TOP 25 D&I INITIATIVES: 11–15
11. Entrepreneurship Programme: Swiss Re
The Swiss Re Academies are a one-week intensive programme staffed by Swiss Re employee volunteers where participants are educated on three crucial topics:
- The Start Up Academy offers the entrepreneurial skills needed to start a small businesses.
- The Corporate Career Academy offers the professional skills to apply successfully for jobs.
- The Entrepreneurship Academy offers the skills for entrepreneurs to grow or scale their small businesses.
After the courses, the volunteers help participants stay focused on their learnings through remote mentoring. Together with Aiducation, the Swiss Re Foundation has launched the Start Up Fund, which allows Swiss Re staff as well as external parties to donate directly to an Aiducation-administered fund that invests in Kenyan startup projects.
Up to six Swiss Re Academies of 40 to 50 students each have been run every year since 2014. In the academies, students develop business plans for their startups, and many later put their business ideas into practice. As of 2020, 22 such startups had been funded by the Swiss Re Startup Fund, a few of which are already operating successfully.
“The volunteers help participants stay focused on their learnings.”
12. I’m In: Aon
Aon encourages its leaders and colleagues to pledge “I’m in”, and this inclusion commitment gives everyone the opportunity to demonstrate their personal dedication to an inclusive culture, while visibly identifying their allyship to others.
The organisation believes that whether related to accessibility, gender, ethnicity, age or sexual orientation, it’s important to find intentional ways to grow in understanding and support of others.
Aon’s commitment to fostering inclusiveness is rooted in identifying the organisation as a visible and voluntary ally, which is vital amid the current challenges, as it signifies an environment where all colleagues feel supported to bring their whole selves to work.
“It’s important to find intentional ways to grow in understanding.”
13. Courageous Conversation Circles: The Hartford
Since 2018, The Hartford has been encouraging its employees to have conversations that help it grow through its Courageous Conversation Circles initiative.
It’s just one of many inclusive cultural practices that the company has embraced and employees at all levels are benefiting from these ongoing discussions around a variety of topics including race/ethnicity, age, gender, disability, military status and mental health.
“Employees at all levels are benefiting from these ongoing discussions.”
14. Military and Veterans & Allies Diversity Network: Travelers
In 2013, Travelers launched the Military and Veterans & Allies Diversity Network, an employee resource group focused on building awareness of veterans’ skills and experiences.
Based on the understanding that the transition into a civilian career is not an easy one, the network provides camaraderie and resources needed to ensure success. It has now grown to more than 3,100 members.
“The network provides camaraderie and resources.”
15. Employee Resource Groups: Progressive
Insurer Progressive has created a number of programmes to provoke substantive conversations. Its Courage at Our Core and Dare to Disagree workshops, along with the Courageous Conversations and D&I Speakers Bureau events, bring colleagues together to tackle challenging topics such as bias, racism, and equity.
These conversations reinforce a commitment to an open environment where colleagues are encouraged to share their opinions and perspectives.
“Colleagues are encouraged to share their opinions.”
