TOP 25 D&I INITIATIVES: 21–25
21. Domestic Abuse Support Programme: Crawford & Company
The claims management and outsourcing solutions provider launched its Domestic Abuse Support Programme (DASP) for employees in the UK in February 2022, and at the same time introduced a domestic abuse policy for the UK and Ireland.
There is growing evidence that the COVID-19 lockdowns led to an increase in domestic abuse. Crawford highlighted figures from the UK’s Office of National Statistics that showed that cases recorded as domestic-abuse-related crimes by the police had increased 6 percent year-on-year to the year ending March 2021.
The firm recognised that its employees will be among those affected by domestic abuse and said that its DASP and related policy is designed to offer support to those impacted with a range of services including counselling and financial help for legal support.
Under the programme, appointed colleagues at work will act as a confidential first point of contact. Access to counselling is then available through the company’s Employee Assistance Programme.
The firm is working to raise awareness of domestic abuse to break down the silence that surrounds the issue. It offers line managers training to improve how they handle sensitive issues and help their employees get support as quickly as possible.
“Appointed colleagues at work will act as a confidential first point of contact.”
22. SHE: Beazley
The SHE network, which broadly stands for “successful, high potential, empowered women in insurance”, is an internal and external network set up by the insurer and championed by US-based Lou Ann Layton, the firm’s global head of broker relations and marketing.
The aim is simple: to promote successful, high potential, empowered women in insurance. This means supporting women internally at Beazley and outside the firm in the wider insurance industry by providing opportunities for their personal and professional development.
The emphasis on its being an external and internal network is important because it combines supporting women to achieve their career aspirations within Beazley with boosting the insurer’s brand externally as a great place for women to work in the industry.
One of the initiative’s many goals is to increase the number of women in leadership roles and on management teams throughout Beazley, as well as promoting the skills of women across insurance.
“This means supporting women internally at Beazley.”
23. RGA Diversity, Equity, And Inclusion Podcast: Reinsurance Group of America
Reinsurance Group of America (RGA) launched its diversity, equity, and inclusion (DEI) podcast in 2021 to highlight important DEI issues, showcase the work RGS is doing, and to help build a culture of inclusion at the company.
The monthly podcast focuses on sharing the many diverse voices of RGA employees, as well as periodic external guests speaking in partnership or on a special topic.
Discussions have covered improving connections with the disability community, celebrating Hispanic American heritage, ways of partnering to reach the indigenous community, overcoming diversity barriers, which was held on Nelson Mandela Day (July 18), and supporting RGA’s LGBTQ+ community through employee resource groups.
“The monthly podcast focuses on sharing the many diverse voices of RGA employees.”
24. RGA Communities of Care: Reinsurance Group of America
RGA created Communities of Care as part of its employee care strategy in response to the COVID-19 pandemic. The programme was designed to bring together employees facing similar challenges during the pandemic to share their experiences. Each community is a platform for employees to support one another and to provide a safe place to discuss personal issues and lessons learned.
The scheme focuses on supporting groups such as caregivers for elderly or ill family members, employees who live alone, parents with babies, toddlers and pre-schoolers, parents of young schoolchildren, parents with “tweens” (between ages eight and 12) and teenagers, and new employees hired during the pandemic.
“The scheme focuses on supporting groups such as caregivers.”
25. GammaSAID: Gamma Iota Sigma
GammaSAID (Solutions for Authenticity, Inclusion, and Diversity) is Gamma Iota Sigma’s (GIS) student-centred DEI strategy. It was created by the dedicated North American talent network GIS, which is working to build a collegiate talent pipeline for the insurance industry. GIS has a network of more than 5,000 students at 97 colleges and universities across North America.
GammaSAID’s main aim is to drive long-term D&I talent pool growth, boost diversity in the industry and encourage people from diverse backgrounds to build careers in the insurance industry. The initiative engages students and industry stakeholders in its call to boost authenticity, inclusion, and diversity in the industry through the development of resources, forums, and actionable solutions.
GammaSAID runs an event called Unique Week which brings students and GIS state groups, called chapters, together to participate in social media D&I campaigns, join virtual events and activities on their university campuses, and to engage in thoughtful debate and promote understanding.
The GammaSAID Industry Council comprises DEI champions and executives from the insurance industry who provide strategic guidance. Its members include senior people from Nationwide Mutual Insurance, Travelers Insurance and ISO, Verisk. The Student Council counts members from Howard University, Georgia State University and University of Louisiana among its members.
“GammaSAID’s main aim is to drive long-term D&I talent pool growth.”
