Diversity and Inclusion at Aviva

87% of our people feel that people from diverse backgrounds can succeed at Aviva.

We believe high-performing teams value the power of difference. Drawing from the widest pool of perspectives helps us deliver the best for our customers.

Inclusive diversity runs through everything we do. From helping our global customers, to attracting and developing our people, to how we run our business and measure success.

Inclusive diversity is important to us. We’re working on it together, and with brilliant partners. We’re thinking differently. We’re becoming more inclusive and diverse all the time. 

“Diversity is simply a reflection of society in whichever markets you operate in. Inclusion is how you choose to harness diverse perspectives to produce the best results. Talented people doing great work for customers is central to the success of Aviva. “ Jan Gooding Global Inclusion Director

“People should spend energy being themselves, not hiding it.” 

“What I really like is the cultural change that we see happening and being super open to diversity”.

“The emphasis on the wellbeing and diversity of the workforce. I think that making sure all our colleagues are happy at work and that we reflect the community and customers we serve is really important.” Laurence Beckett People Business Partner

“What do I most enjoy about working at Aviva? The variety of work that I get to do, and also the diversity of the people that I get to work with.” Pete Marshall, Global Internal Communications Manager

Statement of intent 

By the end of 2018, we aim to:

• Capture more workforce diversity data globally.
• Launch new Employee Resource Groups.
• Pair our top 10% of female talent with senior sponsors.
• Launch black, Asian and minority ethnic (BAME)/people of colour (PoC) strategy.
• Develop a global LGBT strategy
• Introduce mandatory Inclusive Diversity training for all people managers and recruiters.
• Position Aviva as an attractive employer to more diverse talent.

By the end of 2019, we aim to:

• Introduce mandatory Inclusive Diversity training for all employees.
• Pair top BAME/PoC talent with senior sponsors.

By the end of 2020, we aim to:

• Increase gender and BAME/PoC representation in senior management.
• Increase the number of 50-69 year olds we employ in the UK.