While the Lloyd’s of London insurance market has ridden numerous challenges driven by the volatile economic climate better than most, it has still faced bumps in the road.

However, while markets will fluctuate, one thing will always be front of mind for businesses: how to hire and retain diverse, future-ready talent.  

From data gaps to leadership buy-in and change fatigue, the overlap between ESG and DEI is striking.

So what if, instead of running two parallel strategies, you aligned them not just in messaging, but in your design, delivery, and accountability?

From the importance of leadership and examining the full employee lifecycle to just taking things one step at a time, this article covers three more key points to focus on in your DEI journey.

Slow and steady wins the race, after all.

With the insurance market experiencing a period of transformation, cultures need to ensure the right people are recruited and retained to help the industry thrive. And for that to happen, we need to cultivate a sense of belonging.

What happens when companies report on their brilliant internal DEI activities and initiatives without considering the external impact of their products and services on communities they serve?

By aligning DEI with your business strategy, you avoid the pitfall of treating it as “extra work” or investing time and money into actions that don't address your real challenges.

Read our top tips for ensuring a strategic approach.

If you wouldn’t want to make a risky decision in another area of the business, and you wouldn’t buy something without the evidence that it did what you wanted it to do, why should your hiring decisions be any different?

Trusting your gut is powerful, but don’t let it overshadow the importance of evidence in your recruitment.

When you’re looking to make an inclusive hire, and indeed the best possible hire, your secret weapon is evidence.

Learn why building your hiring process around evidence-based decisions makes life easier for your hiring managers and more equitable for your candidates.

Bias towards names and ethnicities are still responsible for negative hiring experiences in 2025.

This article uncovers how your organisation can stamp out bias in your recruitment so that diverse talent can shine, not be shut out.

A clarification to one small part of the law has quickly ballooned in many places into a justification for bigotry and transphobia under the guise of legal compliance.

Explore how your organisation can maintain an inclusive culture that empowers your people, whilst advocating for dignity and respect for everyone, regardless of their gender.

It’s our mission to change the recruitment status quo with the power of inclusive hiring, but we can’t throw out the entire rule book. Recruitment needs to remain legally compliant, so let’s explore positive action, positive discrimination and affirmative action.

A neuroinclusive workplace is one that has the systems in place to support its neurodivergent individuals through its policies, processes, training and beyond.

This article outlines five key areas of focus that will support everyone better, not just your neurodivergent people!

Simply addressing the gender pay gap as a female issue, or taking a one-dimensional approach to tackling gender issues, will only solve a small proportion of the problem.

We unpack how a successful approach to tackling the gender pay gap in 2025 must be a holistic one.

When inclusion is not at the forefront of your leadership strategy, your organisational culture and employee engagement can suffer the consequences.

We’ve outlined our five telltale signs that you could be heading in the wrong direction, and the proactive steps to take to reaffirm the importance of an inclusive workplace, ensuring that every team member feels valued and heard.  

Many companies send their top executives on expensive leadership programmes only for their employee engagement surveys to show high levels of dissatisfaction, which leads to more programmes and the vicious cycle continues. What are the benefits of also including DEI in these programmes?

As a result of the cultural and structural impact of racism, Black voices and representation have been diminished, cut out and disempowered, leading to history missing the incredible contribution, impact and effects of Black people worldwide.

This article investigates the cost to workplaces and society as a whole, and what we can do to counter it.

Black History Month (BHM) in the UK is celebrated every October and is a time to honour the contributions of Black people to British culture and society.

We explore its history and its significance in the workplace.

In October, changing legislation means employers will have an increased duty of care towards employees to better prevent sexual harassment. In a society where women in particular already face sexual harassment online, on the streets and even in their own homes, it’s vital that the workplace is not another addition to that list.

There's a fine line between harmless banter and harmful bullying, yet the impact on your workplace culture can be vast.

We explore the distinctions and effective actions to ensure a psychologically safe, inclusive culture for all.

One leadership intervention alone will not build a new culture, so what do we need to do to embed culture change?

Having worked with more than 2,000 leaders in 2023 alone, our director shares her reflections on impactful do’s and don’ts for leaders.