Diversity, equality and inclusion
Since our formation in 1989 we have lived a clear purpose: to do great work for clients that we believe in, strive to be a great place to work for our people, and to make a positive contribution to society.
Rooted in this purpose is commitment to diversity, equality and inclusion.
We champion this and believe it is critical to our business success by strengthening the advice we provide our clients, enhancing an inclusive culture for our people, and influencing positive societal change.
A history of combatting inequality
In the 2020s we lead the corporate communications and public relations industry on gender equality, ethical behaviour, employee ownership and staff welfare.
We’re 100% owned by people who work in the business and have been named as one of the 50 ‘Best Places to Work UK’ (Great Places to Work Institute) for 16 years running. Throughout our history we have also championed talented women and created a culture where they can excel. We are 64% women and 36% men; a split that is reflected in both our management team and ownership structure. We don’t have a gender pay gap (view our Gender Pay Gap report here).
2020 marks the first year of our founding partnership with the BBC 50:50 project which represents an extension of our commitment to gender diversity. Our results show (view report here) that while our representation in events in broadly equal [55% men: 45% women], we still need to attain gender balance in the content we produce [73%: 27%], something we are now acting on.
Our policy has also been to source talent from the broadest spectrum of backgrounds.
Over the last 3 years 40% of our junior recruits were from non-Russell Group universities or had no degree, and 43% of our work experience students came from disadvantaged socioeconomic backgrounds.
We’ve also combatted inequality more widely in society, supporting many different projects. This year we begin a new partnership with Drive Forward, a charity that helps young people who have been through the care system to gain employment. This is in addition to our existing work with the Social Mobility Foundation and Women of the Future Foundation to enhance our recruitment process in favour of diversity.
For The Diversity Project, in the investment and finance sector, we helped to promote the #TalkAboutBlack campaign. Since day one we have donated 1% of our profits to charities such as Centrepoint to combat homelessness, and since 2008 we have partnered with arts charity HighTide who exist to promote diversity in the theatre.
We care, fiercely, about our ability to connect with and contribute to the world around us, and to help our clients do the same.
Lansons and people of colour
We’re proud of our history but now is the time to do much more. The murder of George Floyd and subsequent protests across the world have deeply affected us. We accept that white privilege is a problem that we need to work to mitigate. There is racism in our industry.
We are reviewing and if necessary changing our policies and behaviours. Our approach is to look at all of the interactions we have with society and improve them. This includes our recruitment, culture, our voice, our events, the advice we give to clients and our suppliers. Read our Chief Executive Tony Langham’s blog post on what we’re doing in more detail here.
Advice on diversity, equality and inclusion
At Lansons, we are experts at developing a strategic approach to diversity, equality and inclusion, engaging senior leaders with their employees and delivering cultures that build and enhance reputation from the inside out.
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