People who likewhat they do, do
it better
AdmiralDiversity & Inclusion Annual Report 2022

11.0 Introduction
Admiral has always viewed having
an inclusive workplace for all
employees as an important value inour organisation, and we continue tobuild on this each year. We aim to be
the employer of choice and want to
attract, nurture, and retain a rangeof diverse talent reflective of ourcustomer base and the communities
in which we live.
In 2020, we launched a 5-year plan to embed diversity andinclusion into our culture, casting a Diversity & Inclusion lensover everything we do.
Our aim, as a Group, is to nurture a diverse workplace inwhich:• Everyone feels valued,• There is representation of all diverse demographics
across our workforce,• Leaders lead inclusively,• D&I is fully integrated into our culture.
We want to move from a well-established position, whereemployees are engaged and inclusion is a cultural trait, toan organisation that is ultimately using “diverse by design”
teams to gain a competitive advantage. Understanding
the makeup of our business has been a key focus for us
which is why we have invited UK colleagues to complete
their Diversity & Inclusion voluntary questionnaire, aiming
to increase completion to over 80% for all demographics in
2023 (currently this ranges from 88% for disability or longterm condition disclosure to 51% for social mobility, as ofDecember 2022).

Diversity and inclusion
has always been fundamental
to our success and in our team,
you’ll be accepted, supported
and empowered to be you, as wecelebrate and embrace what makes
us all different. When you get adiverse team of people together
who think differently and feel
free to speak up, we can generatebetter ideas and outcomes forthe business, our colleagues,customers, and our community.
- Cristina Nestares, CEO of UK
Insurance22.0 2022 Highlights

94%

of our colleagues believe that
Admiral Group is a diverse andinclusive employer (GreatPlace to Work Survey 2023).

45%
of executive level are female(increasing from 41% in 2021).

Based on our diversity
disclosure data, we haveseen an increase in diverse
representation across our UK
business compared to 2021.

We have a female Group CEO,a female UK CEO and a female
senior independent director(SID).

For further details, please refer to page 3.

We have appointed seniorleader allies for each Diversity& Inclusion working group.

We have achieved Disability
Confident Leader Status.

33.0 What do Admiral’s demographics look like?
Based on completion of our Diversity & Inclusion voluntary questionnaire, the below data
indicates Admiral UK’s diverse representation for 2022 compared to 2021:
University(first in family)
representation

State School
representation

Neurodiversity
representation

Mental Healthrepresentation

Disability
representation(based on 50.7%(based on 58.7%
disclosure):(based on 59.2%
disclosure):(based on 59.2%
disclosure):(based on 87.7%
disclosure):

12.3%

40.3%

3.4%

9.4%

7.9%

(+1.7% vs 2021)(+8% vs 2021)(+0.4% vs 2021)(remained consistentvs 2021)(+0.6% vs 2021)

LGBQA+
representation

Transgender
representation

Femalerepresentation

Ethnically diverse
background
representation(based on 83.2%
disclosure):(based on 66.2%
disclosure):(based on 81.5%
disclosure):

8.1%+0.5%

41.4%

7.6%

(+1.2% vs 2021)(+0.2% vs 2021)(+1.8% vs 2021)(+1.6% vs 2021)(based on 83.9%
disclosure):4.0 Our Commitment to being a Diverse and Inclusive Employer
In 2022, Admiral Group launched the Get Discovered programme aimed atdeveloping female talent within Admiral to become the leaders of tomorrow.
Our recruitment strategy aims to tap into diverse talent. This is evidenced
through utilising diverse job pages and offering support throughout theapplication and onboarding process, as well as during their career with usthrough the use of technology and other accessibility tools.
We continue to strengthen our partnerships that are aimed at increasing
female representation. As part of this, we have joined with Women in Data, amovement and force for change in the realm of data science and analytics
whilst continuing our partnership with PwC’s #TechSheCan which is aimed atdeveloping internship and work experience programmes.
Additionally, Admiral has iterated its 12-week internship ‘Aspire’ for the thirdtime, aimed at students from ethnically diverse backgrounds and Women inSTEM. This is to give students with a diverse background the opportunity togain valuable work experience whilst helping us identify high-potential talent.

“I am now doing a degree apprenticeship throughAdmiral with the University of South Wales indata science. The business has been absolutely
fantastic in my professional development in thisfield.”- Cath Morgan, Scrum Master and Process Lead

We have a huge,colourful, thriving
LGBTQ+ community
here, and I like tothink we all look out
for each other.
- Ciaran Trimming, Ty Rainbow Co-Lead
To further drive Diversity & Inclusion across the business, Admiral has signed
several pledges in areas such as Menopause, Endometriosis Friendly Employer,
as well as Neurodiversity Friendly Employer.
In 2020, Admiral signed the Race at Work Charter. The Charter started with fivecalls to action to improve race equality, inclusion, and diversity in the workplaceand in 2021 the Charter was expanded to include allyship and inclusive supply
chain commitments. As a result, to continue our commitment, we have signed
up to the Race at Work Charter’s extended initiatives.
Admiral sponsored Pride Cymru for the 22nd consecutive year, having had themost people ever march with us to support Wales’ Pride community.

45.0 Our Working Groups
We have 6 main working groups that are made up of employees
from around the business and each have appointed Senior Leader
Allies to promote Diversity & Inclusion and set the tone from aleadership perspective. Our working groups are:
• Disability & Neurodiversity• Gender					• Age• Ethnicity & Culture• Social Mobility• Ty Rainbow LGBTQ+
Admiral is working with different businesses, charities and community
leaders, and, in collaboration with our working groups, hosted events
such as Women in STEM, International Men’s and Women’s day,Black History Month, Eid, LGBTQ+ history month, disability and social
mobility days and more. Our events aim to improve understanding,awareness and support signposting for our colleagues including amonthly update that is circulated to all colleagues.
Our Age working group works closely with our benefits team to ensure
Admiral takes all ages into account, providing benefits for various life
stages.
In collaboration with our working groups, we have reviewed our Family
Friendly policies and made changes where needed, for example
increasing our paid Paternity leave from two to three weeks and adding
an additional 13 weeks (unpaid). We will continue to review them on aregular basis to ensure that we can best support our colleagues whoare parents, guardians or carers.

I want to help create a place where
we get that amazing diversity,where everyone is included, we getto learn more about each other’scultures, history, religions, weunderstand and embrace eachother’s differences and we stopinequality. I love this group, theenthusiasm, the sheer hard work,and wonderful attitudes.
- Denyse Cazier, Ethnicity and Culture Working Group Lead

Our Diversity &Inclusion working
groups are always
striving to makea difference byeducating andinspiring ourcolleagues. Ouraim is to create
an inclusive
environment
where everyone
can bring theirwhole selves
to work and wecelebrate whatmakes each ofus unique.
- Holly Needs, Diversityand Inclusion Manager5

66.0 Awards and Recognition
Great Places to Work - UK
• Admiral was placed 3rd in the UK’s Best Workplaces for
Women award in 2022
• 4th – Great Places to work – UKBest Companies - UK
• 2nd Best Big Company to work for• Best big company for Wellbeing

Great Places to Work - International• 19th in Europe• 2nd in Spain• 7th in France• 4th in Italy and CanadaOther Awards• Top 75 in the UK Social Mobility Index• India’s Best Workplaces in IT and IT-BPM• Best place to work in Data, DataIQ awards• Admiral has achieved Disability Confident Leader status• We got Gold for the ‘Corporate Health Standard’.
• We also got Silver/Runner up in the ‘The Mental Health& Wellbeing Awards – Wales’

77.0 Our Way Forward
As part of our plan, ourambition is to break
down barriers to entry
and progression. Throughincreased awareness,
education, and training, wecan ensure our colleagues
have a sense of belonging andcan bring their whole selvesto the workplace. We give ourcolleagues opportunities togrow and contribute, allowing
us to strengthen the talentpipeline into leadership
positions which will ensure
long-term sustainablechange.

Help more people to look after their future.
Always striving for better, together.