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PRIORITIES & PROGRESS: HEALTH & WELLBEING | SUSTAINABLE INVESTMENT | SUSTAINABLE OPERATIONS | PEOPLE & CULTURE | EFFECTIVE GOVERNANCE
Employee-led networks aligned to Diversity, Equity, Inclusion and Belonging Our Diversity, Equity, Inclusion and Belonging (DEIB) strategy is centred on creating a workplace where “you can be you” — a culture that embraces diverse people, perspectives, and experiences. We aim to attract and retain the right talent to build a sustainable future, foster innovation through diversity of thought, and stay true to our values and ESG commitments. By reflecting the communities and customers we serve, we can deliver meaningful services and experiences to them. As market leaders, we are committed to leading by example and driving inclusive positive change. We focus on six segments: Māori & Pasifika, LGBTTQIAP+, Gender, Accessibility, Culture and Age. Each segment is supported by an executive sponsor and at least one employee-led network group who deliver value add through events and projects.
Partner programmes: TupuToa and First Foundation We partner annually with TupuToa and First Foundation to provide opportunities for internships and professional growth that support the development of emerging leaders from Māori, Pasifika, and diverse socio-economic backgrounds. In 2024, we welcomed four TupuToa interns and our two returning First Foundation interns. These programmes are vital for nurturing future leaders in Aotearoa New Zealand. We support our interns development through job shadowing, project work, and mentoring across the business. Tūhononga, our Māori and Pasifika employee network, welcomes these interns and encourages their participation in all network activities to support their integration and wellbeing at AIA.
Gender equity and menopause Since becoming the first insurer in Aotearoa New Zealand to be awarded the GenderTick™ in 2020, AIA NZ has proudly achieved Advanced GenderTick status for the second consecutive year. The GenderTick enables businesses to demonstrate their compliance and leadership across six key indicators:
by a physical, sensory, learning, mental health or other impairment, we understand disability and neurodiversity touches all aspects of our business – our people, our customers and partners as well as our wider community – and we’re committed to working with our AIA NZ whānau to ensure we’re meeting their accessibility needs.” On International Day of Persons with Disabilities in December 2024, AIA NZ proudly launched the Hidden Disabilities Sunflower programme for its people. The Hidden Disabilities Sunflower programme aims to help make the invisible, visible. It exists to help those with disabilities that are not immediately obvious such as autism, chronic pain, dementia, anxiety, visual or hearing impairment. In 2024 supported by our employee-led network and external partners such as NZ Disability Employers’ Network, Autism NZ, ADHD NZ and Dyslexia Consulting we designed and created an AIA NZ specific Neurodiversity Toolkit for individuals, leaders and colleagues; worked with Be. Lab to create a tertiary student internship to provide work experience for students with a disability in their area of study or aspiration; plus, business-wide communications in NZ Sign Language to celebrate NZ Sign Language Week.
to work. Our dedication to diversity and inclusion is fundamental to our success and reflects our philosophy of ‘doing the right thing, in the right way, with the right people, and the right results will come’ and we encourage other businesses to join us in building a workplace culture that truly supports everyone.” Additional support provided via GEN, our Gender Equity employee- led Network helps drive the organisation’s commitment in supporting a diverse and inclusive workplace, through a range of initiatives like an endometriosis panel event.
“We’ve created an inclusive, engaging workplace where our people feel supported and empowered to thrive - both personally and professionally.”
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Equal Pay
Leadership Representation Flexible Work and Leave Gender Safe Workplace A Gender Inclusive Culture, and Supporting Menopausal Transition.
BRYNLEA HUNTER-MORPETH
Accessibility and neurodiversity
AIA NZ CHIEF PEOPLE OFFICER
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In 2024, AIA NZ was awarded the Accessibility Tick for the second time, in recognition of our ongoing commitment to creating an inclusive and accessible environment for all. Nick Stanhope, AIA NZ CEO said: “At AIA NZ we believe in building a diverse and inclusive workplace where all our people feel a sense of belonging. Achieving the Accessibility Tick again is a testament to the continued dedication and efforts of many across the business to create a workplace where everyone feels supported and empowered to bring their whole, unique selves to work. With approximately a quarter of New Zealanders affected
Achieving Advanced GenderTick Status reflects AIA NZ’s progress in each of these areas, with highlights including a comprehensive Menopause Toolkit and dedicated policy in support of gender affirmation. Upon receiving the Advanced GenderTick, Brynlea Hunter- Morpeth, AIA NZ Chief People Officer said: “To be recognised with the Advanced GenderTick is a testament to our commitment to creating an inclusive and supportive workplace where our people can bring their whole and unique selves
LGBTTQIAP+ Pride Pledge
In 2024, we partnered with Pride Pledge to renew and deepen our commitment to rainbow inclusivity, actively promoting safety, visibility, and inclusion for the rainbow community. Supported by Kotahitanga, our LGBTTQIAP+ employee-led network, AIA NZ has celebrated a range of events across the year including Auckland Pride, World Pride Month, Non-Binary People’s Day and Trans Awareness Week.
AIA New Zealand Limited Sustainability Report 2024
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