Should insurance firms focus on diversity and inclusion?

85% of employees across Britain’s insurance industry say working somewhere with a diverse workforce is an important factor for their happiness at work, but 36% think diversity seems like less of a priority in the workplace currently, according to our recent report.

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The same report also uncovered that almost half (47%) think diversity should be more of a priority in the workplace currently, with 46% admitting their employer could do more, and 40% saying their employer makes token gestures that feel surface level when it comes to diversity and inclusion.

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Diversity and inclusion have long been key factors for ensuring a positive and happy work environment, however the events of recent months, such as the resurgence of the Black Lives Matter movement, have resulted in these climbing up the agenda of many employers.

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Employees are calling for their employers to focus on recruiting people from more diverse backgrounds, while providing training to the workforce on diversity and inclusion, confirming action really does need to be taken.

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If organisations want to create a happy work environment then they should take heed, as most employees confirmed working somewhere with a diverse workforce was an important factor to their happiness at work.

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The research found that fostering a diverse workforce representative of reality is a key factor for creating a positive culture and a key component for most employees’ happiness at work. With many calling for more to be done when it comes to ensuring that not only do under-represented groups have a presence in businesses, but also a seat at the table and a voice, there are various factors organisations should be keeping front on mind whilst planning for the future.

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On fostering a diverse workforce, representative of reality, the research revealed that:

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• 85% of employees in insurance said working at a company with a strong ethical background was important to them, with 92% stating that working at a company with a good reputation for treating employees fairly was integral to their happiness at work
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• Almost one-quarter (22%) said their employer could improve workplace culture by recruiting more people from BAME backgrounds, while 19%said by providing training to the workforce on diversity and inclusion
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• 11% said their employer could improve its culture and be more inclusive by recruiting more people from LGBTQ+ (Lesbian, Gay, Bisexual, Transgender and Queer) backgrounds
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• 16% said their employer could improve its culture by recruiting more people of varying abilities, while 18% said by recruiting a better gender balance
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• Almost one-fifth (19%) said their employer could improve its culture by recruiting people of different religions/faiths
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• Almost one-fifth (19%) said their employer should prioritise the promotion of people from minority and marginalised backgrounds to improve its workplace culture

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To create an empowering culture for all employees, it’s absolutely essential for organisations to be diverse, inclusive and showcase true representation across all levels of the business. Not only do recruitment processes need to be inclusive, but promotion opportunities too, and employees from marginalised backgrounds need to be supported through their career, as well as other employees.

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We firmly believe this is an incredibly important conversation to have and the insights uncovered in our research solidify that we’re not alone in believing more action needs to be taken by those at the top. It’s a shift that won’t happen overnight, but there needs to be clear intent from employers to keep diversity and inclusion at the top of their agenda.

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