Diversity & Inclusion

Alcohol free (AF)

To create an Alcohol-Free inclusive environment. We respect and include people who do not drink alcohol for whatever reason, whether that is for always, or for the moment. Everyone is aware of what sober shaming is and takes steps to eliminate it.

Support colleagues affected by alcohol related issues.

Educate about the effects of alcohol and how it is, aften unwittingly, used to exclude people.

Collaborate with other Respect ERGs to help provide inclusive events.

To make Howden a place where anyone, both clients and colleagues alike, feel included via the use of our voice at Respect AF.

disAbility

Our vision is of a future at Howden where our disabilities are celebrated as part of our authentic selves and will never hold any of us back from the successful careers we dream of.

We aim at improving accessibility throughout the employee life cycle here at Howden, and across all levels of ability – that includes things like improving our reasonable adjustment processes, advocating for improved processes and procedures for our disabled community, and helping us connect with the wider disabled community across the industry.

Gender balance

Our Gender Balance community support the goal of furthering gender equity in the workplace. For us, that means creating an environment where gender balance is the norm, empowering individuals of all genders to thrive, lead and contribute equally in all aspects of Howden.

We do this through creating awareness-raising opportunities, providing networking and development moments for our people, and supporting our people to make everyday practices more gender inclusive.

Health and wellbeing

Our mission is to develop resources and tools so that the employees feel that our ERG is a safe place where people can share personal experiences and help one another. We aim to strengthen the UK proposition first, then work our way towards a more global reach.

LGBTQ+

Our group is about driving acceptance and empowerment for all colleagues.

We want all colleagues to feel accepted and empowered to be themselves at work, and we work across all our UK businesses to project this focus nationally.

Some major wins we've had have included successfully implementing the option for including pronouns on our signatures, developing guidance for line managers to support their LGBTQ+ colleagues, and raising money in support of LGBTQ+ charities.

Multiculturalism

Respect’s multiculturalism group is committed to advancing the discussion on Diversity and Inclusion and to bringing about positive change among our colleagues and partner networks.

Our work includes:
• Collaborating from apprentice to board level to share best practice and ideas for promoting multicultural inclusion.
• Promote and drive opportunities for networking, professional development and recruitment
• Aligning with our Diversity and Inclusion principles providing support and encouraging personal connections in order to flourish

Neurodiversity

Our group is all about creating a welcoming and supportive environment for neurodivergent employees and industry peers.

We want to ensure that everyone feels valued, empowered, and included in working together or forming professional partnerships.

That means helping people to understand the support available to them at Howden, and helping everyone – including
those considering joining Howden – to get to be a part of the strong neurodiverse community we have.

Our behaviours

Helping our people drive inclusive behaviours in the workplace.

Our Behaviours group champion key themes around empowerment, through which we can help people in identifying, reporting and combatting behaviours that don't align with our values.

Parents at work

Howden's parents at work are here to help one another – to us, it's important that we all have a strong, inclusive community where all parents feel supported, valued, and connected within the workplace, regardless of family structure or background.

We feel it is important to create a workplace culture that empowers parents to balance their professional and personal lives effectively, without compromising career growth or family well-being.

Our group has made big strides for our business, providing revamped parental leave toolkits for line managers, and launching a parental buddy network for those going or coming back on parental leave in the business. Our work's even scored Howden a nomination for Contribution to Inclusion at the Women in Insurance 2025 awards.

Service network

Represent and support the Public Services community at Howden; educating the company in promoting talent value, championing issues and engaging in the wider community.

We represent staff who are, have been, or are related to members of a public service body including the Armed Forces; Emergency Services; healthcare and government.

Under 30s

We’re focused on providing networking opportunities for our young people and new starters, fostering relationships and interconnectivity across Howden.

Women's health

We want to create a future for Howden, and our industry, where discussions about women's health are normalised and encouraged.

Through breaking down stigmas, fostering a culture of openness, and understanding, we aim to foster a welcoming environment for everyone to be themselves.

Some of our achievements have included advocating for and successfully launching a Menopause benefit across our UK business that supports all our women.