Horwich Farrelly Signs Inclusive Insurance Pledge
Horwich Farrelly have signed the Inclusive Insurance Pledge demonstrating ‘commitment to a culture where inclusive behaviours are the norm and where everyone is accepting of diversity’.
The pledge, set up by Lloyd’s of London and Zurich, is an initiative that has been created to help deliver a vision of inclusion, diversity and cultural change within the insurance sector.
To support this vision the firm has committed to the below statements.
Everyone can expect to:
- be treated with respect, courtesy and dignity
- be treated in a manner free from discrimination and objectification
- not be harassed, bullied or victimised
- be dealt with in an honest, transparent and legal way.
As an organisation Horwich Farrelly will take action if:
- employees are harassed in any way, either by fellow employees, suppliers, customers or business partners
- employees are treated differently or discriminated against due to age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion/belief, gender or sexual orientation
- there is any abuse of position or seniority, particularly when directed at those more vulnerable or more junior.
Senior leaders at Horwich Farrelly have committed to:
- ensuring the organisation has a clear procedure for reporting any inappropriate or discriminatory behaviour
- regularly communicating on the importance of inclusive behaviours
- ensuring there are significant repercussions for the perpetrators of such behaviour
- leading by example and ensuring all fellow employees in the Firm do the same
- calling out inappropriate behaviour or discrimination, even when it is uncomfortable to do so.
The signing of this pledge, which follows the announcement of the launch of the firm’s Network of Women and signing up to the Law Society’s Women Returners programme is just another component of Horwich Farrelly’s strategy to improving diversity and inclusion.
A recent review of policies has also led to the introduction of enhanced maternity, paternity and adoption leave pay, and work is underway to consider the potential to introduce greater flexibility around the firm’s operational hours. Recruitment processes have also been overhauled to provide greater transparency and clearer pathways for progression.