We believe that diversity and inclusion are critical to business success and we are committed to attracting, supporting and promoting a workforce that represents the diverse communities in which we operate. We pride ourselves on respectful working partnerships that are intrinsic to how we do business with our members and clients, and how we interact with our colleagues.
In October 2020, the LME signed the Women in Finance Charter, reinforcing our commitment to gender diversity across the LME Group.
As of August 2020, 31.9% of senior management roles across the LME are held by women. Our target is to increase this to 40% by September 2025.
The LME’s gender diversity strategy consists of five key pillars: attraction, governance, benchmarking, retention and education. Internal initiatives within each of these pillars will support the LME in achieving its five year target of growing our female representation across senior management positions. These include:
The LME is taking part in the 30% Club cross-company mentoring programme. This programme provides women with the opportunity to enter into a mentoring relationship with more senior individuals from outside of the LME, with the aim of providing additional personal development.
The 30% Club cross-company mentoring programme is the world’s largest cross-company mentoring programme, having supported more than 9,000 mentors and mentees since its inception in 2014.
Throughout July and August 2020, the LME sponsored six women from across the UK to take part in the CodeFirst: Girls programme, which is designed to provide the essential coding skills necessary when applying for any job in the technology sector.
CodeFirst: Girls is a not-for-profit organisation that trains women in IT skills and helps companies to develop more female friendly recruitment policies. They are dedicated to transforming tech by providing the skills, space and inspiration for women to become developers and future leaders in tech-based roles.
The LME is committed to creating an inclusive, supportive and open environment for all of its employees. Our forum, sponsored by our LME Clear CEO, aims to drive forward initiatives to recruit, develop and engage employees from the greatest possible pool of available talent in order to ensure that our business can benefit from a cross-section of experience, ideas and knowledge. Our employee-led diversity and inclusion programme is aimed specifically at ensuring that all employees are able to thrive at the LME.
To ensure we are hearing everyone's voice and to make people aware of the different perspectives we have at the LME, we have a number of employee networks that are employee-led. These groups include:
The LME’s apprenticeship programme is designed to introduce recent school-leavers to the fundamentals of working in the commodity-trading sector and within a recognised investment exchange (RIE). It encourages applications from under-represented groups in our industry and in doing so is building a diverse junior talent pipeline for the LME and the sector more broadly.
Our apprentices will gain experience across the operations function within the LME while also studying for a CISI investment operations certificate. We currently have four apprentices enrolled on the programme, who will potentially stay on at the LME in junior roles or may move on to a member firm at the end of their two-year LME placement.
If you are interested in finding out more about our apprenticeship programme and how to apply, please contact our Resourcing team at email@example.com.
Under UK legislation, companies with more than 250 employees are required to report on gender pay information. For the past two years, the LME did not fall within this category, but nonetheless chose to publish its gender pay report in line with its wider commitment to gender equality and inclusion. This year, with over 250 employees, we are obliged to publish, and pleased to do so, as the LME believes that the transparency created through gender pay gap reporting is a critical tool in understanding, managing and addressing perpetuating gender equality issues.
LME Gender Pay Gap Report - 2019 (published March 2020)
LME Gender Pay Gap Report - 2018 (published April 2019)
LME Gender Pay Gap Report - 2017 (published March 2018)