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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 the ambition to be a workplace that attracts, nurtures and retains a diverse range of talent and where all colleagues feel able to bring their whole selves to work. In addition to continuing commitments to flexible working, supporting the INvolve mentoring scheme for LGBTQ+ and Black, Asian and minority ethnic colleagues and tracking progress on inclusion work through the employee engagement survey, we commit to:

  • Achieving a 50/50 female to male split across the ABI’s senior management population by 31 December 2022
  • Using blind recruitment processes to mitigate against the risk of unconscious bias. The ABI will no longer shortlist candidates based on CVs. Longlists from recruitment agencies for senior management recruitment must have a 50/50 gender split
  • Implementing reverse mentoring for the Executive Team with junior colleagues from a range of backgrounds
  • Rolling out cultural awareness training
  • Launching a new ‘speak up’ policy so all colleagues understand expectations and know how to report any unacceptable behaviour

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