Diversity and inclusion
Our diversity and inclusion strategy
At Zurich, our strength comes from the diverse experiences, perspectives, and talents of our people. When we support everyone to bring their authentic selves to work, we empower them to thrive. This enables us to achieve more together, grow our business, and live up to our commitments.
We strive to build a workforce that reflects the wide range of backgrounds and experiences found among our customers, partners, suppliers, communities, and investors across the UK.
Our goal is to create a workplace where every employee can flourish, and where everyone feels valued, heard, and respected.
Embracing diversity and fostering inclusion helps us attract and retain top talent, manage risk, and make better decisions. It’s part of how we deliver on our purpose: creating a brighter future together.
I believe that by becoming a more inclusive organisation, we enable our people to do their best work, deliver for our customers, and create a more sustainable future together.
Zurich has driven the conversation around diversity within our industry through actions including proactively publishing our Social Mobility pay gaps, and attaining our ethnicity and senior female leadership goals ahead of plan.
We continue to challenge ourselves to go further and to make our environment, processes, and products more inclusive. We are expanding our focus areas to include age and social mobility, whilst maintaining pace on driving ethnicity, gender, LGBTQ+ and disability equity.
UK CEO
Our Group Code of Conduct
Our commitment to ensuring that all applicants and employees are entitled to equality of opportunity, regardless of their race, age, sex, gender identity or expression, sexual orientation, religion, disability, pregnancy or marital/civil partnership status, is included in Zurich’s Group Code of Conduct.
Creating a diverse and inclusive workforce
We are creating a diverse and inclusive working environment for all our employees supported by our five pillars.
Who we work with
Take a look at the different organisations we work with to ensure a diverse and inclusive working environment for all our employees.
Diversity statements
Our diversity statements ensure accountability for the delivery of an inclusive culture for our customers and employees.
Zurich's employee networks
Find out about the different employee networks we have at Zurich.
We’re transparent about pay
Pay gaps demonstrate the difference in average pay between two groups of people and any difference is normally driven by an imbalance at senior levels. It is not the same as equal pay for equivalent work, which is measured separately.
In 2017 legislation came into force in the UK requiring any organisation employing 250 or more employees to calculate and publicise their gender pay gap (based on sex at birth). Since 2020, Zurich has chosen to voluntarily publish additional pay gaps, including those for ethnicity, disability and sexual orientation.
Our pay gap report
In 2023, we took the decision to align our pay gaps into a single report, allowing us to highlight intersectional themes across our pay gaps as well as macro trends in our UK population. Our historic pay gaps are also available for transparency.
For the first time in 2024, we chose to publish our socio-economic background pay gap. This represents a firm commitment from us in understanding and implementing social equity drivers within our organisation over the coming years. Our 2025 mean pay gap (Professional v Lower) is 10.0%.
Gender pay gap reports
Our 2025 figures were calculated in line with government regulations and show a mean pay gap of 15.4% and a mean bonus gap of 36.3% (based on salaries and bonuses paid in the 12 months).
Ethnicity pay gap reports
Our 2025 mean pay gap is 3.2% and our mean bonus gap is 14.4% based on salaries and bonuses paid in the 12 months). We published our ethnicity pay gap for the first time in June 2020.
Sexual orientation pay gap reports
Our 2025 mean hourly pay gap is 11.1% and our mean bonus gap is -1.7% (based on salaries and bonuses paid in the 12 months). We published our sexual orientation pay gap for the first time in June 2020.
Disability pay gap reports
Our 2025 disability mean hourly pay gap is 10.8% and our mean bonus gap is 33.9% (based on salaries and bonuses paid in the 12 months). We published our disability pay gap for the first time in December 2020.