gender Pay Gap

GenderPay Gap

GenderBonus Gap

Proportionof Employees
in receiptof Bonus

www.lloyds.com

Key: Women

Men

2017

2018

2019

2020

2021

2022

2023

Mean

27.7%

19.9%

22.2%

20.4%

18.6%

20.6%

18.5%

Median

32.1%

29.9%

26.5%

20.8%

19.2%

21.3%

16.2%

Mean

36.7%

30.1%

37.4%

28.1%

23.0%

38.2%

27.1%

Median

40.5%

42.8%

40.5%

33.6%

25.9%

32.8%

27.5%

87.3%

82.4%

74%

63.3%

73.6%

76.9%

89.3%

84.7%

77.8%

71.1%

64.6%

71.7%

75.4%

85.0%

3

Lloyd’s Gender and Ethnicity Pay Gap Reports 2023

Lloyd’s Gender Pay Gap by pay quartile

Key: Women

Men

Employees

2017

2018

2019

2020

2021

2022

2023

Lower
Quartile

32.3%

34.3%

38.0%

36.2%

35.0%

36.2%

37.8%

67.7%

65.7%

62.0%

63.8%

65.0%

63.8%

62.2%

41.2%

46.7%

48.3%

48.9%

50.6%

52.0%

52.9%

58.8%

53.3%

51.7%

51.1%

49.4%

48.0%

47.1%

54.6%

54.0%

55.5%

59.1%

58.5%

58.3%

57.7%

45.4%

46.0%

44.5%

40.9%

41.5%

41.7%

42.4%

66.4%

65.0%

64.5%

61.3%

60.8%

60.1%

60.6%

33.6%

35.0%

35.5%

38.7%

39.2%

39.9%

39.4%

Lower
MiddleQuartile

Upper
MiddleQuartile

Upper
Quartile

What the data is telling us:
Lloyd’s gender pay gap in 2023 is the lowest it has been
since we first published the gender pay gap report in 2017.
Lloyd’s April 2023 mean gender pay gap is 18.5%(for hourly pay), a decrease in absolute terms of 2.1%
from 2022. The median for hourly pay has decreased
by 5.1% to 16.2%.
— On a long term view, representation has improved
steadily since 2017. This year we see increased
representation at all levels except upper
middle quartile and upper quartile.
— The mean bonus pay gap is 27.1%, a decreaseof 11.1 %. The median bonus gap has decreased
by 5.3% to 27.5.

www.lloyds.com

This is driven by:— a higher percentage of women in receipt of bonuses
compared to last year (76.9% in 2022 vs 89.3%
in 2023)— a higher number of men taking parental leave when
the pay snapshot was taken (those receiving lessthan usual pay are excluded from calculations in linewith best practice)
The gender pay gap figures have decreased for both thehourly rate of pay and the bonus gaps. It has improvedat all levels except for the upper middle quartile where
it has seen an increase of 0.7% from 41.7% to 42.4%.
According to the 2022 MP&P survey, the average gender
pay gap for firms in the Market is 37%.

4

Lloyd’s Gender and Ethnicity Pay Gap Reports 2023

Lloyd’s Ethnicity Pay Gap
Ethnicity Minority
2020
Ethnicity
Pay Gap

Ethnicity
Bonus
Pay Gap

2021

2022

Black
2023

2023

17.3%

21.5%

34.9%

16.4% 22.3% 19.7%

Median6.1%

9.5%

10.5% 11.6%

19.3% 17.3%

Mean

19.2% 24.1%

30.0% 31.7%

23.6% 23.7% 26.8% 37.8%

Median6.7%

6.3%

30.4% 19.4%

8.0%

19.5%

15.6% 20.8%

18.6% 21.9%

50.6% 60.4% 68.3% 87.4% 56.8% 75.0% 75.0% 82.4%

Mixed

2020

2021

2022

2023

2020

2021

2021

2023

Mean

14.4%

16.1%

17%

21.6%

9.4%

13.6%

9.9%

11.1%

Median

2.1%

6.9%

10.5%

12.2%

-4.9%

10.3%

1.7%

7%

Mean

22.0%

24.8%

35.8%

32.3%

-23.8% 20.6%-13.0% 30.2%

Median

3.3%

-1.5%

6.9%

20.5%

2.1%

13.7%

-57.2% 15.7%

50.5%

56.8%

68.1%

88.8%

35.3%

53.8%

44.5%

Proportion of
Employees inreceipt of Bonuswww.lloyds.com

2022

15.3% 16.1%

Asian

Ethnicity
Bonus
Pay Gap

2021

Mean

Proportion of
Employees inreceipt of Bonus

Ethnicity
Pay Gap

2020

90.6%

5

Lloyd’s Gender and Ethnicity Pay Gap Reports 2023

Lloyd’s Ethnicity Pay Gap Employees by pay quartile
Employees

White
2020

Ethnic Minority
2021

2022

2023

2020

2021

2022

2023

Lower Quartile

79.8% 75.8% 73.6% 73.6% 20.2% 24.2% 26.4% 26.4%

Lower Middle
Quartile

71.0% 67.0% 66.4% 66.4% 29.0% 33.0% 33.6% 33.6%

Upper Middle
Quartile

75.7% 78.1%

UpperQuartile

84.8% 83.8% 84.1%

70.5% 70.5% 24.3% 21.9% 29.6% 29.6%
84.1%

15.2% 16.2% 15.9% 15.9%

What the data is telling us:
The Lloyd’s ethnicity pay gap data has been calculated
for both the overall category of ‘ethnic minority’ as well
as for Black, Asian and mixed ethnic classifications
as compared to white colleagues. The data for the latterclassifications is included in the Appendix.
The mean and median percentages differ between
the hourly adjusted rates paid to each category. It isan aggregated, simplistic tool that can give fluctuating
percentages due to our imbalanced demographics
and small population of ethnic minority colleagues
when viewing the data in quartiles.

— a lower number of ethnic minority senior leaders
are included in this report due to changes in oursmall population of senior leadership. Incremental
changes in a small sample can have a significant
impact on data.
— increased rate of disclosure by colleagues on
ethnicity data compared to previous years.
There was a 1.2% increase in the lower quartile and2.4% increase in the upper middle quartile and aslight 1.1% decrease in the upper quartile and a 0.1%
decrease in the upper middle quartile.

The overall mean ethnicity pay gap for 2023 Lloyd’s
is 22.3% an increase of 5.9% from last year, the medianis 11.6% an increase of 1.1% from 2021, the overall
ethnicity bonus gap is 31.7% mean with a medianof 19.5%.

At the time of the pay gap snapshot, 13.3% ofcolleagues had not disclosed their ethnicity in Lloyd’s
HR system. Closing the non-disclosed figurescontinues to be a priority to better track the employee
lifecycle of ethnic minority colleagues.

This can be explained by:

Our overall figure for the ethnic minority category
includes those who have self-identified as Black, Asianor mixed. The ‘Other’ category has been excluded at
this time as the total number of colleagues who identify
as this category has been too low to report against.

— the changes in calculations as recommended by
new government guidelines on ethnicity pay gap
reporting, which currently recommends including
data for ‘prefer not to say’. This means the current
dataset is not comparable to previous years.

www.lloyds.com

6

Lloyd’s Gender and Ethnicity Pay Gap Reports 2023

What have we done to close thepay gaps in 2023?
Diverse talent attraction and selection— Lloyd’s met its one in three ethnicity hiring ambitionin 2023: as of 31st December, 34% of newhires were from an ethnically diverse background.
— We used job boards such as Vercida, Race Equality
Week and iCAN (insurance Caribbean and African
Network) to target diverse talent

Talent development and retention— We continued to identify participants for Accelerate:
our leadership development programme for ethnic
minority colleagues in the Corporation and market.
89 colleagues from 17 different managing agencies
in the Lloyd’s and the London market haveparticipated to date.

— We reviewed job advertisements to attract morediverse applicants, for example by using more
inclusive language.
— We introduced diverse interview pools.
— Lloyd’s continued to develop partnerships to attract
diverse talent. The ‘Dive In to Insurance’
programme, an extension of our leading annual
Dive In Festival focused on outreach, has reachedover 4,000 students through our partnership with
the Reach Society and 700 students through ‘Step
into Insurance’, our partnership with SEO London.
— We also set up agreements with agency andsearch partners to support diverse hiring in theexperienced hires category.

www.lloyds.com

7

Lloyd’s Gender and Ethnicity Pay Gap Reports 2023

Proposed next steps for Genderand Ethnicity Actions 2024
Diverse talent attraction and selection— We will continue working towards meeting our hiring
ambition for a third of new hires to come from ethnic
minority backgrounds, while monitoring progressat all levels— We will continue sponsoring the insurance category
at the WeAreTheCity Rising Stars Awards to spotlightfemale talent in the industry— We will begin to roll out our Partnerships with Equity
City and Green Park through Inclusive Futures toprovide an ethnically diverse talent pipeline for early
careers, leadership and executive levels

Talent development and management— Promoting and expanding our Accelerate andAdvance programmes will be a key part ofdeveloping diverse talent at Lloyd’s in 2024
— As in previous years, we will review gender andethnicity representation at all levels of our market
to understand where more focused work is needed— We will also put in place development plans for
successors identified in the talent management
process to ensure a diverse pipeline of leadershipat Lloyd’s— We will also introduce values-based interviewing forsenior roles to provide more effective and inclusive
screening of candidates

www.lloyds.com

8

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