Workforce and leadership diversity reflects society, hiring and retention are inclusive and the market becomes a destination of choice for talent. Baseline: diversity of the workforce and leadership monitored with firm-specific goals where under-represented; demonstrable progress towards Lloyd's gender and ethnicity targets and the firm's own goals; steps to attract diverse and under-represented talent; policies and practices supporting inclusive hiring for all roles; proactive talent management of diverse talent; succession planning that considers behaviours, skills and diversity. Intermediate adds broader goals with improving indicators, market-competitive policies such as parental leave and flexible working, recruitment partners applying inclusive practice, trained hiring managers, a diversity lens on the employee lifecycle, pay gaps measured and monitored (250 or more employees) and outreach programmes. Higher levels add supplier diversity requirements, de-biased lifecycle processes, pay parity targets, representation reflecting society and market leadership.
The graph holds this control, the 0 it maps to, and the evidence behind each claim, over MCP and REST.