At Legal & General, we are committed to fostering an inclusive environment where diversity thrives and leadership positions are accessible to people from all backgrounds.
Claire Hazle, our interim COO of Group Technology, is a prime example of how leadership diversity generates better business outcomes.
Join us as Claire shares her experiences and insights on championing women and neurodiverse individuals in the tech space.
Can you tell us about your background and how you got into tech?
"I actually started with a degree in English, followed by a Master’s in Film Studies, and later qualifications in marketing - so nothing tech-related!
My interest in technology began while working at Ordnance Survey as an Editorial Copywriter, where I got involved with their website development.
That sparked my passion for digital development and user experience, which led me to various roles in industries like financial services, travel and the charity sector, where I led digital business transformation programmes."
What key projects have you led at Legal & General?
"I’ve had the privilege of leading teams that manage My Account, our website, and our digital employee workplace, among others.
One of my proudest achievements is leading our 12-month Early Access Programme for M365 Copilot, which positioned us at the forefront of everyday AI adoption.
I’m also particularly proud of the work we’ve done to enhance our digital workplace by prioritising human-centred design."
What challenges have you faced leading tech teams at L&G?
"Leading tech in any large, complex organisation comes with its challenges - legacy systems, an often slow pace of change, and fragmented accountabilities. But with that comes huge opportunity to improve and innovate.
I’ve found that building trusted relationships, staying true to my values, and maintaining a sense of humour have been key to navigating these challenges.
It’s also about bringing people along on the journey, which requires trust and motivation."
Could you tell us about your role in championing neurodiversity at L&G?
"I was diagnosed with autism in middle age, and it was both enlightening and overwhelming. I decided to be open about my neurodivergence because I couldn’t see anyone else like me at a senior level in the organisation. I saw an opportunity to advocate for both female and neurodivergent colleagues, to give them a voice they may not otherwise have had so readily.
I want to show that neurodiversity isn’t a blocker to career progression; in fact, it can make you stand out."
What are some misconceptions about neurodiversity in the workplace?
"People often view neurodivergence through the lens of challenges and barriers, but it should be seen as something to celebrate and leverage.
Last year I attended the annual conference by industry thinktank Gartner, and their research highlighted that by 2027, 25% of Fortune 500 companies will actively recruit neurodiverse talent to improve business performance.
Accommodations for neurodivergent colleagues can often be common sense for everyone. For example, I’m sensitive to noise, and constant laptop and phone notifications in the office can be distracting. Why not create a standard where devices are set to silent? Small adjustments like this can benefit everyone.”
We strive to be open, mindful and inclusive, so are always willing to discuss flexible working arrangements and reasonable accommodations for our colleagues.
How has neurodiversity been an asset in your career?
"My analytical skills, attention to detail and ability to process large amounts of information quickly have been invaluable in my tech roles.
I’m also highly empathetic, which has helped me build strong relationships as a leader.
What advice would you give to young women aspiring to enter and lead in the tech industry?
"Be yourself. Authenticity is powerful and trying to be anyone other than yourself is exhausting. Seek out mentors who can help guide your career, and adopt an open, experimental mindset."
Looking ahead, what are your goals for driving inclusivity in tech leadership at L&G?
"I want to focus on creating a diverse and inclusive pipeline for tech leadership positions. We need to address the gender pay gap in technology and better support diverse talent throughout their career journeys. It’s complex work, but it’s important to tackle these issues head-on."
Build a more inclusive future in tech with L&G
At Legal & General, we believe that diverse leadership drives innovation and success.
If you're passionate about building an inclusive future in tech, like Claire, learn more about what it’s like to work for us or explore our job opportunities today.
