Zurich makes Stonewall’s Top Global Employers list

  •  Stonewall names Zurich as one of 17 multinationals in its 2020 Top Global Employers list
  • Zurich UK placed in the top 200 of the Stonewall UK Workplace Equality Index
  • Insurer publishes LGBT pay gap data for first time

Zurich has been recognised for the second time as a 2020 Stonewall Global Leader.  The Top Global Employers List [insert link] showcases the 17 best multinational employers for lesbian, gay, bi and trans staff – with Zurich the only insurance company making the list.  This coincides with the insurer publishing for the first time, its UK pay gap data for LGBT employees.

The Top Global Employers list is compiled from submissions to the Global Workplace Equality Index benchmarking tool. It evaluates areas such as employee policy, training, staff and community engagement, leadership, and other global and in-country activities.  In the UK, Zurich has also made it into the top 200 of the Stonewall UK Workplace Equality Index.

The figures

Sharing its UK LGBT pay data for the first time, Zurich’s 2020 mean pay gap has improved by 2.4 ppts at 4% compared to 6.4% in 2019.  Its median pay gap for LGBT employees is 24.3%, up from 19% in 2019.


To put these figures into context, only 65% of Zurich’s UK employees share their sexual orientation and 35% their gender identity, with just 2% who self-declare as LGBT+.  This means that current pay data is based on a small sample size and does not provide a comprehensive picture of employees’ experiences.

To help address this, work is underway to increase levels of self-declaration to make employees aware of why it’s so important to share this information.

In April, Zurich published its 2019 gender pay data and committed to tackling pay inequality from all angles.  This was followed in July, when Zurich became the first insurer to publish its ethnicity pay data along with details of a major project and an action plan to tackle the issues more widely.  This is due to be published in the autumn.

Steve Collinson, Zurich’s UK Head of People said: “We’re committed to tackling pay gaps from every angle.  At the same time, we’re also working to better understand the lived experience of our LGBT+ colleagues.

“Collating and publishing this data enables us to monitor trends so that we can put in place any actions needed to tackle the issues.  This is about making Zurich, the most attractive place to work for as diverse a group of people as possible.  As well as publishing this data for the first time, we’re incredibly proud to be recognised by Stonewall for our continued efforts to create an inclusive workplace for our colleagues.”

Diversity in action

Inclusive Behaviours’ Pledge – Zurich spearheaded the launch of this industry-wide commitment in 2018, to call out unacceptable behaviour and to create a more inclusive work environment across our sector. Over 120 firms are signed up.  Within Zurich we have also rolled out new training and communications entitled ‘[email protected]’, to ensure that all employees are clear on their rights and responsibilities regarding inclusion.

Zurich Pride UK – is an employee network run by volunteers with the support of Zurich’s Executive team.  It aims to make sure Zurich is a welcoming, safe and inclusive place for all LGBT+ individuals to be themselves at work.

Pride provides support and education for colleagues; acts as a referral point for the business; and works with other industry LGBT forums, as well as the global Pride network, to ensure that Zurich is following best practice on all matters relating to the LGBT+ community.  The network re-launched in 2018 and now has over 200 members, 30 of which are part of the committee or official Advocate network.

Recent Pride initiatives include:

  • Quarterly events exploring topics such as non-binary and trans identities, Faith, intersectionality and ally-ship alongside lockdown coffee mornings

–        Publication of 12 role model profiles of LGBT+ colleagues and a new guide to gender identities and expression

–        Development of inclusive language training for colleagues and developing training modules for customer facing staff with regards to our trans customers.

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