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Diversity, Equity, and Inclusion

We are taking tangible actions to further embed diversity, equity, and inclusion (DEI) in the way we do business and through the experience employees have with us.

Belong@Zurich

Zurich is committed to ensuring all employees can realise their full potential regardless of their gender or any other characteristic.

We seek to achieve a culture in which voices are diverse, behaviours are inclusive, and people feel a sense of belonging. We value individuality and we know that diverse perspectives will help us to achieve our ambition to be one of the most responsible and impactful businesses in the world. 

We are undertaking a range of actions to further embed diversity, equity, and inclusion (DEI) in the way we do business and through the experience our customers and employees have with us.

Find out more about Zurich’s DEI programs below. 

Zurich is committed to achieving a gender balanced workforce and closing the gender pay gap, driven by a culture of transparency and accountability. This work has seen Zurich Australia recognised as Employer of Choice for Gender Equality by the Workplace Gender Equality Agency (WGEA).

For the last WGEA reporting period (ending 31 March 2023), Zurich Australia had a median gender pay gap of 22.9 per cent. This is primarily driven by a lower representation of women in senior management and specialist technical roles.

We remain committed to the ongoing identification and management of the drivers of this gap and implementing effective strategies to address them over time. This approach has seen Zurich’s median gender pay gap improve by over 5 per cent since 2020-21.

Currently, Zurich’s approach includes: 

  • A goal of 40 per cent women, 40 per cent men and 20 per cent of any gender (40:40:20) in senior leadership positions by the end of 2026, with progress regularly reported to the Zurich Leadership Team and Board;
  • Commitment to maintaining gender pay equity (0 per cent differential between genders), with biannual gender pay equity reviews;
  • Female Sponsorship, Talent and Succession Management initiatives to support the appointment and progression of women into leadership roles;
  • Collection, tracking and communication of relevant metrics to support and inform progress;
  • Support for parents and carers, regardless of gender, including flexible working options, leave and non-leave based support;
  • Delivery of appropriate training to support a safe and respectful workplace culture.

This work is supported by Zurich’s employee-led ‘Gender Equity Network’, which aims to drive cultural change by fostering networks, supporting career development and communicating actions across the organisation.  

We recognise that every family is different and support our employees to take paid leave as they welcome new family members or manage circumstances related to family care, disability care or aged care. Our Family Care policy offers superannuation on unpaid leave and 16 weeks’ paid leave for primary care parental leavers and 6 weeks’ paid leave for secondary caregivers, with no required eligibility period.  To help reduce work-life pressures, we have partnered with Parents at Work to build our Zurich Care Hub, provide Work Life Being Webinars and additional wrap-around support such as our Parental Leave Transition Program. This work has seen Zurich Australia become a certified Family Inclusive Workplace.

Zurich is committed to creating a positive and respectful workplace, free from all forms of discrimination, bullying and sexual harassment. All leaders and employees are expected to participate in Respect at Work training to ensure that we create a psychologically safe working environment for all.

As a global business, our rich cultural diversity is one of our greatest strengths. We celebrate our diverse ethnicities, races, religions and nationalities and our unique backgrounds to gain a better understanding of one another and cultivate greater respect and deeper connections with our colleagues and customers. CAN (Cultural Awareness Network) is our Employee Resource Group that aims to raise awareness and provide thought leadership on the challenges and opportunities of working and living in a multicultural world.

We pay our respects to the diverse First Nations cultures and communities and their respective Country across Australia and New Zealand. We partner with CampfireX to assist in the development of our First Nations Strategy and to progress the development of our Reconciliation Action Plan. We partner with Mirri Mirri to offer First Nations Awareness for all employees, helping to break down cultural barriers and improve our understanding of Indigenous cultures in an interactive, impactful, and insightful way.  

As a Silver AWEI (Australian Workplace Equality Index) employer, we strive to create a culture where everyone can feel confident to be themselves and feel safe and supported at work. We partner with Pride in Diversity to provide LGBTQ+ ally training across the business and ensure our offerings are inclusive of LGBTQ+ employees and their families. We launched our Gender Affirmation Policy with support for employees seeking to affirm their gender including four weeks additional paid leave. We provide an LGBTQ+ Hub for our customers demonstrating our commitment to be an inclusive insurer. PrideZ is our Employee Resource Group that encourages employees to be active LGBTQ+ allies and advocate for inclusion.

Inclusion is at the heart of who we are. Our aim is to create an environment where those who identify as trans or gender diverse feel supported and included to reach their full potential. We recognise that everyone’s experience is unique, and this is reflected in the flexibility of the leave and range of support provided to someone who is affirming their gender. 

Zurich and PrideZ recognise that the recruitment process for gender diverse individuals can have unique challenges and complexities. If you are considering a career with Zurich and you have any questions or concerns, please contact Pride.Z@zurich.com.au. You can be directed to someone in the team for a confidential discussion.