14 \\\\\ DIVE IN FESTIVAL
How far have we
come, and how far
can we go?
The Dive In Festival has been a catalyst for positive change by giving the insurance
industry the tools, inspiration and advice for best practice in inclusive workplace
cultures, says Pauline Miller, head of talent development and inclusion at Lloyd’s,
who is the central coordinator of the Dive In Festival.
his year has been significant for diversity and inclusion
(D&I) in the insurance sector for a number of reasons—
many inspiring, but others undoubtedly challenging. The
market has been faced with tackling big challenges, such
T
as those the media shone a light on earlier this year showing instances
of harassment and bullying that had gone unchecked.
Results of the recent culture survey by Lloyd’s of London were
uncomfortable for many and highlighted the need to create safe
environments in which concerns can be raised and where those raising
them feel listened to. Behind the headlines, however, there is a real
determination to make concrete changes and plenty to be proud of.
At the heart of the positive action is the Dive In Festival, the
festival for D&I in insurance. Founded by Inclusion@Lloyd’s, the
group that provides D&I strategy and governance across the Lloyd’s
market, its mission is to enable people to achieve their potential by
raising awareness of the business case and promoting positive action
for diversity.
Despite its traditional reputation, the insurance industry was the
first to introduce a sector-wide D&I movement, asking companies
across the sector to come together to create a positive impact on
workplace culture.
Despite the nervousness that Inclusion@Lloyd’s might have had
about a D&I festival, the first of its kind for insurance, the Dive In
Festival has grown exponentially since its inception. The festival has
reached global heights with events taking place in over 60 cities across
32 countries, attracting more than 10,000 people. The festival has
proved itself to be a catalyst for change in the industry by giving the
insurance industry the tools, inspiration and advice for best practice
in inclusive workplace cultures.
MAKING WAVES
This year we celebrated Dive In’s five-year milestone which gave us
cause to reflect on the progress made and the impact we have made.
An onlooker would note the festival’s biggest triumph as the global
footprint it has made. International markets all around the world
have adopted the Dive In Festival, breaking new ground in countries
where D&I may not have always been in their DNA.
Events in Riyadh and Amman explored female empowerment in
a male-dominated industry, while events in Johannesburg and Lagos
this year explored the business case for D&I.
Powerful personal stories at the Dive In Festival have made it easier
to normalise discussions about issues such as gender equality, family
care responsibilities and mental wellbeing at work. These discussions
have prompted organisations to implement initiatives and policies
designed to create a more inclusive workplace culture.
Aon, for example, has pioneered a flexible and agile working
scheme and Aviva has implemented a brilliant initiative to support
employees receiving fertility treatment. At Lloyd’s we have introduced
a family-friendly policy allowing anyone starting a family—whether
through natural means, adoption, or surrogacy—maternal or paternal
six months full paid leave with four weeks phased return to help
employees back into work. Creating workplaces that are flexible
around employees’ needs and wellbeing has become a priority for
organisations within the sector.
THE POWER OF THE GRASSROOTS
When I reflect on the changes in D&I in the industry, I can see that
it is the people involved at the grassroots level through employee
resource groups and active organisations who are the most effective.
The whole is greater than the sum of its parts.
Inclusion@Lloyd’s supports six cross-market grassroots employee
resource groups—partner networks—that focus on specific D&I needs:
the Gender Inclusion Network (GIN), LGBT Insurance Network
(Link), Insurance Cultural Awareness Network (iCAN), Insurance
Families Network (IFN), Insurance Disability, Ability and Wellbeing
Network (iDAWN), and Next Generation Insurance Network (NGIN)
are all pressing for improvement across a range of D&I topics and
working together to make change happen.
Diversity and Inclusion Report 2019 www.intelligentinsurer.com