Danny Harmer, Chief People Officer:

Aviva’s ambition for our workforce is to reflect the customers and communities we serve. A diverse, inclusive workplace allows colleagues to be themselves and give of their best. It allows us to serve our customers better, contributing to the success of our business. And it helps us contribute to a more equal society.

Achieving our ambition depends on analysing data to understand where we stand, and using that understanding to inform targeted, consistent actions to drive improvements. Pay gap data is a fundamental part of the picture.

It is important to reiterate that we don’t pay people differently based on their ethnicity or gender. The gender gap is caused by us having a lower proportion of females in senior leadership roles and a higher proportion in our lower paid roles. And the ethnicity gap is as a result of us having a lack of ethnically diverse colleagues across Aviva.

This year’s data shows further progress towards closing the gender pay gap, partly as a result of more women in senior leadership roles over the last 12 months. However, there’s clearly more to be done to address our ethnicity pay gap and progress overall is slower than we would like.

We recognise that overcoming the barriers standing in the way of a more equal workplace will take time and persistence. Nonetheless, I’m confident we have the right plan to drive this change now and over the long term, and remain committed to working towards a brilliantly diverse workforce at every level in Aviva.

UK Pay Gap Report

Full details of our gender pay gap, our ethnicity pay gap and our associated actions

Download the report