Allianz Diversity Strategy Lori Callahan General Manager Liability and CTP Claims

Allianz Diversity StrategyLori CallahanGeneral Manager Liability and CTP Claims

© Copyright Allianz 2

Who is Allianz?

Allianz Australia

- One of Australia's largest General Insurers

- Serving over 2 million Policy Holders and over 50% of Australia's top 200 BRW Listed Companies

- 3,300 Employees Locally

Allianz Group

- Largest Property & Casualty Insurer in the World

- 75 million customers in 70 Countries

- 172,000 Employees Globally


Group Diversity Strategy

Global Diversity Council

- Established in 2007

- To establish diversity as a worldwide goal at Allianz

Why diversity?

- Fully tap into workforce talent capabilities

- Diverse Teams positively impact performance

But Also Overcomes Basic Business Challenges:

- Top quality resources in order to compete in a highly competitive business

- Shrinking and Aging workforce

- Growth

“What is the Motivation for Diversity?” Survey of Allianz Managers:

- “Performance of my team”

- “Attractiveness to best talent”

- “Competitiveness”

- “Customer needs”



Focuses on three areas:

1. Diversity Policy

- Discrimination, Equal Opportunity, Complaints/Grievance Procedures and Staff Education (Cultural Diversity Days)

2. Customer Diversity

- Diverse Markets and Consumers (eg Islamic ‘Takeful’ Insurance)

3. Women in Management

- Capability Development first and Recruitment second



1. Diversity Policy

Highest Positively Ranked Question on Allianz Australia’s Cultural Survey:

“Allianz is a safe environment to work in e.g. free of sexual harassment, discrimination etc.”

2. Customer Diversity

Many programs and initiatives

3. Women in Management

Equal Opportunity for Women in the

Workforce Agency ‘Employer of Choice for

Women’


Why women?

First some Statistics:

- 52% of the Population

- 50% of the Workforce

- 60% of new University Graduates

- 80% of the Buying Decisions

- 50% of all Businesses are Owned by Women


Why Not?

Allianz SE Board: “If we are looking for high performance individuals to bring problem solving ability

and enhance the quality of management, we cannot afford to ignore the capability and potential of women.”

“Not logical for management to be under-represented in 50% of the workforce.”

“We cannot afford to lose out on this input in management.”


Why Not?

4 recent studies found a link between Gender Balance and Performance:

More women in leadership results in Stronger Financial Results

1. Catalyst

2. McKinsey & Company

3. French Study

4. Vietnam Study


Is it Just Talent?

Do Greater Numbers of Women Make a Difference?

2002 Canadian Conference Board Report - Link between women on boards and good governance credentials

- Conflict-of Interest Guidelines

- 94% of boards with 3 + women

- 58% of all male boards

- Conduct Formal Performance Evaluations

- 72% of boards with 2 + women

- 49% of all male boards

- Gender Balanced Boards

- Pay more attention to audit and risk controls

- Considered needs of more categories of stakeholders


There is Risk

Women may be the same as men

Men may become alienated

Women view strategy cynically


How is Allianz Achieving This Goal?

Intended Outcomes:

- Increase number of Women in Talent Pipeline

- Increase promotions of Women into Senior Roles

- Increase in Rate of Return-to-Work Mothers

Activity:

1. Survey of Women in Management

2. Develop Flexible Workplace Strategy

3. Diversity metrics include in Senior Management Targets

4. Diverse Candidate Panels used for critical positions


1. Survey - What would assist?

Mentoring

Networking Opportunities

Leadership Programmes

Flexibility - not Balance

Visibility


2. Develop flexible workplace strategy

Part Time

Job Sharing

Work from Home

Measuring and Reporting by Business Unit

Higher now than at all time since Measured


3. Senior Management Targets

Diversity metrics included in Senior Management Targets

- Demonstrate activity

- % KPI (not quotas)


4. Diverse candidate panels used for critical positions

All senior position recruitments now include a woman


Practical Examples of this for Allianz:

Example of a Recruitment Ad:

“Do you have a home of your own, a family and now would like to have a job close by? Great – because if you display qualities such as resilience, diligence, empathy, and ambition as a matter of course in your day-to-day family life, you have a lot in common with our successful employees.”

“If you want to embark on a new career, we offer you attractive opportunities, a work place close to home and an interesting job at Allianz.”


Practical Examples of this for Allianz:

Recent Tender for Legal Panel Asked:

“As a global company, Allianz recognises the benefit of diversity in its workforce and customer base. Describe how your firm recognises and leverages the benefits of diversity.”


Is it Only Insurance?

70% of the Law Graduates are Women

20% of the Law Partners are Women

Even once you “make it”, there are problems:

Survey on Women in Court – Law Council of Australia

“Anecdotal evidence that Gender briefing patterns exist in the legal profession.”

Full results in October


The “BIG” Issue

“On Ramp – Off Ramp Careers”

- Re-entry after Maternity Leave

- Women more impacted by:

- Child Care Gaps

- Elder Care

- Sudden Family Illness

Helen Allchurch Research

- Women need to be asked to return to work

- Mere presence of other women makes a difference to the willingness of women to express their need for flexibility


What are lawyers doing?

Active Women Lawyers Associations (networking, mentoring, issues, supporting women in roles)

Formal Women’s Network Programmes e.g. TressCox’s Connected Women’s Network – Objective: to Create Forum for Female Oriented Networking

International Women’s Day Activities


What can you do?

Listen

Ask an “Off Ramp” Female to come back to Work

Offer Flexibility without being Asked

Calculate Your Own Diversity Statistics

Brief a Female Barrister

Add Diversity to Tenders

Be Visible

Be a Mentor

Be a Role Model

Be Flexible

Create a Network

Network Yourself


Conclusion

Documents

Allianz Diversity Strategy Lori Callahan General Manager Liability and CTP Claims