A good diversity and inclusion (DE&I) policy can look different for every company, depending on size, values, and what the employees want to see. To give you an idea of what you could include in your own DE&I initiatives, we’ve hand-picked our top five companies that are smashing their policies and values:
What we like: All round inclusivity (with proof!)
Aviva is the largest general insurer in the UK and has gained recognition for its diversity and inclusion policies and for good reason! Their initiatives support five focus areas, including unconscious bias training and an emphasis on capturing ethnicity data for continuous improvement.
They have set targets of increasing the number of women in leadership roles to 40% by 2024 and have increased female leadership to 37.3% in 2022, which we love to see!
What we like: Size doesn’t matter when it comes to DE&I
Despite being a smaller company, Monzo has gained attention for its strong diversity and inclusion policies. Monzo publishes diversity data, sets diversity targets, and provides training on unconscious bias. They actively work to address any pay gaps and ensure that their recruitment processes are fair and unbiased.
What is unique about Monzo is that their representation of staff who identify as gay, lesbian, bisexual, pansexual, asexual, queer, or who prefer to self-describe is around 21%, significantly above the UK census statistic of 3.3%.
What we like: Their initiatives are for everyone
Regardless of age, sexual identity, cultural background, or religion, E.ON ensures inclusivity in their workplace.
They are part of the LGBT+ and Friends network, with over 550 members from E.ON offices taking part. The aim of the network is to increase visibility and awareness of LBTQIA+ topics.
They also focus on supporting people from disadvantaged social backgrounds. For example, for young people who have not found an apprenticeship, E.ON offers an introductory qualification where they can develop key qualifications and soft skills.
What we like: Their concrete initiatives
LV= places an emphasis on having strong and visible DE&I initiatives. What makes them stand out to us is their support for employees of all ages, which is sometimes overlooked when we’re talking about inclusion. Their Gen-Love Network initiative aims to understand the challenges faced by employees at different stages of their lives and provide support for them.
Another standout policy of theirs is the Pride Network initiative, which ensures LBTQIA+ colleagues can be visible across the business, making sure that their voices will be heard and valued.
What we like: The proof is in the pudding
Admiral, which is based in South Wales, was named the 6th best large workplace in the UK by the Great Place to Work Institute, the global authority on workplace culture. Last year, it was also named the Best Big Company in the UK for Wellbeing.
So, what are they doing right? Their culture is based on four pillars: communication, reward, fun, and equality. They actively work to attract diverse talent through targeted recruitment efforts and partnerships with organisations that focus on underrepresented groups.
Let’s sum it up
DE&I will be different for every company. However, having your employees at the forefront of your initiatives is a surefire way to make your DE&I policies provide real benefit to your teams. Listen to what your employees are telling you, and action the initiatives that will support them best!
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