Zurich’s brand purpose is to ‘create a brighter future together’ for its customers, partners, employees, and the planet. Across the world, it is committed to promoting a diverse and inclusive culture, where everyone can bring the whole of themselves to work. It understands that diversity of thought is better for its people and customers and believes that everybody should be made to feel welcome, regardless of their background, beliefs, or culture. With around 55,000 talented individuals working for it, across 170 countries, it employs people from over 127 nationalities.
One of the ways Zurich is focusing on Diversity and inclusion in the UK is through its Employee Resource Groups (ERGs). These groups, led by their employees, give people who share common experiences and values the opportunity to come together and make a difference. These groups include their Cultural Awareness Network, Zurich Pride, Women’s Innovation Network, Accessibility and Inclusion Network, and finally NEXT, which advocates for the next generation to have a voice in key business decisions.
“Be yourself always, you are at your best when you are your authentic self and I believe this is the best way to put your best foot forward.”
The ethos of their UK Cultural Awareness Network (CAN) is to help ensure their business accurately reflects the society in which it operates and to help ensure that at no point ethnicity is a barrier to success. Kevin Anang, one of Zurich’s Senior Market Underwriters, is co-chair of CAN and is helping to drive the change for a more supportive and inclusive working culture for its employees, communities, and customers. He told us “Getting buy-in and support from all levels across the business is key to what we do and there is a genuine desire to do the right thing, both for current and future employees.”
The business and CAN are working together on their strategy for diversity and inclusion, centred around three key themes – culture, education, and recruitment. This includes them promoting an environment where cultural differences are encouraged and where there is an awareness of historical events and their outcomes that continue to affect Black society in the present day.
Zurich’s approach to recruitment is a top priority and it has put actions in place to ensure that diversity is considered at each step of the way. This includes ensuring it has diverse interview panels and also training all of its hiring managers in best practice for fair and rigorous recruitment. It is working closely with companies like Black Young Professionals and has also signed up for the #10000BlackInterns initiative. Kevin brings his personal understanding to his role as co-chair of CAN and appreciation of the additional challenges Black people may face. On a personal career level, his vision and ambition are helping him develop as a leader and to learn new skills.
Kevin brings his personal understanding to his role as co-chair of CAN and appreciation of the additional challenges Black people may face. On a personal career level, his vision and ambition are helping him develop as a leader and to learn new skills. Kevin’s proactiveness is one of the things he cites as a direct tool of his success, along with communication and listening skills, and above all, a willingness to learn.
