People

We care deeply for our people who are part of making LEGO® play experiences possible for everyone. We continue to build diversity & inclusion (D&I) into our company culture to ensure the LEGO Group is recognised as an employer of choice for a range of intersectional diverse talent with an inclusive culture in which everyone can feel energised every day and succeed. With D&I at the heart of people & culture, we can deliver products, experiences and communications that are inclusive of everyone.

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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.
rainbow made with LEGO brick

The A-Z of awesome

During Pride Month in June 2022, the LEGO Group launched the ‘A-Z of Awesome’ – an ongoing campaign which runs into 2023 using LEGO® builds to celebrate inclusivity and embrace self-expression in the LGBTQIA+ community. This A-Z alphabet will be developed through LEGO creations to help LGBTQIA+ families use play to have open conversations about their identities and build understanding of the different abbreviations used.

We brought this campaign to life as we returned to London Pride for a fun day of playing and building in our A-Z of Awesome stand. There were various LEGO activities designed with our Diversity Role Models to support learning about the importance of inclusion and self-expression. We also attended Copenhagen Pride in August for a fun weekend of playing and building in the theme of A-Z of Awesome in our family-friendly courtyard at City Hall.

Creating a safe and family-friendly workplace

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.
LEGO Campus in Billund

Opening our Billund, Denmark Campus

In April, we celebrated the official opening of the LEGO® Campus at our headquarters in Billund, Denmark. This state-of-the-art Campus provides an innovative workplace for approximately 2,000 colleagues, and a home away from home for all our colleagues across the world. Achieving a Gold level LEED certification, the Campus is a high quality, low-energy office building partly powered by solar panels installed on the roof of the nearby parking facility.
Another important element of the LEGO Campus is the ‘People House’ - a concept developed in close collaboration with employees that provides a space to network and play during and after working hours. The ‘People House’ features facilities including: a state-of-the-art fitness studio, creative workshop space, a LEGO homestay for visiting employees, a cinema, outside park and activity zone, kitchen for communal cooking and networking and a health clinic.

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® People Pulse. In the survey, we pose specific questions related to belonging, inclusion, and psychological safety, which we monitor and work with as part of our Inclusion Index.

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.

We continue to take steps to ensure the health, safety and mental well-being of all colleagues working in our offices, factories, and stores.

We also hosted COVID 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. While the office is the main place of work to nurture social interactions, foster innovation and connecting with the LEGO Group’s values and behaviours, we offer employees the option to work from home two days a week. We come to the office not just for ourselves but for our teams and wider network. All offices are introducing Best of Both as local government guidance allows.

Purposeful D&I Partnerships

To accelerate our D&I ambitions at scale, we partner with impactful, leading D&I organisations. The partners we choose reflect our broad definition of diversity and help us shape our workplace practices and creative output.
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 to connect our employees. We currently have growing global EAGs for Accessibility, Age, Asian, LGBTQIA+, People of Colour and Women, and expect to establish more over time. From January to August 2022, our EAGs grew their membership by 24.5% and hosted several educational engagement events attended by 600+ employees.
Our EAGs act as a sounding board for us in addition to our D&I Taskforces which exist in all main LEGO locations around the world. These communities help us to include our colleagues’ voices in shaping and amplifying our D&I agenda, both locally and globally.
  • A lot of LEGO Employees celebrating together

    Empowering everybody to develop at the LEGO Group

    We continue to make progress towards our ambition to be a gender-balanced organisation at all levels by 2032 by improving equitable practices in hiring, promoting, and developing all talent. Our Conscious Inclusion training, grounded in our leadership behaviours of being curious, brave, and focused, is as of 2022 also reaching hourly colleagues in our factories and LEGO® retail stores. They are being engaged in a tailored training programme designed specifically to reflect their working experience. Shift leaders and store managers are being upskilled through a train-the-trainer programme in which they facilitate a session with their teams on the shop floor or in store. We encourage all employees to complete the training by the end of 2022.
  • A minifigure in all kinds of color with patterns on it standing on a purple background

    LEGO® Graduate Programme

    In 2022, we welcomed new colleagues onto the U.S. LEGO® Graduate Programme. The Programme, which has a focus on under-represented talent that increases the diversity of our workforce, selected five recent college graduates to join the LEGO Group for an 18-month career development programme within the sales and marketing organisations. During the programme, the graduates will:

    • Learn about our company through meaningful work experience, relevant for future roles.
    • Engage with colleagues through networking events and mentoring relationships.
    • Grow their skills through professional development opportunities, in-house presentations, and programming from external vendors.
    • Position themselves for a career with us after completing the programme.

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 and/or background, in our employee engagement survey, the LEGO® People Pulse. In 2021, the Pulse inclusion score landed at 86, which was the target we set, and this score is flat compared to 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. Our target for 2022 is for women to hold 41% of Director+ positions in the LEGO Group, which represents a 1% point increase from 2021.

We also measure our colleagues’ and leaders’ participation in D&I learning courses including Conscious Inclusion, Building Bridges, Leading with Inclusion, and more.

  1. 2017

    35%
  2. 2018

    36%
  3. 2019

    36%
  4. 2020

    38%
  5. 2021

    40%
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 sets the ambition for all activities to be 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 16, which equals a lost time injury rate of 0.4, i.e., number of injuries per million working hours. For the first half year of 2022, the lost time injury rate is 0.47.
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 programme 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 curriculum based around Learning through Play which is both fun and provides long-term benefit to children who participate.
In 2021, we welcomed 25,927 children to camps held at our Jiaxing factory and five supplier factory sites. This is fewer than the previous 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 the first half of 2022, we continued our capability building programme with trainings globally on the Responsible Business Principles (RBP), with the aim of building supplier competencies to reach a higher level of compliance and proactively resolve non-conformities.
This has included management system improvement trainings and a RBP e-learning module for suppliers, licensing partners and internal LEGO colleagues in key areas such as procurement, to help them improve their understanding of the RBP. Our RBP Training Academy will expand further this year to include enhanced access to support material and hands-on guidance, along with an extensive e-learning portfolio.
A programme manual was also developed as a reference document for all suppliers to help them understand how RBP evaluations and assessments work at the LEGO Group.

Modern Slavery

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

Although supplier assessments in 2022 have not found any instances of modern slavery to be present in our supply chain, we will proactively develop robust mitigation plans to address any identified potential risk areas. We’re taking steps to further strengthen our efforts to assess and mitigate against modern slavery risks across our entire value chain, including strengthening the LEGO Group audit programme/monitoring tools with a focus on forced labour indicators and developing suppliers’, partners’ and internal colleagues' capabilities in identifying and addressing modern slavery risks. All while continuing to explore involvement in wider initiatives to drive systemic change.

What is a non-conformity?

What is a non-conformity?

A non-conformity is a breach of the LEGO® Responsible Business Principles (RBP). Non-conformities are given different levels of severity to indicate the risk they pose to workers and the environment.

Higher risk non-conformities include both ‘High Risk’ and ‘Zero Tolerance’ non-conformities and 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 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 target we set for 2022 is a maximum 36% of audited suppliers to have higher risk non-conformities identified at time of audit. This is lower than last year (38%) to reflect the positive improvements made; however, this is 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.

The most frequently identified higher risks remain related to excessive working hours. None of the higher-risk non-conformities in the first half of 2022 identified any form of modern slavery, child labour or discrimination. We only found zero tolerance cases in relation to working hours and audit access denied.

*In 2020, the audit scope was expanded to include key sub-suppliers, so the figures below are not fully comparable.

  1. 2017

    29%
  2. 2018

    33%
  3. 2019

    31%
  4. 2020*

    42%
  5. 2021

    25%
These represent the percentage of audited suppliers that have higher risk non-conformities identified at audits