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

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

Find out about a key figure in Insurance in Part 3 of a 3 part series. 

Here are 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

Here are 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 ”

Here are some resources so you can go deeper:  

Huw Evans on Twitter

Association of British Insurers

ABI Diversity Hub


Check out these related episodes of the show.

Why Relying On a Generic Business Case For Diversity is an Inclusion Mistake

Why I Avoid Debates About Diversity and Inclusion

Whenever you’re ready, there are a few ways I can support your Inclusion Journey:

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