Diversity and Inclusion | Corporate Responsibility | Zurich UK

Diversity and inclusion

Hands clasped

At Zurich we celebrate the diversity of our customers through a culture that embraces inclusiveness and allows people to bring their ‘whole self’ to work. To demonstrate their commitment to our diversity and inclusion (D&I) agenda, each of our employee networks is sponsored by a member of our Executive Team, and our UK CEOs form the steering group which shapes the D&I strategy.


2016 Highlights

• Launch of Pride@Zurich, Zurich’s global LGBT Network
• Launched Role Models’ guide
• Held our second Diversity and Inclusion week, with the theme of ‘Intersectionality’
• Participation and founding member of GIN (the Insurance Industry’s Gender Inclusion Network)
• Growth of our four employee resource groups - Cultural Awareness Network (CAN), Women’s Innovation Network (WIN), Disability Inclusion Group (DIG) and Gay, Lesbian and Everyone Else (GLEE), with a combined total of 1000 members
• Signed the Women in Finance Charter


External Recognition

We’ve achieved external recognition for our efforts to become more diverse and inclusive in 2016. These awards include:

    • Became a member of Bloomberg Financial Services Gender Equality Index
    • Overall winner –private sector – at the ENEI awards for Diversity and Inclusion
    • Recognised at ENEI awards as a Gold Standard Employer and for employee engagement impact.
    • Moved up 51 spaces in Stonewall Workplace Equality Index
    • Participation in ‘DiveIn’ festival at events in the UK, US and Switzerland.

Employee Networks

We have four established employee networks. As well as our networks, we have a range of initiatives that we are working on across the UK and globally, to ensure our workplace is inclusive for all of our employees and our customers, including unconscious bias training and recruitment initiatives. In addition to this, we use our Diversity & Inclusion policy to shape and implement all our policies, practices and procedures, so that no-one is disadvantaged or excluded.


GLEE Logo

GLEE

GLEE (our lesbian, gay, bisexual and transgender network) is a growing network, and plays a pivotal role in providing support to its members, as well as reviewing our employee policies to ensure they are delivering for everyone. GLEE has influenced positive improvements to our employee flexible benefits package and customer facing delivery, ensuring inclusion is at the forefront of our products and services. GLEE works with other industry LGBT forums, as well as the Zurich worldwide Pride networks, to ensure that they are always making things better for our people - in insurance, in the UK and beyond.

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Women’s Innovation Network

The Women’s Innovation Network (UK WIN) is our largest network with over 700 members in the UK and 5,000 globally. WIN’s mission is to create equal career development opportunities for both women and men, and to create tangible business value by improving gender diversity amongst our senior managers. WIN offers a variety of activities and services for its members, including speed mentoring and career development factsheet;s and lobbies for changes to internal processes to support women in the workplace.

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Disability Inclusion Group

The Disability Inclusion Group (DIG) has been set up as part of our on-going aim to build a high performing, inclusive culture where everyone is comfortable to be themselves, has equal opportunity for career progression and where people with disabilities find it easy to deal with us. Our mission is to help Zurich in the UK be recognised as an inclusive organisation; to remove any barriers that hinder this; and to promote equal opportunities for all so that employees, customers and other stakeholders, irrespective of ability, find Zurich to be a caring and understanding employer and insurer.

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Cultural Awareness Network

The Cultural Awareness Network (CAN) is committed to increasing our ethnic diversity through a strong focus on recruitment and retention as well as raising awareness of different cultures and customs. We want to better understand the needs of our customers and employees, and ultimately deliver more innovative, diverse services. CAN has established an annual Cultural Day and developed several guides to highlight different festivals and cultures.


Membership of external bodies

As members of the Business Disability Forum, the Employers Network for Equality & Inclusion, Stonewall, the Chartered Insurance Institute and Payroll Alliance, we have access to best practice information and professional advice and guidance on workplace issues.

We are signed up to the Disability Confident scheme which means that we guarantee to interview all disabled applicants who meet the minimum criteria for vacancies.

The Scope of our Diversity & Inclusion policy

Our Diversity & Inclusion Policy applies to all areas of our work. From our employees, job applicants, contractors, people employed through agencies to our distributors and supplier chains. It covers all aspects of employment and partnership work, including employee and agency recruitment, training, career development, performance management, promotion and pay and benefits.


Our Diversity & Inclusion Objectives

The key objectives are:

  • To encourage our people to develop their skills regardless of their gender, marital status, ethnic or national origin, nationality, race, religious belief, political opinion, spent convictions, disability, gender identity, sexual orientation, age, part-time working or any other non-job related consideration.

  • To appoint and promote people based only on merit.

  • To make sure all employees have equal opportunity to develop and progress within Zurich.
  • To make sure that no-one’s conditions of employment, contracting and pay discriminates against them.

  • To make any deliberate discriminatory action a serious disciplinary offence.

  • To comply with employment law relating to equal opportunities.

  • As part of our commitment to the Women in Finance Charter, we aspire to have 35% female representation in our senior management by 2020.

Workforce Statistics
2016 2015
Percentage of females employed
46.3% 45.7%
Female managers
36.7% 36.3%
Female executive members
40.7% 33%
Percentage of employees from and ethnic minority 4.0% 3.5% (self identifying)
Percentage of employees who disclose they have a disability
5.2% 1.2% (self identifying)
Percentage of employees who disclose they are gay, lesbian, bisexual or transgender
1.4% 1.1% (self identifying)

Diversity scope of reporting: UK payroll headcount includes permanent and fixed term contractors. Excludes non-executive directors, temps, agency, Endsleigh and Tennyson Insurance.

Female managers: Grade 4-6

Data source: HR data system. Apart from gender data, all information is based on employees completing self-declaration. As a result not all this information is 100% representative.

Female executive members: Grade 6-9


Enei award logo image Business Disability Forum award image IMAGE Disability confident accreditation Women in Finance logo