Launched at the ABI's DEI Summit, and created in collaboration with industry leaders, the Blueprint takes a holistic approach to DEI and sets out priority areas for the ABI to lead, good practice for industry, and opportunities for collaboration with experts. It looks at each stage of the employment journey: from using inclusive recruitment practices to attract the best talent from all backgrounds, to helping employees grow and progress their careers in the sector and advancing understanding of what works to drive improvement.
The sector has made progress, but it has not been consistent. While the proportion of board members that are women increased from 29% to 32% last year, the overall proportion of employees from ethnic minority backgrounds across the industry fell from 10% to 9%, largely due to decreases at entry level.
The Blueprint's first goal is focused on recruitment practices. It aims to encourage people from all backgrounds, experiences, and seniority into the sector, and to break down any barriers in their way. With a greater focus on socio-economic status, the Blueprint seeks to make opportunities for apprentices and school-leavers attractive and inclusive, drive up the take-up of initiatives to support under-represented groups into the industry, and show that insurance and long-term savings offers a wide range of attractive career opportunities for many different skillsets.
Once in the industry, the Blueprint sets out key opportunities and mechanisms that can help create environments that retain, embed, and expand a diverse workforce of talented people. From structured secondments and mid-career apprenticeships, to offering further support for significant life events, such as fertility treatment, bereavement, miscarriage, and menopause. The Blueprint acknowledges the importance of creating a culture that supports employees at every stage in their career so that they can reach their full potential.
Evidence is crucial to identifying where the gaps or barriers for protected groups exist and targeting efforts to tackle them. At present, data collection across the industry is piecemeal. In particular, 29% of companies participating in the ABI's data collection are capturing some form of data on social mobility, but a further 20% plan to.The Blueprint aims to build a consistent set of metrics to support members in gathering the necessary DEI information, including social mobility, and includes an ABI commitment to develop guidance to help employees feel more comfortable sharing their data. It also encourages a culture of transparency, so that the evidence can be used to advance understanding and measure progress.
Hannah Gurga, ABI Director General said: At a time when society is entering the most challenging circumstances in a decade, the need for a diverse range of experiences and perspectives has never been greater. I'm proud that our industry is setting the path for change with this ambitious Blueprint. This isn't just about changing the way the industry looks and feels, it's about creating a more effective industry that represents the people we serve.
Whether it's financial resilience or climate change, our sector has always aspired to be at the forefront of efforts to address societal challenges. So we must also play a leading role in creating diverse, equitable and inclusive workplaces. With initiatives such as the #MakingFlexibleWork campaign and signing up to Business in the Community's Race at Work charter, we've made a start. But there is much more to do."
The theme of collaboration runs throughout the Blueprint. By publishing it in full, the ABI hopes to work with leaders and DEI experts both inside and outside of the industry to help reach its ambition of being the most diverse, equitable and inclusive sector of the UK economy.