At insurance company Aviva, employee networks are fundamental to driving inclusion – creating a workplace where every voice is heard and valued. Global DEI Partner Shamini Rajan, explains how Aviva Communities make the magic happen - in this case study first featured in our 2025 Global ERG Impact Report.
Aviva has six employee resource groups, bringing together a wide range of support networks from across the business. Launched in 2017, the Aviva Communities run a host of programs and campaigns, promoting equality and social awareness, and ensuring that all employees have an equal voice and are fairly represented.
All six of Aviva’s communities have won awards, not just for their work in improving the employee experience, but for their efforts across the industry and society as a whole. Global DEI Partner Shamini Rajan says that the networks are vital to the firm’s DEI efforts and broader CSR strategy.
“The simplest way to put it is that, without employee networks, there isn’t inclusion. These networks are our grassroots level. They build a sense of community, through their lived experiences, to make the organisation a better place.”
Part of this work involves supporting the DEI team, and Shamini says that Aviva’s employee networks are a powerful resource for her team. “Without our communities, the company would not be where we are today. Our Global DEI Team needs these passionate volunteers on the ground. They are effectively an extension of our team. I don’t think we could be as inclusive as we are without them. There is power in their voices.
One of the key areas of focus for Aviva’s communities is gender parity. In recent years, the insurance industry has made great strides in enhancing gender diversity, but Shamini points out that there is still much work to do. “We massively lack gender diversity across the financial sector as a whole”, she explains. “There is some great work going on to address this. But we recognise that diversity means nothing without the inclusion piece. And our Balance Network helps us to drive this.”
A recent winner of the ‘Most Inclusive Gender Network’ at the Women in Insurance Awards, Aviva’s Balance Network campaigns for gender equality in the workplace. One of their priorities is advocating for all parents – especially men – to take six months of equal parental leave. The network’s campaign led to Aviva becoming one of the first UK employers to introduce such a policy and the impact has been significant
“We introduced the policy to help remove barriers to career progression, challenge traditional gender roles and level the playing field for women and men at home and at work when a new child arrives. It is a gamechanger.” says Shamini. Data shows that the policy is very popular, with over 80% of men at the company taking six months out of work when a new child arrives.
Another powerful example of networks driving inclusion can be found in Aviva’s Generations Network, which is working to bridge the age gap internally and externally. The group takes a data-driven approach to help the business understand its five generations of colleagues, enabling Aviva to better utilise this spectrum of experience across the organisation. The network’s Co-Chair is also the creator of Workplace Age Diversity Index – a pioneering UK market benchmark, specialising in age equity in the workplace which is launching soon.
Age is an often overlooked characteristic despite ageism being the number one most common form of discrimination in the UK”, explains Shamini. “We’re really proud of the work we’ve been doing to support our people of all ages, and we couldn’t have achieved this without our communities.”
Aviva harnesses the insights of its communities to influence policy and practice across the business. Its Workplace Adjustment passports, for example, are shaped by advice and input from the Ability Network. And the firm’s Origins Network successfully lobbied for the introduction of a f flexible bank holiday policy, which will enable colleagues to use leave at other times of the year, for example during religious festivals.
“Our networks regularly drive policy innovation and the flexible bank holiday pilot is a really powerful example of this”, says Shamini. “Only a handful of organisations in the UK have done this, and our Origins Community made it happen with the support of their Executive Sponsors. The feedback we’ve had from our people has been amazing.”
Supporting colleagues, customers and the wider businesses, Aviva’s employee networks are making great strides for diverse communities everywhere. And when it comes to driving inclusion, their impact cannot be understated.
“Employee networks are the foundation of all things inclusion at Aviva”, says Shamini “and I firmly believe that all organisations should have them. They play a pivotal role in fostering inclusion that drives innovation, problem-solving, and market reach. I have a lot of gratitude for our networks and I’m sure other organisations do too.”
Radius is the global leader in employee network and resource group development. Our Global ERG Impact Reports shine a light on the impact ERGs are making for businesses all over the world.
