By Legal and General

In 2021, we have once again seen a continued, progressive narrowing of our pay gap, from 26.6% to 24.1%. This progress reflects the focus we have applied over the past year to creating a more diverse workforce and a more inclusive workplace where everyone can succeed. In this report, we share our latest gender pay gap data and update stakeholders on the steps we’re taking to narrow the gap further. Monitoring and reporting the gap over five years has helped us understand its causes and take actions, in the context of our broader diversity and inclusion strategy, to close it. We know that society’s gender pay gap is driven by factors including unequal access to higher-paying roles. At Legal & General, this manifests in the fact that we have more men than women in senior and higher-paying roles, whereas those areas where women are more numerous are typically lower-paid. This ‘inherited pay gap’ is socially endemic and not specific to Legal & General, but we recognise that we are part of a system that has allowed the gap to become entrenched and will perpetuate it if we don’t take corrective action. As an employer spanning several industries, as well as a major global investor, it’s imperative we do this by focusing closely on the areas where we can take meaningful action. We consider that one of the most effective tools at our disposal is creating the conditions in which women can access senior opportunities on the same basis as men; become better represented in those roles and professions which are traditionally more male-oriented; and stay with us, developing their careers and growing in seniority as they

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