We set out our strategy in late 2019 and over 2020 developed a detailed plan to support implementing those actions. We know that building an even more diverse and inclusive culture is a journey and will take time. Our focus has been on education and awareness of the strategy, inclusive leadership training for all people managers, collective leadership accountability and sponsorship and engagement of employees through our D&I Working Group which we believe will strengthen our culture and impact on our roadmap for the years ahead.
We have identified key priority areas that are applicable to our business: gender balance, diversity of thought, under-represented groups, and generational diversity (age and tenure). We have also defined our strategic priorities in respect of inclusion to include fairness and respect, safety and openness and empowerment and growth. Together these priority areas are designed to drive an increased sense of value and belonging which is central to ensuring that we have the right culture in place – one which has diversity and inclusion as a key building block.
A key part of assuring the delivery of our D&I strategy is through our Diversity & Inclusion Working Group which was established during 2020. It is made up of a diverse group of individuals across all levels of the organisation.. The working group is critical to providing feedback, delivering on and driving focus areas, providing appropriate representation and challenge and also in raising awareness and education on the topic.
We are on an active journey of engaging and influencing throughout the organisation and we are committed to progressing our ambitions and objectives in this important area. Our journey is progressing, and we recognise that we have more to do to achieve our ambitions and strategic aims, building on the solid foundations of a workplace culture developed over 95 years. IPB is committed to further development. We have a clear view on the priority areas to drive progress and make our workplace a more diverse and inclusive environment for the benefit of all.
IPB is proud to be a signatory to the Women in Finance Charter, led by the Financial Services industry and supported by the Government of Ireland. Ireland’s Women in Finance Charter is a commitment to work together to build a more balanced and fair industry. Firms that sign up to this Charter are pledging to be the best businesses in the sector.
At IPB Insurance we are proud to be a signatory to Ireland’s Women in Finance Charter since the beginning of its formation in 2022. Being one of 91 signatories to Ireland’s Women in Finance Charter demonstrates our commitment to increase women’s participation in our organisation.
We believe in gender diversity at all levels of our business and achieved our initial targets as committed under the charter of reaching 30% female representation at senior management in 2023.
The launch the second Annual Report of the Charter by Minister for Financial Services Neale Richmond in July 2024 is an important milestone and highlights the significant progress that has been made since it was established amongst all organisations that have signed up to the Charter. Details of the full report can be found here.
Following achievement of our previous target, IPB has committed to a gender balance target of 45% plus or minus 5% representation of the currently underrepresented gender in Management and Non-Management groups by 2026.
At IPB, our Diversity & Inclusion strategy is closely aligned with the goals of the Charter, and we have taken many steps to support and advance women in leadership positions and will continue to do so in the coming years aligned with our targets.
We are a proud signatory to the Charter to help deliver a better representation of female representation at senior levels in our organisation and a more inclusive organisation.
