www.diveinfestival.com #InclusionImpact #diveinfest 24 - 26 September 2019 - An initiative of - Dive In Festival
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An initiative of 24 – 26 September 2019 www.diveinfestival.com #InclusionImpact #diveinfest
Contents
05 44
The chain reaction Locking arms in tension and moving
Event Spotlight: Frank Bruno MBE, former forward together
professional boxer & speaker Spotlight: Claire Harvey MBE, Leadership
and Culture Consultant, Anatta
10 45
Our D&I journey at AXIS Indonesia
Spotlight: Gail Wien, Lead HR Business Country Spotlight
Partner Strategic Projects
50
11
Girl Up
Event Spotlight
Japan
Country Spotlight 05 10
16 51
London Insurance Life
CEO Videos 70 Event Spotlight: Femi Williams,
Events and Social Media
22
Bahrain: Promoting an inclusive
environment
56
Mexico and North America
Country Spotlight
Country Spotlight: Day Bishop,
23
Director, Insurance Consulting and
Technology, Willis Towers Watson,
Is neurodiversity the untapped power to Margaret Resce Milkint, Managing Partner,
help ambitious organisations thrive? The Jacobson Group & Noelle Codispoti,
Event Spotlight: Neurodiversity Ambitions CEO, North America, Gamma Iota Sigma
at Travelers
30 57
Bangladesh
Country Spotlight
Social mobility
Event Spotlight: Tim Campbell MBE
London’s Ambassador for Training and
Enterprise
23 43
31
Canada
Country Spotlight
60
The Bank of England
Spotlight: Vishal Desai, Senior Manager,
36 Bank of England
66
Pauline Miller reflects on 5 years of
Dive In
Pauline Miller, Head of Talent Development, Portugal
Diversity & Inclusion at Lloyd’s Country Spotlight
38 67
Browse our events Inviting your human into the workplace
Spotlight
43
70
44 60
Beazley
Spotlight: Rob Anarfi, Beazley’s Global Slovakia
Head of Compliance and D&I Steering Country Spotlight
Group Chair
Welcome to Dive In 2019
Welcome to the festival Dominic Christian
companion guide for the fifth
Chair Inclusion@Lloyd’s
Dive In Festival of Diversity
and Inclusion for Insurance. Global Chairman Aon Benfield International
It’s a point of pride for
everyone involved in the
festival that we have each
appropriately if the investment has But the heavy lifting is already done.
played our part in creating really paid off? Particularly considering We have created a global grass
something with such self- the reports of pockets of an unhealthy roots movement in Dive In that is
evident global momentum. historic culture that have played out in made up of thousands of people
the media. who believe passionately in levelling
Each year we have the pleasure of the playing field for talent. We are
announcing new host city locations, I would remind detractors that the making incremental improvements
many in countries holding Dive In future of our industry’s success pivots and introducing new policies based
events for the first time. This year is on our resilience and ability to adapt. on robust insights: from the talent and
no exception. We are delighted to A key element is how we nurture the culture workstreams in the Future at
welcome Bahrain, Nigeria, Indonesia talent we have now and project a Lloyd’s strategy to the culture survey
etc., which makes this year the culture that is welcoming of diversity – that encourages people to honestly
biggest yet with 67 cities in 34 that culture being the sum total of our share their workplace experiences.
countries. micro-behaviours and decisions taken We can only measure our impact if we
around the industry every day. Some of know where we’ve come from.
But what does it all add up to? And it is rooted in ‘the way things get done’
topically, given this year’s theme and the norms of our longest serving All of this adds up to real lasting
of #InclusionImpact, what is ours? colleagues. And let’s be honest, change change and the confidence this
Sceptics could point at the sports is hard work – shifting some of the year to theme the festival around our
personalities and TV presenters in habits of the last 30 years takes more #InclusionImpact. Are you ready to
the festival line-up and ask quite effort than accepting the status quo. consider yours?
3
History of Dive In
30+ countries
10 countries 60+ cities
66 events around the world #InclusionImpact
Over 5,000 attendees
170 speakers
27 countries
115 events around the world
Over 9,000 attendees
2016 310 speakers 2019
D&I is good for
Diversity
business Dividend 2018
2015
1 country 2017 Awareness
into Action
Over 1,700
attendees
#Time4Inclusion
40 speakers
17 countries
95 events around the world 68%
Over 7,500 attendees of first-time festival goers said
their understanding of issues
291 speakers had changed as a result
4
The chain reaction Event Spotlight
economy is US$1 trillion per year of the ring. His mental ill health
in lost productivity.* experiences and eventual bi-
polar diagnosis made headlines
It makes sense to create in the media.
workplace cultures where people
can be themselves as it makes it Frank has helped countless
easier for us to speak about our others through his inspiring story
mental health and feel secure and brave words. By speaking
enough to reach out for help out about mental health, you can
when we need it. It’s vital that let others know that they are not
workplaces become environments the only one and help break down
where people feel safe to be the stigma.
themselves without fear of stigma
or repercussions.
That is why storytelling is
Frank Bruno MBE important. It creates a chain
reaction as it only takes one
Former professional boxer person to speak out and their
story empowers others to share “Storytelling creates a
& speaker their own. When that person is
a colleague, a well-known role
chain reaction. It only
Awareness of mental health
model, or even a national hero, takes one person to
in the workplace is ever
it can make a huge impact and
encourage open discourse on
speak out and tell
increasing, but some of us still an otherwise taboo workplace their story to empower
experience distress and try subject.
others to share
to keep our feelings hidden
because we are afraid of other
AWAC, AIG and iDAWN are their own.”
delighted to have Frank Bruno
people’s responses. speak as part of this year’s
Dive In Festival. The British
Depression and anxiety have former professional boxer had
a significant economic impact; a hugely successful and highly
the estimated cost to the global publicised career, both in and out *source – World Health Organisation
www.who.int/mental_health/in_the_workplace/en
5
The journey ahead: Diversity is key
opinions and perspectives is groups. Over 21% of our total
critical to our success. Put workforce participates in more
simply, a diverse workforce than 135 volunteer-led Employee
makes good business sense. Resource Groups (ERGs) in 35
countries. I’m proud of what
As Dive In marks its second we’ve accomplished together, but
year of ‘Awareness into Action,’ the work isn’t finished.
I am proud that AIG has
made diversity and inclusion As I look ahead to the future of
a cornerstone of how we are the insurance industry, I see
building a better, growing tremendous potential for new
company that will last for the ideas and fresh perspectives
next 100 years. The diversity of and the potential for all who
Brian Duperreault our workforce is one of AIG’s bring them. We need diversity to
greatest assets, and we continue help lead us forward, challenge
President and CEO, AIG to actively cultivate a culture of the stereotypes of our work and
inclusion at all levels. inspire future generations.
As leaders, we know how
important it is to hire and listen
Working in insurance means to voices that challenge our own.
we must understand the I encourage our employees to “Over 21% of our total
learn more and to celebrate our
complexities and risk our differences. We know that diverse workforce participates
clients face around the world. thoughts and ideas result in in more than 135
better outcomes.
We have a responsibility to volunteer-led Employee
help them navigate a constantly At AIG, we are working to Resource Groups
evolving environment, and improve diversity at all levels.
continually find real and better We invest in impactful enterprise (ERGs) in 35 countries.”
solutions. I believe approaching training programmes focused
this work with the open and on retention and promotion
transparent sharing of diverse rates among under-represented
7
Putting mental health first
At any one time, one in six
of the working population is
depressed. One in four of Richard Dudley
us will experience mental
health issues each year, CEO Global Broking Centre, Aon
including psychosis, anxiety or
depression.
• Mindfulness workshops and about their mental wellbeing
We expect that we would be personal resilience training – to and bring further openness
able to spot signs in ourselves provide colleagues with initial to these discussions. 250 UK
or our colleagues who may be insight into how their personal managers have attended these
experiencing problems with poor mental programming works, sessions.
mental fitness, but while there and some tips to proactively
may be physical indicators, many deal with challenges rather As a result of these initiatives
of those affected may disguise than just react as situations we have seen a reduction in
what they are going through and arise. 1,200 colleagues in the absences caused by mental ill
problems remain unnoticed. UK have taken part in these health, and have planned further
sessions to date. online training, ongoing awareness
At Aon, we know the wellbeing of • Mental Health First Aid training films and subsidised access to
our colleagues is fundamental to – designed to ensure that each meditation practices through our
our business, and we have built of our UK offices has someone employee benefits programme.
a wellbeing programme which trained to offer initial support
addresses their financial, physical, to their colleagues at times of Mental health is a difficult topic for
social and emotional wellbeing. need. We now have a network some, but at Aon we want to be
We recognise that not everyone of over 100 colleagues trained fully inclusive of all colleagues and
needs the same support, so have as mental health first aiders; drive a culture where everyone can
designed a programme to offer this group helped almost 350 be themselves in the workplace.
different levels of help, guidance colleagues in the last year. Opening the conversation and
and training to colleagues, • People Leader Mental Health breaking down the stigma of mental
including: workshops providing training ill health enables us to make our
and tools to better equip workplace even more supportive
managers to talk to colleagues and inclusive.
8
Our D&I journey at AXIS Spotlight
and benchmarks to mark our
In 2018, we began scaling up progress.
our efforts to expand our D&I
programming with the firm Supporting diversity and inclusion
backing of our CEO and senior is both a strategic and a moral
leadership. We recognise imperative. As Albert Benchimol,
we can only succeed if AXIS AXIS President and CEO, said:
colleagues across all levels are
fully engaged at all stages. This “We have an imperative to
has included launching a series
of discussions and trainings, advance these efforts for
largely focused on unconscious three very strong reasons.
bias. From these conversations, First, it is the right thing to
we are hearing directly from
our teams and encouraging do, and consistent with our
Gail Wien them to speak on these issues. values. Second, we are
Lead HR Business Partner In addition to educating our dependent on great talent
staff, we are also learning what
Strategic Projects steps we need to take to help to achieve great outcomes.
further establish a culture that Finally, it is important that
promotes diversity and inclusion. we have a wide range of
At the time of publication, we
As AXIS has grown from a have had 60 sessions in more views, experience and
start-up to a global company, than 15 locations across our perspectives to make
the need for formal and global offices. We are also the best decisions for a
informal diversity and acutely aware that our internal
global business. Only with
inclusion (D&I) initiatives has conversations on D&I must not
also grown. Our industry does
end with these trainings – rather a diverse team can we
not excel at diversity. We can
we view this as a beginning. achieve that.”
Separately, we also are very
and should be better, and at excited this year to host Dive In Axis is participating in Dive In
AXIS, we are fully committed events around the world to bring events in New York, London and
to helping both our company awareness to important issues Bermuda. Our London event is in
facing our industry, while at the partnership with UN Foundation-
and our profession improve. same time establishing metrics sponsored GirlUp.
10Girl Up Event Spotlight
Together we are working toward hosting their own advocacy boot
a world where girls have equal camps. Since 2010, girl leaders
value, opportunity, and the have raised $10 million for United
chance to reach their fullest Nations programmes that help
potential. A world that is better for ensure tens of thousands of
girls is a world that’s better for all girls around the world are safe,
of us. Because when girls rise, we healthy, and have access to
all rise. education.
With 3,300 clubs in all 50 US Girls who complete our
states and more than 120 programming report increased
countries, Girl Up is inspiring a confidence, higher levels of civic
generation of girls to be a force participation, and a stronger
for gender equality and social conviction to take action for
change. Girl Up has trained global good. Girl Up was founded
58,000 girls through its leadership by the United Nations Foundation
Melissa Kilby and Anna Blue programming around the world. and continues to work across
Co-Executive Directors, Girl Up Through our programmes, girls a global community of partners
broaden their social impact to achieve gender equality
skill set – with an emphasis on worldwide.
community organising, goal
Girl Up believes in the power setting, communications and
of girls and helps them tap applying STEM for social good
into their ability to change – enhancing their capacity to be “With 3,300 clubs in all 50
their communities and the effective leaders. US states and more than
world. We’re a movement to Girl Up leaders have influenced 120 countries, Girl Up is
advance girls’ skills, rights policy change around the world, inspiring a generation
and opportunities to lead. Girl inspiring the successful passage
Up brings together thousands of US legislation supporting girls’ of girls to be a force for
of girl activists and a million rights and education. Girl Up gender equality and
leaders work with local, national,
supporters spanning the globe. and global organisations, social change.”
petitioning decision-makers and
11The modern family is changing the way we work
In the UK, it’s estimated that
one in eight adults are carers.
Right: Mary Bright
This means a huge number of
Aviva people are balancing UK Public Policy Lead, Aviva
work with the dual challenges of
looking after dependent children
and/or an older, disabled or sick
relative. involved with setting up a carer to leave work. I feel very fortunate
network. It started as a pilot in that Aviva has taken steps to
Changing demographics and Bristol last year and now it’s a support people like me, in my
an ageing population mean that global community within Aviva. situation.”
three in five people in the UK will The best thing about it is knowing
become carers at some point. that the company is listening and We want people to feel they
Caring is not something we can that it cares. It makes a world of can bring their whole selves
get away from – and nor should difference.” to work, and not spend time or
it be. energy hiding who they are or the
Our carer policy offers support pressures they are under.
If we are to retain talented, skilled to colleagues, such as flexible
people in work, it’s crucial we working options and 35 hours A lot of carers worry that by
support them. of paid leave per year for having these duties, people
emergencies or planned medical may think they’re not committed
Mary was Chair of our original appointments. to their jobs. But the fact that
Carers Community at Aviva. As a they’re working while caring
carer for her niece and mother, Sarah Brennan works as a Risk demonstrates a high level of both
she is keen to tackle the stigma Manager for Aviva and cares for passion and commitment.
some employees feel: her son and her mother.
We want people to feel they can
“I’m proud to say I’m a carer – it’s “For me, flexibility at work isn’t a be open and honest. It’s good for
something we should talk about choice or a luxury – it’s essential. our employees, our customers
more. That’s why I was keen to be Without it, I’d probably have had and our business.
13The courage to impact
While we are all familiar with
the business case for diversity
and inclusion, I think that it’s Greg Hendrick
worth restating.
CEO, AXA XL
Simply put, as many studies show,
more diverse points of view lead
to better decisions and superior
two cohorts from our Women’s Diversity
business performance.
Executive Leadership Program; We launched enhanced flexible
At AXA XL, the ethos we seek to and our WoMen@AXA XL colleague work arrangements and more
embed into our culture is that good resource group (CRG) now has 10 robust and inclusive family-friendly
leadership is always inclusive active chapters around the world. benefits, recognising that we must
and a diverse workforce is the change our practices to align with
Bias what works best for our people –
workforce of today and of the
To take unconscious bias out of both professionally and personally.
future. But having a clear ethos
our work and hiring processes so
is just the start, because it takes
we can attract and engage the LGBTQ+
courage to challenge our personal
brightest and the best, we have Our Pride CRG has grown to
assumptions and do things
developed guidelines to help hiring three international locations, with
differently.
managers identify biases and additional sites on the horizon. We
Courage is one of our core values implemented diverse recruiting engage thousands of employees
and it is what we need as we policies. annually to recognise International
continue to work hard to make Day Against Homophobia, Biphobia
Inclusion and Transphobia and International
change happen.
Our senior leaders hosted candid, Pride Month.
Our D&I strategy is centred around small-group conversations
integrating inclusive behaviour into with hundreds of colleagues to We’re on the right path, but there’s
the way we work every day. talk about the challenges and still work to do. Dive In plays
opportunities inherent in D&I. And an important part in making a
Gender Balance last year our 13 active colleague difference in our industry globally
Since launching our D&I strategy, resource groups (CRGs) hosted and I’m proud to continue to be a
we’ve increased women in 80+ events focused on employee supporter of the festival.
leadership annually; we graduated development and inclusion.
14Voices from the top
CEOs from market leaders for the industry, head to the ‘Show
including Aon, AIG, Allianz, Me’ page on the Dive In website
BIBA, Willis Towers Watson, where you will find video learning
Markel, Lloyd’s and MS Amlin resources from previous Dive In
discuss ways in which they have festivals.
made an impact on diversity and
inclusion. John Haley of Willis
commented on the importance
of incorporating hiring practices
that support neurodiversity whilst
Sheila Cameron from the LMA “The CEOs highlight
spoke about how incorporating the
NICE method can help individuals
how the D&I journey
become active allies in the cannot be fully realised
workplace, both exemplifying how
diversity and inclusion can be put
without collaborative
into practice. The CEOs highlight efforts from across
how the D&I journey cannot be
fully realised without collaborative
the globe and sector;
efforts from across the globe and the Dive In Festival,
In celebration of our fifth sector; the Dive In Festival, as a
as a global event,
year, we asked CEOs from global event, enables companies
across the industry to shine a to communicate across borders enables companies to
light on the D&I actions that
and share successful methods that
foster diversity and inclusion.
communicate across
are already underway and borders and share
those that are in the pipeline. After four years of raising
successful methods
Our CEO videos send a awareness and driving action,
powerful message that as a CEOs recognise that it is imperative that foster diversity and
sector, insurance is working
to create long-term change to make
an impact on inclusion. To hear
inclusion.”
collaboratively and rallying more about what these firms are
together in support of Dive In. doing and why diversity is good
16Brian Duperreault
CEO, AIG
17Impact requires a focus on tough issues
Ivy Kusinga
The public image of the
insurance industry has yet Chief Culture and Talent Officer, Chubb
to catch up to the reality.
Insurance serves a much-
needed purpose and we offer Our companies, regardless of ancestry and educational
a compelling and vibrant industry, operate within a socio- opportunity, cannot be minimised.
place to work for thousands political and economic context In particular, the lack of access to
of individuals. We strive for and acknowledging this fact tacit knowledge about a company
positive impact on the world – helps us take a measured and can lock out talent that typically
long-term view. To engage in has no affinity or visibility to those
a theme rightfully highlighted meaningful dialogue and action with prevailing influence in our
by the Dive In Festival this about diversity and inclusion, industry.
year. we must be willing to accept a
multiplicity of truths. We are often reluctant to speak
Chubb retains a strategic and openly and constructively about
sustained focus on diversity and For example, meritocracies are the most difficult issues which
inclusion. It is integral to our the best governance systems tend to hamper progress. The
culture because we recognise we have and yet meritocracies Dive In Festival each year affords
that the mix of our talent and are not necessarily inherently the platform to lean into issues
the perspectives which they fair. Individual talent and effort that are more difficult. Chubb is
bring keeps us competitive and do not measure the individual proud to be a gold sponsor of
innovative. The business case in isolation; individuals arrive the Dive In Festival in support
for diversity is resolved. What with entrenched headwinds or of our collective effort to propel
is harder to opine, and tackle, tailwinds obtained from access our industry forward – with more
are the intersecting complexities or a lack of access. The impact impact.
involved in accelerating progress of well-positioned relationships,
and impact.
19Diversity and inclusion – it matters to us
We are on a journey of building
a diverse and inclusive Carl Day
workplace. It’s important to
us that we attract, develop Head of Energy, Marine and Property,
and retain a high-performing,
talented workforce with Active Underwriter Syndicate, 382 CNA Hardy
differing expertise, experience
and backgrounds. to better understand the • Leveraging both external and
challenges we face and enables internal resources to support
We’re committed to creating us to accelerate the pace of staff to network, develop
an environment where our change within our organisation. technically, and better
employees feel supported and manage their own health and
encouraged, and are taking To embrace the changes needed wellbeing.
steps to help make our industry to create a culture of diversity
more diverse and inclusive. and inclusion, we have been The Fourth Industrial Revolution
Last year, we collaborated with focusing on a number of different has brought threats and
other organisations across the projects, including: opportunities on new horizons.
insurance sector to launch an We need people with new ideas
industry-wide inclusive insurance • Training and educating our and different views to help us
pledge, designed to change leaders to actively build build, develop and grow as an
unevolved behaviours and diversity into their teams from organisation. It’s not just the
create a more inclusive work day one. right thing to do, it makes sound
environment. business sense.
• Developing a workforce
We have also wholeheartedly that is more reflective of Diversity and inclusion does
welcomed the introduction of our customer base through matter and we can’t wait to see
the Gender Pay Gap report. We recruitment and succession the change.
believe it gives us the opportunity planning.
20Bahrain Country Spotlight
Promoting an inclusive environment
needed to promote an inclusive today’s dynamic and changing
environment in the workplace. environment. Senior leaders will
Taking a step in the right be given the opportunity to learn
direction, women in the Bahraini how corporations can implement
workforce, specifically in the strategies to promote and
financial services sector, have educate their employees to adopt
increased by 2.2% between a more inclusive mindset towards
2017 and 2018. With this growth, their peers.
corporations have an exciting
opportunity to build momentum
and to continue directing efforts
towards inclusion as well as
bridging the gender pay gap in
Bahrain.
“Taking a step in
In support of this initiative, the right direction,
Lloyd’s of London is hosting a
The World Economic Forum’s session at Bahrain’s inaugural women in the Bahraini
annual Global Gender event. This event will provide workforce, specifically
professionals in the Bahraini
Gap Report has indicated
financial services sector with in the financial services
deterioration in women’s
economic standing globally
the opportunity to hear from sector, have increased
prominent leaders in the industry
over the past several years, and the reasons behind their by 2.2% between 2017
notably Bahrain, ranked at career achievements. and 2018.”
132 of 149 countries.
The session will share insight
In order to address this and guidance on how women
imbalance, it is clear that and men together can progress
improvements/changes are and thrive in their careers in
22Is neurodiversity the untapped power to help
ambitious organisations thrive? Event Spotlight
dyspraxia and other neurological In London, Travelers will host
conditions. According to a report an event focused on tackling
from the Advisory, Conciliation the misperceptions and building
and Arbitration Service, around greater understanding and
one in seven people in the UK are awareness of neurodiversity. We
neurodiverse. [1] will be joined by experts from
the National Autistic Society,
While there is more awareness The Clear Company and the
than ever before about representatives who lead various
neurodiversity in the media and inclusive pathways within our own
external environment, there is less business.
understanding within workplaces.
As a paper in the Harvard
Business Review stated, ‘Many “We have a proven
Neurodiversity Ambitions at [diverse] people have higher-
than-average abilities; research
pathway that brings
Travelers shows that some conditions, neurodiverse talent into
including autism and dyslexia,
can bestow special skills in
our organisation, to
Is neurodiversity the untapped
pattern recognition, memory, or help us find alternative
power to help ambitious
mathematics [2].’ [2]
solutions and deliver
organisations thrive? There is much more we can and different outcomes that
will do to embrace the talents
of neurodiverse people. To help
benefit the customers
Should pioneering companies
seek out neurodiverse talent us realise this ambition, we are we serve.”
to retain their competitive partnering with experts from the
advantage? National Autistic Society and The
Clear Company to learn more
‘Neurodiversity’ is a relatively new about neurodiversity and take [1]
Neil, Tom. “Tom Neil: Celebrating
term used to describe people who steps to better support all our neurodiversity.” ACAS, 21 March 2019.
www.acas.org.uk/index.aspx?articleid=6685.
think differently. This could be people. [2]
Austin, Robert D., and Gary P. Pisano.
“Neurodiversity as a competitive advantage.”
due to dyslexia, autism, ADHD, Harvard Business Review 95.3, 1 May 2017.
23A culture of belonging
The insurance industry
recognises that diversity and Melanie James
inclusion is not just important,
but fundamental. We still have Global Co-Chair, Insurance, DLA Piper
some way to go, particularly on
inclusion in its broadest sense,
including gender balance, promoting a culture of belonging: many of whom are female. Beyond
social mobility and mental where everyone’s voice counts, gender balance, we’ve launched
and where everyone can be a reverse mentoring scheme
health. But it’s encouraging
themselves, regardless of their focused on age and ethnicity,
to see the industry taking background or characteristics. and brought our LGBT+ network,
positive steps by implementing We know that a diverse workforce Iris, together for an international
policies to embrace difference, and an inclusive environment summit. We also provide a
including workshops to make help us to access new markets, development programme for
be innovative, bold, deliver our global future leaders where
employees aware of their
exceptional service and be the focus will increasingly be
unconscious bias and its supportive towards those we on leading inclusively, and
impact. work with. Diversity goes beyond through contextual screening
visible differences and covers for graduates, we are starting to
At DLA Piper, D&I underpins the unique blend of talents, hardwire wider access into our
our values and all that we do. experiences and perspectives recruitment processes.
As one of the largest law firms, each individual holds.
with lawyers and staff in more We look forward to continuing
than 40 countries, our efforts to Our global insurance team has engagement with the insurance
embrace, value and incorporate strong female leadership, with community on this important
difference are woven into women in the UK, US, Australia, matter.
our culture. Our firm values, New Zealand, France, Brazil and
including being collaborative and other countries heading up teams Enjoy the festival, and we’ll see
supportive, are the foundation for and supporting our future talent – you there.
25Awareness into action at Gallagher
Insurance – in all its many
guises – is essentially a people
Jonathan Turner
business and at Gallagher we
want our business to be one Chair of Gallagher UK Inclusion & Diversity Committee &
that all our people are proud CEO Pen Underwriting
to be a part of and where
everyone feels like they are behaviours are front of mind Closer to home within the London
one of the team. when it comes to how we work market, we are also delighted that
together as a team. We have also Gallagher is hosting the Dive In
That is why our culture has established an active Inclusion 5-a-side Community Cup football
always been about embracing & Diversity committee and a tournament for the third year in
difference, an inclusive network of Champions who are a row. It’s a great way in which
environment where all colleagues all passionate about driving our to promote inclusion through
can create exciting careers, agenda forward. the collaborative values of yet
hone their talents and, most another high-profile sport and so
importantly, where they can be Our commitment to turning if you’re taking part this year, we
themselves. awareness into action expands look forward to seeing you on the
beyond internal engagement too. pitch!
We’ve focused our efforts over As title partner of Premiership
the past 18 months on developing Rugby, we are closely involved
a programme that promotes and with Project Rugby, a community
embeds inclusive behaviours initiative that aims to get 40,000 “That is why our culture
young people by 2020 from
across our business, from looking
under-represented groups to has always been about
at our recruitment processes
through to equipping leaders experience the excitement and embracing difference.”
and colleagues with the skills confidence that playing sport can
to help ensure that inclusive bring.
26Advancing diversity and inclusion through
nurturing talent
Although apprenticeships Suzanne Liversidge
are relatively new in the law,
Kennedys was one of the Partner and Board member, Kennedys
first to embrace them in 2012
and we now offer both legal
apprenticeships and business was refreshing to hear our legal We believe our apprentices, both
services apprenticeships apprentices talk about how they legal and business services, are
across marketing, finance, HR, feel included at the firm; how they the talent pipeline for Kennedys.
IT and risk & compliance. We are treated the same as other
colleagues and not ‘labelled’ an Earlier this year we promoted
currently have 43 apprentices apprentice. That’s core to our the benefits of apprenticeships
working in seven UK offices. values. in the world of insurance more
widely, teaming up with industry
Changes to the way solicitors Our UK apprenticeship publication Insurance Post to run
are trained – moving away from programme allows us to reach the inaugural ‘Claims Apprentice’
being a graduate-only profession people from a much wider initiative, a six-episode video
– mean there is now, for the first range of backgrounds who more series designed to unearth and
time, an apprenticeship pathway accurately represent the diversity help up-and-coming individuals
from school to fully-qualified of those we serve. For too long working in the claims market.
solicitor. The D&I benefits of the legal profession has put
routes to qualification, where you barriers in the way of talented This was an exciting initiative
can ‘earn as you learn’, were one people who, for reasons often that resonates with our values of
of the driving forces behind these beyond their control, are unable supporting the next generation
changes. to spend four years studying at and in going that bit further for
university and then law school our clients and the market. It was
As part of Kennedys’ promotion before pursuing their dream to a resounding success that we
of last year’s Dive In Festival, it work in the law. look forward to repeating in 2020.
29Bangladesh Country Spotlight
trade sectors), whilst the number in Bangladesh and it is expected
of women CEOs in Bangladesh to have a significant effect on
is relatively higher at 10%. In workplace outcomes. It is also
the insurance profession women assumed that group hierarchy has
represent 23% of the workforce. a significant effect on workplace
The majority of the working outcomes.
population are in the age group of
18 to 45 (around 65% plus). The good news is that just like
some of the neighbouring countries
Like many other developing in South Asia, Bangladesh has
countries in South Asia, also started talking about Diversity
Bangladesh has taken the and Inclusion in the workplace.
principles of inclusive education on And the Dive In event organised
board in its education policies, acts in Dhaka on26 of September
and programmes. This is with the 2019 by the Chartered Insurance
expectation of including all school- Institute, sponsored by the Green
aged, out-of-school children, Delta Insurance company (which
including those with disabilities, is headed by a woman CEO),
within the country’s mainstream will be one of the starting points.
education system to achieve the The purpose of the event is to
milestone of Universal Primary explore how we support and
Education, under the millennium develop talent as we are working
declaration popularly known as in a multi-generational workplace.
MDG 2. With the different generations,
people’s career aspirations and
As per the study conducted by the development needs are different
Bangladesh is considered Bangladesh Rural Advancement and are we clear on what these
relatively homogenous in terms Committee, the demographic are and how to support our current
of language, culture and social characteristics of Bangladesh, talent pool who potentially will be
such as young age, women, our future leaders.
unity; however, the data shows religious minorities, ethnic
the total number of women in minorities, persons with disabilities, We are delighted to be hosting
employment across industry in and lower classes, are considered with Green Delta a Dive In event
less powerful and subordinate in Dhaka, enabling rich and
the country is about 34%. groups according to sociocultural authentic dialogue on actions
identity. Generally, this notion and impacts helping women and
The percentage of managerial roles can also be observed within the different generations achieve
that are held by women is only organisations. their career aspirations in the
0.6% (this is also due to the fact insurance profession, whilst helping
that most of the women work in the The study states that gender managers consider the practical
agriculture, fisheries and crafts & discrimination is very pervasive steps they can take to attract and
30 retain their colleagues.Canada Country Spotlight
will be run concurrently for the such as: The Charter of Rights &
first time in Alberta as well as Freedoms, The Multiculturalism
in Ontario. In keeping with this Act, and The Official Languages
year’s event theme, ‘Impact Act.
Inclusion’, the current slate of
speakers promises to showcase As we reflect on Canada’s history
Diversity & Inclusion Heroes from and the pivotal role it plays
across industries sharing best within our society, the topic of
practices and key takeaways Diversity & Inclusion is on most
to empower attendees to effect business leaders’ minds. With
change in their respective over 95% of Canadian business
organisations. leaders identifying Diversity &
Inclusion as a positive business
Poised to be a leader in the strategy, finding tangible ways to
Diversity & Inclusion space, communicate the value and effect
Canada has embraced its organisational change remains
multicultural roots as an integral a challenge for most industries,
part of its national identity. With including insurance.
over one-fifth of the Canadian
population being born elsewhere
Since launching in the and choosing to immigrate
to Canada, the world need
Canadian marketplace in not look much further than “Poised to be a leader in
2016, the Dive In Festival
has become an integral
Canada to truly see Diversity
& Inclusion demonstrated on a
the Diversity & Inclusion
component of the dialogue national level. This has allowed space, Canada
surrounding Diversity & the country’s citizens to live in
harmony with mutual respect of
has embraced its
Inclusion within the Canadian individual liberties and collective multicultural roots as
insurance marketplace. identities. Simply put, Canada
has long recognised diversity as
an integral part of its
This year will see an expansion a strength at the core of many national identity.”
of the Canadian Dive In political decisions and laws stem
presence as the conference from inclusion of all citizens
31Lloyd’s
When Dive In launched in 2015
John Neal
there was no way of knowing Name
that it would generate as much CEO, Lloyd’s
momentum as we see today. Title
The impetus for expansion is felt
across the global insurance sector of signatories since launch, both LGBT+ and non-LGBT people
as we prepare for events in more expanding beyond the UK as far as through a variety of activities. And
than 60 cities around the world. Australia. we have introduced a market-
Volunteers and employee resource wide programme of Wellbeing
groups in each country are offering As part of our commitment to Champions, raising awareness of
their time and the support of their create the best conditions for all mental wellbeing and supporting
companies to host events. our employees – whatever their colleagues in accessing additional
circumstances – we collaborated resources.
This is particularly encouraging with Working Families, the leading
given the relationship between UK-based work-life balance Cultural change lies at the heart
inclusion and culture. While organisation, to publish a best- of Lloyd’s ambitious strategy for
leaders can encourage inclusion practice guide for employers. the future, we know that we can
by supporting initiatives like Dive only succeed with a culture of
In, culture cannot be mandated, Working with our colleagues from inclusivity and innovation. That’s
it is the sum of all our actions and our employee resource groups, why we are committed to driving
attitudes. Inspire and Families@Lloyd’s we change and continuing to create a
introduced several industry leading #InclusionImpact.
We are proud of the progress family friendly policies that provide
that has been made over the last equal benefits irrespective of
five years at Lloyd’s and around
the market. We were pleased not
circumstance or gender.
“Cultural change lies
only to sign the CEO pledge for For the first time Lloyd’s made at the heart of Lloyd’s
Inclusive Behaviours in Insurance, the Stonewall Top 100 Workplace
but also to help lead this important Equality Index – demonstrating the ambitious strategy for
initiative which has attracted
more than double the number
progress made by our Pride and
Allies network, who have supported
the future.”
32We are making Proud sponsors of the 5th Dive In
an Inclusion festival, making an undeniable
Impact across our sector.
Impact #InclusionImpact
Lloyds.com/diversityandinclusionHitting the reset button
I first started practising yoga
Francesca Bryan
at university, but it wasn’t until
I attended an amazing class Catastrophe Risk Manager, Actuarial, Markel International
in Bali, while I was travelling in
2013, that I had the epiphany
that I wanted to become a the week, but it’s a fantastic way the experiences of those who
teacher myself. I graduated in for us to connect with people attend my classes, that being
2014 and immediately set up we wouldn’t usually have the open-minded and saying ‘yes’ to
yoga classes in my local area opportunity to socialise with. doing something outside of your
and then went on to teaching in everyday role has such a positive
There are so many holistic knock-on effect on all areas of
the workplace and other, more benefits to yoga which are life. Whether it’s making the most
niche environments. proven to boost performance of Markel’s on-site massages, its
at work, including enhanced Wellbeing at Work seminars or
I’ve been teaching yoga in concentration and productivity lunchtime sports clubs, taking a
Markel’s in-house restaurant, from gaining a clearer, more step back and hitting the reset
Sam’s, since November 2017 and focused mind. Reducing stress button is well worth doing.
now have around 15 regulars who enables people to approach
join me on Wednesday evenings their work from a more grounded
for a much needed mid-week perspective as well as dealing
reset. What’s lovely about the with the physical effects caused “There are so many
group is that I have a real mix of
people, both women and men, of
by working at a desk, including
posture correction and releasing
holistic benefits to yoga
all ages and experience. Not only tension in the body. which are proven to
is it the best way to get that mind
declutter and physical boost, to I’ve learnt through my experience
boost performance at
keep us motivated for the rest of of taking up yoga and through work...”
35Pauline Miller reflects on 5 years of Dive In
I’ve never been a big fan of Pauline Miller
diversity week. Back in 2015
when I joined Lloyd’s, I’ll be Head of Talent Development and Inclusion, Lloyd’s
honest, I was a little reticent
when I found that my new role
involved taking on stewardship instincts were right. There are a few ultra-competitive global market.
of something called the ‘Dive important signals that an organisation is I could not have imagined back then the
In’ Festival. As far as I was at a tipping point for change. My instincts impact that Dive In would have. My view
concerned, an annual D&I were telling me that Lloyd’s would be an has changed. I’m now a huge fan of this
exciting opportunity because I could see particular D&I festival. Let me explain
festival was too often a tick box
for myself the commitment of its senior why.
exercise rather than something leaders and the opportunity to be part of
that could bring about the charge to change an industry. The The Lloyd’s market is built on
meaningful cultural change. big consulting firms like PwC, EY and relationships. As we built the framework
McKinsey were publishing reports with for the festival, we naturally emulated
Many of my colleagues across the empirical evidence linking diverse teams the collaborative way that the market
banking sector looked at me askance to better performance at the same time operates and leveraged its positive
when I told them I was joining Lloyd’s. as the Lloyd’s market was holding the attributes. We invited people from
Moving from banking to insurance mirror up to itself and resolving to adapt. across the market to volunteer for
was like stepping back through a time The emerging narrative that the first Dive different steering groups. Inclusion@
portal ten years in terms of progress. In Festival helped shape was that we had Lloyd’s was already in place, with a
‘Why would you go there?’ they asked. to level the playing field for talent to stay mission to provide the governance
‘They are so un-diverse!’ globally relevant. The backdrop then as and strategy to ensure diversity and
now was growing global complexity, from inclusion best practice is the norm. With
Fast forward to the summer of 2019 cyber threats to climate change, from representatives from all of the major
and I’m pleased to say that my geo-political unrest to a hyper-connected, professional associations (LIIBA, LMA,
36IUA) as well as a rotating membership reacted to it. That same year, we brought the world, either in sponsorship, by
of leaders from many of the market together a group of CEOs in a facilitated donating a venue, paying for a speaker
firms, we built on firm foundations. discussion with leadership coach and or just in giving their people time to
We established a communications D&I diagnostician John Ameachi. Their volunteer.
committee comprising marketing and discussion surfaced that, more so than any
internal comms leaders to help get the lack of enthusiasm, it was time that was When I think of Dive In I think of it as the
word out, and as the festival grew, we their biggest single barrier to better D&I catalyst to change that the industry was
set up a dedicated Dive In SteerCo to practice at the company level. We were waiting for and that I’ve had the honour
free up the resources of Inclusion@ inspired by this truth to theme the 2018 to lead with several hundred volunteers
Lloyd’s. festival #time4inclusion – a message that and partners around the world who I
still reverberates on multiple levels. regard as friends!
The result is that together we have built
something quite phenomenal. After My closing thoughts on the festival?
the success of the first year, there was The festival has rounded itself in action.
some hesitance to answer the call Each year we strive to include takeaways
from colleagues outside of the UK who – tools that people can take back to “The festival has
wanted to run Dive In events in their
own countries. The concern was that
their everyday working lives to make a
difference to ensure that Dive In is an
rounded itself in action.
we’d never have enough money to fund effective catalyst for cultural change. Each year we strive
it all or enough resources to run it. But
the volunteers kept coming and so did When I reflect on the changes I can see
to include takeaways
the sponsorship to make it happen. In most clearly from my vantage point at – tools that people
2016 we went from one country to 10
and from one city to 17.
the hub of the festival, it is the number
of people who are involved – the people
can take back to their
involved at the grassroots level through everyday working lives
The third year saw more expansion.
For me though, beyond even the
employee resource groups and active
organisations – that is greater than the
to make a difference to
continuing growth in demand for the sum of its parts. New D&I roles have been ensure that Dive In is
festival has been its ability to tackle
some really difficult issues. 2017 drew
created in market firms to carry the focus
through the year and over a thousand
an effective catalyst for
back the curtain on mental ill health, volunteers have taken part in organising cultural change.”
stress and anxiety in the workplace. the many events, making the Dive In
Johnny Benjamin and Neil Laybourn’s Festival the global success it is today.
opening event was exceptional both Hundreds of companies and network
in its message and in the way people leaders have given us their support around
37Events: UK
23 September & 10 October 2019
Time Venue Event
23 September PwC, 7 More London Riverside, SE1 2RT, London, United Kingdom How technology and product innovation in insurance can benefit D&I in the
09:00 – 11:00 workplace
10 October Lloyd’s, One Lime Street, EC3M 7HA, London, United Kingdom A Candid Conversation with Young Leaders from Girl Up
18:00 – 20:00
Tuesday 24 September 2019
Time Venue Event
08:30 – 10:00 Willis Towers Watson, 51 Lime Street, London, United Kingdom Dive In Opening Event: Inclusion Impact… 5 years on
11:00 – 12:00 Swiss Re, 30 St. Mary Axe, EC3A 8EP, London, United Kingdom Make each moment count – how to help women and girls improve their
financial wellbeing
11:00 – 12:00 MS Amlin, The Leadenhall Building, Leadenhall St, EC3V 4QT, Ripple that Starts the Wave: Creating Impact
London, United Kingdom
12:00 – 15:00 Holiday Inn, Merthyr Road, Tongwynlais, CF15 7AD, Cardiff, United Kingdom The Power of Inclusion – presentation from Nathalie McGloin
12:30 – 14:00 Allianz, 60 Gracechurch St, EC3V 0HR, London, United Kingdom Ethnic Diversity: Enabling Confident Conversations
13:00 – 14:30 Lloyd’s, Old Library, One Lime Street, EC3M 7HA, London, United Kingdom Stamping Out Bullying and Harassment – Sponsored by RenRe
14:30 – 15:30 Lloyd’s, Fidentia House, Walter Burke Way, ME4 4RN, Chatham, United Kingdom Being yourself – Matt Ellison
15:00 – 16:00 MS Amlin, The Leadenhall Building, Leadenhall St, EC3V 4QT, Aging Isolation and Elder Care: Exploring Opportunities
London, United Kingdom
16:00 – 17:30 DLA Piper, Victoria Square House, Victoria Square, B2 4DL, Mental Health in the Workplace
Birmingham, United Kingdom
16:00 – 18:45 The Lighthouse, 11 Mitchell Lane, G1 3NU, Glasgow, United Kingdom Delivering Through Diversity
17:30 – 19:00 Bank of England, Threadneedle St, EC2R 8AH, London, United Kingdom Authenticity: Bringing your Whole Self to Work
18:00 – 20:00 Aviva, Auditorium, St Helen’s, 1, Undershaft, EC3P 3DQ, The Great Gender Debate... Featuring an interview with Mary Portas
London, United Kingdom
Wednesday 25 September 2019
Time Venue Event
08:30 – 10:00 Bank of England, Threadneedle St, EC2R 8AH, London, United Kingdom Challenging Perceptions of Disability
09:00 – 10:30 Willis Towers Watson, Watson House, London Road, RH2 9PQ, Inclusion Starts with I – AM Session
Reigate, United Kingdom
11:00 – 12:00 QBE, Plantation Place, 30 Fenchurch St, EC3M 3BD, London, United Kingdom Top Ten Tips for Managing your Financial Wellbeing
11:00 – 12:00 Kennedys, 25 Fenchurch Ave, EC3M 5AD, London, United Kingdom Inviting your Human into the workplace
12:00 – 13:30 Willis Towers Watson, Watson House, London Road, Inclusion Starts with I – PM Session
RH2 9PQ, Reigate, United Kingdom
13:00 – 14:30 Chubb, 100 Leadenhall St, EC3A 3BP, London, United Kingdom How to set up an Ally programme... and how they work in practice
13:00 – 14:30 Markel, 20 Fenchurch St, EC3M 3AZ, London, United Kingdom Future of Work
14:30 – 15:30 Lloyd’s, Fidentia House, Walter Burke Way, ME4 4RN Chatham, United Kingdom How Do I Recognise Domestic Abuse?
15:00 – 16:00 Allianz, 60 Gracechurch St, EC3V 0HR, London, United Kingdom Fertility: Why It Matters to Everyone
16:30 – 17:30 Miller, 70 Mark Ln, EC3R 7NQ, London, United Kingdom Is neurodiversity the untapped power to help ambitious organisations thrive?
17:30 – 19:30 Aon, The Leadenhall Building, 122 Leadenhall St, EC3V 4AN Closing the BAME Pay Gap
London, United Kingdom
17:30 – 19:00 Radisson Blu Hotel, 80 High St, Royal Mile, EH1 1TH, Edinburgh, United Kingdom The Power of Inclusion – presentation from Josh Littlejohn
17:30 – 19:30 CPP Group, 6 E Parade LS1 2AD, Leeds, United Kingdom Being Kind in Business
17:30 – 19:30 Kennedys, Churchgate House, 3rd Floor, 56 Oxford Street, M1 6EU, A Boot in Both Camps
Manchester, United Kingdom
18:00 – 20:00 DLA PIPER, 160 Aldersgate St, Barbican, EC1A 4HT, London, United Kingdom Social Mobility: Building a Wider Talent Pipeline
38Thursday 26 September 2019
Time Venue Event
08:30 – 10:00 Marsh, Tower Place, EC3R 5BU, London, United Kingdom Stories of Courage That Make an Impact
11:00 – 12:00 Lloyd’s, Hopper Room, Lloyd’s Lab, Gallery 4, One Lime Street, EC3M 7HA, Mindfitness Masterclass
London, United Kingdom
11:00 – 12:00 Markel, 20 Fenchurch St, EC3M 3AZ, London, United Kingdom Educating the next generation of diverse leaders
12:30 – 14:00 Novotel Hotel, Grey Friars Road, IP1 1UP, Ipswich, United Kingdom The Power of Inclusion – an interview with Kelly Smith
13:00 – 14:30 Allied World Insurance, 19th Floor, 20 Fenchurch St, EC3M 3BY, The Chain Reaction: A Candid Conversation with Frank Bruno
London, United Kingdom
13:00 – 14:30 Miller, 70 Mark Ln, EC3R 7NQ, London, United Kingdom Workplace Support for Abuse at Home
14:30 – 15:30 Lloyd’s Fidentia house, Walter Burke Way, ME4 4RN, Chatham, United Kingdom Nerys Pearce (Blesma Member)
15:00 – 16:00 Kennedys, 25 Fenchurch Ave, EC3M 5AD, London, United Kingdom Do you want to be a London Insurance Life Ambassador?
15:30 – 17:30 DWF, 1 Scott Place, 2 Hardman Street, M3 3AA , Let’s have a conversation about mental wellbeing
Manchester, United Kingdom
16:00 – 17:30 Kennedys Law, 35 Newhall Street, B3 3PU, Birmingham, United Kingdom Transition in the Workplace
17:30 – 19:15 Zurich House, Canal Wharf, Water Lane, LS11 5DB, Leeds, United Kingdom Diversity in Action
18:00 – 20:00 Lloyd’s, Banqueting Suite, One Lime Street, EC3M 7HA, London, United Kingdom Dive In Comedy Fest
18:00 – 21:00 The Hiscox Building, Peasholme Green, York, YO1 7PR, York, United Kingdom Learn how to believe in yourself and then how to promote yourself
Events: Europe
Wednesday 18 September 2019
Time Venue Event
09:00 – 11:00 The Westin Hotel, at College Green, Westmoreland Street, D02 HR67, Dublin, Ireland Dive In Dublin
Tuesday 24 September 2019
Time Venue Event
08:00 – 09:00 Cidade do Futebol, Sports complex in União das Freguesias de Algés, Linda-a- Dive In Portugal
Velha e Cruz Quebrada/Dafundo, Portugal
08:30 – 11:00 Auditorium Of Tour Carpe Diem – 31, Place Des Corolles – Esplanade Nord 92400 LGBT, Multiculturalism
Courbevoie, Paris, France
12:00 – 14:30 DLA Piper in Cologne, Augustinerstraße 10, 50667 Köln, Cologne, Germany Gendergerechte Sprache – Was ist das?
13:00 – 17:00 Swiss Re, Twin City B, Mlynske Nivy 12, Bratislava 81109, Bratislava, Slovakia Mental & Physical Health #inclusionimpact
13:00 – 18:00 Croeselaan 18, 3521 AG, Utrecht, The Netherlands Make Impact Through Inclusion!
17:30 – 21:30 Swiss Re Next, Mythenquai 60, 8002, Zurich, Switzerland Workplace, Workforce and Technology: How to succeed in a constantly
changing world
Wednesday 25 September 2019
Time Venue Event
11:00 – 13:00 Kazimierza Wielkiego 3 50-077 Wrocław, Poland Destiny is what you make it
Thursday 26 September 2019
Time Venue Event
09:00 – 10:30 AXA XL, Plazza Gae Aulenti 8, Milan, Italy Disability: When Differences Become Strengths
11:30 – 13:00 Willis Towers Watson, Via Vittor Pisani 19, 2nd floor, Milan, Italy (Inclusione + Quotidiano) X Lavoro = Valore?
14:30 – 16:00 Sede Chubb via Fabio Filzi, 29 - 20124, Milan, Italy La genitorialità e il cambiamento
17:00 – 18:30 1, Cours Michelet Paris La Défense, Paris, France Devenir un différonaute®: offrez-vous une assurance diversité
17:00 – 18:30 Sede Oliver James Associates - Via Sassetti 32, Milan, Italy I Am Remarkable
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