It takes Aviva
We recognise the importance of all colleagues at Aviva truly being themselves. It takes all of us, it takes Aviva.
[OPENING TEXT CONTENT:]
These are our people...
[VOICES FROM VARIOUS MEMBERS OF AVIVA STAFF:]
We are Aviva.
We are our people.
We are our experiences,
and our interests.
We are ourselves.
We come together when times get tough.
And we find strength in our diversity of people.
We learn and we grow together.
We each have our own unique voices and we respect each other's life experiences.
We say: "This is me, there is no one else like me".
What makes you, you?
[CLOSING TEXT CONTENT:]
What makes you, you?
Thank you to our colleagues who featured in this film.
It takes Aviva
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 resource 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 the 30% club and have set ourselves the target of increasing the number of women in leadership roles* to 40% by 2024.
To date we have:
- Increased female leadership to 37.3% (as at 31 December 2022)
- 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.
Developing the next generations of female leaders
We continue to strengthen our focus on improving gender balance to accelerate the change we need to see.
Supporting ethnically diverse colleagues
We are focused on attracting, promoting and retaining more ethnically diverse employees – across all levels of the business.
We are signatories of the Race at Work charter and have introduced a number of initiatives to support its five focus areas – from enabling career progression to capturing ethnicity data. We are also founding partners of Change the Race Ratio, setting targets for our ethnically diverse senior leadership.
Leadership and development programmes
Working with the Diversity Practice, we have developed a bespoke leadership programme for ethnically diverse talent in the UK.
Launched in January 2020, 18 employees completed the first programme. In addition, line managers have received guidance on how to help these employees continue to develop their leadership skills.
We set up an Origins intern programme in 2018 across our London, Norwich and Sheffield offices to support younger generations from ethnically diverse and lower socio-economic backgrounds kick-start their career in financial services. This programme has since been developed into the Aviva Internship Programme across all of our main offices in the UK.
Since 2018, over 90 interns have completed the programme, many returning to our graduate programmes.
We are also listed in the Top 25 in the Social Mobility Employer Index.
Black Lives Matter
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. We reacted at pace to the Black Lives Matter movement and our action plan can be found here, which displays what we focused on and achieved throughout the last few years.
UK Pay Gap Report
We recognise that accountability and transparency are key to progression. Our latest UK Pay Gap Report highlights our current performance and sets out the steps we are taking to improve the recruitment, retention and progression of our female and ethnically diverse employees.
The UK Pay Gap Report
Find out more about our UK pay gap and what we’re doing to address it.
Diversity data gathering
Gathering 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.
As at February 2022, 85% of our people opted to complete their race/ethnicity data and we continue to work towards increasing completion rates across all D&I characteristic data in order to better understand the makeup of our organisation, which will in turn enable us to form data-backed decisions and action plans.
In addition to our charter signatories, we are working in partnership with a number of different organisations to drive positive change and help raise awareness around diversity and inclusion:
Tracking our progress
Our Diversity, Equity and Inclusion Advisory Group monitor progress on our commitments. All of our Executive Committee are involved in our inclusion Communities.