Other policies
EEO policy
Legal & General Investment Management America, Inc. (“LGIM America”) has adopted an affirmative action program plan pursuant to Section 125.111 of the Ohio Revised Code as required for participation in the State of Ohio procurement process.
1. EEO Recruitment Strategies
Strategy: LGIM America will make a good faith effort to recruit a diverse group of employees and provide equal opportunity without regard to any protected classification, including but not limited to minorities, women or disabled persons to become competitive in state contracting opportunities. LGIM America will advertise positions in media outlets that will provide information and access to the underserved populations.
2. EEO Selection Strategies
Strategy: LGIM America will utilize procedures, processes and techniques that are fair and do not have an adverse impact on minorities, women, disabled persons or any other protected classification. Prospective employees will not be excluded from the hiring process due to race, color, religion, sex, national origin, disability, age (40 years old or more), military status, veteran status or any other protected classification.
3. EEO Placement/Orientation
Strategy: LGIM America will provide newly hired employees with basic employment information during the first couple weeks on the job. Fringe benefits information, policies, procedures and EEO are a few of the topics which should be covered. Employees will not be denied fringe benefits and/or opportunities for promotion based on race, color, religion, sex, national origin, disability, age (40 years old or more), military status, veteran status or any other protected classification.
4. EEO Performance Evaluation
Strategy: LGIM America will evaluate the performance of their employees on a bi-annual and annual basis. It should provide the necessary supervisory feedback to identify areas to be improved as well as to reinforce those activities that meet or exceed standards. Performance appraisal will be evaluated without regard to race, color, religion, sex, national origin, disability, age (40 years old or more), military status, veteran status or any other protected classification.
5. EEO Training Strategies
Strategy: LGIM America will attempt to diversify its workforce by utilizing training and rotational/internship programs with diverse participants. Training and rotational/internship programs can increase the number of qualified minorities, women, disabled persons and veterans available for job placement.
6. EEO Discipline Strategies
Strategy: LGIM America will set clear disciplinary standards and warn of consequences for non-compliance. Discipline will be designed to rehabilitate employees who choose to correct their behavior as well as justify the termination of those who do not. The employer will not mistreat or unfairly discipline an employee based on race, color, religion, sex, national origin, disability, age (40 years old or more), military status, veteran status or any other protected classification.
7. EEO Separation Strategies/Exit Interviews
Strategy: LGIM America will conduct exit interviews as a problem-solving tool in an attempt to reveal employee turnover. Exit interviews can provide the organization with information about how to correct the causes of discontent and reduce the costly problem of employee turnover.
8. EEO Monitoring Strategies
Strategy: LGIM America will ensure Human Resources managers and supervisors understand this plan and hold managers and supervisors accountable for the effectiveness of this plan.
9. Minority Business Enterprise Solicitation Strategies
Strategy: LGIM America is an investment manager with a principal place of business in Chicago, Illinois. LGIM America will make a good faith effort to solicit business from certified minority owned businesses (MBE). LGIM America will utilize the State of Ohio, Equal Opportunity Division’s webpage to access certified MBEs to the extent it contracts for business services with entities located in the State of Ohio. http://das.ohio.gov/Eod/MBESearch/index.asp.