Diversity and Inclusion

We believe that the difference in our people makes the difference to our business.

We also want to better understand our diverse customer base and make provisions that they can access our products and services or find specially tailored solutions for their needs.

Be yourself. Be unique. Together we're Allianz.

We have a range of active employee networks which are voluntary, employee-led groups– including Allianz Pride (LGBT+ and Allies Network for the UK) along with others focusing on gender, cultural diversity and ethnicity, mental wellness, disability and working parents. 
These networks help bring individuals together to offer support, networking opportunities and a sense of community. However, they also offer a collective voice and source of expertise to help Allianz identify and remove barriers which employees may face and support the inclusion and contributions of all employees.

Gender

We have a number of activities in place to support our commitment to gender equality, from unconscious bias e-learning through to ensuring diversity is reflected in our recruitment process.  Our networking and development programmes, such as the Allianz Women in the City and the new JET Women’s programme, connect leaders with rising talent and forums which actively support our people in achieving their full potential.
We have an employee network specifically looking at achieving a gender balance at Allianz and others looking to support working parents and carers.
2018 Allianz UK workforce
Allianz UK workforce gender split

35%

Allianz is committed to achieving a minimum of 35% female representation across our management population by 2020.

Women in Finance Charter

Allianz is proud to join more than 270 firms across the financial services sector in signing up to the HM Treasury ‘Women in Finance Charter’ – a commitment to gender balance across financial services.

The Women in Finance Charter was created in March 2016. Its main aim is to support gender diversity at all levels within financial firms and to build a more balanced and fair industry.

Annual update on our progress with the Women in Finance Charter as per 30 September 2019

When we signed up to the Charter in 2017 we had 32.7% female representation in senior management (as per December 2017). As of 30 September 2019 we have 36.2% female representation in senior management. This means we have achieved our set target of 35% within our Charter commitment. We are continuing our focus on this area of diversity and inclusion in order to maintain and further strengthen our position. Talent management, workplace strategies and a wider diversity and inclusion agenda and culture are complementing each other as enabler for sustainable improvement of our gender balance.
Women in Finance Charter

Fair pay

To support equality we must have fair pay. We’re confident men and women are paid equally for doing the same job at Allianz UK. However, we have fewer women in senior roles, which create a gender pay gap. Equal pay and gender pay gap both deal with the levels of pay females get at work and are both very important, but they are two different measures.

Disability

We’re proud to have been accredited as a Business Confident employer, which recognises the good things we’re already doing in terms of employing and supporting disabled people whilst challenging us to keep improving.

We’ve created a network for employees with a disability and those who are passionate about the topic, to enable us to support each other and also provide feedback on how to make Allianz a more disability friendly place to work.

We also have a Customer AllAbility group which looks at promoting and championing best practices for meeting the needs of our vulnerable customers.

Recruitment

Allianz has a barrier-free policy whereby we are committed to removing barriers to the application and recruitment process as much as possible.

We work closely with a number of organisations, including the Business Disability Forum, to ensure we are disability-smart.

Candidates will be judged on suitability for a job alone. When applying, candidates will be asked whether any adjustments are needed for the recruitment process. We’re dedicated to ensuring we’re able to meet any specific needs for a disabled candidate – whether that’s through better access, different equipment or alternative formats for literature

As part of our commitment, provided a candidate has made us aware they’re disabled and meet the minimum requirements of the vacancy – we will guarantee an interview for that person.

Business Disability Forum