Why The Insurance Industry Has Put Diversity & Inclusion Front And Centre [Interview with Huw Evans]

Huw Evans, Huw is the Director General of the Association of British Insurers (ABI).

This is the third of a 3 part series around the launch of ICAN, the Insurance Cultural Awareness Network.

——————–

Here’s some key messages from this episode:

– How the ABI can play a role in promoting diversity and inclusion in Insurance

– The need for intelligent debates and not witch hunts

– The opportunity to “take others with you

Play the episode for more

——————–

Here’s some key takeaways from this episode:

Placing Diversity Front & Centre

“I’ve seen significant growth of awareness of the issues, a significant growth in the appetitive to deal with them and an improvement in the data that’s needed to help make the argument”

Informing & Educating Others

“There are quite a chunk of people who aren’t hostile, at all, they just don’t know much, if you can take them with you, you’re converting quite a large chunk of people”

Diversity & Inclusion as a Business Imperative

“If we’re going to make long term and sustainable change, diversity and inclusion isn’t viewed a CSR, reputational nice to have, but viewed as essential to a company or a sector’s future prosperity and sustainability ”

Check out the episode to learn more

——————–

In every episode you will find:

– A specific question for you to answer

– A challenge for you to consider

– An action for you to take

Did you find them in this episode?

Putting these together makes all the difference.

——————–

Here’s some resources so you can go deeper:

Huw Evans on Twitter

Association of British Insurers

ABI Diversity Hub

ICAN

Use this for your own development

——————–

If you liked this show you will love our newsletter

Get 1 actionable insight in your inbox every Wednesday afternoon

You also get free access to the Element of Inclusion Book Club

Sign Up Here to get started 

——————–

We believe in the importance of sharing.

Share this episode with a friend who can benefit from what you’re learning here.

Check out these related episodes of the show.

How Staff Networks Create Value Through Inclusive Collaboration [Interview with Ajay Mistry]

How Your Inclusive Journey Can Boost Your Career [Interview with Rose St Louis]

Make sure you subscribe so you don’t miss any episodes.

——————–

Follow Dr. Jonathan to get Evidence Based Inclusion Insights  7 days a week

Linkedin 

Twitter 

——————–

Got an idea for an episode of the show?

We love requests and ideas from regular members of our audience

Get in touch with Dr. Jonathan via Linkedin 

He would love to hear from you

——————–

The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences