ABIC pushes for greater diversity on Bermuda
The Association of Bermuda International Companies (ABIC) has announced that its diversity & inclusion (D&I) Committee is engaging with business leaders on the Island in an effort to advance dialogue, collaboration and action on D&I within the workplace.
The committee is made up of ABIC Board members and representatives from member companies, including Athene Life Re, EY Bermuda, Willis Towers Watson and XL Catlin.
The committee, which was formed last year, hosted a meeting where members were encouraged to commit to prioritising the creation and promotion of a culture of equity within their companies.
At the meeting, led by D&I committee chairperson Kirsten Beasley, ABIC’s objectives and accountability for diversity and fostering a culture of inclusion were shared. Members also discussed results of surveys conducted among member companies and Committee member Claudia Philipsz presented on a proposed D&I approach and framework for member companies.
To give examples of successful initiatives, Lisa Robinson, who leads HR for XL Catlin in Bermuda, shared the company’s vision and approach to D&I, including the design and implementation of a D&I program, and Craig Redcliffe, Partner at EY gave a presentation on the Board Apprentice program, which is dedicated to increasing diversity on boards globally.
The committee also reviewed the ABIC CEO D&I pledge which was presented by committee member Renee Bullock-Cann and signed by ABIC Chairman and CEO, Insurance at XL Bermuda Patrick Tannock on behalf of XL Catlin. The pledge of signatories states in part: “We will continue to make our workplaces trusting places to have complex, and sometimes difficult conversations about diversity and inclusion”; “We will implement and expand unconscious bias education”; and “We will share best – and unsuccessful – practices.”
Tannock invited CEOs of all member companies to adopt and sign the pledge and said: “Diversity and inclusion is not just a catch phrase, I believe that diversity has the power to be transformational for a company and inclusion enhances an organisation’s ability to achieve better results by engaging people from diverse backgrounds and perspectives through participatory decision making.
“Executive leadership must lead the charge to change mindsets as to why diversity matters and champion the fact that a diverse workforce measurably improves an organisation’s decision making, problem solving, cultural awareness, creativity, innovation, effectiveness and enhances its ability to adapt rapidly and successfully to change. It’s also a fact that in order to remain relevant and competitive, a company must attract and retain the best talent. A diverse workforce and inclusive culture are talent magnets.”
