We 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.
Black Lives Matter is a call to action, and we all have a role to play in building a fairer, more just world. I’m determined that Aviva does more to create a diverse and inclusive business, which in turn can better serve our customers and our communities. We will be judged by the actions we take, and it will take every one of us to make a difference, starting with me.
Deeply rooted issues are not going to change overnight. We've been listening to our people, who have shared their personal experiences and thoughts. The Origins community, a group of our colleagues who join together to celebrate cultural difference, have helped to develop an action plan to build on what Aviva was already doing.
Our three areas of focus: support, educate and act
1. Support black colleagues
- Thoroughly review our recruitment and promotion processes. Take positive action to promote opportunities to the black community.
- Commit to having at least one ethnic minority member on the Aviva plc board by the end of 2021.
- Increase racial and/or ethnic diversity on our Group Executive Committee. Set clear and stretching targets and publish them within 12 months of making this commitment to Change the Race Ratio.
- Actively promote SpeakUp as a confidential way for colleagues to raise race issues.
- Run quarterly Safe Space sessions for black colleagues with the help of external experts.
- Take part in #100 Black Interns - helping black students across the UK kickstart their career in investment management.
2. Educate our people
- Start reverse mentoring in 2020. Black colleagues will be invited to mentor our senior leaders.
- Introduce annual anti-racism training for all our people.
- Introduce annual inclusion training for our Board and Group Executive Committee, run by external experts, by the end of 2020.
- Continue to run Webinars hosted by The Diversity Practice on race and external insight for all our people.
- Appoint two independent external experts to join, and advise on, our Global Inclusion Committee by the end of 2020.
3. Act wider than Aviva
- Devote at least 5% of Aviva Foundation funds to organisations which support black and ethnic minority causes.
- Aim for at least 15% of Aviva Community Fund nominations to support black, ethnic minority and social economic disadvantaged communities by 2021.
- Honour our pledge to the BlackNorth initiative - committed to the removal of systemic barriers negatively affecting the lives of Black Canadians.
One of the most significant risks associated with your employees is not having the right people for the role. That does not necessarily mean you have the ‘wrong’ people, but you’re not tapping into the full spectrum of talent that you could be in order to maximise your business or avoid tripping over in a more significant way.
Better understanding how diverse our organisation is will help us take more decisive and targeted action. As at September 2020, 45% of our people opted to complete diversity data - we aim to increase that to at least 50% by the end of the year.
In the UK we will publish our ethnicity pay gap in 2021 and our targets to increase representation of people from ethnic minorities among senior leaders by 2021.
Together we can live up to our purpose to be with you today for a better tomorrow and help make our organisation, and our communities a better place for everyone.
Education is key to making change and it’s encouraging to see how Black Lives Matter has inspired Aviva to want to learn more.
By introducing targeted training and mentoring opportunities, combined with ongoing conversation, we continue to listen and learn at Aviva.