Sharing our industry’s efforts to increase diversity, equity and inclusion
The insurance sector, with an employee base of some 920 000 people in the EU, has always been at the forefront of promoting equal opportunities and combatting discrimination in the workplace.
While work still needs to be done to achieve greater representation across all sectors, insurance appears to be making great strides when compared with other sectors.
Insurance Europe’s DEI Hub aims to facilitate the sharing of best practices across Europe’s various insurance markets.
Insurance Europe is also proud to have signed a landmark joint declaration with the European insurance social partners committing to supporting companies to make D&I an integral component of their culture and business strategies.
Members of ČAP, the Czech insurance association, focus on a range of areas that promote D&I. There are projects to support young talent, facilitate the employment of disabled people, run training programmes for employees aged 55+ and to keep in touch with retired employees.
ČAP members also focus on women, with, for example, a “Women Managers Club” or efforts to create a more balanced representation of women in management roles. Employers also focus on supporting employees on maternity/parental leave. The promotion of diversity is supported through courses for employees.
- Six hours of training for all employees, based on UNESCO’s competency framework for achieving the UN’s Sustainable Development Goals, which aims to create a common language and understanding for discussing D&I issues and to increase employee awareness.
- A partnership with Stonewall, the LGBTQ+ rights organisation, to provide benchmarking, webinars, etc.
- Publishing analysis of the median gender pay gap across all its business units in its yearly sustainability report.
In 2019, UNESPA adopted a set of good practice
To this end, good practices implemented by the members of the network are shared in areas such as work-life balance, where there are plans to promote joint responsibility by encouraging the mandatory use of paternity leave or establishing flexible working hours at the beginning and end of the working day or implementing one day a week of teleworking.
In terms of training, there are plans to launch equality awareness campaigns for the entire workforce and, in particular, for recruitment, in order to reduce unconscious biases in the personnel selection process.
Among other issues, it has also been recommended that individual development plans are introduced and that the development of women through support and sponsorship campaigns by the management bodies of companies is monitored.
Future leaders: The ABI’s award-winning
executive development programme, “Future Leaders, ensures a pipeline of
diverse talent for the insurance and long-term savings sectors.