From Norwich to Singapore, we are committed to ensuring our people are a reflection of the customers and communities we serve.
Cách chơi bóng đáWe believe everyone at Aviva should be able to be themselves.
Creating a diverse, inclusive organisation is a fundamental part of living up to our purpose of being with you today, for a better tomorrow. It means being there for all our people, serving all our customers well, and helping to contribute to fairer, more equal communities.
We are determined to keep challenging ourselves to do more to build a workplace – and society – that works for all.?
Aviva communities are our employee groups. They help ensure all our people have an equal voice and provide a global support network to strengthen our inclusion efforts across the business.?
Women in leadership
We are signatories of both the Women in Finance Charter?and ?and have set ourselves the target of increasing the number of women in leadership roles* to?40% by 2021.
To date we have:
- Increased?female leadership to 32%, up from 28% in 2015 – and remain on track to meet our 2021 targets
- Ranked in the?Sunday Times top 50 Employers for women
- Listed in the LinkedIn Top 25 Employers, “where people want to work”
*Defined as Head of and above.
Gender Pay Report
We recognise that accountability and transparency are key to progression. Our latest Gender Pay Report highlights our current performance – and sets out the steps we are taking to improve the recruitment, retention and progression of our female employees.?
We understand the importance of being transparent about our progress. Our latest Gender Pay Report?highlights our current performance and sets out the steps we are taking to improve the recruitment, retention and progression of our female employees.
Supporting ethnic minorities
We are focused on attracting, promoting and retaining more ethnic minority employees – across all levels of the business.?
We are signatories of the??and have introduced a number of initiatives to support its five focus areas – from enabling career progression to capturing ethnicity data.?
Leadership and development programmes
Working with the , we have developed a bespoke ethnic minority leadership programme in the UK.?
Cách chơi bóng đáLaunched in January 2020, our first 18 employees will complete the course later this year. In addition, line managers have received guidance on how to help these employees continue to develop their leadership skills.
Across our London and Leeds offices, we have also set up our Origins intern programme, supporting younger generations from minority backgrounds kick-start their career in financial services.
In 2018, eight of 20 interns successfully went on to secure future roles at Aviva.
Black Lives Matter
Cách chơi bóng đáWe are committed to being a diverse and inclusive organisation but we recognise that we haven’t done enough, and we are still on a journey to reach that goal.?
Diversity data gathering
Cách chơi bóng đáGathering diversity insights from our employees helps us to provide support to those from minority backgrounds and learn how, where and when we need to intervene.
Through the success of our #ThisIsMe campaign, we are close to reaching our initial target to have 50% of employees’ diversity & inclusion data recorded by 2020.