Diversity & Inclusion

Diversity & Inclusion at BIBA

The world of insurance is varied and exciting a reflection of the many different customer communities and the society that the industry serves.  At BIBA we want to help our members attract, employ and retain talent in order to be able to thrive and serve their customers well.  That broking talent must reflect the make-up of society in all its diversity.  The industry needs varied life experiences – race, social background, sexual orientation, age, religious, educational to list but a few areas – and to be able to show that it is inclusive and tolerant of those differences.

BIBA is committed to advancing the discussion on diversity and inclusion and to bringing about positive change among our membership, suppliers and the wider insurance sector.  Achieving a balanced workforce is good for everyone.

BIBA has committed to embedding an inclusive, collaborative culture among colleagues within the association and to actively seek diverse representation within BIBA’s governance structure and on our member committees.  We want to live and breathe D&I creating an inclusive workplace where everyone feels valued, respected and able to contribute to the success of the association as well as keen to help disseminate that culture out into our membership and the wider insurance sector.

Research has proven time and time again that D&I leads to better business results aiding decision making, long-term thinking, innovation and competitive advantage.  BIBA’s aim is to help our members and the wider industry to realise the value and potential of diversity and inclusion and to develop plans to promote all forms of diversity and inclusion. by providing context, content and the tools to do so.

BIBA exerting an explicit and sustained focus on D&I will result in increased productivity, innovation and will reflect the needs of our customers and society.

Supporting D&I

BIBA's Equal Opportunities Policy

BIBA is an Equal Opportunities employer, and does not permit unlawful discrimination of any kind against any person on the grounds of:

• Age
• Race (including colour, nationality, ethnic or national origin)
• Sex
• Gender reassignment
• Sexual orientation
• Marital or civil partner status
• Disability
• Religion or belief
• Pregnancy or maternity

You can read BIBA’s full EO policy here.

 

Women in Finance Charter

BIBA became a signatory of the Women in Finance Charter in 2018.  This Government- initiative, led by HM Treasury, is designed to build a more gender balanced and fair financial services industry.  HM Treasury and signatory firms have committed to work together to recognise diversity in the sector, increase the progression of women into senior roles and requires public reporting by those organisations involved.

BIBA as a signatory to the Charter has pledged to promote gender diversity by:

  • having one member of our senior executive team who is responsible and accountable for gender diversity and inclusion;
  • setting internal targets for gender diversity in our senior management;
  • publishing progress annually against these targets in reports on our website;
  • having an intention to ensure the pay of the senior executive team is linked to delivery against these internal targets on gender diversity.

Read more about BIBA’s pledge here and HM Treasury’s guidance on the Charter here.

Read the 2019 Signatories Survey here.

Inclusive Behaviours Pledge

The Inclusive Behaviours Pledge is an industry-wide initiative designed to change unevolved behaviours and create a more inclusive work environment across the insurance sector. BIBA’s CEO, Steve White, signed this pledge in 2018, and at the time said: “Insurance broking is much richer for having a diverse range of people employed in it. The Pledge addresses discrimination and signatories agree to promote behaviours that encourage inclusivity and eliminate discrimination.  Our commitment to the Pledge reflects our Manifesto commitment to support diversity of all kinds and to promote equal opportunities.”

We encourage signing the Pledge and you can do so here.

[email protected]'s

BIBA is an official supporter of the [email protected]’s initiative to promote diversity and inclusion in the Lloyd’s & London market.  The mission of [email protected]’s is to help build more inclusive workplace cultures across insurance. The initiative measures regularly to know how signatories are doing against that mission statement and provides practical support in the form of guides and other resources for people at different stages of their journey.

Insuring Women's Futures

BIBA has signed up to Insuring Women’s Futures which is a CII-established programme aimed at promoting and enhancing the insurance and financial planning profession’s role in relation to women and risk.  BIBA staff are ambassadors of the programme and actively involved in the workstreams currently developing a future blueprint of activity for the programme. Find out more here.

The moments that matter.

Insurance Supper Club

BIBA is an associate member of the Insurance Supper Club (ISC) and is working with the organisation to help take it into the regions of the UK.  The ISC is made up of more than 500 international senior female executives and non-executives in insurance, and other related financial services, and provides a platform to meet, share views and debate pressing business issues globally, including how to get a more rapid culture change within the industry and in doing so promote the inclusion of women at all levels.  More information can be found here.

HeForShe

The HeForShe solidarity movement for gender equality was created by UN Women, the United Nations entity for gender equality and the empowerment of women.  HeForShe invites people the world over to stand together as equal partners to create a shared vision of a gender equal world and implement specific, locally relevant solutions for the good of all.

Supporting HeForShe was a BIBA Manifesto Commitment

BIBA members and D&I

BIBA’s members are a diverse group and they are all at different stages of their D&I journey.  We want to share your work in this area with other members as it could prove an inspiration to them. If you would like to see your work featured here please send it to Vannessa Young

Useful information to help you with D&I

Organisations that can help

Acas

Acas (the Advisory, Conciliation and Arbitration Service) provides free and impartial information and advice to employers and employees on all aspects of workplace relations and employment law.

Acas advice on equality

Business in the Community

Prince’s Responsible Business Network: a business-led membership organisation for organisations which want to publicly demonstrate commitment to acting responsibly and investing in building a better society.

https://www.bitc.org.uk

Chartered Institute of Personnel and Development (CIPD)

The professional body for experts in people at work.  The organisation champions better working and working lives by setting professional standards for HR and people development, as well as driving positive change in the world of work.

https://www.cipd.co.uk

Equally Ours

Equally Ours (previously the Equality and Diversity Forum) is a UK charity that brings together people and organisations working across equality, human rights and social justice to make a reality of these in everyone’s lives. https://www.equallyours.org.uk/

Stonewall

https://www.stonewall.org.uk

 

Insurance based support

There are some groups that specifically offer support to the insurance sector. These include:

Link

Link, the LGBT Insurance Network, is a network of LGBT+ insurance professionals and allies who are working to improve diversity and inclusion in the insurance industry.

https://www.lgbtinsurancenetwork.co.uk

The Gender Inclusion Network for Insurance (GIN)

GIN The Gender Inclusion Network for Insurance was formed in 2015 by a group of likeminded women from across the insurance industry.  Membership of GIN is open to both women and men across the insurance industry who want to take positive action to improve the gender balance within the industry.

https://www.genderinclusionnetwork.co.uk/

iCAN

iCAN stands for Insurance Cultural Awareness Network which is the industry-wide independent network that supports multicultural inclusion across the insurance sector.  The mission of iCAN is to ‘promote multicultural inclusion and progression, engage with allies, and celebrate the benefits of inclusion and diversity in the insurance sector.’

https://www.i-can.me/ican/

 

The Chartered Insurance Institute

As the professional body for insurance and financial planning the Chartered Insurance Institute (CII) works to promote ethical business and professional practices among people engaged or working in the insurance and financial advice professions. The CII has produced D&I guiding principles for key stakeholders which provides a useful overview on which a D&I proposition can be built.

Equality and Diversity – Promoting good practice
The CII has also produced some good practice tips which can be read here.

The CII-established programme Insuring Women’s futures is aimed at promoting and enhancing the insurance and financial planning profession’s role in relation to women and risk. BIBA staff are ambassadors of the programme and actively involved in the workstreams currently developing a future blueprint of activity for the programme. Find out more about the programme here.

Government bodies

Government Equalities Office

The Government Equalities Office aims to improve equality and reducing discrimination and disadvantage for all in the UK; improving people’s life chances at work, and in public and political life.  It leads work on policy relating to women, sexual orientation and transgender equality.  It is responsible for a range of equalities legislation, most notably the Equality Act 2010.

Gender Pay Gap

Employers in Great Britain with more than 250 staff have been required by law from 6 April 2017 to publish the following four types of figures annually on their own website and on a government website:

  • Gender pay gap (mean and median averages)
  • Gender bonus gap (mean and median averages)
  • Proportion of men and women receiving bonuses
  • Proportion of men and women in each quartile of the organisation’s pay structure

To help employers, the Government Equalities Office and Acas, have produced guidance on managing gender pay reporting in the private and voluntary sectors.

Women’s Business Council

The Women’s Business Council was established in 2012 to advise on how women’s contribution to growth could be optimised. They report to the Minister for Women and Equalities and are supported in their work by the Government Equalities Office.

The Equality and Human Rights Commission

The Equality and Human Rights Commission (EHRC) is Great Britain’s national equality body and its role is to safeguard and enforce the laws that protect people’s rights to fairness, dignity and respect.

The EHRC has published extensive guidance to help employers, workers, service providers, service users and education providers understand the Equality Act 2010.