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Gender Inclusion | Race | Social Mobility | Age  | Disability & Neurodiversity  | LGBTQ+ |


The insurance and long-term savings industry touches almost every citizen in this country by protecting them and helping them invest for the future. This social purpose makes it crucial for the industry to fully reflect the communities we serve, including the LGBTQ+ community. We can only do this by fostering diversity of thought, background and experience in our leadership and our workforce.

Yvonne Braun, Director of Policy, Long Term Savings, Health & Protection, Executive Sponsor, Diversity & Inclusion at the Association of British Insurers 


The insurance and long-term savings industry is committed to championing LGBTQ+ inclusion and recognises that it is vital that colleagues feel confident to be their authentic selves at work.  

Understanding that gender and sexual orientation can be complex and deeply personal, we are committed to fostering an environment where everyone feels respected, valued, and seen for who they are within our industry. Alongside our Blueprint, on this page, we aim to provide you with a deeper insight into initiatives, resources and highlight good practices that contribute to a more inclusive future for all. 

  • Ensure that job postings and recruiting materials are inclusive and welcoming to LGBTQ+ individuals with use of gender-neutral language and imagery. 
  • Set targets to ensure a diverse group of candidates are interviewed for every role. 
  • Create opportunities for employees from all backgrounds to act as ambassadors for the industry to potential recruits. 
  • Read and consider circulating the CIPD’s guide aimed at helping people professionals, employers and people managers take a proactive approach to supporting transgender and non-binary people at work  
  • Support LGBTQ+ employees internally through mentoring, leadership programmes and networking opportunities, for instance: Outstanding and Link 
  • Consider partnering with organizations specialized in LGBTQ+ inclusion, such as Stonewall, Global butterflies and Trans in the City 
  • Collectively work to end the use of gendered and non-inclusive language (for example, removing this from policy documentation, regulatory rulebooks and handbooks) 
  • Ensure all colleagues understand how concerns and complaints will be acted upon, within a ‘speak up, listen up’ culture.
  • Make decision-making on DEI policies more representative by involving internal working groups, forums and networks that feature employees from all levels of seniority and experience. 
  • Create channels for employees to provide feedback on inclusion efforts and actively address concerns and suggestions. 
  • Read Stonewall’s guidance on capturing data on sexual orientation and gender identity globally. Encourage all employees to participate in data collections, ensuring they are given adequate time to complete any surveys. Ensure employees understand what the data will be used for and allow them to not answer any questions with which they are uncomfortable. 
  • Further enrich your understanding of inclusion in your organisation consistently by aiming to progress towards Level Three and Level Four of the Financial Services Skills Commission’s inclusion measurement guide.