Our Commitment to you These are: Representative workforce – to continue working towards increasing the diversity of our workforce at all levels to reflect the community where our office is based and the customers we serve. Inclusive place to work – to provide an accessible and inclusive working environment and culture where our people are treated fairly, are able to perform to the best of their abilities and get support in developing and growing their careers. Customer service and accessibility – to ensure the needs and rights of our people who share protective characteristics are at the forefront of the design and delivery of our service.
Organisations we work with LeO is also associated with a number of organisations that help to support our ED&I vision: Member of the Business Disability Forum Business in the Community – Race at Work Charter signatory Disability Confident Committed employer (level 1)
Our people's networks Employee networks We recognise the value that community and support networks within the workplace can provide. They give direct support to staff through one-to-one and group discussion, events, blogs, and being involved in delivering strategies to improve the employee experience. Our networks include LGBTQ+, REACH (Race, Equality and Cultural Heritage), Women's Network, Disability and Carers Network, and Wellbeing Champions. All of these networks raise awareness to the organisation and provide ways to help us all understand and respond to differing needs. We also support UK wide campaigns such as PRIDE, LGBTQ+ History Month, International Women's Day, and Black History Month, Neurodiversity Celebration Week. Celebrating Success We host instant recognition, monthly and 'thank you' awards for our staff to show that we appreciate their hard work and commitment to demonstrate our organisational values, behaviours and customer service principles. The nominations are peer-to-peer, and present an opportunity for people to show their appreciation for their colleagues. We believe this helps to boost staff morale, general well-being, as well as organisational pride. We recognise the value that community and support networks within the workplace can provide. They give direct support to our people through one-to-one and group discussion, events, blogs, and being involved in delivering strategies to improve our employee experience. What our people say about us They tell us that working with colleagues who care about each other, and share the same vision and goals, makes a real difference to their working lives. We're all about customer service and work hard to do the best we can to help people - often in difficult circumstances. Working at the Legal Ombudsman has given me the opportunity to be involved in a wide range of cases and work with a brilliant team. Our networks include: - LGBTQ+ - REACH (Race, Equality and Cultural Heritage) - Women's Network - Disability and Carers Network - Wellbeing Champions These networks raise awareness to the organisation and provide ways to help us all understand and respond to differing needs. We also support UK wide campaigns such as PRIDE, LGBTQ+ History Month, International Women's Day, Black History Month and Neurodiversity Celebration Week. **Picture of our network members (if they’re happy for their pic to go externally)
Diversity profile of our people 2023 – 301 employees Gender - Male - 32%, Female - 68%, Prefer not to say - 0.3% Sexual Orientation - Heterosexual - 70%, Lesbian, Gay, Bisexual, and Other - 4%, Prefer not to say - 4%, Not given - 23% Disability No - 68%, Yes - 8%., Prefer not to say - 3%, Not given - 21% Ethnicity, White - 52%, BAME (Black, Asian, and Minority Other) - 25%, Prefer not to say - 2% Age 20-29 - 13.6% 30-39 - 37.5% 40-49 - 25.9% 50-59 - 17.9% 60-64 - 3.3% 65+ - 1.0% Not Given - 0.7% Here are some of the reasons why we monitor the diversity profile of our employees: It ensures that we’re better informed about our people. It helps us to identify areas where they appear to be impacting disproportionately on certain groups. That we’re in a stronger position to make inclusive decision-making on key activity including recruitment and promotions. It helps us to continue the ongoing development of the Equality, Diversity and Inclusion Strategy.
Social mobility profile of our leaders see other document that Kirna has sent the content needs to sit here
