Looking Forward

Focus areas for 2018 and beyond

Ongoing priorities and next steps

The greater sense of urgency found in our research is a positive sign of momentum that we must encourage if we are to make faster progress on the issues highlighted, working towards better diversity and inclusion across the insurance industry.

Following the introduction of Gender Pay Gap we will see an increased focus on programmes and initiatives to support and develop the representation of women at the senior level. Following that, we expect a greater call for transparent reporting in other areas such as ethnicity and sexuality.

There’s still more work to do to achieve our long-term objectives and to get there faster we must continue to collaborate, sharing best practice and learnings. Inclusion@Lloyd’s will continue engaging our senior leaders in the D&I agenda, using feedback from the market to inform the expansion of our existing tools and resources such as the 5 Steps Guide. With these tools we will ensure our charter signatories can self-assess their progress and measure the efforts within their own organisations.

Collaboration will remain highly important, from the LMG’s Diversity in Action Showcase throughout 2018, formally supporting cross-market ERGs, to the annual Dive In Festival in September now commissioned for a further two years.

Already, two new networks will launch this year: Insurance Families and the Disability and Mental Health Network for Insurance. It’s encouraging to see further collaboration in these areas, particularly against the backdrop of a continued focus on mental health and following the popularity of our opening Dive In event in London last year. We will continue supporting the industry on working towards inclusive cultures and create tools and resources to respond adequately to requests made to challenge norms and internal behaviours.

We’d like to thank everyone involved in producing this year’s report and look forward to our engagements over the next year.

“In just three years of commissioning our research I’m delighted to see progress in key areas across our respondent organisations. 2018 looks to be a pivotal moment for the insurance sector; more chief execs and senior leaders supporting their organisations through D&I programmes; the continued global growth of the Dive In Festival and its commission for a further two years; and further collaboration across industry network groups. But from my own perspective, awareness alone will not lead to change, achieving a more diverse and inclusive workplace is a long term game, one that can only be achieved by embedding concrete actions on diversity and inclusion into the DNA of how we attract, develop and retain talent.”

Pauline Miller, Head of Talent Development and Inclusion at Lloyd’s

Dive In 2018