Between delivering sessions ourselves and attending many more in the packed agenda, we left Dive In 2025 inspired and motivated to continue driving meaningful change and to build a sense of belonging in insurance.

Let’s recap our core takeaways.

From subtle biases to inconsistent targets and reporting, unpack the structural and cultural reasons why your organisation may be limiting performance opportunities for some while enhancing them for others.

How do employers tackle the multi-generational managerial challenge, without impacting their ability to offer truly inclusive environments?

From the importance of leadership and examining the full employee lifecycle to just taking things one step at a time, this article covers three more key points to focus on in your DEI journey.

Slow and steady wins the race, after all.

With the insurance market experiencing a period of transformation, cultures need to ensure the right people are recruited and retained to help the industry thrive. And for that to happen, we need to cultivate a sense of belonging.

When inclusion is not at the forefront of your leadership strategy, your organisational culture and employee engagement can suffer the consequences.

We’ve outlined our five telltale signs that you could be heading in the wrong direction, and the proactive steps to take to reaffirm the importance of an inclusive workplace, ensuring that every team member feels valued and heard.  

Many companies send their top executives on expensive leadership programmes only for their employee engagement surveys to show high levels of dissatisfaction, which leads to more programmes and the vicious cycle continues. What are the benefits of also including DEI in these programmes?

As a result of the cultural and structural impact of racism, Black voices and representation have been diminished, cut out and disempowered, leading to history missing the incredible contribution, impact and effects of Black people worldwide.

This article investigates the cost to workplaces and society as a whole, and what we can do to counter it.

In October, changing legislation means employers will have an increased duty of care towards employees to better prevent sexual harassment. In a society where women in particular already face sexual harassment online, on the streets and even in their own homes, it’s vital that the workplace is not another addition to that list.

There's a fine line between harmless banter and harmful bullying, yet the impact on your workplace culture can be vast.

We explore the distinctions and effective actions to ensure a psychologically safe, inclusive culture for all.

Our Inclusive Leadership programmes were over-subscribed as 2023 ended and we moved into 2024, it has shown no signs of slowing down. So why are leaders continuing to prioritise this and what does it mean for their businesses?

From inclusive leadership training to supplier diversity, we explore the DEI priorities for progressive organisations this year.

Once DEI strategies are in place, policies communicated and network groups established, it is managers that hold the key to becoming an inclusive culture.

Read on to learn the key skills every inclusive manager needs to master.