Our people
Annual Report 2022
The CII aims to be a high performing organisation where its colleagues enjoy working and where they feel supported and developed.
Colleagues were fully involved in the business planning process in 2022 and engaged as organisational strategic goals were broken down into directorial objectives, team objectives and finally individual goals with regular feedback on performance, both organisational and individual, shared and discussed throughout the reporting period.
Leaders have continued to develop their leadership skills and those with people management responsibilities have taken part in an in-house management development programme. A range of other learning opportunities have been provided to staff, including a competency development programme facilitated by internal colleagues, a series of ‘lunch and learns’ and an easily accessible learning platform that offers hundreds of programmes for colleagues to develop their skills, knowledge and behaviours. Overall, we are considered to be a ‘gold standard’ Investors in People employer.
1. Style in the City charity event at the Insurance Institute of Manchester. | 2. Alan Vallance at the London Market Conference. | 3. The CII Charity Virtual Run event.
4. Simon McGill, CII Ambassadors Conference award winner. | 5. The CII signs memorandum of understanding with Mumbai Education Trust.
6. Newly qualified CII members at Birmingham Insurance. | 7. Diara Seck, graduate of CII partner, Glasgow Caledonian University London.
8. The CII launches learning enhancement and development programme in Hong Kong. | 9. Debbie Mitchell, CII Ambassadors Conference award winner.
10. Gaynor Jones, the CII, judges at the Middle East Insurance Awards. | 11. The CII learning enhancement and development programme in Hong Kong.
12. Qualified CII members at North Downs Insurance Institute.
The wellbeing of all colleagues continued to be an important part of the support provided to CII colleagues with strategy focused on healthy lifestyles, spiritual wellbeing, mental health, financial and digital wellbeing. Each theme was supported by a range of panel discussions, external speakers, personal challenges and case studies. All events were well-attended by CII colleagues who have fed back that they consider themselves to be well-supported by their managers.
‘Anytime Anywhere’ as a way of working has been further embedded. This has allowed us to welcome colleagues from a wider geographic spread of locations providing a broader candidate base than if we relied on London-based candidates only.
The CII remains committed to people engagement and measured this three times during 2022. We actively listen to and value the feedback provided by colleagues with actions that seek to address priority areas to further increase engagement levels. Communication is important to the way that we work with monthly business updates through which we share important information including financial performance.
The CII’s recruitment and selection policy is designed to ensure that it selects the best possible candidate for the job on the basis of their relevant skills, knowledge and behaviours, as measured against the requirements of the job, whilst following best practice of inclusive recruitment. We are proud to be a Disability Confident Employer.
The CII’s commitment to diversity and inclusion is embedded in its policies, procedures, and practice. We continue to report on our gender pay gap, gender pay pension gap and our ethnicity pay gap and measure achievement of all actions to improve the diversity and inclusion of all colleagues on a quarterly basis. We saw an improvement in the ethnicity pay gap and our gender pay gap (median) is now below 10%.
There were three appointments to the Executive Leadership Team this year with the recruitment of a Membership and Engagement Director and Chief Digital and Information Officer to support the ongoing strengthening of our membership proposition and digital strategy, as well as a new Chief Executive Officer.