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Category: Work-Life Balance, Gender Focus, Gender Equality
To truly support equity within a workplace, inclusion initiatives must be hard-coded into the company culture. Aviva has taken an innovative approach with the launch of Aviva Communities. These are groups within the company, with democratically elected leaders, that are led by our diverse colleagues and spearhead campaigns for education and inclusion. This allows allowing Aviva to take a truly intersectional approach to doing business.
Anna Dilku, is a Corporate colleague who leads on engagement within marketing. She is also the co-chair of Aviva Balance, the company-wide gender network. Since launching, Dilku, and Balance, have hit the ground running. “Our first week involved flying out to Milan for Aviva’s global WO+MEN Summit, to collaborate with leads from across the world,” she explains. Adding, “This enabled us to align our action plans with other markets. We’ve also created our principle, purpose and strategy, so that each Community is feeding into consistent goals that support intersectionality.”
Dilku has brought the Communities concept to the world stage. “I’ve been fortunate to attend the launch of the Female FTSE Board Report, where I blogged about the findings and “When Profit and Purpose Collide” on International Day of the Girl. 100 schoolgirls and 100 professionals were brought together to learn from the panel, network and have fun! Most recently, I have been shortlisted for the global Women in Marketing “Change-Maker” Award for my efforts to drive diversity and inclusion within marketing. We’re also proud to be sponsoring the Women of the Future Awards, which recognises achievements of the UK’s pipeline of female talent,” she says.
Aviva’s Communities is part of a corporate culture that centers equality in every aspect of its mission. That's why Dilku is proud to bring her whole self to work: “I’ve worked here for over 13 years and have been involved in diversity initiatives for as long as I can remember. Over this time I’ve seen considerable change and increasing commitment to inclusion but there is still a lot of work to do to embed cultural change. This doesn’t happen overnight. I strongly believe that if you can see it, you can be it. With that in mind, I’m working on a campaign to highlight role models across the UK, so that colleagues can see how diverse our workforce is, and how successful the intersections of each Community can be. My personal guiding principle is that diversity is being invited to the party, inclusion is being asked to dance. I’d love everyone to feel that they have a place on the dancefloor,” she says.
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