We care deeply for our people who are part of making LEGO® play experiences possible for everyone. We have an ongoing focus on making our workplaces inclusive, safe and motivating for all our colleagues.
LEGO employees playing with a striped tube

Celebrating diversity

It is our ambition to build a diverse and inclusive organization that helps us reach and inspire ALL children, regardless of who they are or where they come from. As we work to accelerate our diversity and inclusion, we partner with a select number of organizations that are leaders in their respective areas of D&I. The partners we choose will reflect our broad definition of diversity, encompassing gender, ethnicity, background, lifestyle and family, and help us shape both our workplace practices and creative output.
Building stories at WorldPride in Copenhagen

Building stories at WorldPride in Copenhagen

We participated in WorldPride in Copenhagen – an event to celebrate equality and diversity. Organized by dedicated LEGO colleagues volunteering, we created the ‘Rainbow Children’ area in the heart of Copenhagen and hosted a Build the Change activity challenging visiting families and children to build something that makes them happy and includes others. More than 500 children visited and gave the challenge a go, resulting in a stunning exhibition of all their creations, inspiration and conversations about love and inclusion.

Inclusive play and gender norms

We are working with UNICEF child rights and development experts to clearly understand how discriminatory norms, stereotypes and practices impact children. With a focus on products, entertainment and marketing activity, this partnership work seeks to develop a thought-leadership position that will contribute significantly to the LEGO brand’s ambition to reach as many children as possible and help create a more inclusive, equitable world for children everywhere.
Partnership with UN Women

Partnership with UN Women

In 2020, we signed a partnership with UN Women and, in turn, the United Nations Women’s Empowerment Principles (WEPs), which outline how businesses can deliver on gender equality and women’s empowerment. With this partnership, we are committed to taking steps to advance gender equality including policy revisions, target setting, supporting community initiatives and more.
LEGO® Employee Advocacy

LEGO® Employee Advocacy

Spearheaded by colleagues around the world, six global Employee Advocacy Groups (EAGs) were established in 2021 to help build a stronger sense of belonging and connect employees. We currently have EAGs for accessibility, age, Asian, LGBTQIA+, people of color and women.

Empowering everybody to develop at the LEGO Group

In the past year, we published our new Gender Balance Policy, outlining our commitment to ensuring equitable practices in hiring, promoting and developing all talent, thereby improving diversity and gender balance at all organizational levels.

We introduced Conscious Inclusion training to raise the level of awareness and help all employees build the necessary skills. The training is grounded in our leadership behaviors of being curious, brave and focused. We expect all employees to have completed the training by 2022.

Evaluating progress

To evaluate our D&I progress, we include specific questions on belonging, feeling safe to share opinions and views, and feeling appreciated regardless of gender, ethnicity or background, in our employee engagement survey, the LEGO Group People Pulse. In 2021, the People Pulse inclusion score landed at 86, which was the target we set, and this score is at a similarly healthy level as 2020 results. For 2022, the target is also set at 86.

On representation, we measure the share of women across various job grades and we report on women in Director positions and above, which is equivalent to executive levels. In 2021, women held 40% of Director+ positions in the LEGO Group, which represents a 2% increase from 2020.

  1. 2017

  2. 2018

  3. 2019

  4. 2020

  5. 2021


Creating a safe and family-friendly workplace

A couple with their two children, one toddler and one newborn

Parental and caregiver leave

In 2020, we launched an extended parental leave policy globally. By the end of 2022, all employees, no matter their location, will receive a minimum of 26 weeks’ paid childcare leave for the primary caregiver and 8 weeks’ paid leave for the secondary caregiver. As we continued to deploy the scheme in 2021, employees around the globe benefited from the extended parental leave, spending more time with their children at an important stage in their early childhood development.

Also introduced in 2020, employees around the world now benefit from two weeks of caregiver leave (four weeks by the end of 2022 globally), to make it easier for LEGO® employees to take care of loved ones, and a fully deployed global safety net to ensure financial security for colleagues and their families in case of death or permanent disability.

No compromise on safety

No compromise on safety

Employee safety and well-being is a top priority, and we aim for zero accidents in our factories, stores and offices. Our Occupational Health and Safety Policy ensures all activities are carried out with health and safety in mind. We comply with national and international legislation as a minimum requirement. In 2021, the number of lost time injuries was 0.4 per million working hours.

Helping our colleagues thrive

To ensure progress, we set targets for employee motivation and satisfaction, which we track through our annual employee engagement survey – the LEGO Group People Pulse. In the survey, we set specific questions related to belonging, inclusion and psychological safety, which we monitor and work with as part of our Inclusion Index. We believe that building positive team dynamics that make the most of differences and encourage the best contributions from everyone are critical to creating a truly diverse and inclusive workplace.

In 2021, we exceeded our target with a score of 83 points, 9 points above the external benchmark score of 74. This result achieved Ennova’s ‘Top in class’ category, which represents the top quartile of all multinational companies measured.

During 2021, we continued to take steps to ensure the health, safety and mental wellbeing of all colleagues working in our offices, factories and stores and to provide support for those working from home for extended periods.

We hosted COVID-19 vaccination clinics for employees, families and local communities at three of our factories.

Critter working from home

Introducing Best of Both

In the first half of 2021, we launched Best of Both, a flexible hybrid way of working which offers colleagues who are able to the opportunity to work from home if they need to focus or come into the office and enjoy the benefits of face-to-face collaboration. Our rule of thumb is three days in office and two days away from the office, at home.

All offices are introducing Best of Both as local government guidance allows.

Boys playing in the summer camp

Inspiring the builders of tomorrow means caring for the workers of today

As a company that cares deeply about children’s development, we understand the critical roles parents and caregivers play during a child’s formative years. Many people who work in factories in China are from rural areas and spend extended periods of time away from their children.

To bridge this separation, we launched a Summer Camp program in China in 2018 for children of factory employees in the LEGO Group and selected suppliers. These camps are held close to employees’ factories and aim to give the children a fun summer break close to their parents.

In collaboration with Save the Children, we have developed a curriculum based around Learning through Play, which is both fun and provides long-term benefit to children who participate.

In 2021, we welcomed 227 children to camps held at our Jiaxing factory and five supplier factory sites. This is fewer than last year due to COVID restrictions at a number of sites.

A pink heart being passed from one hand to the next

Human rights

We collaborate closely with our suppliers to ensure they uphold our Responsible Business Principles. These 12 principles reinforce our ethical way of working and how we relate to children, our planet and our colleagues. Their primary purpose is to ensure all workers involved in making LEGO® products have fair and decent working conditions and that the environment is protected for future generations.

We regularly assess our human rights risks and impacts through a combination of third-party audits, internal assessments and consultation with external stakeholders.

If a supplier shows non-conformities with our Responsible Business Principles, we work in partnership with them to identify the root causes and ensure they are corrected. Our aim is to create long-term, sustainable solutions which benefit everyone.

A LEGO critter looking at sheets of paper

Building capabilities

In 2020, we launched a capability building program where suppliers receive training in the Responsible Business Principles, with the aim of building supplier competencies to reach a higher level of compliance and proactively resolve non-conformity. In 2021, we continued to strengthen the program with more training sessions globally and by launching hands-on tools, such as a Management Guidebook on how to manage and comply with the Responsible Business Principles.

Modern Slavery

The LEGO Group does not accept any form of modern slavery or forced labor.

As part of our efforts and responsibility to uphold due diligence in human rights, we continuously monitor modern slavery risks and take steps to mitigate them in our supply chain.

Modern slavery is the term used to describe situations where coercion, threats or deception are used to exploit individuals and undermine or deprive them of their freedom. Modern slavery is a growing issue, in part due to the rapid increase in global migration.

In the past year, we have assessed the actual and potential risks of modern slavery in our supply chain, with the highest risks found to be related to migrant workers, both within our direct and indirect suppliers. Although supplier assessments in 2021 did not find any instances of modern slavery to be present in our supply chain, in 2022, we will develop robust mitigation plans to proactively address these identified risks. We are taking steps in the coming years to further strengthen our efforts to assess and mitigate against modern slavery risks across our entire supply chain, including strengthening the LEGO Group audit program, further assessment development for indirect suppliers and exploring how involvement in wider initiatives can drive systemic change.

What is a non-conformity?

What is a non-conformity?

Higher risk non-conformities include both high risk and zero tolerance non-conformities. They are both defined as a severe breach of local law and/or the LEGO® Responsible Business Principles, with zero tolerances requiring the most urgent response and mitigation as it poses an immediate risk to employees or workers. If we identify a zero tolerance, we take immediate action to remediate. If a supplier does not immediately resolve the issue or take action to prevent them, they would risk termination of their contract with the LEGO Group.

Tracking targets

The maximum target for 2021 was set at 38%, compared to 30% in previous years, to allow more room for the impact COVID-19 continues to have on operations in our supply chain. Some factories remain affected by staff shortages due to travel restrictions and staff illnesses, resulting in increased working hours. Due to social distancing restrictions, some factories have also been unable to carry out comprehensive fire drills as they would do normally.

For these reasons, the most frequently identified higher risks were related to increasing working hours and lack of full fire drills.

  1. 2017

  2. 2018

  3. 2019

  4. 2020*

  5. 2021