Becoming a more inclusive and diverse organisation is a business imperative. 87% of our people feel that people from diverse backgrounds can succeed at Aviva. We are accelerating our strategy through innovative practices and expert partners. Jan Gooding, our Global Inclusion Director, also chair of LGBT equality charity Stonewall, is leading the agenda.
In 2016, gender diversity was a big focus for us. Mark Wilson, Group CEO, was the first FTSE 100 CEO to sign up to the Executive Committee commitment outlined by the 30% Club - a commitment for 30% of our Group Executive to be women by 2020. We want to achieve inclusion through leadership, developing leaders and visible role models across Aviva who embody and exemplify inclusive diversity. For example, we’ve launched our Accelerating Leadership from the Inside Out programme for women. It’s designed to develop our future female talent – by exploring purpose, authenticity, influence and confidence. It’s a great way for our talent to develop the skills they need to be successful.
We are building on the existing strengths of our networks and partnerships. Aviva Pride now has over 5,000 visible lesbian, gay, bisexual and transgender (LGBT) Allies in the UK, and we are establishing it in Ireland and Canada. The Aviva Pride Allies programme has significantly raised the profile of Aviva Pride and issues still affecting the LGBT community.
We are committed to ensuring we provide full and fair consideration for job applications from people with disabilities, as well as supporting any of our people who become disabled while working for Aviva. For example, we adapt the working environment where we can and offer flexible working practices to take into account their personal circumstances.
In 2017, we will evolve our working culture and work hard to actively embrace everyone. We will build an agile and diverse workforce to reflect the population make-up of each country we operate in and the customers we seek to serve.