In 2007, we conducted extensive research through focus groups into our employees’ experiences of working for Aviva to help us understand what Aviva meant to them as an employer. The findings from these, including our Global Employee Climate Survey are being worked into an employment brand strategy, enabling us to attract and retain talent in highly competitive markets.

Being open with our people and making them feel involved is an important part of our culture, and helps us to build on strengths and make improvements. We believe that people should have an input into decisions that affect them so we have taken steps to create a culture of openness and inclusivity. These include a range of ways for employees to pass on their views and suggestions, including Morley’s staff conference, our European Consultative Forum and ‘Your Forum’ in the UK.

Employee engagement meetings in Poland, called Flesz, encourage employees to act as speakers, presenters and hosts for discussions on a range of topics. Small groups of employees in India regularly meet the CEO to discuss issues of concern, and more than 800 Aviva USA employees completed a short online survey about the design for the new head office, helping to create an efficient, pleasant and productive work environment.

We also participate in external surveys and benchmark studies to compare ourselves with best practice and to learn from what others do. In 2007, Aviva in the UK was included in The Times ‘Top 50 Places Where Women Want to Work’ list for the second consecutive year, while our businesses in Ireland, Australia and India were once again listed in national ‘Great Places to Work’ surveys.

Employer surveys will feature as a key part of our programmes in the coming year, both as a tool to aid our own development and to enhance our reputation as a employer people want to work for.

Case study

A forum for Norwich Union people

In 2004, Norwich Union established Your Forum, a framework for elected individuals to represent the employee body in company decision making. It has been a successful initiative, with employee representatives having been engaged in discussions on subjects including the Aviva offshoring strategy and staff transfers into Williams Lea and Swiss Re.

Recognising that Your Forum needed fresh momentum, in 2007 the company developed a revitalisation plan. The new model provides for increased employee representation at a local level. This is hoped to increase the visibility and credibility of Your Forum among employees. Norwich Union wants to develop and improve its business. Having more local representatives will provide a clear conduit for employees so they have a genuine opportunity to contribute, make their voices heard and make a difference to NU’s business activities.