From thought leadership to technical pieces, knowledge hub keeps our members and pensions professionals up to date with the recent developments in the industry.
Improving neurodiversity in the industry to bring a fresh perspective
Diversity is the presence of differences within a given setting. In the workplace that can mean differences in race, ethnicity, gender; something that can easily be visually assessed. However, there are also several other aspects such as religion, sexual orientation and neurodiversity that can bring positive and diverse thinking into an organisation.
Organisations which encourage an inclusive culture can really benefit from the environment this can create for its people – helping to support fresh thinking and new ideas. While there might not be a quick route to creating a formal Diversity & Inclusion strategy, there are three core actions – which are explored in this article - that organisations can focus on when taking their first steps.
The pensions industry must step up support for LGBT+ equality as firms awaken from coronavirus
There can be no doubt that the pensions industry is behind on Lesbian, Gay, Bisexual and Transgender (LGBT+) inclusion in comparison to other sectors. There is no representation in Stonewall’s top 100 workplace index, banter is the number one concern for LGBT+ individuals and many simply choose not to be ‘out’ at work.
Diversity and Inclusion: Aviva’s Black Lives Matters Action Plan
Aviva is committed to being a diverse and inclusive organisation but we recognise that we are still on a journey to reach that goal. We want our commitment to D&I to be reflected in our employees, customers, clients, and supply chain.
Pensions Management Institute appoints Aviva as Diversity & Inclusion Partner
The Pensions Management Institute (PMI) is pleased to announce that it has appointed Aviva as its Diversity & Inclusion Partner to raise awareness around the importance of these issues in workplaces across the industry.
Pensions Management Institute appoints Aviva as Diversity & Inclusion Partner
The Pensions Management Institute (PMI) is pleased to announce that it has appointed Aviva as its Diversity & Inclusion Partner to raise awareness around the importance of these issues in workplaces across the industry.
Diversity and Inclusion: Aviva’s Black Lives Matters Action Plan
Aviva is committed to being a diverse and inclusive organisation but we recognise that we are still on a journey to reach that goal. We want our commitment to D&I to be reflected in our employees, customers, clients, and supply chain.
Organisations which encourage an inclusive culture can really benefit from the environment this can create for its people – helping to support fresh thinking and new ideas. While there might not be a quick route to creating a formal Diversity & Inclusion strategy, there are three core actions – which are explored in this article - that organisations can focus on when taking their first steps.
Improving neurodiversity in the industry to bring a fresh perspective
Diversity is the presence of differences within a given setting. In the workplace that can mean differences in race, ethnicity, gender; something that can easily be visually assessed. However, there are also several other aspects such as religion, sexual orientation and neurodiversity that can bring positive and diverse thinking into an organisation.
The pensions industry must step up support for LGBT+ equality as firms awaken from coronavirus
There can be no doubt that the pensions industry is behind on Lesbian, Gay, Bisexual and Transgender (LGBT+) inclusion in comparison to other sectors. There is no representation in Stonewall’s top 100 workplace index, banter is the number one concern for LGBT+ individuals and many simply choose not to be ‘out’ at work.
