25 – 27 September 2018

www.diveinfestival.com #time4inclusion #diveinfest An initiative of 17 Attracting Diverse Talent, Together Nick Godson, Oliver James Associates

24 Why 2018 is the Year for Action on Inclusion Contents Pauline Miller, Lloyd’s 30 06 Power of Language 16 17 Diversity is the Engine of Katherine Bryant, The Progress Innovation Partnership Limited Marguerite Soeteman-Reijnen, Aon Holdings & Bianca Tetteroo, Achmea 31 Practical Actions for Everyone’s Mental Health Jen Denby, Willis Towers Watson 07 The Starting Point for CEOs Dr Kamel Hothi OBE 36 Building Resilience in the Face of Adversity 10 Gian Power, TLC Lions Emerging from Unimaginable 30 31 Adversity 37 Martine Wright MBE Confronting Misconceptions in the Modern Workplace

Kate Hughes, Zurich 11 Glassed In Dive In Festival 40 Aaida Abu Jaber, IGI Browse Our Global Events

45 16 Turning the Corner on the Road Working Women in the Kingdom to Inclusion of Saudi Arabia Day Bishop, Willis Towers Watson Emma Millar, Marsh & Sagal Awad, & Margaret Resce Milkint, The Lloyd’s Jacobson Group 36 40 Welcome to Dive In 2018 Dominic Christian Chair Inclusion@Lloyd’s, Global Chairman Aon Benfield International

When we launched Dive In in , CEOs told us in 2017 that time is the we knew there was a job to do in raising biggest barrier they see to creating more awareness as to why diversity and inclusive workplaces; though this may inclusion should be front of mind if we are be true in some cases, the rewards from to build a sector fit for the future. We’ve allocating extra time to these initiatives made tangible progress in terms of our will be felt across our businesses for global reach and in fostering greater generations to come. We are bringing the awareness of the issues. Equality and same group of CEOs together again this inclusivity have never been more on the year to report back on their experiences agenda than they are today. over the past year, ensuring we remain in touch with our leadership. Earlier this year our annual research, Holding up the , showed that 52% Our sector relies on the diverse talent of our respondents in the UK reported of our people in every corner of the a rise in positive D&I culture in their globe, and the continued support the organisations, up from 21% last year. Dive In Festival inspires is testament to That’s something to be proud of. As more an increased appetite to evolve how we people understand that diverse and serve our clients, how we treat each other, inclusive teams perform better and drive and how we move forwards together. our ability to innovate, the behaviours of those within the industry start to shift and So thank you to all our sponsors, partners, we attract the talent we need to thrive local support firms, volunteers and ooking back to the beginning of in an increasingly complex global risk everyone involved in making this year the Dive In Festival in 2015, it’s environment. happen. Let’s keep up this momentum nothing short of incredible how and take the energy and enthusiasm far we’ve come in just four short This year the festival hosts more subject for action back to our businesses to Lyears. This year will see more than 50 matter experts than ever before, driving build more inclusive cultures that enable events across 27 countries, unified in the our commitment to attendees leaving everyone to contribute to their fullest – it’s theme of #time4inclusion, as we continue events feeling equipped with the tools, time. to celebrate a truly unique industry-wide resources and actions they need to effect collaboration of motivated firms working real change. towards a more inclusive sector.

3 AIG is proud to sponsor Dive In 2018, a celebration of diversity and inclusion in insurance. #BeingYouAIG

For nearly one hundred years, our organization has faced and managed complex risks. Today we provide the risk expertise and financial strength that empowers clients in more than 80 countries and jurisdictions.

Insurance and services provided by member companies of American International Group, Inc. Coverage may not be available in all jurisdictions and is subject to actual policy language. For additional information, please visit our website at www.AIG.co.uk. Registered in England: company number 1486260. Registered address: The AIG Building, 58 , London EC3M 4AB. AIG Europe Limited is authorised by the Prudential Regulation Authority and regulated by the Financial Conduct Authority and Prudential Regulation Authority. Turning Talk About Diversity into Action Brian Duperreault AIG President and CEO

’ve never been more convinced of in over 100 Employee Resource Groups the power of diversity to transform a (ERGs) in more than 30 countries. It was “The collective business. Running companies for the an honour for me to be part of our ERG wisdom that comes better part of my career, I’ve learned Summit this year and hear first-hand Ito listen to the voices that challenge my about the great work being done. Our from bringing own and make me see things from a ERGs inspire people to think beyond together diverse different perspective. themselves, and I really applaud that. I encourage executives and all perspectives will For me, diversity is both the right employees at AIG to participate – to define our future.” thing to do and the way to a better step up, do their part and make time business outcome. for activities like this. It represents our culture and who we are. This year marks the start of Dive In’s campaign to turn ‘Awareness into Action’ As leaders, we have to set the across the insurance sector. AIG is proud example for diversity and inclusion to take part in this industry-wide effort. efforts: make it operational, invite people whose views you know will be Within our company, people at all levels different into the conversation, and are taking action to ensure that diversity then be prepared to listen. and inclusion is part of everything we do, both as an insurer and as an employer. The collective wisdom that comes from diversity of thought benefits everyone. At a grass-roots level, 19% of our nearly So let’s make it happen. 50,000 global employees are involved

5 Diversity is the Engine of Innovation Spotlight Netherlands

he Netherlands is primarily a different culture from the people who tolerant, multicultural society. have traditionally fuelled our industry’s The seeds of this tolerance growth. However, too easily, disruptions were sowed in the 17th century, and innovation can lead to conflict and Tthe Golden Age of the Netherlands, fear. The seeds of tolerance need to be when diversity – the migration of skilled continuously sowed to ensure the tulips workers – contributed enormously to of tolerance flourish year in and year out. the prosperity and culture of our cities and country. According to the latest During the Dive In Festival in the prognosis by Statistics Netherlands Netherlands, prominent speakers will (CBS), the Dutch population will grow discuss and provide their perspectives to over 18.4 million people by 2060. on how progress on diversity and Marguerite Soeteman-Reijnen, It will also become a much more inclusion is made and measured. They Global Chief Marketing Officer diverse culture as a result of increased will also offer ideas and suggestions Aon Inpoint & Chairman Executive immigration. on what it takes to leverage changes Board, Aon Holdings to accelerate both diversity as well In the workplace, diverse companies as achieve strategic advantage, have a higher likelihood of financially driving the future business success of outperforming their peers. Clients want to the Netherlands as a whole and the work with companies that are transparent insurance sector in particular. and inclusive. Not only do we face challenges of diversity and inclusion, but “In the Netherlands, people are also added pressure of the new normal accepted for who they are. This of continuous change and innovation. mindset has proven to be a Work as we know it is changing due to valuable asset, although it also advancements in artificial intelligence, shift in demographic make-up etc. needs to be cherished and managed to ensure that the While we wish to retain our existing tulips of tolerance flourish year Bianca Tetteroo, talent, the new talent we want looks in and year out.” Member of the Executive Board, different, has different beliefs and Marguerite Soeteman-Reijnen Achmea ideas, capabilities and/or grew up in a & Bianca Tetteroo 6 The Starting Point for CEOs Dr Kamel Hothi OBE Non-Executive Director

he value of diversity in the expression, it creates strong loyalty to the • Establish what you want to achieve. workplace is a well-researched company, its brand and, more importantly, Understand your baseline and your goals business case that is understood to its leaders. This will filter through to your and how you hope to achieve these by many CEOs. It proves how customers and create a win-win for all. targets and, more importantly, how they Ta diverse workforce brings creativity, cascade down the line so everyone is innovation and new ways of thinking For me, the word diversity has clear on what success looks like and why. to your product design and service moved onto inclusion and emotional delivery. It demonstrates the many engagement. It is only from the outside • Create an activation plan. advantages of matching customer profile that we differ and each of us comes to This helps to support the objectives for to its workforce, resulting in increased work with our own stories of challenge, both line managers and those in need of productivity. It is evident that the hardships, internal barriers and development with clear tracking that can businesses that can stitch its inclusion misconceptions. I feel the time for words then be included in a scorecard. policies into its strategic growth, will has definitely moved to action, and we all succeed in its ambitions from productivity need to wake up to this global call. I hope that the CEOs attending the Dive to staff engagement. In Festival will leave with a sense of So where do we start? determination. I want to encourage them I strongly believe the case for diversity to ask questions of themselves on how is more about treating others how you • Develop a clear statement policy on much they know their staff, what more would like to be treated, including your inclusion. Articulating why, what and they could do to inspire them and how customers, regardless of age, disability, how it fits into the company’s overall they can take ownership and go the extra gender or sexual orientation. When objectives demonstrates a clear mile to enable all to realise their potential. a workplace values differences and stamp of authority by the CEO, board empowers its people with the freedom of and executives, all sponsoring a call for action. 7 Step Up: Bringing Diverse Talent into Work Julie Page CEO Aon UK Limited

hree months ago, I visited they had made was amazing: they were different ideas and experiences, who will Aon’s office in Chelmsford to articulate and confident, with two trainees play their part in shaking up the status meet seven young people who giving a great presentation to assembled quo and enabling our industry to evolve. were taking part in our Step colleagues and our global CEO. I felt TUp traineeship programme. Step Up proud and excited by their achievements. I’m proud of our trainees, but also of is a government-supported scheme Aon’s commitment to Step Up; I’m providing an eight-week training At the end of the programme, the already looking forward to meeting next programme to people aged 19–24 who trainees receive two qualifications and year’s group! are not in employment, education or the possibility of an offer of employment training (NEETs), and helps participants with the host company. I’m delighted that “Schemes like Step Up to develop skills in communication, this year four exceptional trainees have leadership and resilience. become Aon colleagues. are fundamental to the continuing Although we have an established Schemes like Step Up are fundamental apprentice scheme in place, this was to the continuing success of our industry success of our the first year we had run this kind of by tapping into a pool of talent previously industry by tapping programme at Aon, and I was incredibly hidden from view and enhancing impressed by the young people I met. diversity of thought by enabling social into a pool of talent Although they were at the beginning mobility. They introduce the world of previously hidden of their journey, the trainees were insurance to people who wouldn’t have enthusiastic, bright and determined to contemplated a career in our sector, from view and seize this opportunity. or who thought it was out of reach. enhancing diversity of This contributes to our commitment to When I met the trainees again, at an end- diversity and inclusion, bringing in a thought by enabling of-programme presentation, the progress new wave of talented young people with social mobility.” 8 PROUDsponsor of the DIVE IN FESTIVAL At Aon we are committed to diversity and inclusion. We know that a diverse workforce means that our teams can better serve our clients, while creating positive social impact for our communities. Will you join us?

aon.com/unitedkingdom/life-at-aon Emerging from Unimaginable Adversity Martine Wright MBE Inspirational Speaker

y life changed forever in inspiration to extend my horizons and attending Dive In, in that I also deal with the London underground achieve more in life. It has provided me challenges and require a clear picture bombings of 7/7. It took with a sense of achievement, fantastic to grasp future opportunities. I hope that time for me to assimilate my friendships and an appreciation of hard my Power of Seven talk will help others Mfeelings and to learn that despite the work. to reset their horizons, whether in the massive trauma that I experienced, I was workplace or in their personal lives. one of the lucky ones: I survived. I have chosen to wear the number seven shirt while representing GB and use the Alongside dealing with the memories number seven as the basis for my public that followed the events of 7/7, I took the presentation, the Power of Seven; partly conscious decision that my life-changing in order to honour the fifty-two people “After my event at this injuries would not define me. Much of who died in 7/7, but also to give me a year’s Dive In Festival, what drives me today is the determination personal framework for thinking and to be the best that I can for myself and acting positively. It is one thing to adopt I want attendees my family. I choose not to be a victim but the right mindset, but another altogether to recognise that it to seek opportunities. to put thoughts and positive intentions into action. is what we do with Sport is a powerful tool for both personal our choices that and societal change. For me, the ability After my event at this year’s Dive In to learn to compete at the highest level in Festival I want attendees to recognise determines who the Paralympic Games has been a huge that it is what we do with our choices we are and how we factor in my personal rehabilitation and that determines who we are and how has given me with the confidence and we succeed. I am no different to anyone succeed.”

10 Glassed In Dive In Festival Spotlight Jordan

ith a united front, women’s region that led to the influx of refugees. voices in the Middle East will Jordan welcomed them and now be heard, and the support boasts a diverse population of people needed to make serious from different cultural and religious Wchange in the region’s business sector backgrounds. can be galvanised. Like Jordan, IGI is diverse, relying on Empowering women at all levels in the local talent in its operations and boasts a workplace and providing them with the 50/50 male/female ratio in the workplace. right skills to become leaders is the theme behind the ‘Glassed In Dive In’ IGI has partnered with the Jordanian- Festival hosted by International General founded enterprise “The World of Insurance (IGI) in Jordan. The aim of Letters”, which spearheaded a collective our first ever festival is to harness the women’s movement called Women as strength of the Dive In Festival in the Partners in Progress (WPP), led by the global re/insurance sector, to trigger voices of Arab women leaders to address real action on diversity and inclusion to gender imbalance in the workplace. achieve tangible and sustainable results. Personally, as an active member of the WPP movement, representing Amman’s Glassed In Festival will host the insurance sector, I am committed an internationally renowned thought- to addressing gender, equality and leader and advocate in women’s rights inclusion issues in our region. and gender equality, who will share Aaida Abu Jaber her lifetime experience with a diverse A series of small changes will lead to Head of PR & Marketing at International audience of female leaders from the big change, and a collection of small General Insurance (IGI) senate, civil society and the insurance good deeds leads to a noble act. When and business sectors. everyone feels responsible, everything can change. By joining the responsibility Jordan is a small country, rich in talent, bandwagon, a truly diverse and inclusive history and culture. In the past 70 industry can exist. years, it witnessed many conflicts in the 11 Chubb is proud to be Gold Sponsor for Dive In 2018

Together we are better!

From Europe to Asia to the US, Chubb is the world’s largest publicly traded property and casualty insurer, with operations in 54 countries.

With a broad range of commercial and personal insurance products, we combine the precision of craftsmanship with decades of experience to deliver the very best coverage and service to individuals and families and businesses of all sizes.

www.chubb.com

©2018 Chubb. Coverages underwritten by one or more subsidiary companies. Not all coverages available in all jurisdictions. Chubb®, its logo, Not just coverage. Craftsmanship. SM and Chubb. Insured.SM are protected trademarks of Chubb. Business Success Regardless of Background David Furby Regional President, Europe, Chubb

hubb is proud to be a global inclusion councils in Europe, Eurasia purpose across all geographies. sponsor of the Dive In Festival and Africa (EEA), Asia Pacific and Latin for the second year running, America. In EEA we created a dedicated We wish all those involved in Dive In 2018 highlighting our continued Diversity and Inclusion role to spearhead every success. Action is the operative Cfocus on diversity and inclusion. our regional strategy and drive word here – so Dive In and make the leadership and employee engagement. most of this opportunity. Creating a workplace that brings We now have seven employee resource together diverse team members groups focusing on topics from gender working collaboratively in an inclusive equality to wellbeing and mental health. “Creating a workplace environment is not just the right thing to do – for Chubb, it is a business Diversity, whether in terms of markets, that brings together imperative. customers, ideas and talent, is diverse team an essential part of our business At Chubb, we are committed to the environment. At Chubb we recognise that members working diversification of our workforce as we the mix of our talent and the perspectives collaboratively aim to build a better balance and a more this brings helps to keep us competitive, diverse representation at all levels of the innovative and dynamic. in an inclusive company. The approach we are taking environment is not fits within our culture and starts with Anyone who performs and exhibits the leadership accountability. right mindset and capability can find just the right thing to success within our company, regardless do – for Chubb, it is a Over the past year we have enhanced of background. Our industry has a career our work in this space through the path for a wide range of professionals business imperative.” formation of regional diversity and because insurance plays a role and 13 The Bottom Line is: Diversity Matters David Brosnan Chief Executive, CNA Hardy

hether it was the every 10% increase in racial and ethnic training our own D&I leaders internally requirement to report on diversity on the senior-executive team, and we are actively building diversity the gender pay gap that earnings before interest and taxes (EBIT) into the senior team – evidenced by crystallised the scale of the rise 0.8%. Racial and ethnic diversity Rhonda Buege’s recent appointment as Wimbalance in the workforce; the mounting has a stronger impact on financial Head of Specialty, Delphine Leroy’s as waves of disquiet over the horrors called performance in the US than gender country manager , and Amandine out by the #MeToo movement; growing diversity, perhaps because earlier efforts Motte’s as CFO in Luxembourg. But note, momentum of Lloyd’s D&I programme; to increase women’s representation in we have filled a new leadership role in or just years of research that prove that the top levels of business have already London with an internal male candidate – diversity pays; but the penny finally yielded positive results. we are absolutely not replacing one bias seems to have dropped. with another. In the UK we have further to go on As an industry, those of us who have addressing the gender balance, so the Now is the time to get this right – not just signed up to the Inclusive Insurance gains are bigger. Here, for every 10% individually but collectively. Complex Pledge now have the opportunity to increase in gender diversity, EBIT rises problems like this often require the kind prove that as more diverse companies by 3.5%. of multi-faceted solutions that diverse we are better able to win top talent and teams excel at. In my view, diversity is improve customer orientation, employee So, are we pulling our weight in this joint not just a gender or ethnicity issue. It’s a satisfaction, and decision making. enterprise to become a more diverse and business issue. better performing market? In the US where I am from, there is a linear relationship between racial and Like many others, we are to quote the ethnic diversity and better financial phrase ‘on a journey’. We are gold performance. According to McKinsey, for sponsors of the Dive In Festival, we are 14 When it comes to business insurance...

We can show you more.® cnahardy.com

Proud sponsors of Working Women in the Kingdom of Saudi Arabia Spotlight Kingdom of Saudi Arabia

he Kingdom of Saudi Arabia and show that women are willing, capable is embracing its future and is and ready to carry this responsibility. embarking on an ambitious journey of transformation. Vision Dive In Saudi Arabia will hold its inaugural T2030 outlines the government’s strategy event in Riyadh and seeks to create a for a thriving economy: pledging to build friendly, welcoming and aspirational place a culture that rewards determination, where attendees can share and learn from provide opportunities for all and helps inspirational working women. The panel everyone acquire the necessary skills to will be hosted by Najla Najm, who is the achieve their goals. Principal at Mercer in Saudi Arabia within their career practice, and will feature Increasing the involvement of women in women including Adeeba Al Tammimi, Emma Millar the Kingdom’s workforce is an integral Employee Health and Benefits Analyst Marketing and Communications part of this strategy. The government has and a future actuary, and Asma AlHarbi, Leader, set a target of increasing participation Placement Executive, both from Marsh. MENA, Marsh of women in the workplace from 22% The audience will receive advice and tips to 30%. It seeks to provide women in on career paths in the insurance sector, the Kingdom with a unique and exciting an understanding of the importance of opportunity to advance their careers. role models and practical strategies on It is proven that tackling the barriers to how to get ahead in the workplace. women entering the workforce will in turn unlock new opportunities for growth. Women will play a critical role in the Kingdom’s journey to Vision 2030, and its Over the past 18 months, there have first Dive In event seeks to inspire women been many announcements from large to take action and to embrace their organisations in both the government career path. and private sector appointing females in executive, leadership and board of directors positions. The appointments Sagal Awad place a clear emphasis on hiring and Office Manager, Lloyd’s promoting talent based on competence

16 Attracting Diverse Talent, Together Nick Godson Director, Oliver James Associates

e’re delighted to continue talent pools and candidate availability to meaningful change to occur, that our support as Dive In improve balance from the outset of the responsibility must be shared with the sponsors, keeping this hiring process. Applying these methods businesses at the heart of this sector. It’s year’s theme #time4inclusion within the Risk & Compliance space has about defining attraction, engagement Wfirmly in mind. For the insurance sector to helped to drive a 51:49 ratio in female– and retention in a way that reflects the ground its diversity commitments in the male placements – though our work is far future of the insurance market. day-to-day, businesses need a platform from done. We hope to embed inclusive that enables them to collectively explore practices in other more challenged routes for implementation. Oliver James areas like actuarial, where senior female can think of no better vessel than Dive appointments sat at just 38% in 2017. “Market visibility In – and to aid the movement, we’ll be played an important hosting, attending and sponsoring events Inclusivity initiatives will certainly be a in , London, Zeist, Milan, New key focus of our upcoming ‘Talent in role in how we’ve York, and more. For us, D&I Insurance’ workshops. Marking a second approached the really is a global affair. year of collaboration between our in-house teams and external coaching experts, issue, mapping talent The enormity of the gender pay gap has these sessions examine the role of pools and candidate been a big topic for insurers this year, emotional intelligence, unconscious bias driving home that it’s time for businesses and diversity of thought in recruitment. availability to improve within this space to reconsider their balance from the long-term recruitment strategies. Market But it’s clear our efforts alone won’t solve visibility played an important role in how an issue so intertwined with the industry’s outset of the hiring we’ve approached the issue, mapping culture and reputation. For widespread, process.”

17 Strategy Paves the Way for Diversity and Inclusion Action Nic Nicandrou Board Sponsor for Diversity and Inclusion, Prudential plc

rudential is proud to be a Global We aim to ensure that all our employees our industry can continue to improve in Gold sponsor of the Dive In are treated fairly and feel valued. Our this crucial area, to the benefit of us all. Festival. This is an important policies support an inclusive culture, initiative that in its fourth year is sensitive to the needs of our diverse “Diversity is vital to the Pshifting from raising awareness of the workforce. We protect our employees business case for diversity and inclusion against discrimination and foster a successful delivery of to encouraging the insurance industry to working environment in which differences move to action, and we are delighted to are valued. our strategy. be involved. We take a strategic, Our commitment to diversity and For any business, a diverse range of inclusion is also supported across our long-term approach employees and an inclusive working businesses by initiatives such as pay in this area. We invest environment are essential for success. reviews, performance management At Prudential, we have more than 24,000 consistency, training and awareness in targeted activity employees around the world, from a wide campaigns. These are aimed at across 10 priorities, spectrum of backgrounds, experiences diversifying the pool of potential and cultures. Diversity is vital to the candidates for roles within the Group. ranging from successful delivery of our strategy. unconscious bias Prudential’s Board monitors progress We take a strategic, long-term approach in diversity and inclusion regularly, training to mentoring in this area. We invest in targeted reflecting its importance for us. and support for a activity across 10 priorities, ranging from With initiatives such as Dive In, and unconscious bias training to mentoring businesses like ours committed to variety of affinity and support for a variety of affinity groups. embracing them, we are confident that groups.” 18 Our people are at the core of what we do

At Prudential we believe that meeting the challenges of our changing world requires a diverse and talented workforce. That’s why we are committed to recruiting and retaining people with a range of backgrounds, skills and experiences. Prudential is proud to be a Gold Global Sponsor of the Dive In Festival.

PRU_DiveInFestival_ad_v4.indd 1 10/08/2018 12:38 The Importance of Bringing your Whole Self to Work Suzanne Liversidge Partner and Board member, Kennedys

seek to use my experience to a firm that openly embraces diversity. in 2012, which sees the firm actively inspire others to have confidence in When I started out in the mid-1990s, recruit from schools and colleges, themselves. One way I do this is by that just wasn’t the case. I learned the welcoming people in from the age of 18. promoting and encouraging greater hard way, and only by forcing myself This allows us to reach people from a Isenior-level female representation in the to be myself have I achieved my true much wider range of backgrounds who industry through the firm’s Women in potential. The more people are given the more accurately represent the diversity Insurance Network. space and an inclusive environment to of those we serve. Our apprentices are just be themselves, the more successful in high demand internally, as our team As one of the world’s most important they will be. recognise the huge benefits they bring economic sectors, the insurance with them. industry can play a leading role in However, in order to ensure that the influencing change when it comes to industry remains a centre of excellence, diversity and inclusion, and networks it needs to attract the best, diverse talent. with a common goal, such as our A more diverse workforce brings with “Organisations that Women in Insurance Network, can be it better perspectives and ideas, which are not representative hugely impactful. is crucial as we create new products and look to transform legal services for will be less equipped While both the insurance industry and our clients. Organisations that are not to relate to clients legal profession have made great representative will be less equipped to strides in improving D&I since I began relate to clients and their needs and to and their needs and my career, I feel that the provision of attract the best talent. to attract the best a welcoming work environment will encourage further progression. I’m lucky A success for Kennedys has been our talent.” to be in such a great position now, in UK apprenticeship programme, launched 20 Supporting diversity and inclusion in the insurance industry

At Kennedys we know that diversity and inclusivity in our workforce helps us to make a difference, for both our clients and employees. We are proud to be the global gold partner of Dive In 2018 and to support diversity and inclusion in the insurance industry.

Insurance claims and coverage expertise is deeply ingrained in every Kennedys office globally and our lawyers’ expert knowledge of the industry means we’re the best people to help you navigate challenges. We understand that time is at a premium, which is why we combine specialist technology and commercial perspectives to empower our clients to achieve great things, even when we’re not in the room.

Global reach Local expertise

kennedyslaw.com

Dive In 2018 Advert_UK_195mm Square.indd 1 20/08/2018 11:29:18 marsh.com

MARSH IS PROUD TO BE A GOLD SPONSOR OF THE DIVE IN FESTIVAL At Marsh, working together to make a difference is at the heart of our culture. Through our collective experiences and perspectives, we believe diversity and inclusion are good for colleagues, clients, and, ultimately, our business.

Marsh Ltd is authorised and regulated by the Financial Conduct Authority. Copyright © 2018 Marsh Ltd All rights reserved GRAPHICS NO. 18-0754

18-0754 - Dive In Brochure Advert (195x195mm) - v2.indd 1 09/08/2018 12:57:57 Embracing D&I in the Age of Disruption Chris Lay CEO, UK &

ur world is in the midst of solutions they need to continue to be has made good progress in raising unprecedented change. successful. Merely paying lip service awareness of the benefits of D&I in Rapidly evolving macro- to D&I, while failing to create a truly the London market, and around the economic and geopolitical inclusive culture or rewarding the right world. Though the insurance industry is Orisks continue to dominate government skills for the job, does not work. experiencing significant technological and corporate agendas, and the change, people ultimately still power emergence of new technologies is At Marsh, we believe that D&I fosters our business. Dive In’s expansion and irrevocably altering the ways in which we greater innovation and creates success continued success is testament to our live and work. – not only for the firm, but also for our collective commitment to D&I as an individual colleagues and clients, and integral part of our future. Being ‘out’ in the workplace, or talking the wonderfully diverse communities we openly about mental health issues, was work in. We recognise that collectively “At Marsh, we believe perhaps unthinkable just a generation our strength lies in our differences, not in ago, amid fear of discrimination. A our similarities. Different backgrounds, that D&I fosters positive consequence of this age of genders, languages, ethnicities, and greater innovation and disruption, as our perceived world gets religions create diverse teams, with smaller, is that the global narrative colleagues better placed to understand creates success – not around the ways in which we think about our clients’ own diverse needs. We only for the firm, but diversity and inclusion (D&I) is evolving at strive to provide a workplace where a pace never witnessed before. our colleagues feel valued and are also for our individual embraced for their uniqueness and colleagues and clients, A strong – and above all, genuine individuality. – commitment to D&I is therefore and the communities fundamental for firms aiming to stay Marsh is proud to sponsor the Dive In we work in.” relevant to their clients and develop the Festival, which over the past four years 23 Why 2018 is the Year for Action on Inclusion Pauline Miller Head of Talent Development and Inclusion, Lloyd’s

ince the first Dive In Festival same thing to happen again. in 2015 there has been an encouraging increase in In January this year, Blackrock CEO the number of organisations Larry Fink published an open letter Scommitting to the diversity and inclusion with a clear call to action for boards to agenda. address diversity, stating: “Boards with a diverse mix of genders, ethnicities, To build on this forward momentum, we career experiences, and ways of thinking must not rest on our achievements. As have, as a result, a more diverse and we move in to the festival’s fourth year aware mindset.” As CEO of the largest and reflect on the awareness raised global asset manager, this statement since 2015, it is time to launch our two- has resonated and reverberated across year campaign: Awareness into Action the business landscape, increasing in a concerted effort to translate what we demands for transparency and understand into new behaviours. accountability.

After the global financial crisis of In the insurance industry, the launch of 2008, questions were asked about the the Inclusive Insurance Pledge in the leadership, governance and decision UK earlier this year is just the beginning making of the businesses and industries of what will be a greater focus on hardest hit. Forensic investigations behaviours in our organisations. We want into what went wrong found that low to create a landscape where it’s okay to diversity contributed to a lack of board call out negative behaviours, shine a light perspective and challenge resulting in on what needs to be changed and move poor decision-making and groupthink. forwards together to build more inclusive Ten years on, we cannot lose sight of cultures. these truths in the rearview mirror and urge leaders to be at the forefront of In April, we reported on a higher number inclusion initiatives to ensure that we of companies taking action in our foster cultures that will never allow the global, sector-wide research Holding 24 up the Mirror, at the senior exec level, with the highest number of subject matter • Time must be assigned for creating throughout organisations, and through experts tailoring events around the inclusive workplaces cross-industry collaboration. positive actions you can take within your • Time to broaden the perspectives to organisations. target inclusion as a whole Within the feedback from organisations regardless of size or location, we saw Further, our CEOs last year pointed All of this contributes to a shared vision a distinct rise in intersectionality, that out that time is the biggest barrier to to evolve to better serve clients in a more is, companies not just looking at one achieving an inclusive culture. This complex global context in which we strand such as gender or LGBT alone theme allows us to address these issues must operate. The insurance industry is but tackling inclusion as a whole to on different levels: an exciting and varied place to build a drive change. This year’s annual theme, • Time to act on inclusion, not just raise career; let’s work together to make it a #time4inclusion, is a reflection of that, awareness truly inclusive experience for all.

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• A change of mindset in team and Invest in project events to be more inclusive • Setting goals for diversity in our new Diversity to Partner admissions • Talent sponsorship with specific Meet Client pathways for our emerging female and BAME talent Needs • Women in InsuranceTech and a number of women in business programmes. Jim Bichard • Support for global diversity UK Insurance Leader, PwC and inclusion campaigns such as #pressforprogress and #MentorHer

We also launched a long-term behavioural s a progressive employer it’s change programme, ‘Open Mind’, which essential for us to have diverse aims to address the systemic barriers and engaged people, which is to diversity. It focuses on tackling the why our people agenda is at the unconscious biases that limit our ability to Aheart of our firm’s business strategy and build an inclusive workplace is a reminder We are proud to sponsor this year’s Dive priorities. At PwC we believe that investing of the business case for diversity; and In Festival and encourage everyone in developing a broad range of skills, supports our business leaders in setting to make the most of it. This is a unique experiences and backgrounds is not only local metrics to measure the impact of sector-wide, global event for diversity the right thing to do; it also puts us in the the actions we take. We partnered with and inclusion and a great way to raise best position as a commercial business to UN Women as one of the founding awareness of the importance and benefits meet the needs of our clients. champions of the HeForShe Impact of diversity and inclusion. campaign and have committed to help We’ve turned our diversity and inclusion drive actions that recognise the crucial commitments into actions by introducing role of men as partners for women’s “Diversity and a number of key initiatives designed to empowerment and advancement. Inclusion is integral bring our insurance community together and empower our colleagues to embrace To drive progress, we work with a number to the success of our the topic and be part of the change. These of organisations to help influence change, Insurance practice. are all on top of the wider communities inform our business strategy, and recruit and programmes we run in PwC such as from a wide variety of backgrounds. Along with our clients, Back to Business for returning mothers and This includes the UK Treasury’s Women we have to keep Women in Technology/TechSheCan. The in Finance Charter and the Chartered insurance changes have included: Insurance Institute’s Insuring Women’s building a community Futures programme where Jane Portas, where everyone feels • A women’s leadership and mentoring PwC UK partner, is the founder committee programme with clients, helping our high- member of Insuring Women’s Futures. inspired, empowered potential female talent progress She believes change needs to come and able to achieve - Reverse mentoring with clients and within through an organisation’s governance our own practice policies and culture. their full potential.” 27 Fostering a Culture of Collaboration Greg Collins CEO, Miller Insurance Services LLP

his year’s festival campaign restructured our Inclusion@Miller Now is the time for action, and while of awareness into action committee to bring senior leaders into we’ve begun to make steps in the right encapsulates where we stand D&I roles and foster greater opportunities direction at Miller, the next phase for us today in our drive for greater to enact change. is exciting. Building on our strategies to Tinclusion and diversity at Miller, and as achieve broader inclusion goals, we are we have learned, the key to change is This remains a collaborative effort, committed to achieving real, long-term collaboration. however, and open channels of change, together. communication are crucial. Ahead of I’ve always looked at Miller as a new initiatives we encourage involvement community: currently 600+ colleagues from across our business, and share around the world who come together to ideas through focus groups. Updates “Collaborating with the deliver for our clients. We also deliver on our D&I progress feature in all for each other, with a ‘one team’ culture quarterly staff updates. Our monthly wider market is also at the core of our company values. This Employee Forum is proving a strong important to us. This approach is no different when seeking to platform for dialogue and we launched embed inclusive behaviours and helping our Inclusion@Miller portal as our hub for year, Miller signed the talent to thrive. information. ‘Inclusive Behaviours

Our Inclusion@Miller group came Collaborating with the wider market is in Insurance’ pledge together in 2016, led by volunteers who also important to us. This year, Miller and for the second wanted to help bring about positive signed the ‘Inclusive Behaviours in change. This involved a lot of listening, Insurance’ pledge and for the second year running, we are engaging both internally and externally, year running, we are Gold sponsors of Gold sponsors of Dive and challenging a culture that needed Dive In. modernisation. Earlier this year, we In.” 28 Miller DiveIn Festival Full Page advert 2018.ai 2 31/07/2018 17:29:03

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Miller Insurance Services LLP is authorised and regulated by the Financial Conduct Authority Power of Language Katherine Bryant Executive Coach & Consultant, The Progress Partnership Limited

they will take away a toolkit of changes he language we use helps can thrive, or a toxic environment that they can make to empower themselves to shape our culture. It is not destroys morale, excludes people and others, alongside tips to help create about ‘political correctness’ but and stifles performance. It has the a more inclusive environment. rather the powerful effect our power to inspire and motivate, to build Twords have on individuals and teams trusting relationships and inclusive, To maximise business results, we need and, therefore, the business’s bottom high-performance teams that generate our workplaces to be enjoyable places line. Travelers, who are sponsoring this outstanding business results, or to create where we can thrive as individuals and session, recognise the importance of unhealthy conflict and division leading to teams. Language underpins this and it is tackling this emotive subject. poor results. incumbent on us all to pay attention to it so that everyone feels included and able I think the fact this session was fully But as our language is often to contribute their best. booked in just a few days shows that unconscious, many of us are most of us can relate to the power of desensitised to it and it is easy to miss language. Everyone I ask can recall the impact it is having on how we are something that’s been said to them that perceived and how we make others feel. “To maximise business has stuck for years. Sometimes this is a In addition to raising awareness of the results, we need our positive comment and sadly other times power of language and how to use it to it is not. improve team culture, attendees of this workplaces to be Dive In session will gain insight into the enjoyable places Language, and the behaviours that stem unconscious messages they are sending from it, is at the core of building either to clients and colleagues every day. The where we can thrive an inclusive workplace where all our language triggers that undermine their as individuals and colleagues and therefore our businesses credibility can be easily corrected and teams.”

30 Practical Actions for Everyone’s Mental Health Jen Denby Inclusion and Diversity Manager, Willis Towers Watson

here is no doubt that mental understanding of mental health issues health was a taboo subject for but equally provide the practical actions many years but it now feels to enable individuals to reach their like we have reached a turning optimal mental health: mirroring the Dive Tpoint. We are seeing conversations In Festival’s overall campaign to move about the importance of mental health from awareness into action. in many areas: in business, in sport and in schools. People have a greater Sharing personal stories of mental understanding about the link between health creates an understanding of their own mental health and physical how honest and open conversations wellbeing and they see the importance make a huge difference to people’s of building resilience in a fast-changing lives. Through conversations, we can business environment. begin to remove the stigma that is often associated with mental health that will The business case for prioritising enable people to talk about their issues mental health in the workplace is without facing prejudice. clear. The World Health Organization found that stress and mental ill-health Raising awareness is one thing, but cost UK business £33 billion and 11.7 equipping people with the tools to million working days annually. They improve their mental health is how we estimate that by 2030, stress will be can really make a difference. Dive In the number one cause of disease attendees will be provided with practical in industrialised countries. We are exercises to implement in their everyday committed to supporting the mental lives across diet, exercise and time health of all employees not just because management to maintain good mental it’s the right thing to do but because it’s health. We can forget to look after “The business case hugely beneficial for staff engagement, ourselves but there are simple steps to for prioritising productivity and customer service. help integrate good practices and turn them into good habits. mental health in the Dive In Reigate’s event on mental health workplace is clear.” will seek to raise awareness and increase

31 Celebrating inclusive progress at Lloyd’s Proud to be sponsoring Dive In as we celebrate how far we’ve come and take action for the future

lloyds.com/celebratinginclusiveprogress #CelebratingInclusiveProgress Accelerating Innovation Through Talent Inga Beale CEO, Lloyd’s

he growth of Dive In reflects an For Lloyd’s, this means looking at new organisations if their employees are not important culture change across ways of working. That’s why we’ve treated with dignity at work. the global insurance sector, launched the Lloyd’s Lab, a new As a sector, insurance has come a long with diversity and inclusion now innovation accelerator that is bringing in way, but it is now time to take action Tat the top of boardroom agendas. This tech talent from around the world with to ensure that talented individuals – fourth Dive In Festival demonstrates how different ways of thinking and fresh ideas whatever their background – see our far-reaching the initiative’s influence is, to challenge the way we do things. profession as an inclusive place where enabling our sector to join together to they are empowered to succeed. celebrate individuality and difference, in We are committed to redefining how whatever form that takes. we use technology to better serve our customers in an increasingly “This year, the This year, the Dive In theme of hyperconnected, digital world. Creating #time4inclusion highlights the critical shift a culture that values diverse thinking is Dive In theme of that needs to happen across the sector, essential if we are to ensure this new tech #time4inclusion moving us from awareness into action. talent feels welcome and included The world is changing rapidly, and in highlights the critical the next decade the skills required by Lloyd’s is also taking action to achieve shift that needs to professionals in the insurance sector will a more inclusive environment through look very different to today, as the impact a number of initiatives, including as a happen across the of the digital revolution escalates and founding signatory of the sector-wide sector, moving us establishes new demands on insurance Inclusive Behaviours Pledge launched professionals. earlier this year, which commits from awareness into CEOs to taking action within their own action.”

33 Intentional Change to Drive Inclusion and Diversity Nicolas Aubert Head of GB, Willis Towers Watson

e are proud to be a gold table. At Willis Towers Watson, Looking to the future sponsor of Dive In for the we have five networks in GB: It is not only the business environment fourth year running. At Workability, Women & Supporters, but society as a whole that continues Willis Towers Watson we LGBT+, Multicultural and Young to evolve. It is essential, not only for have a longstanding commitment to Professionals. Membership across W business growth but also for the future of supporting inclusion and diversity across the networks continues to grow year our industry that we continue to welcome our company and the wider industry and on year; for example, our Workability and support people, whatever their are fully supportive of this year’s theme network in GB has grown to over background or circumstances. Many ‘Awareness into Action’. 600 members. They have worked of our colleagues are carers, either for hard to get health-related issues children or elderly parents – sometimes Nicolas Aubert Top Tips such as mental health on everyone’s both. They need to have a flexible radar, and the fact that we now have • Establish a long-term sustainable environment in which they can continue over 50 mental health champions inclusion and diversity plan that to flourish and feel supported. And for in GB, trained and ready to support contains strategies to increase colleagues who are not carers, they still any colleague who wishes to talk in underrepresented talent across all value flexibility and freedom to manage confidence, is a testament to their levels of the company, including their work-life balance in a way that works success. leadership. Make sure there is for them. Willis Towers Watson has a • Develop the pipeline for a level playing field that creates long history of supporting its colleagues underrepresented talent by opportunity for everyone and builds from all walks of life and urges other increasing access to qualified, a welcoming and creative business organisations and the wider industry to diverse sourcing pools and by fully environment. do the same. In that way, we can all play adopting inclusive hiring practices. • Create an inclusive environment our part in turning Awareness into Action. • Educate colleagues about issues for everyone. Leverage networks such as workability, mental health to help everyone feel valued for We look forward to seeing you at this and unconscious bias to encourage the different perspectives, skills year’s Dive In Festival. objectivity and broad thinking and experiences they bring to the throughout the hiring process. 34 Willis Towers Watson is proud to once again be sponsoring the Dive In Festival 25-27 September 2018 Willis Towers Watson is proud to have been a sponsor and supporter of the Dive In Festival since its inception in 2015.

Our company has a longstanding commitment to creating an inclusive work environment where everyone is heard, respected and valued for who they are. We urge other organisations and the financial services industry to ensure they put inclusion and diversity strategies in place. That way, we can all play our part in supporting this year’s theme of Awareness into Action.

willistowerswatson.com Building Resilience in the Face of Adversity Gian Power Founder, TLC Lions

was 23 years old when I began Here are my top strategies for honing this leading an international investigation craft: into my father’s murder. Losing my number one role model forced me 1. Self-care. High flyers in business, Ito embrace adversity and learn coping entrepreneurs, athletes and academics mechanisms to remain positive during all have a form of routine that helps them the worst times in life. My personal to perform. Once you identify what makes experience spurred me on to set up you happy, turn these activities into ‘non- TLC Lions, to support others by bringing negotiables’. This could be exercising together relatable role models and pave regularly or meditating daily so that you the way for more emotional and inclusive can be more productive, motivated and leaders. determined.

A former leader of mine remained 2. Surround yourself with the right calm in the face of challenges and this people. It is often said that we are the spread to the rest of his team, resulting average of the five people we surround in clearer decision-making, more ourselves with. It is important to minimise efficient results and the challenges people who take away from your being overcome much quicker. When strengths and learn from those who bring situations are out of our control, we out the best version of yourself. can still change our behaviour. If you can embrace uncertainty and see it as 3. Keep going. There is no easy route to an exciting opportunity to overcome, success. I believe you have to persevere rather than a barrier, you can even through the challenges and know thrive on challenges and become ready achieving your goal will be worth it. Our for the next. dreams only work if we do!

In a world where unexpected events can 4. Be courageous. Ask the question overturn our personal and professional because if you don’t ask, you don’t lives without warning, resilience is receive. The worse response you can get essential. is a no. You can then learn from this and move on.

36 Confronting Misconceptions in the Modern Workplace Spotlight Switzerland

witzerland is one of the smaller 2018 theme, #time4inclusion, and and employees. At Zurich Insurance, our countries in Europe, yet it is far Zurich’s event, ‘Surviving or Thriving: D&I mandate is evolving, and today is more diverse than the postcards creating a diverse and healthy workplace focused on not only partnering with our might suggest. The country is culture’, we can share best practice business units to deliver key initiatives, Sdivided into 26 regionally autonomous and see the positive effect of global but creating awareness and collaborating federal states, which are very different collaboration. with our D&I champions worldwide from one another with varying customs, to leverage our internal pockets of practices, languages and dialects. In a People are our most important asset, and excellence. country of just over 8.5 million people, one of the ways we can be our best is there are four official languages: German, by empowering diverse talent, benefiting Kate Hughes, Group Head of French, Italian and Romansh. In addition, from different perspectives and ideas Organizational Health, Zurich one in four residents are foreign nationals. that mirror our customers and their varied needs. We know this isn’t just a nice-to- However, a recent survey by The Swiss have, but a business imperative. Federal Statistical Office revealed that one third of the Swiss population still feel In keeping with the Dive In campaign “As we all know, uncomfortable around people perceived to move from awareness into action, we diversity of people to be different. As we all know, diversity need to focus on the fundamentals to of people and thought is key to facing the better equip our leaders and employees and thought is key to challenges in the modern workplace. So with the knowledge and capabilities facing the challenges how do we confront this misconception? needed to strengthen diversity and This is where initiatives like the Dive In inclusion. This will positively impact our in the modern Festival come in. Through the festival’s customers, communities, shareholders workplace.”

37

Establishing Inclusion Strategies from the Top Steve Collinson Head of HR, Zurich UK

urich is proud to support Dive ability and religion. Our customer base their support to the Inclusive Behaviours In 2018, the annual festival for embodies all these characteristics and in Pledge and urge other organisations to diversity and inclusion in the order to serve them best, we are working sign up today insurance sector. to ensure a better and more reflective www.inclusiveinsurancepledge.co.uk. Z balance across our employee population. As a leading insurance company, Dive In is a great opportunity to celebrate we’re committed to improving diversity At Zurich we’re creating a work collectively the journey we’re on to make and inclusion across our organisation, environment where people feel safe, the insurance sector fit for the future. ensuring that every employee has the respected and free from discrimination. Together we can create a truly diverse opportunity to fulfil their potential. We As part of our commitment to diversity and inclusive industry, welcoming people foster an open, respectful, diverse and and inclusion, we recently spearheaded from different backgrounds and valuing inclusive workplace because it’s the the launch of the Inclusive Behaviours the contribution they can make to our fair and right thing to do and it’s also a Pledge, designed to change behaviours industry. business imperative. and create a culture where inclusive behaviours are the norm and where The insurance industry is a brilliant place everyone is accepting of diversity. The “At Zurich we’re to build a career. The work is varied, pledge addresses all forms of potential creating a work intellectually stimulating and is a key discrimination in the workplace and underpin to the UK economy. In order sets out a clear framework of desired environment where to ensure the UK remains a centre of behaviours for leaders and their people feel safe, insurance excellence, we need to attract employees in the workplace and with the best, diverse talent. Diversity comes suppliers and customers. We thank respected and free from gender, race, sexuality, age, (dis) those CEOs who have already given from discrimination.”

39 Events: UK

Friday 21 September 2018 Time Venue Event 08:00 – 09:45 Eversheds Sutherland, , Water Lane, Who Do You Think You Are? LS11 5DR, , Tuesday 25 September 2018 Time Venue Event 08:30 – 10:00 Willis Towers Watson, 51 , Dive In Launch Event: Awareness to Action: The Ripple Effect London, United Kingdom 08:30 – 10:10 Royal Bank of Scotland, 1 Hardman Boulevard, M3 3AQ, Embracing Diversity for Improved Business Results Manchester, United Kingdom 10:00 – 11:30 Lloyd’s, Fidentia House, Walter Burke Way, ME4 4RN, Lee Spencer: The Rowing Marine Chatham, United Kingdom 11:00 – 12:30 Allianz, 60 , EC3V 0HR, Tackling Trans* Inclusion in the Workplace London, United Kingdom 12:30 – 14:00 Suite 1, Repertory Theatre, 6 Centenary Square, Now You See Me B1 2EP, Birmingham, United Kingdom 13:00 – 14:30 QBE, Plantation Place, 30 Fenchurch St, Global Inclusion is a Myth: The Ultimate Debate London, United Kingdom 13:00 – 14:30 Miller, 70 Mark Lane, London, United Kingdom Part of the Team – Creating an Open, Empowering and Inclusive Workplace 15:00 – 16:00 Lloyd’s, Old Library, 1 Lime Street, London, United Kingdom The Power of Language and its Impact on your Business 15:30 – 17:30 Mills and Reeves, 1 New York Street, M1 4AD, Practical Actions to Manage Stress and Anxiety in the Workplace Manchester, United Kingdom 18:00 – 20:00 MS Amlin, The Leadenhall Building, , Thinking the Unthinkable with Nik Gowing and Chris Langdon EC3V 4QT, London, United Kingdom 18:00 – 20:00 XL Catlin, 20 Gracechurch Street, London, United Kingdom Festival of the Future Wednesday 26 September 2018 Time Venue Event 08:30 – 10:00 Lloyd’s, One Lime Street, EC3M 7HA, London, United Change Makers Kingdom 08:30 – 10:00 AIG, 4th Floor, 201 Deansgate, M3 3NW, Workshop on Inclusive Recruitment Practices Manchester, United Kingdom 11:30 – 12:30 Aon, The Leadenhall Building, , Social Mobility is the Key to Unlocking Diverse Talent: Challenging EC3V 4AN, London, United Kingdom Recruitment Norms 12:00 – 13:30 Willis Towers Watson, Watson House, RH2 9PQ, Mind Matters Reigate, United Kingdom 12:00 – 13:30 DWF, One , Snow Hill Queensway, B4 6GA, Leading Authentically: A Panel Discussion – Lunch Session Birmingham, United Kingdom 12:30 – 14:15 Miller, 70 Mark Lane, EC3R 7NQ, Best of the Best – How to be the Best Family-Friendly Organisation you can London, United Kingdom be 13:00 – 14:30 Willis Watson, 51 Lime Street, EC3M 7DQ, I Woke Up Late and my Life Changed Forever London, United Kingdom 13:00 – 15:00 Manchester Chamber of Commerce, Elliot House, 151 The Power of Inclusion Deansgate, M3 3WD, Manchester, United Kingdom 14:30 – 16:00 Lloyd’s, Fidentia House, Walter Burke Way, ME4 4RN, From Adversity to Gold Medal Champions Chatham, United Kingdom Time Venue Event 16:00 – 18:00 Aspire, 2 Infirmary Street, LS1 2JP, Leeds, United Kingdom Predicting the Future of the Workplace 16:30 – 19:00 Lloyd’s, Fidentia House, Walter Burke Way, ME4 4RN, Chatham, Awareness to Action – Meet the Local Charities United Kingdom 18:00 – 19:30 Beazley, Plantation Place South, 60 Great Tower Street, EC3R 5AD, Perceptions of Success London, United Kingdom 17:00 – 19:30 Zurich Insurance, 70 Mark Lane, EC3R 7NQ, ASSET Speed Mentoring London, United Kingdom 18:00 – 20:00 Markel, 20 Fenchurch Street, EC3M 3AZ, London, United Kingdom Becoming Yourself: Staying True to your Identity Thursday 27 September 2018 Time Venue Event 08:30 – 10:00 Prudential, Laurence Pountney Hill, EC4R 0HH, Mental Health: What’s your Story? London, United Kingdom 08:30 – 10:00 Marsh, 1 Tower Place, Lower Thames Street, EC3R 5BU, London, Mind the Diversity Gap United Kingdom 08:30 – 10:00 Oliver James Associates, No., Hardman Square, M3 Journey Through Parenthood 3EB, Manchester, United Kingdom 10:00 – 11:00 Lloyd’s, Fidentia House, Walter Burke Way, ME4 4RN, Chatham, What is Autism? United Kingdom 11:00 – 12:30 Allianz, 60 Gracechurch Street, EC3V 0HR, Stories from the Stonewall 100 London, United Kingdom 12:00 – 14:00 The Lighthouse, 11 Mitchell Lane, G1 3NU, The Power of Inclusion , United Kingdom 13:00 – 14:30 Miller, 70 Mark Lane, EC3R 7NQ, London, United Kingdom The Anatomy of Inclusion 13:00 – 14:30 JLT, The , 138 Houndsditch, EC3A 7AW, London, Resilience: Facing the Unpredictable United Kingdom 13:00 – 14:30 Kennedys, 3rd floor, Churchgate House, 56 , BAME: Breaking Down Barriers Around Career Progression M1 6EU, Manchester, United Kingdom 15:00 – 16:00 Lloyd’s, Fidentia House, Walter Burke Way, ME4 4RN, Chatham, BLESMA – The Limbless Veterans Charity United Kingdom 15:45 – 17:00 PricewaterhouseCoopers LLP, No.1 Spinningfields, Hardman Square, 1 Hour Wellbeing Taster Session: Managing Thoughts About the Future – Worry and M3 3EB​, Manchester, United Kingdom Anxiety 16:00 – 18:30 Standard Life House, 30 Lothian Road, EH1 2DH, Dive In Edinburgh – Is Insurance and Long-term Savings Risking the Future? An Edinburgh, United Kingdom Evening With Sanjeev Kohli 18:00 – 21:00 Aon, The Leadenhall Building, 122 Leadenhall Street, Dive In Grand Finale: An Evening With Sir Lenny Henry EC3V 4AN, London, United Kingdom Download the Dive In App Download the official Dive In Festival app for iPhone and Android. • Explore events • Register and manage your tickets • Keep up-to-date with live social feeds • Discover D&I learning resources Download now and play your part: Events: Europe, Middle East & Africa Tuesday 25 September 2018 Time Venue Event 08:30 – 11:00 Auditorium Sony 15 rue Jean Jaures, 92800 Puteaux, Parité: Pari d’avenir Paris, France 10:00 – 13:00 Al-Faisalia, Riyadh, Saudi Arabia Empowering Women in Insurance: Building on Momentum

12:00 – 17:30 Achmea Congrescentrum, Handelsweg 2, Dive In The Festival, the Netherlands Zeist, Netherlands 14:00 – 17:30 Industrie- und Handelskammer, Ludwig-Erhard-Saal, Diversity, Why Integrating People from Different Cultures into our Work Börsenplatz 4, 60313, Frankfurt, Germany and Private Life Makes Us Stronger. What are the Prerequisites for this to Succeed? 16:00 – 20:00 Fintech District, Via Sassetti 32, Dive In Festival Milan: Day I Milan, Italy 17:00 – 20:00 Auditorium at Zurich Insurance, Hagenholzstr. 60, 8050, Surviving or Thriving: Creating a Diverse and Healthy Workplace Culture Zurich, Switzerland Wednesday 26 September 2018 Time Venue Event 08:00 – 14:00 Bowman’s Auditorium, 11 Alice Lane, Sandton, Time 4 Inclusion Johannesburg, South Africa 09:00 – 13:00 Piazza Gae Aulenti 8, 20124 Milano, Milan, Italy Dive In Festival Milan: Day II 09:00 – 11:00 Les Salons Hoche, 9 Avenue Hoche, Paris 8è – Salon Insurance & Diversity: Where is France at? Vendôme, Paris, France 10:00 – 12:00 Grand Hyatt Amman, Amman, Jordan ‘Glassed In Dive In’ 12:00 – 14:00 Hogan Lovells, Paseo de la Castellana, 36-38, 9ª planta, Un paso más hacia la Inclusión y la Diversidad: Es el momento de pasar a 28046. Madrid, la acción 15:30 – 17:00 Auditorium Tour Allianz One Esplanade Sud Quartier Michelet 1 How to Balance Career Development and Parenthood cours Michelet 92800 Puteaux, Paris, France 16:00 – 17:30 Swiss Re, Twin City B, Mlynske Nivy 12, Multi-Generational Inclusion Bratislava, Slovakia 17:30 – 21:00 Auditorium at Swiss Re Next, Mythenquai 50, Surviving or Thriving: Creating a Diverse and Healthy Workplace Culture Zurich, Switzerland Thursday 27 September 2018 Time Venue Event 08:00 – 10:00 The Printworks Suite, The Morrison Hotel, Ormond Quay Action for Excellence in Diversity & Inclusion Lower, Dublin, Ireland 08:00 – 11:00 Capital Club, Gate Village 3, Urban Gardens, Level 4, Unconscious Bias Awareness Session Dubai, 21 September & 11 October 2018 Time Venue Event 21st September Cinema Nowy Horyzonty, Kazimierza Wielkiego 19a-21, 50-077 Diversity in Business With Top-Notch Industry Leaders and CEOs 13:30 – 17:00 Wroclaw, Poland 11th October Allianz Auditorium, Haus 2, Fritz-Schäffer-Straße 9, 81737, Dive In Festival Germany, Munich 15:00 – 18:00 Munich, Germany Events: Asia Pacific Tuesday 25 September 2018 Time Venue Event 12:00 – 14:00 QBE Office, Level 5, 2 Park Street, NSW 2000,Sydney, Out in the Workplace: The Power of LGBTIQ+ Inclusion 14:00 – 16:00 Beijing Office, Beijing, China Developing Cross-culture Skills 14:00 – 15:30 Seminar Room A,B, and C, Kamiyacho MT Bld. 11F 4-3-20, The Business Case for Diversity & Inclusion Minato-ku, Tokyo, Japan 14:30 – 18:30 Grid AKL, Auckland, The Mental Health Stigma: Ignorance or Unconscious Bias? 16:00 – 20:00 Doltone House, 3/181 Elizabeth St, Sydney, Australia Stories to Inspire Change – Turning Adversity into Opportunity 17:00 – 19:00 Seminar Room A,B, and C, Kamiyacho MT Bld. 11F 4-3-20, AWalking the Talk: Employee Engagement in Diversity and Inclusion Minato-ku, Tokyo, Japan Wednesday 26 September 2018 Time Venue Event 07:00 – 09:30 Must Wine Bar, Perth, Australia Mental Health for Life 08:30 – 10:30 Aon Offices, Melbourne, Australia Inclusive Leadership 08:30 – 11:00 Bld.6 Rm301 Sophia University, Tokyo, Japan Women in the Insurance Industry 12:30 – 14:30 Willis Towers Watson, Sydney, Australia Time for Inclusion 13:30 – 16:00 Bld.6 Rm301 Sophia Univercity, Tokyo, Japan Work-Life Balance for Diversity & Inclusion 14:00 – 17:00 Shanghai Puxi, Shanghai, China Dialogue in the Dark 15:00 – 21:00 The Glasshouse @ Andaz Singapore, 5 Fraser Street, 3rd Floor, Awareness into Action 189354, Singapore 16:00 – 18:30 Zurich Offices, 5 Blue Street, North Sydney NSW 2060, Sydney, Remaining Relevant: Diversity in Business is the Key to Success Australia 17:00 – 19:00 Bld.6 Rm301 Sophia University, Tokyo, Japan Building an Inclusive Organisation Thursday 27 September 2018 Time Venue Event 07:30 – 09:00 JLT Offices, Level 37, Grosvenor Place, 225 George Street, Waking up to Mental Health: An Open Conversation with Lifeline Sydney, Australia Chairman John Brogden and Specialist Psychologist Greg Prescott 07:30 – 09:00 Hilton Hotel, 233 Victoria Square, Adelaide SA 5000, Inclusive Leadership Adelaide, Australia 09:00 – 12:00 The Grove, Brisbane, Australia Diversity Doesn’t Stick Without Inclusion 12:00 – 14:00 The Establishment, Sydney, Australia Future of Work 14:00 – 16:00 Shanghai, China Gender Differences and Leadership 15:00 – 20:00 River Room & Club 23, 8 Whiteman Street, Southbank, Gender vs Multiculturalism – the Unconscious Bias Debate Melbourne, Australia 15:30 – 19:00 Marsh Offices, One International Towers Sydney, 100 Barangaroo Aboriginal and Torres Strait Islander Inclusion: Time for Action Avenue, NSW 2000, Sydney, Australia 16:30 – 18:30 20 Customhouse Quay, Wellington, New Zealand Creating an Environment for Inclusion 17:00 – 18:30 Sophia University Central Library (L-911), Tokyo, Japan Disability and Mental Health in the Workplace 17:15 – 20:30 235 St Georges Terrace, WA 6000, Perth, Australia Cultural Diversity Within the Insurance Industry 18:40 – 20:40 13 building (Fukuda-ya building), Sophia University, Get-together Tokyo, Japan Events: Americas Tuesday 25 September 2018 Time Venue Event 09:00 – 11:00 Council of Insurance Agents and Brokers (CIAB), Effectively Handling Microagressions Washington DC, United States 09:30 – 11:00 Auditorio do IRB, Rua Marechal Camara 171, Centro, Executive Women in the Insurance Market Rio de Janeiro, 13:00 – 15:00 O’Hara House, One Bermudiana Road, Hamilton, A Worldview Intelligence Approach to Building and Strengthening Diversity and Inclusion in our Organisations – Part 1 16:00 – 17:30 The Union League of Philadelphia, Philadelphia, United States Real Talk 16:00 – 17:30 The Union League of Philadelphia, Philadelphia, United States Special Report: ‘The Journey of African American Insurance Professionals’ – A Diversity Story 16:00 – 19:00 AIG, New York City, United States Awareness into Action: Courageous Conversations and Allyship – Cocktail Evening 16:00 – 17:30 J. Erik Jonsson Central Library, O’Hara Hall, 7th Floor, Three Martini Lunch and the Post-Mad Men Era: The Insurance Industry Then Dallas, United States and Now 16:30 – 19:30 Conrad Miami, Miami, United States Diversity and Inclusion Visualized 17:30 – 19:00 The Union League of Philadelphia, Philadelphia, United States Inclusion Reception 17:00 – 20:00 AIG Bermuda Campus, Hamilton, Bermuda Legislation & Behaviours Around Diversity & Inclusion 17:30 – 18:30 J. Erik Jonsson Central Library, O’Hara Hall, 7th Floor, Inclusion Reception Dallas, United States Wednesday 26 September 2018 Time Venue Event 08:00 – 10:00 St. John’s University NY Campus at Astor Place, Awareness into Action: Courageous Conversations and Allyship – New York City, United States Breakfast Session 08:30 – 10:30 Mattos Filho, São Paulo, Brazil Divide to Conquer: Promoting Diversity and a Collaborative Culture in Companies 09:00 – 11:00 XL Catlin, O’Hara House, One Bermudiana Road, Hamilton, Bermuda {“Inclusivity”} Decoded 15:00 – 17:00 O’Hara House, One Bermudiana Road, Hamilton, Bermuda Parity in the Workplace 17:00 – 21:00 Joe’s Bar on Weed Street, Chicago, United States La Sala – Stories from the Latino Front Room 18:00 – 20:00 O’Hara House, Bermudiana Road, Hamilton, Bermuda A Worldview Intelligence Approach to Building and Strengthening Diversity and Inclusion in our Organizations – Part 2 Thursday 27 September 2018 Time Venue Event 09:00 – 11:00 Hamilton Princess Hotel, Trudeau Ballroon, Hamilton, Bermuda ‘Uncharted Waters’ – Diversity in Insurance: How can we engage or…. DIVE IN? 09:30 – 12:00 Auditorio CNseg Rua Senador Dantas, 74, 16º andar, Centro, Diversity and Inclusion in the Insurance and Reinsurance Market Conference Rio de Janeiro, Brazil 11:30 – 13:30 CNA Chicago, Chicago, United States Let’s Say Good Bye to Bias – Exit, Stage Left 14:00 – 16:00 O’Hara House, One Bermudiana Road, Hamilton, Bermuda The Performance of Inclusion 16:45 – 18:00 Hamilton City Hall, Hamilton, Bermuda Look Both Ways 20, 24 September & 11 October 2018 Time Venue Event 20th September Hyatt Regency, San Francisco, United States Call to Action: Diversity & Inclusion Fair 15:30 – 18:30 24th September Henry B. Gonzalez Convention Center, San Antonio, United States Approaches for Creating an Inclusive Workplace for Companies of All Sizes 14:00 – 16:00 24th September Henry B. Gonzalez Convention Center, San Antonio, United States Leading Above the Line: A Comprehensive Approach to Creating a Culture of 15:30 – 16:30 Courageous Civility 11th October 199 Bay Street, Suite 2300, Toronto, ON, Canada Diversity & Inclusion in the Age of Unconscious Bias and Artificial Intelligence 08:30 – 10:30 Turning the Corner on the Road to Inclusion Spotlight North America

Each global Dive In event and being mentored, and learning to develops a unique characteristic be effective allies are all ways that we of its own, reflecting the culture build inclusive cultures. We build trust. and points of view of the local Trust is at the heart of what we do in the Ecommunity and the issues that resonate insurance business. there. We are proud of our Dive In communities across North America and This year the festival arrives at an applaud the incubators of energy and important inflection point, as we leadership they have become. encourage the Dive In community to commit to action. Navigating We are delighted to bring the Dive relationships in the workplace and the In Festival to Atlanta, City, world at large can feel increasingly Philadelphia, San Antonio and complex. With social media there to Day Bishop Washington, DC for the first time, and publicise every victory, as well as every Account Director, to be returning to Hamilton (Bermuda), misstep, the fear of doing or saying the Willis Towers Watson Chicago, Dallas, Miami, New York, San wrong thing can become paralysing. Francisco and Toronto. To support inclusion and diversity, we have to act, even when it means feeling The journey leading up to Dive In is uncomfortable. equally as important as the celebrations we create. We build relationships, leave The global Dive In Festival is an competition aside and work toward a opportunity to celebrate the progress we common goal. have made on the journey so far and to make plans for the change we will deliver Making the insurance industry a diverse going forward. and inclusive place to work requires that we all have the courage to let our guards down and take a chance on one another, despite perceived differences. Pausing Margaret Resce Milkint to listen and learn from people who aren’t Managing Partner, like us, sharing our stories, mentoring The Jacobson Group 45 Notes and Takeaways

46 Dive In was conceived by Inclusion@Lloyd’s, a collaboration between the Corporation of Lloyd’s, IUA, LIIBA, and the Lloyd’s Market Association and has grown to be a global, sector-wide festival. The only event of its kind, its aim is to pool resources, widen perspectives and share best practice in diversity and inclusion to effect change faster. www.diveinfestival.com #time4inclusion #diveinfest

@DiveInFest @DiveInFestival

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47 Mexico

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