Diversity and inclusion
Aviva is a global company, employing 27,000 people. Diversity and inclusion matter to us and we have a culture that respects difference and recognises individuality.
We want people to recommend Aviva as a company to work for. An element of Aviva’s people strategy is about embracing people who think and act differently to improve performance. Therefore, the diversity and inclusion agenda is focused on how we accelerate and enable the desired shift to an inclusive culture.
We have identified four key building blocks that will help Aviva achieve this:
- A focus on creating awareness and personal accountability for dealing with unconscious bias
- Reducing the opportunity for unconscious bias through certain points in our employee life cycle such as recruitment and talent management
- Taking targeted action where we know we have required areas of focus, such as on Women in Leadership
- A set of consistent diversity metrics to track progress and identify challenges early.
At Aviva, globally, we employ more women (51%) than men (49%) and at Aviva there is no so-called ‘glass ceiling’ for women. In 2013, 22% of our senior management team were female, 21% of our Group Executive and 18% of the Board.
We have also created positive workplaces for lesbian, gay and bisexual employees and we were again listed on the UK’s Stonewall Workplace Equality Index for 2014 in the top 100.
To find out more about our people please visit http://careers.aviva.co.uk/.
- Women in leadership - Italy
Aviva Italy has become a member of Valore D, the country’s first association of large companies in support of women’s professional development and leadership.
The representation of women in Italian companies is concentrated in the middle and lower levels of management. Numbers at board and executive levels are under 7%. To address this gender imbalance, the association seeks to increase women’s representation in senior positions through networking, training, tools and knowledge sharing.
We support Valore D’s ambitions to promote ways to overcome gender bias and provide female managers with the tools and knowledge for professional progress.
We are committed to achieving 25% female Board membership by the end of 2015.