Our Sustainable Development Strategy
We are committed to building an inclusive, sustainable, and forward-looking company that benefits our current and future members.
Our sustainable development strategy focuses on three core pillars. Each pillar includes a commitment, a goal, and key actions we plan to take to fulfill these commitments.
- Protect our environment
- Sustainable mutual support
- Trustworthy and considerate suppliers
Our operations are carbon negative
We calculated the carbon emissions from our operations and offset 110% of the total emissions, supporting valuable projects.
Diversity, Equity, and Inclusion (DEI)
Our goal is to include everyone and commit to making positive changes for the future, supporting all colleagues to do their best.
We are very pleased with this achievement through our collaboration with the diversity network.
As the sponsor of the Diversity Network Executive Team, I am delighted that we have achieved this milestone. The purpose of the network is to help all of us understand both visible and invisible disabilities, learn how to effectively support our colleagues, and recognize the positive impact we create across the business. This recognition highlights our commitment to being an inclusive employer and supporting everyone to perform at their best, benefiting our members, customers, advisers, and one another. — Chief Operating Officer David Hynam
We are a signatory of the Business in the Community Race at Work Charter
This means we are committed together to improving racial equality.
Our diversity, equity, and inclusion strategy aims to create an inclusive culture where all colleagues feel welcomed, respected, supported, and valued.
Signing the charter means taking real action to ensure LIVI represents today’s society in the UK and removes barriers in recruitment and promotion.
The charter requires us to:
- Appoint an executive sponsor for race.
- Capture data and publish progress.
- Ensure zero tolerance for harassment and bullying.
- Make workplace equality the responsibility of all leaders and managers.
- Take action to support the career progression of ethnic minorities.
- Support race inclusion allies in the workplace.
- Include Black, Asian, mixed heritage, and other diverse business owners in the supply chain.
- We embrace and celebrate differences — diversity is our strength.
We are committed to creating an inclusive culture where all colleagues feel welcomed, respected, supported, and valued.
To embed our DEI strategy into the core of our culture, we need to consider the following
Practices and Processes
- Include DEI and wellbeing questions in colleague engagement surveys
- Invite and encourage colleagues to be active members or allies of the DEI and Wellbeing network
- Build diverse talent pipelines
- Ensure people policies and documents are inclusive
- Communicate clearly and with purpose
Top-down
- Promote advocacy and accountability among leaders and line managers
- Drive senior sponsorship
- Actively engage with colleagues at all levels
- Empower colleagues to drive change
Learning culture
- Provide tools, programs, and support to enhance DEI awareness and understanding among colleagues and LIVI
- Build the capability of leaders and line managers
- Enable colleague-led DEI and Wellbeing networks to drive initiatives and activities
- Regularly gather feedback from internal stakeholders and encourage external learning from other organizations and institutions
Data-driven
- Collect and report overall data internally and externally
- Use external benchmarks to set goals and transparently monitor progress
- Use consistent metrics to understand the effectiveness of actions taken
