Diversity, Equity, Inclusion and Belonging (DEIB) has the potential to transform a workplace, a business and ultimately, the world we live in. We don’t see it as a box to tick but rather a series of tiny steps we take each day. Advancing a culture of belonging with employees, clients and communities starts with strategy, and continues with learning, acting, refining and moving forward with a belief that we are never done.
That being said, “Our approach to diversity is simple,” says Jaimie Mulder, DEIB Committee Chair at NFP in Canada. “It’s to foster an environment where we all feel we can be our authentic selves. We strive to find commonality that brings us together, while celebrating differences that add depth to our lives and enhance our impact for stakeholders. And we appreciate the importance of using our voices and actively listening, working together to advance systems and cultures of diversity, equity, inclusion and belonging.”
Painting a Picture
Our DEIB committee has been the driving force of our DEIB efforts. What began as internal discussions have flourished, being implemented into policies, action plans, initiatives and partnerships.
We aim to cultivate enterprise-wide systems and cultures of diversity, equity, inclusion and belonging that permeate every aspect of the business and empower all stakeholders – both internally and externally – to succeed. That includes improving hiring practices, expanding our client base, focusing on emerging and underrepresented markets, and more. It also means ensuring we all have equal opportunity to grow and progress within the organization, and actively correcting policies and procedures that create and/or perpetuate inequities.
"Our approach to diversity is simple…We strive to find commonality that brings us together, while celebrating differences that add depth to our lives."
- Jaimie Mulder, DEIB Committee Chair
Backed by Leadership
To truly have an impact, these initiatives need strong backing from people at all levels of the organization. This is why we are grateful that our DEIB committee benefits from strong leadership support, which includes not only sponsorship and financial support but also engagement.
Notably, John Haas, the president of NFP in Canada, actively participates in the committee, ensuring we have the necessary support and resources. Leadership commitment is further demonstrated through dedicated time for DEIB discussions at every town hall meeting and the involvement of senior figures like Terry Hearn, SVP of human resource, and Mark Waxman, managing director of Life and Wealth Management, as executive sponsors. Additionally, Debora Hendrickson, SVP of Personal Risk, serves as the executive sponsor of the community charities committee, aligning closely with DEIB efforts.
This leadership buy-in fosters a culture where DEIB values are prioritized, encouraging employee engagement and setting a precedent for the organization. On a personal level, the support extends to managerial practices, allowing individuals to fully embrace DEIB roles without being overburdened, showcasing our commitment to these principles.
Measuring Success
To measure the success of our DEIB initiatives, we focus on several key indicators that reflect our commitment to fostering an inclusive and equitable workplace. These indicators are not just about numbers; they represent real change and progress within NFP.
We measure the growth and increased engagement within our business resource groups and closely monitor employee involvement in professional development programs, especially those we've enhanced through our community partnerships.
Recognizing that open lines of communication are essential for understanding the impact of our DEIB initiatives, we rely on engagement surveys, indices and DEIB assessments to gather honest feedback from our employees. Based on this feedback, we've introduced more inclusive benefit offerings, updated policies and launched company-wide DEIB training this year.
Additionally, we have the honour of being recognized through an award of excellence from Insurance Business Canada, achieving a 93% rating for our endeavours. This not only validates our efforts but also highlights the impact of our DEIB initiatives.
Sustainability by Design
We aim to maintain and enhance our position by continuing to focus on the four pillars that impact our stakeholders both internally and externally: Employees, clients, community and suppliers.
Our commitment to these pillars is reinforced through continued collaboration with esteemed industry partners, such as the Canadian Association of Black Insurance Professionals, LGBTQ+ Insurance Network and the Canadian Chinese Insurance Professions Association. These organizations provide great value to their members including networking, education and career development opportunities, helping us to further embed DEIB principles into our operations and culture.
Recognizing the power of collaboration, we actively seek partnerships with other DEIB leaders in the industry and engage with community partners to exchange insights, knowledge and work on joint solutions. Our goal is to create a more equitable and inclusive environment where individuals of all backgrounds and abilities feel a strong sense of belonging and have the opportunity to succeed.