For Aon to do its best work on behalf of clients, colleagues must be able to work, express, be and live in a way that is true to themselves. With that in mind, in 2020 Aon formed the Global Inclusive Leadership Council (GILC). One year after the establishment of the Council, GILC Co-Chairs Jennifer Bell and Eduardo Dávila join the latest episode of the “On Aon” podcast for a conversation about the present state and future plans for inclusion and diversity (I&D) at Aon. Andrea O'Leary, Senior Director, Culture and Change at Aon and herself a member of GILC, hosts.
For Aon to do its best work on behalf of clients, colleagues must be able to work, express, be and live in a way that is true to themselves. With that in mind, in 2020 Aon formed the Global Inclusive Leadership Council (GILC). One year after the establishment of the Council, GILC Co-Chairs Jennifer Bell and Eduardo Dávila join the latest episode of the “On Aon” podcast for a conversation about the present state and future plans for inclusion and diversity (I&D) at Aon. Andrea O'Leary, Senior Director, Culture and Change at Aon and herself a member of GILC, hosts.
Additional Resources:
Inclusion and Diversity at Aon
More information on the Global Inclusive Leadership Council
HR Director media coverage: “Role models are essential to change perceptions”
Tweetables:
“When you think about what we’re trying to accomplish as a firm, it really revolves around action and impact.” — Jennifer Bell
“We are working together to make Aon an even more inclusive and diverse place of work.” — Eduardo Dávila
“Inclusion and diversity are at the heart of our mission and what we’re trying to accomplish.” — Eduardo Dávila
“We’re connecting to the GILC globally to continue to collaborate, partner and accelerate where we want to be as a firm.” — Jennifer Bell
“Make intentional connections by getting involved in at least one BRG today.” — Eduardo Dávila
Intro:
Welcome to On Aon, a podcast featuring conversations between colleagues on, well, Aon. This week we hear from Jennifer Bell and Eduardo Davila, co-chairs of Aon's Global Inclusive Leadership Council, talking about inclusion and diversity at Aon. And now this week's host, Andrea O'Leary.
Andrea O'Leary:
My name is Andrea O'Leary, and I've been a colleague at Aon for eight and a half years. I lead our global cultural initiatives that drive Aon's cultural transformation. With me today is Jennifer Bell, who's been at Aon for 30 years and currently serves as the Regional Managing Director for the Central U.S. And Eduardo Dávila, who's been with Aon since 2002 and serves as CEO of the EMEA region. Jen and Eduardo serve as our co-chairs of the Global Inclusive Leadership Council, or the GILC, as we call it. And both have served in this role since the inception of that council, which has almost been a year now.
Andrea O'Leary:
Thank you so much, Jen and Eduardo, for being here today. As a GILC member myself, I'm excited to get the opportunity to ask you a few questions, so turn the tables a bit on... Usually, you guys are the ones seeking feedback from us. Before we get started, I'd like to ask just a quick check-in warm-up question for us, which is, what about your role most inspires you? Jen, we'll go to you first.
Jennifer Bell:
Thanks Andrea. Before I answer that question, I want to thank you for all the work that you're doing with GILC, and thanks for hosting us on this podcast. I would say what inspires me most is that when you think about what we're trying to accomplish as a firm, it really revolves around action and impact. And when you have executive leadership that is committed and behind action and impact around inclusion and diversity, it is really inspiring.
Eduardo Davila:
I agree, Jen. It's great to have you on the other side of the desk, and thank you, Andrea, for having us today, sharing what we are doing as a team. You have been such a big contribution to our efforts, so thank you for having an update on the GILC, and what intersects with the business resource group, also known as the BRGs, and the region inclusion and diversity staff committees. So we are working together to make Aon an even more inclusive and diverse place to work. That's what we are trying to make, is making an impact.
Eduardo Davila:
But to answer your specific question, I will say, my partner in crime is Jen. She is inspiring me the most. I mean, I met her a year ago and she's amazing. We're working with getting justice and fighting and energizing every day. So what we're trying to build together at this way from the culture is building something unique through people. And we recognize that it's the best thing of choice for the best and most diverse talent in our industry. Then we really want to play that impact and be a purpose-led organization, where inclusion and diversity is in the heart of our mission, that what we are trying to accomplish, that inspires me the most.
Andrea O'Leary:
Awesome. Thank you both for sharing what inspires you about the work you're doing. So let's jump right in. Eduardo, I want to start with you, and I want you to share a little bit more about how this is all coming together for our 50,000 colleagues on the ground. And if you could tell us a little bit more... You started to mention BRGs. If you could tell us a little bit more about those business resource groups for those who don't know, what are they?
Eduardo Davila:
Yeah. Sure, Andrea. I'm glad you asked this, because it's right in the middle of our mission. The way we see it in the GILC is creating guided principles and a very clear approach to embed inclusion and diversity in our culture, as Aon. So we provide leadership and determine strategies to ensure everyone is in the right path. So much of our work is influencing and inspiring functions or regions, leaders, and teams, and to embed processes and participate in activities to get that inclusive behaviors that we are looking for.
Eduardo Davila:
So the BRG, the business resource groups are networks of colleagues who come together and volunteer, that's important, to volunteer, because it means that they want to do it, to champion a certain cause close to their heart. And this could be the sexual orientation, race, and ethnicity or disability as an example, that their lives are so important and a very welcome in part of our BRG's, because they are driving for us and being examples to others, to be honest.
Eduardo Davila:
So we also work very close with them because they are on the ground and they can deliver in everyday in the mission, and they can influence volumes of colleagues that we can from the work. And we work closely with the regions because they really establish local goals and impact and the behaviors. So, different regions, different starting points, something that we learn, different behaviors that need to be accomplished to get to the specific goals. So this is something that we are trying also to understand within this year, and it's that perfect triangle to create an inclusive workplace in Aon, to be honest.
Jennifer Bell:
And I'd like to add that the GILC is connected and also accountable to the board of directors. So ultimately, we report the progress of the GILC to a newly formed subcommittee of the board called the Inclusion and Diversity Subcommittee. This is pretty breakthrough that we have that board subcommittee focused on I&D. And when Eduardo and I report on the work of the council and the progress of the firm, their interest and passion around what we are doing and what progress we were making, it's incredible. So it really makes me proud to work for Aon.
Andrea O'Leary:
Yeah, it's truly amazing, honestly, how all the parts are coming together and it makes me really proud to be a part of this work as well. I'd like to talk a little bit more about embedding inclusion and diversity into Aon's culture, because the reality is the GILC members, we're not going to do it by ourselves, it takes all of us working together. So Jen, you want to talk a little bit about that?
Jennifer Bell:
You are so right, Andrea. And it does take all of us. What we did is... The root of our work is really around five pillars. Recruitment, which is hiring the best talented individuals who mirror our markets. Promotion, making sure that all our colleagues have an opportunity for advancement within the firm. Education, which is having tools and resources that embrace inclusion and diversity and help us build our cultural competence. And last but not least, representation, which is ensuring that colleagues at all levels of the firm reflect our communities.
Eduardo Davila:
And I will talk about the fifth pillar, which you said, during this journey, we realized that probably those four were internal ones, and makes a lot of sense that we try to make a wider impact to be more impactful in the society in general. And we were searching for that umbrella that can like cover the other four. And we find that the environmental social governance, the ESG is the right one. So this is our fifth pillar. And now more than ever, I think our clients expect us to have a clear stance on the environment impact, social impact, governance, is more and more a business imperative and essential to how well we do as a firm while doing also good for the community.
Eduardo Davila:
So the how matters, just getting there, but it's how do we get to the objectives. And with the BRG, we realized exactly that, that we can play a pivotal role in driving things like our human rights statement, the equality act and our global diversity statement, for example. So advocating for these important initiatives is key to create in a more inclusive world for our colleagues and communities. So these are three initiatives that are foundational to our businesses, and they send a very strong message to our colleagues across the globe about the importance of these five pillars, and the ESG as well.
Andrea O'Leary:
Yeah, I think the pillars are such a great way to summarize our approach to inclusion and diversity from recruitment, promotion, education, and representation, really being very internally Aon-focused, and how we're trying to drive that inclusive culture at Aon. And then ESG, really being how we show up in society, what's the role that we play, what's the impact that we have, I think it's amazing how the approach has really set both internally and externally. Eduardo, you mentioned working with the BRGs. They seem to be making a huge impact for colleagues and advancing the work of the GILC. Can you share a little bit about what you're seeing from the BRGs and the role that they're playing?
Eduardo Davila:
Sure, Andrea. I mean, you should advise me about this question, because there's so many things that are coming to my mind that I won't fully remind most of it, but let me start, for example, with the workability network in the UK and empowering abilities network in the U.S., something that really, really stood out for me and introduced a global inclusion speaker series, entitled Supporting Colleagues Accessibility and Adjustment, setting how Aon supports colleagues who require special adjustments and due to the disability, for example.
Eduardo Davila:
Another one is Women's International Network, or WIN for short, globally organized and supported many events from International Women's Day right across the globe, including Australia, Singapore, Hong Kong, Spain, Brazil. Over 10,000 colleagues attended various events. We are so proud about this. Another one for a geographical standpoint is we mentioned Brazil, for example, has started a new Pride Alliance chapter, as well as a WIN chapter, empowering colleagues to be their authentic selves in the workplace.
Eduardo Davila:
And also the Asian-Pacific is under BRG in the US, held an amazing event to discuss recent rise in anti-Asian discrimination, migration, and actual violence, which was attended by over 1,000 colleagues. Another one very critical for us and top of mind is the Black Professional Network in the U.S. celebrate the Black History Month in February with a number of events, including professional development webinars and a video series Being Black In America, featuring Aon colleagues. And this business resource group has also been very focused on the recent events happening in the U.S., helping colleagues through this, I would say, challenging and sad times, and we are supporting each other, trying to help each other understand this and help our colleagues to go through.
Eduardo Davila:
Another one probably very linked with the times we are living in this pandemia is mental health. I mean, the mental health has emerged as a very important topic for all of us, and also in the return to office, how are we going to treat them, what do we learn in this journey for a mental health perspective in order to be better company. For example, in the UK, they launched This Is Me video. So, casting colleagues sharing their stories of mental health and how they are struggling, and sometimes the solution they found to pass through the very difficult moments. So those are some of the stories come to my mind, but then many more to share about this. Thank you for asking, because I think it's impressive when you go through it and you realize how much we've been doing as a team.
Jennifer Bell:
Eduardo, that is very impressive. You mentioned some things that I even I had forgotten about. I think what I would like to do is really tell this group what's coming up, because we have a lot of great sessions coming up, and May is the month of improving cultural competence. And all the business resource groups are asked to share how colleagues can build their cultural competence.
Jennifer Bell:
Also, I would like to remind everyone that this is the Asian-Pacific Islander Heritage Month. And I believe Greg is kicking off their call tomorrow. That's a very, very active group. And if you're not part of their WebEx teams group, I encourage you to, because I have learned quite a bit just being part of the group. Also in June, you will see the Pride Alliance BRG celebrate Pride Month with a global virtual Pride celebration event, involving many Pride chapters globally.
Jennifer Bell:
Then our Black Professionals Network, they're planning activities and recognition of Juneteenth that was anything like last year's event, it's going to be majorly successful, and I recommend you join. And ongoing, our business resource groups will continue to courage colleagues to voluntarily share their commitment to an inclusive culture with the I'm In pledge. So once signed online, colleagues can access and print a digital version of their commitment, as well as add a message to their email or Yammer account so others may identify them as an ally.
Andrea O'Leary:
Wow. I mean, that is just so incredible, all the work that's going on. And I really love just hearing how global it is in nature, where we're talking about the UK and Brazil and things that are happening in the US and various parts of the world. And just the representation we're seeing of colleagues being allies and showing up is truly just amazing.
Andrea O'Leary:
So before we wrap, I want to do a bit of a lightning round. I'd like to ask you guys each two questions. And so, the first question is, as we think about, as I mentioned earlier, the GILC coming up on a year since it first formed, and as leaders co-leaders of the GILC, I'd love to know what are you most proud of that the GILC has accomplished over its first year? Jen, we'll start with you.
Jennifer Bell:
Well, Andrea, there's so many things. I mean, the team has really been working hard over all the months. We have accomplished quite a bit I was really proud of was really around our Human Capital Solutions Group, which really helped us identify and measure where we are as a firm around I&D. So, around gender, people of color or ethnicity, they really gave us that baseline to start from. So, incredible work by our human capital solutions group.
Jennifer Bell:
Then last but not least, if I think about our last couple of meetings, it's really connecting all the great work that we're doing in the regions, connecting them to the GILC globally, to make sure that we continue to collaborate and partner and accelerate where we want to be as a firm and changing the culture of the firm to really be I&D-focused.
Andrea O'Leary:
That's awesome. Eduardo, what about you? What's what are you most proud of?
Eduardo Davila:
I would say, first, I mean, probably the momentum that we as a team had been able to create through the screen in a virtual environment during this year, a year ago it would be something difficult to believe, to be honest. So the passion, the commitment and conviction, I will say that all the team put in this mission effort is something that for me was a really, really, really inspirational during his year.
Eduardo Davila:
The second one, that had been mentioned before from Jennifer is the creation of the subcommittee of the board. This is an amazing accomplishment in a year time to talk with Greg and some of the board members and being able to have a subcommittee of the board chaired by the chair of Aon plc, the chairman, our chairman, Lester Knight, is amazing. So I think these two things really come to remind as very, very important during this year.
Andrea O'Leary:
Amazing. So for the second question, I'd love for you each to share two things our listeners can do today to take action now. Jen, we'll start with you.
Jennifer Bell:
I would recommend that our Aon colleagues set some time aside on their calendar and check out our ally guide on the MyLearning to build your cultural competence and understand how you can be a better ally. And then also sign up for activating your allyship workshop, which is offered by our learning team. You will be really glad you did, if you did those two things.
Andrea O'Leary:
Eduardo, what about you?
Eduardo Davila:
Thank you, Andrea and Jen. And I will go for things that come to my mind, I will mention probably the suggestion that Aon colleagues to make intentional connections by getting involved in at least one BRG and consider others, or maybe even start a local one, why not? So to be creative on our business resources group. Another one for me and for any of our listeners, whether it is an Aon colleague or not, to be honest, I would suggest getting and staying curious. This is something that help us all when you really try to discover and to get to know each other,... where you really explore and ask and listen the other thoughts and really to build your own idea with other team members, adding value, I think, is really important to keep always curious.
Eduardo Davila:
Another one would be, and I did it, by the way, invite a colleague that you don't know well to a drink or coffee, and learn about them and share things about yourself. I promise you, I did like more than 40 in a year. You always start very stiff, and then after five minutes it seems like you know each other for a year or so. I mean, you break all the barriers, you start talking about not professional stuff, and then you discover each other and then it's amazing. It's like a way of creating trust in the room, to be honest. And I think this is essential also for the purpose that we are aiming for. So, thank you from my side.
Andrea O'Leary:
Awesome. Well, and as the host, I'll add my two cents. I think inclusion and diversity is something that starts with each individual's understanding of their own biases, what they bring to the table, their way of thinking, really becoming more self-aware. So I would challenge all of our listeners to think about what do you think that you know, or what do you believe to be, and be open to listening to different perspectives and different sides of the coin, flipping the coin on its head, and make sure that you encourage and seek out people who have different opinions than your own, because that's the only way we're going to really learn to grow and challenge each other, and really change our perceptions about what we believe to be true. We encourage all of our listeners to take those personal steps and intentional steps to be more inclusive, whether that's in your homes, at your work, in your communities, and really try and be the leaders in that space where you're able to. So that's our show for today, and we thank you all so much for listening.
Eduardo Davila:
Thank you, Andrea. But let me jump in just for a second. I mean, I was thinking the whole hour I would share a story with our audience, and it's something that really resonated with me in the past. It's not my phrase. So I think it's from the VP of Netflix, but it was very, very insightful for me, so hopefully also for the audience. It says, "Diversity is being invited to the party, but inclusion is being asked to dance." So if we all have been in parties without dancing, it's very boring. I mean, let's keep dancing together and keeps doing the inclusion and diversity part of our life. Thank you, everyone.
Outro:
This has been a conversation on Aon, and our initiatives helping drive inclusion and diversity within the firm. Thank you for listening. If you enjoyed this week's episode, tune in in two weeks for a discussion of Aon's partnership with various industry leaders to protect the delivery and distribution of the COVID-19 vaccine. To learn more about Aon, its employees, solutions and news, check out our show notes and visit our website at Aon.com.