Celebrating voices of equality on International Women’s Day 2024
1. How does our company break barriers for underrepresented groups in technology and insurance?
At our company, breaking barriers for underrepresented groups in the insurance industry is not just a goal but a fundamental commitment ingrained in our culture. Our leadership team serves as positive role models, actively promoting diversity and inclusion in every aspect of our operations. Regular communication of progression opportunities and clear competencies outlined in our talent pathway ensures that all employees have a roadmap for advancement regardless of background. Moreover, our dedication to equal opportunities extends to learning and development programs, where every team member has equitable access to opportunities for growth and skill enhancement. In the traditionally male-dominated London market insurance industry, we recognise the importance of fostering greater gender diversity, and we are proud to be part of the considerable movement towards a more inclusive and balanced sector.
2. How do you and other individuals within the organisation may contribute to inclusivity, by considering the initiatives currently in place?
Within the organisation, my colleagues and I contribute significantly to fostering inclusivity through the established initiatives. We achieved notable milestones that underscore our commitment to excellence and employee representation. Our recognition as the ‘Rising Star Company of the Year’ is a testament to our dedication to cultivating a diverse and supportive workplace, specifically supporting the female talent pipeline. Additionally, attaining the ‘Investor in People’ accreditation reflects our commitment to employee development and creating an environment where every team member can thrive. Being featured in the Sunday Times ‘Best Places to Work for Small Company’ further solidifies our positive workplace culture and commitment to inclusivity. Our commitment to our people is at the core of all these achievements, offering fulfilling careers. From leadership initiatives to mentorship programs, we continuously strive to contribute to an environment that encourages innovation, representation, and collaboration, reflecting our emphasis on inclusivity throughout our operations.
3. Why is representation important in our organisation – and how do personal experiences and backgrounds enrich our organisational culture and drive innovation?
I was raised in London, which is very multicultural, but when I entered the insurance industry, I didn’t see many women represented in senior-level roles. So, for us at r10, representation is paramount. Inclusion and representation are not a calculated choice for us. It’s an absolute given and a non-negotiable.
Lauren O’Donoghue, Head of Talent Operations
1. How does our organisation create a workplace embodying and inspiring inclusion?
At r10, we have an inclusive environment where diverse voices are not only heard, but valued. I believe that this has been pivotal in enabling us, as women in insurance, to reach our full potential. Organisations need proactive initiatives, from mentorship programs to clear development opportunities, like our Talent Pathway that we created for all employees, setting clear, tangible objectives to help us move towards success. All of our employees’ achievements, big and small, are championed. We are long-standing adopters of flexible work arrangements, and are merited on our results. Our company doesn’t use blanket decisions; instead, they look at each situation on a case-by-case basis to accommodate individual needs and create an environment that allows us to reach our full potential.
2. To enhance the creation of a workplace embodying true gender equality, what steps can our organisation take?
To foster genuine gender equality in our workplace, we must continue to ensure equal opportunities for professional growth, and actively promote a diverse leadership pipeline. Regular ongoing training, like our unconscious bias workshops and additional diversity and inclusion initiatives, will create awareness and promote a more inclusive culture. We must consistently evaluate and adjust policies based on feedback to ensure that the progress toward achieving true gender equality is ongoing.
3. Why is representation important in our organisation – and how do personal experiences and backgrounds enrich our organisational culture and drive innovation?
We have significant female representation in our organisation, which has inspired many of our female professionals, including myself, to progress in various ways and show what’s possible. Highlighting female success stories is crucial. When women share their personal experiences and backgrounds in a field traditionally dominated by men, it fosters confidence and a sense of belonging. Everyone is different;, everyone brings different ideas and approaches to solutions. Seeing other women excel and show what’s possible empowers women and contributes significantly to their professional growth.
4. If you were to advise individuals starting their careers now about gender equality and inclusivity in the context of our organisation and industry, what would you tell them?
In the dynamic world of insurance, women aspiring for leadership roles should embrace continuous learning, build a robust professional network, and leverage mentorship to provide a structured support system offering guidance, insights and opportunities for skills development. We are progressing in the diversity space of insurance, however, we still have a way to go. In this ever-evolving sector, do not be afraid to ask questions. Take yourself outside of your comfort zone, showcase your unique skills and perspectives wherever possible, and don’t be thrown off in instances where you may be the only woman in the room. Embrace it; creativity and resilience are what will set you apart.
Arun Khanna, Talent Operations Consultant
1. How does our organisation create a workplace embodying and inspiring inclusion?
Regardless of your background, age, origins, gender, sexual orientation, identity or ability, the company values and respects you for being you. We build an inclusive culture where you can bring your whole self to work. For example, all have a voice and can share their thoughts and opinions openly regardless of hierarchy and subject matter. We ensure that by organising team activities, we all get to know each other beyond work and feel more included. Also, we all have equal access to resources to improve individual skill sets or hit company objectives. This helps us drive better decision-making, stimulate innovation, increase organisational agility and strengthen resilience to disruption.
2. How do you and other individuals within the organisation may contribute to inclusivity, by considering the initiatives currently in place?
I contribute by dedicating time, inside and outside of working hours, to understanding my colleagues’ motivations, ambitions, background etc. I’ve also shared about my religious celebrations and was allowed to write a LinkedIn post sharing my views and explaining what the celebration meant. The whole company encourage me to do this, but my manager Lauren O’Donoghue, Jo Flint and Georgina Christou inspire me to continue being myself and sharing my views.
3. Why is representation important in our organisation – and how do personal experiences and backgrounds enrich our organisational culture and drive innovation?
A varied representation is needed in all walks of life; I feel it’s the same in the workplace. For example, your favourite food or clothes might come from a different country or be influenced by another culture. Cultural differences can be found everywhere, and the same applies to your workforce. Fostering different representation can lead to creativity and innovation, resulting in business growth and success. The mixture of experiences and backgrounds will result in new market opportunities and, in turn, create new business opportunities.
4. To enhance the creation of a workplace embodying true gender equality, what steps can our organisation take?
Ensuring inclusive language across all communications, particularly in our job ads, can help us attract diverse candidates further. Next, continue our work on salary transparency and reviews to ensure everyone gets paid fairly and merely on their skills. It’s also good to further promote our support for a good balance between work and personal life on our social channels, showcasing our company culture. Lastl y, we can encourage mentorship between employees and seniors of the opposite gender, promoting diverse connections and learning from each other. These steps will help create a workplace where everyone feels valued and has equal opportunities.
Sam Kelly, Delivery Manager
1. How do you and other individuals within the organisation may contribute to inclusivity, by considering the initiatives currently in place?
I contribute to inclusivity within our organisation by actively participating in mentorship programs to support junior resources, recognising talent based on merit rather than biases, and encouraging junior resources to join insurance and technology fields through guidance and support.
2. Why is representation important in our organisation – and how do personal experiences and backgrounds enrich our organisational culture and drive innovation?
Representation is crucial in our organisation and any organisation because it ensures that all voices are heard, viewpoints are considered, and decisions reflect our workforce and stakeholders. It raises inclusivity, promotes a sense of belonging, and enhances innovation and creativity by drawing from a variety of experiences and backgrounds. Personal experiences and backgrounds supplement organisational culture and drive innovation by bringing diverse perspectives, fostering creativity, improve decision-making, enhancing employee engagement, and providing valuable market insights across any of the areas in which we work.
3. If you were to advise individuals starting their careers now about gender equality and inclusivity in the context of our organisation and industry, what would you tell them?
I would advise individuals starting their careers now to actively respect any individual they work with within the organisation and industry by educating themselves, being open to others’ views, seeking mentorship, leading by example, staying informed, networking with like-minded individuals, and continuously evolving and improving. Everyone starts from somewhere, it’s what we do with it that counts!
Georgina Christou, Marketing Operations Executive
1. How do you and other individuals within the organisation contribute to inclusivity, considering the initiatives currently in place?
In our organisation, inclusivity is fostered through a variety of initiatives. Personally, I actively participate in diversity and inclusion by engaging in open conversations to learn from different perspectives and ensure that my interactions contribute to a welcoming environment. Additionally, supporting and championing existing initiatives, such as mentorship programs or employee groups, helps strengthen the inclusive culture within the organisation. I find inspiration in the dedication of colleagues who lead these initiatives, fostering an environment where every individual feels valued and heard.
2. Why is representation important in our organisation – and how do personal experiences and backgrounds enrich our organisational culture and drive innovation?
Representation in our organisation is crucial because it mirrors our diverse world. Having a workforce that reflects various backgrounds and experiences fosters creativity and innovation. Diverse perspectives bring many ideas and approaches, leading to more robust problem-solving and decision-making. Personal experiences shape unique viewpoints, contributing to a dynamic organisational culture that is inclusive and propels innovation forward. In celebrating International Women’s Day, we acknowledge the invaluable contributions of women, recognising that their diverse experiences are fundamental to our success.
3. If you were to advise individuals starting their careers now about gender equality and inclusivity in the context of our organisation and industry, what would you tell them?
To individuals starting their careers, I would emphasise the importance of being intentional about seeking out diverse perspectives, forming connections with colleagues from different backgrounds, and participating in initiatives that foster inclusion. Recognise the strength that diversity brings to innovation and organisational success. Advocate for equal opportunities and support systems, and don’t hesitate to be a positive force for change and speak up against discrimination. By championing inclusivity, you contribute to the success of the organisation and also to the creation of a workplace where everyone feels valued and empowered to thrive.
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