Aviva's published policies demonstrate a broad commitment to diversity, equity and inclusion, with language around enabling all colleagues to "be themselves" and references to multiple protected characteristics including gender. However, none of the three supplied documents explicitly names gender reassignment, gender identity or trans status as a protected characteristic or area of focus, and there is no visible trans-specific policy, transition-at-work guidance, or named complaints route for trans and gender diverse employees or customers.
What others report
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What they say
Built only from the documents Aviva publishes itself.
Policies we looked at
Each note is our reading of how that document treats trans and gender diverse people.
Human rights and our Modern Slavery Act statement
This document addresses human rights in the context of modern slavery, supply chain ethics and the UN Guiding Principles, and states an ambition for "a truly diverse and inclusive culture that enables everyone to be themselves," but makes no reference to gender reassignment, gender identity or trans people specifically.
This page sets out Aviva's DEI commitments and employee resource groups, with detailed focus on gender balance in leadership, ethnicity, disability, social mobility and carers, but trans and gender diverse people are not named, and gender reassignment is not listed among the characteristics the page addresses.
This is an index of sustainability reports and policy documents covering climate, procurement, ethics and governance; it is not directly relevant to trans and gender diverse inclusion, and none of the listed documents addresses gender identity or gender reassignment.
We have not yet completed the public-record review for Aviva. It will appear here when it is published.
Where Aviva could go further
Name gender reassignment explicitly alongside the other protected characteristics in the diversity, equity and inclusion commitments page, so that trans and gender diverse colleagues and customers can see they are included.
Publish a transition-at-work guide covering name and pronoun changes, absence for gender reassignment, and confidentiality expectations, and link it from the DEI page.
Add gender identity and trans status to the list of characteristics covered by the employee resource groups section, or confirm that an existing Aviva Community covers trans and gender diverse colleagues.
Include a clear statement in the Human Rights Policy that the right to gender identity and freedom from discrimination on grounds of gender reassignment is among the human rights Aviva commits to respect.
Add a named and accessible complaints route for trans and gender diverse employees or customers who experience discrimination or harassment, and reference it in the DEI and human rights materials.
What these ratings mean
"What they say" reflects Aviva's own published policies: a measure of public commitment and transparency. "What others report" reflects the public record: accreditation, pay data, tribunal decisions and public representation. Neither is a judgement on the experience of any individual person within the organisation. Read the method →
Right of reply
If Aviva believes we have missed a published source, or that something has changed, please get in touch and we will review the evidence and update this assessment where it is warranted.
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