Workforce
We're building a professional culture that engages and welcomes everyone to make sure all employees feel they belong. For instance, we have programs to help our people adopt as conscious inclusion as prt of their everyday activities.
Aegon' s vision for inclusion and diversity is to build a fair and inclusive company, where we overcome obstacles to participation and increase our diversity so that everyone belongs, everyone plays a role in fostering inclusion, and we can all live our best life: in our workplace, our marketplace and our communities. Find out more.
As part of our transformation journey, we adopted a global inclusion and diversity strategy in 2022, building on the already strong work of our business units who have signed up to our vision. We aim to ensure our policies and actions permeate all parts of Aegon, and that our leaders, colleagues, and other stakeholders worldwide can each make an active contribution to building a more inclusive and diverse organization.
Our I&D strategy builds on the work undertaken in recent years to develop a consistent and coherent way of working for the whole company. Two fundamental elements of Aegon's inclusion and diversity strategy are:
"I believe including multiple and diverse perspectives is critical. This makes debates richer and it leads to better decisions. I want people from all walks of life to feel welcomed, seen, heard and valued at Aegon. That will help us better tune in to our customers, quickly adapt to changing markets and achieve great things together."
We're building a professional culture that engages and welcomes everyone to make sure all employees feel they belong. For instance, we have programs to help our people adopt as conscious inclusion as prt of their everyday activities.
We’re integrating inclusion, equity, and diversity into our recruitment strategies to create a more diverse workplace. We are also leveraging diversity data to understand where we are in our journey and what further steps are needed to deliver meaningful improvement.
Find out more about Aegon, our busineeses and our history
We're strengthening how we live these values with our customers and in our communities to create positive change. We use surveys, feedback from our customers and benchmarking information to assess our level of maturity on inclusion and diversity – including how we compare with relevant peers – and determining our level of ambition and how to achieve it.
We are committed to a journey of authentic action as we strive to be inclusive across our company. We are starting by focusing on five initial areas: gender blance, race & ethnicity, sexual orientation, disability and life stages. We will publish regular updates on key initiatives in 2023. We are pleased, for instance, to report progress during 2022 on gender balance.
We are working to build an inclusive and diverse culture that encompasses all aspects of the employee experience, starting with talent attraction.
Specific attention has been directed toward addressing the gender imbalances that persist in financial services. In 2022, Aegon's country units continued to refine their hiring practices with a focus on inclusive recruitment, through gender-balanced candidate slates and interview panels.
Aegon's senior executive gender balance targets address the legal requirements of the NL Diversity at the Top Act (2022), enacted to improve the designed gender balance in listed and large Dutch-owned companies. We will also continue to include a non-financial performance indicator for Management Board members regarding gender diversity in all senior management positions.
Aegon's Employee Resource Groups play an important role in making sure all employees have a say in the company’s future direction and that their specific needs are met during our transformation program. Examples across our businesses include:
Race can often be an uncomfortable topic in corporate spaces. We strive to promote inclusion, respect and appreciation for different cultures across our organization. Moving beyond diversity toward a world without racism where everyone is celebrated, uplifted, recognized and included.
Our ERGS include
We support employees with a disability within Aegon to realize their full potential and by doing so improve the accessibility of our channels, products and services for our customers.
Generations promotes the collaboration, development and retention of a multi-generational workplace by sharing talents and resources to build strong relationships and community. By doing is, we are tapping into generational knowledge and energy to build a more dynamic workplace.
Committed to embracing diversity, we have a strong and active Proud network in place within our global firm. Run by employees, the group is aimed at promoting equity and visibility within the organization and to the wider financial services market.
Our Proud network
We are committed to supporting mental and physical wellbeing of our employees and ensuring that they have access to appropriate support in our workplace. Our aim is to offer our employees a range of services that will help them feel more valued, supported, motivated, and empowered to take control of their own wellbeing. By doing this, we believe that this will contribute to a more engaged, productive, and sustainable organisation.
The Women's Impact Network is a community of employees enhancing Aegon/Transamerica's success by maximizing women's impact.
Siobhan Martin became our Global Head of Inclusion and Diversity in 2022. We also have people dedicated to advancing inclusion & diversity in our main business units. They introduce themselves here and explain what motivates them.
I seek to inspires others around the world to deliver leading global Inclusive Leadership Programs to deliver on meaningful change.
I am proud that at Aegon AM we exceeded our goal for representation of women in senior management roles, both globally and in the UK through the Women in Finance Charter.
Inclusion is not a zero-sum game – nobody has to be excluded in order for somebody else to be included.
My heart is very close to social initiatives where we can give opportunities to people with less privileged backgrounds.
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