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The ABI's Inclusion Strategy

The ABI launched its internal Inclusion Strategy in 2018 and updated it further in 2020.

The ABI's Inclusion Strategy

Our internal inclusion strategy sets out our ambition to be a workplace that attracts, nurtures and retains a diverse range of talent and where all colleagues feel able to be open about all aspects of their life without fear of judgement or prejudice. It is made up of three pillars:

Inclusive recruitment
Inclusive development and progression
Inclusive workplace culture.

We have an employee-led Inclusion Group, which supports this strategy by developing a range of activities and events that increase inclusion at the ABI. Its mission statement is: 

At the ABI, we feel empowered to bring our whole self to work without fear of judgement, and to embrace all our differences as every voice matters

As part of our strategy, we are committed to collecting voluntary data from colleagues to understand the make-up of our organisation, where our successes are in terms of inclusion, and the areas we need to place focus on. The September 2021 aggregated results can be viewed here

A selection of our work on inclusion includes:

Inclusive recruitment
  • Using blind recruitment processes to mitigate against the risk of unconscious bias
  • Not shortlisting candidates based on CVs.
  • Longlists from recruitment agencies for senior management recruitment having a 50/50 gender split.
  • Advertising our jobs, wherever possible, as open to part-time, job share and flexible working.
  • Working with organisations and job sites specialising on diversity to promote our roles.
  • Offering paid internships (directly and through the Social Mobility Foundation) for people who are new to the industry and not requiring any previous work experience or minimum education level for such roles.
  • As a Disability Confident employer, endeavouring to offer an interview to disabled candidates who meet the minimum requirements for a role.
Inclusive development and progression
  • Aiming to achieve a 50/50 female to male split across the ABI’s senior management population by 31 December 2022. As of 1st September 2021, we are delighted we have met this target ahead of schedule.
  • Working with the INvolve mentoring scheme to support LGBTQ+ and Ethnic Minority colleagues’
  • We are signatories of the Business in the Community, Women in Finance and Race at Work Charters, as well as supporting our own Making Flexible Work
  • We have an in-house mentoring scheme to support colleagues’ development.
  • Collaborating with the Insurance Supper Club to provide membership and women’s mentoring events.
Inclusive workplace culture
  • Launched a ‘Speak Up’ policy (to replace our existing Whistleblowing Policy), a refreshed Diversity & Inclusion policy, and provided training so all colleagues understand our expectations and know how to report any unacceptable behaviour.
  • Implemented a Carer’s Leave policy for colleagues, granting additional paid leave for caring duties.
  • We conduct yearly engagement surveys and regular wellbeing surveys to gain feedback from colleagues.
  • Entered a new hybrid way of working to give colleagues greater flexibility over how and where they work.
  • Have trained Mental Health First Aiders and provide an Employee Assistance Programme and access to GP services.
  • Provide a range of family friendly policies and external coaching and support for parents.
  • In addition to our Inclusion Group, we run various internal groups to support a positive workplace culture, including Sports & Social, Health & Wellbeing and ABI Values.

Our work on inclusion is ever evolving and we review and add to our initiatives in line with the results of our internal diversity and inclusion data collection.