This year’s theme for National Inclusion Week is ‘Impact Matters’ and, as Ageas’s HR Director, Sian Myers reflects on why diversity and inclusion (D&I) is so fundamental and why it’s such an integral part of the business’ Environmental, Social and Governance (ESG) framework.
I believe in a truly inclusive culture where everyone is valued, and equity is taken into account.
Equality is achievable, but only when you recognise that not everyone has the same starting point. To ensure everyone has an equal chance of success, we need to respond and adjust support accordingly.
The approach needs to be individualistic and more person-centred. As an organisation, this is what we are constantly working towards.
#ImpactMatters
Highlighted as part of this year’s National Inclusion Week theme, we know it is not enough to focus on what makes a difference, we need to apply an impact mindset to everything we do.
In what he says can feel like an increasingly hostile environment for D&I, Inclusive Employers’ Director of Impact Addison Barnett states data-driven insight and being able to demonstrate measurable impact is more important than ever.
As part of our ESG framework we set ourselves targets, and each year we report on D&I KPIs such as female representation in senior leaderships roles and employee engagement. In doing so we have a baseline, and we are able to tangibly track changes over time.
Listening to our employees is integral to this framework, and we are proud to be a Top Employer and a Disability Confident Leader. To achieve these accreditations, we go through strict external certification processes. Combined with our D&I data we can monitor our progress in reaching our KPI targets, and it’s an opportunity for us to identify any areas for improvement or enhancement.
In addition to our regular employee survey, these results influence our actions and inform our strategy.
Our commitment
Our people are exceptional, and our focus is on how we can enable and support our people both professionally and personally.
We invest in the best, and one way we do this is by offering our people opportunities based on interest rather than seniority or experience.
Regardless of work level, business function or existing skill set, we are absolutely committed to giving our people the skills they personally need in order to access opportunities.
From job shares to smart working we are committed to flexible working, and we’re signed up to the Association of British Insurers Flexible Working Charter.
Promoting an impact mindset
Here at Ageas, I am fortunate to be surrounded by a skilled and dedicated leadership team who, while proactively involved in D&I, are not complacent.
I am pleased to say our CEO chairs our ‘Momentum’ group. Comprised of senior representatives from each of our business functions, these leaders are accountable for the D&I action plan within their respective areas. This group is key to our ESG framework, determining our UK D&I targets and the activities that will deliver them.
Covering gender equality, ethnicity, disability and LGBTQ+ inclusion, over 400 of our people are involved in our employee networks. To ensure cohesion, the chairs of these networks are also involved in Momentum.
We also have Colleague Resource Groups which focus on a variety of areas from disabilities to caring responsibilities. Much like our networks, these groups provide a platform for open dialogue, support, and advocacy for our people.
Talking about their own experience, Alex Wotton, Technical Claims Consultant, said: “Being neurodivergent is an important part of my identity, and what I’ve seen in Ageas is that when the support is there, people like me can thrive in their jobs.
As the lead for the LGBTQ+ group we are advocates for change within the business. We are listened to, and the group brings a real sense of belonging to our members.”
Highlights from a recent employee survey indicate the inclusive culture we’re cultivating is working, and our freedom of opinions driver score has improved to 8.6/10.
We achieved an above sector average Employee Net Promoter Score of 40 for the likelihood of our employees recommending Ageas as a place to work, and for D&I, we scored an average of 8.7/10 for our employees’ level of satisfaction with our efforts to create an inclusive company.
Being our best selves
We are all different, whether those differences are obvious or not. Everyone has something to contribute, and everyone deserves to feel like they belong.
At some point in our lives, I think most of us have felt like we don’t belong or we don’t fit in, I know I have. This can hold us back, fuel inequity, feed Imposter Syndrome, and ultimately stop us from being our best selves. When we feel like we belong, we are happier, and we are more productive.
We are striving to achieve inclusion for our workforce, and this person-centred sentiment extends to our customers too. We understand everyone’s situation is different, and our Ageas Care Programme is our commitment to understanding customers who are living with characteristics of vulnerability and how we can support them to manage their insurance.
Things are changing in a positive way, but there is still more we can do.
As an industry, diversity and inclusion is an area that requires improvement. As an organisation, it continues to be a priority and a focus for us here at Ageas.
National Inclusion Week
Launched in 2012, National Inclusion Week was created by Inclusive Employers to give organisations the opportunity to reflect and focus on their D&I agendas.
Experts on workplace inclusion, Inclusive Employers is the first and leading membership organisation for employers who are committed to prioritising inclusion and creating truly inclusive workplaces.