The Dive In Festival for Diversity & Inclusion in Insurance

Dive In Festival Inclusion@Lloyd’s c/o Gong Comms 1 Blandford Street London W1U 3DA
  • About Dive In

    Dive In is an initiative of Inclusion@Lloyd’s, a strategic collaboration between the Corporation of Lloyd’s, IUA, LIIBA, and the Lloyd’s Market Association. It was launched in 2015 and has picked up multiple awards as a Diversity Champion and for Employee Engagement.

    Key sponsors for 2016 are XL Catlin (platinum), Aon, Aspen, MS Amlin, Marsh and Willis (gold), Beazeley, JLT, Liberty, Markel, Novae, Travelers (silver) and KPMG as global partner with many more organisations from the Lloyd’s and Companies markets and their suppliers offering financial support, providing venues and organising events.

    All events are open to everyone who works in the insurance industry to attend free of charge with prior registration.

New report highlights progress in diversity and inclusion in the Lloyd’s market

  • 71% of firms have training or development in place that includes D&I
  • 37.5% have D&I councils or steering committees, up from 20% in 2016
  • 53% now have a formal D&I policy in place compared to 35% last year

Inclusion@Lloyd’s has launched its second report on diversity and inclusion (D&I) around the Lloyd’s market.

Following on from last year’s inaugural report, ‘Holding up the Mirror: Reflections on diversity and inclusion in the Lloyd’s market’ provides an interim update on progress in key areas. The report looks back at 2016, shining a spotlight on events and groups from around the market, including a review of the second Dive In festival, its impact, international growth and awards.

New research commissioned by Inclusion@Lloyd’s highlights what diversity and inclusion practice looks like in the market today, drawn from the responses of over 30 different companies*. 

Commenting on the research, Dominic Christian, Chair of Inclusion@Lloyd’s and CEO of Aon UK, said: “Results show that perhaps counter-intuitively, you don’t need a huge workforce and big budgets to progress successfully. In fact, the smallest firms in our sample all have formal D&I policies in place. It is really encouraging to see that every respondent report’s either a positive or an improving D&I culture which suggests positive momentum is indeed building. But however bullish we are about progress, we must always temper our successes by acknowledging how much work there is still to do.”

As well as anonymised and aggregated results, the report includes five in-depth interviews with a range of market executives who share their experiences and insights into implementing various aspects of D&I strategies.

Pauline Miller, Head of Diversity and Inclusion at Lloyd’s, added: “It’s great to see such positive numbers come out of the research, with a significant increase in governance and some really exciting collaboration through network groups. The case studies outlined in the report show just a few of the fantastic contributions being made across the market towards diverse and inclusive best practice.”

The publication is an initiative of Inclusion@Lloyd’s, the steering group with the goal of embedding diversity and inclusion (D&I) best practice to improve the market’s ability to attract and retain the best talent, keeping it globally competitive and relevant. 

2017 promises to be a year of further action through Inclusion@Lloyd’s, as the Diversity and Inclusion Charter is renewed and both existing and new signatories make the public pledge to advance D&I in their organisations.