We Care for Tomorrow is Allianz Trade’s promise to our employees and a call to action – to build an inclusive workplace that reflects us in all our diversity, where everyone can bring their whole self to work and is equipped to reach their full potential.
As we celebrate International Women’s Day, we are taking stock of our progress and achievements, and of the work still ahead of us to level the playing field and foster gender equality. From workplace policies and professional networks to awareness campaigns and informal conversations, we implement a multi-faceted approach to women’s advancement – a fitting reflection of this year’s IWD theme, “Accelerating Action”.
Equal pay for equal work
A perennial challenge in gender equality is pay discrimination. We have been working to address pay disparities for years and we are pleased to have reached pay equity, as reflected by our EDGE certification.
Florence Lecoutre, member of the Board of Management in charge of Data Analytics, Human Resources, Communication, Compliance and Sustainability, is particularly proud of this. “I am thrilled we are leading the way,” says Florence. “This is a big deal, considering that the global pay gap remains at 17%, and 11% in the European Union. This is not just a good thing to do, but the right thing to do and the only way forward as an employer.”
From NEO to A Moment for Us: the importance of networks
At Allianz Trade more than half our employees, and 44% of managers, are women. But there’s still more we can do to support career progression and personal development. Professional networks can play a powerful role in fostering connections, promoting inclusion, building skills, and boosting confidence for members.
Anil Berry, member of Board of Management in charge of Marketing, Commercial Underwriting Distribution and E-Commerce, is also a sponsor of NEO. NEO, or Network for Equal Opportunities, aims advance gender equality at Allianz Trade. Anil explains that “NEO has implemented a sponsorship concept that goes beyond traditional mentorship.” As part of this commitment, sponsors actively advocate for their sponsorees: that means opening doors, enabling connections, and helping prepare for new roles and assignments.
The benefits for participants are clear: according to Anil, sponsorship plays “a crucial role in integrating new employees into the company culture: it helps them feel welcomed and supported, which can significantly impact their job satisfaction and productivity.” The benefits don’t stop there; this has a direct effect on us as a company. “Highlighting the values of diversity and inclusion from the very beginning, you can set the tone for a respectful and inclusive workplace where all employees feel valued and empowered,” he adds.
Florence sponsors a networking initiative, though with a slightly different purpose. A Moment for us was launched in 2023, and each year includes a new cohort of participants who are invited to take part. Women in a variety of roles across the company come together for networking, learning, and growth, with the aim of inspiring others and creating a virtuous circle.
Through virtual sessions and peer discussions using the Centered Leadership model, A Moment for Us, in her words, is “a journey of shared experiences among women from all backgrounds. It’s a supportive network where women can connect, grow, and gain confidence. Because that’s one thing that companies must acknowledge: that men and women are equally ambitious—the real gap lies in confidence.” As well as the benefits participants perceive today, A Moment for Us plays an important role in shaping our workplace tomorrow. The initiative is also a vehicle for identifying promising talents for leadership roles, and helps ensure gender parity in succession plans.
Stamping out unconscious bias
Workplace policies such as those to reach pay equity and professional resources like networks address measurable disparities and needs. But one obstinate challenge remains: everyday sexism and unconscious bias. Florence shares one example of a career-limiting bias she finds particularly egregious: “A persistent bias suggests that women are either too young to be promoted—because they haven’t had children yet—or too old to stay after menopause, as if their productivity naturally declines. It’s inaccurate, inappropriate - and completely unacceptable. And it results in reducing a woman’s career to a narrow 15 years of opportunity, while men have a 40-year window.”
In Florence’s view, confronting unconscious biases starts with awareness of its presence and harmful effects. Since the beginning of the year, we’ve had a worldwide campaign in our offices, “#Redcard: Say No to Sexism,” to raise awareness of comments and attitudes that are indicative of bias, and empowering everyone to speak up. The posters are a simple, yet effective way of highlighting how seemingly anodyne comment can denote a bias, and spark a conversation on the topic in our offices.
When it comes to engaging male colleagues on gender equality, Anil suggests starting from a non-judgmental place. “It's important to create an open and inclusive environment to express their thoughts and concerns,” he says. That also applies to challenging one’s own unconscious biases: “sometimes you have to accept you have an unconscious bias and talk to people about it.”
Engaging everyone – not just women – in equality
As Board members who are both sponsors of initiatives to promote gender equality, Florence and Anil’s commitment has inspired others to get involved too. Both are convinced that this is everyone’s responsibility – not just women’s. “It is just as important to educate men on gender equality as it is women,” says Florence. “Progress won’t happen if we only focus on developing women—we risk placing the burden solely on them. Achieving real change requires a collective effort, for men and women.”
