How do I contact Lancashire’s investor relations department?
Please direct inquiries to:
Lancashire Holdings Limited
20 Fenchurch Street,
London, EC3M 3BY
Telephone: +44 (0) 20 7264 4000
Fax: +44 (0) 20 7264 4077
On what stock exchange is Lancashire Holdings Limited (Lancashire) listed?
Lancashire is incorporated in Bermuda but its common stock is listed on the Official List of the UK Listing Authority and traded on the Main market of the London Stock Exchange (LSE) under the ticker symbol "LRE". For more information about the LSE, please visit their website: www.londonstockexchange.com. Lancashire also has a secondary listing on the Bermuda Stock Exchange (web site: www.bsx.com).
Are shareholders’ rights different because Lancashire Holdings Limited is incorporated in Bermuda?
Yes; Lancashire Holdings Limited is incorporated in Bermuda and therefore the rights of shareholders may be different from the rights of shareholders in a UK incorporated company.
When was the initial public offering of Lancashire stock?
The initial public offering of Lancashire stock on AIM was completed on 16 December 2005. Lancashire’s Common Shares were admitted to the Official List of the UK Listing Authority and admitted to trading on the Main Market of the London Stock Exchange on 16 March 2009.
How can I receive more information on Lancashire?
How can I be alerted to the latest news about Lancashire?
When is Lancashire’s financial year end?
Lancashire’s financial year ends on 31 December.
When is Lancashire’s AGM?
The 2018 AGM was held on 2 May 2018. Our next AGM will be held in May 2019.
Where is Lancashire’s registered office?
Lancashire Holdings Limited is registered in Bermuda under company number EC 37415 and has its registered office at Power House, 7 Par-la-Ville Road, Hamilton HM 11, Bermuda.
Where can I find Lancashire’s current stock price?
When does Lancashire pay dividends?
In which currency will my dividends be paid?
Although dividends are declared in US Dollars they are paid in Pounds Sterling using the exchange rate on the record date.
Who is Lancashire's share registrar?
The Share Registrar is:
Link Market Services (Jersey) Limited
P.O. Box 532
Does Lancashire offer a dividend reinvestment plan?
Yes, the Dividend Reinvestment Plan Terms and Conditions are available upon request via the Shareholder Helpline on *0871 664 0300 (Overseas +44 (0) 37 1664 0300), by email: email@example.com or visit https://www.signalshares.com
*calls cost 12p per minute plus your phone company's access charge. Calls outside the United Kingdom will be charged at the applicable international rate. We are open between 09:00 - 17:30, Monday to Friday excluding public holidays in England and Wales.
What is Lancashire's policy on Boardroom diversity?
The Board of Lancashire Holdings Limited (“LHL”) (the “Board”) has updated and approved the following statement on the representation of women on the board of directors, on executive committees and in senior management and in relation to ethnic diversity:
“The Hampton-Alexander Review (the “Review”), led by Sir Philip Hampton, Chair of GlaxoSmithKline, and Dame Helen Alexander, Chair of UBM, published its first report in November 2016. The Review builds on the work of the voluntary business-led approach of the Davies Review and reiterates the recommendation that listed companies adopt a 33% minimum target for women on boards and executive committees (and direct reports) by 2020. In the spring of 2016 the UK Treasury published the “Women in Finance Charter” (the “Charter”) inviting financial services firms to become signatories. Subscribers to the Charter are asked to commit to the adoption of internal targets on gender diversity as well as other steps for the monitoring, advancement and reporting of gender diversity.
In October 2017 the Parker Review Committee published its final report into the ethnic diversity of UK boards and recommended that each FTSE 250 board should have at least one director of colour by 2024 and that, led by board chairs, existing board directors of FTSE 350 companies should mentor and/or sponsor people of colour within their own companies to ensure their readiness to assume senior managerial or executive positions internally or non-executive board positions externally.
In recent years the importance of diversity has been extensively discussed by the Board. Whilst wholly sympathetic to the objective of increasing the range of useful diversity within the business, the Board has previously decided not to adopt a fixed percentage target for gender diversity (or any other one feature of diversity), in case doing so compromises the paramount objective of identifying the person with the skills and experience best suited to any particular role. Accordingly, to date the Board has deliberately not adopted formal gender or ethnic targets nor subscribed to the Charter, though the Board has stressed that it is supportive of the broad objectives of the Charter.
Further to debate during 2017, while the Board remains of the view that LHL should not become a formal signatory to the Charter, the Board has decided that the time is right for LHL to adopt a 33% goal for the representation of women on the Board and the Group’s principal executive committee by 2020. The Board has not adopted any formal goal with regard to ethnic diversity on the Board but will keep this matter under review. In particular the Board will ensure that the processes for the selection of LHL Directors address the need to consider and appoint candidates with a diverse range of backgrounds, experience and perspectives to the ultimate benefit of the business and its stakeholders.
Both on the Board, within the executive management team and throughout its business, the Lancashire Group has for many years benefitted from gender and other forms of diversity. As at 1st December 2017, the percentage of female representation on the Board stood at 25.0% and within the executive team (excluding LHL Non-Executive Directors) the percentage stood at 31.6%. The Board has noted that these percentages have fluctuated from time to time and currently fall below the goal of 33% for 2020. The business does not currently formally monitor the composition of the business by reference to aspects of ethnicity and, on balance, considers this to be the right approach. The Board still believes that the skills and experience needed to take the business of the company forward are of paramount importance in selecting Board members and employees. Accordingly the gender diversity goal should not be treated as a “black line” but rather a flexible target against which the business should periodically measure its performance and strategy. Balanced against the attainment of the stated gender diversity goal should be the need to identify “the best person for the job” to best advance the business and interests of the Group and its stakeholders.
Peter Clarke as Chairman of the Board and the Nomination and Corporate Governance Committee will be accountable to the Board for monitoring progress on gender diversity and other diversities and in ensuring that appropriate performance objectives are set for executive directors so as to ensure that the pay of the senior executive team is appropriately linked to delivery of the gender diversity goals and ensuring the benefits of a broad diversity and the strategic objectives of the business.
In compliance with the FRC’s UK Corporate Governance Code, since 2012 a description of the Board’s policy on diversity, including gender, has been included in LHL’s Annual Reports, together with statistics relevant to the gender composition of the Board, group management and overall group employees.”