Inclusion and Diversity

We believe that diverse, inclusive teams produce better insight, better solutions and ultimately the best outcomes for clients and Aon’s long-term success, and we are focused on being a firm that is representative of the communities in which we operate.

As of December 31, 2021:

  • Aon’s global workforce was 54 percent women.
  • At the manager level, 26 percent of senior leaders and 42 percent of managers with one or more direct report are women.
  • Aon’s U.S. workforce was 24 percent racially/ ethnically diverse, calculated as a percentage of colleagues that have voluntarily disclosed their race/ ethnicity to Aon. At the manager level, 13 percent of U.S. senior leaders and 17 percent of U.S. managers with one or more direct reports identified as racially/ ethnically diverse.

In 2021:

  • New global colleague hires for the year were 52 percent women.
  • New U.S. hires in 2021 were 34 percent racially/ ethnically diverse.
 

Our Inclusive People Leadership Strategy

Aon embeds inclusion and diversity (I&D) throughout its culture, and its employees are given the tools to practice these values in their daily work. In 2021, we launched our Inclusive People Leadership strategy, which calls on all colleagues to be leaders in embracing and modeling our Aon United values and behaviors. “Every colleague and leader in the organization is the chief diversity officer,” says Lisa Stevens, chief people officer and head of Global Human Capital Solutions. “Everyone has a role to play in creating an equitable, inclusive workplace, one that reflects the world outside.”

Aon colleagues participate in unconscious bias training, and managers benefit from learning and development programs about allyship and inclusive leadership. We make I&D training available for colleagues at every level of the firm. Available diversity training topics include Recognizing and Managing Unconscious Bias and Unconscious Bias in Recruiting, which includes an accreditation for leaders. In 2021, Aon expanded the use of an inclusion index to assess a team’s diversity to more than 400 managers around the world, helping set priorities for more diverse hiring, promotions and education.

Voluntary, colleague-led business resource groups also give Aon employees a forum to discuss shared aspects of their diverse backgrounds. These business resource groups support the full and multifaceted identities of Aon colleagues; chapters include the Aon Pride Alliance, Aon Veterans United, Multicultural Group, Black Professional Network, Mental Health, Empowering Abilities and Women in Technology. In 2021, we had 102 different business resource group chapters across 14 countries.

 

Diversity in Talent Attraction and Development

Aon is committed to I&D in its staffing practices and people management efforts. This commitment is evident at all stages of a new Aon employee’s professional journey — from recruiting to opportunities for professional growth and advancement. Aon has committed to recognizing and elevating potential talent from diverse backgrounds. In recruiting early-career professionals, Aon hiring managers work with colleges and universities to attract talent from underrepresented populations in surrounding communities. We have also established a presence with historically Black colleges and universities and the risk management school at St. John’s University in Queens, New York, giving Aon the opportunity to share industry expertise and build relationships with the next generation of leaders.

Additionally, we maintain a focus on I&D in all areas of the staffing process. We use a third-party software provider to eliminate bias from job advertisements. We encourage current employees to share their perspectives on work and life at Aon via social media, increasing external access to diverse points of view. Hiring panels consider diversity of all kinds, and hiring managers participate in an accreditation program that highlights the value of diverse applicant pools. A digital inclusivity and diversity dashboard helps Aon track candidates through the application process to identify the best ways to attract and retain diverse talent.

 

The Aon Apprenticeship Program

The Aon Apprenticeship Program further builds on our commitment to diversity and developing opportunities for underrepresented populations. Our programs in the U.S. and U.K. support high-potential colleagues from a large and diverse talent pool, all of whom help us shape better decisions for our clients. In the U.S., we have built a two-year full-time job and educational program that provides opportunities for those without a traditional four-year college degree. Aon provides apprentices with an entry point to a professional career at Aon — including a salary and benefits — as well as tuition and books as they pursue an associate’s degree at a partner community college.

The program was piloted in the U.K. in 2012, launched in the U.S. in Chicago in 2017 and expanded significantly in 2021. We have committed $30 million to expand this initiative, and are launching programs in Texas, New York, Northern California, Minnesota, Philadelphia and Washington, D.C. Aon is a founding member of OneTen, a coalition of leading executives committed to seeing one million Black Americans hired into family-sustaining jobs over the next 10 years. Aon was also included in Fortune’s 2021 Change the World List, which recognizes companies that seek to address unmet needs and contribute to better societal outcomes through activities core to their business strategy. In the most recent 2020 compilation, our U.K. Apprenticeship program was included at number 52 in the Top 100 Apprenticeship Employers list published by the U.K. government.

 

Leadership Commitments

We’ve embedded diversity and inclusion throughout our organization, starting at the top with our Board of Directors’ Inclusion & Diversity Sub-Committee. Within the firm, our Global Inclusive Leadership Council (GILC) leads our work, and is chaired by Jennifer Bell, CEO North America and Eduardo Dávila, CEO EMEA, and sponsored by Greg Case, CEO, and Lisa Stevens, chief people officer and head of Global Human Capital Solutions. Our GILC aligns leaders across our firm to work on our four I&D pillars of representation, promotion, recruitment and education. From the GILC, responsibility cascades to regional and local councils. Every Aon colleague is encouraged and empowered to practice inclusion and diversity on an individual level.

In 2021, we demonstrated our commitment to I&D through actions such as:

  • Bringing our leadership together. The Inclusion and Diversity Sub-Committee of our Board of Directors met regularly with senior management to discuss Aon’s inclusion and diversity initiatives and progress across the regions in the areas of recruitment, education, representation and promotion.
  • Establishing the Aon Executive Committee, which leads the firm in delivering our Aon United strategy. These 22 leaders are responsible for guiding the firm to its full potential of Aon United, and women represent 45 percent of this committee.
  • Incorporating I&D into our annual Senior Executive Incentive Compensation Plan to align incentives around our I&D objectives while also delivering strong financial results. In this plan, 20 percent of discretionary incentive compensation is based on quantitative I&D goals of recruitment, promotion, education and representation. Individual leadership in championing I&D and other people and culture objectives continue to be part of annual performance assessments for our leaders.
  • Taking steps towards transparency and accountability by publishing our workforce diversity data in our annual report and 10K, and posting our US EEO-1 workforce diversity statistics.

These actions continue to embed inclusivity in our culture and outcomes, and we look forward to reporting further progress.