Group Report 2024

Diversity concept

UNIQA adapted the diversity and inclusion strategy in 2024 that has been in place since 2022 based on the priorities and targets adopted for the years 2024 – 2026. The strategy serves as the basis and framework for all our activities in this area and, as an integral part of the “UNIQA 3.0 – Growing Impact” strategic programme developed by us, is clearly aligned with our Guiding Principles. In addition to specific measurable goals, it also contains a bundle of initiatives focussing primarily on four key areas: equal pay for work of equal value, more women in management roles, successful cooperation between all generations and inclusion of people with disabilities.

Our overarching goal is to promote diversity and inclusion at UNIQA. We will continue to pursue the following specific priorities:

  1. Equal pay for work of equal value
  2. Promoting equal opportunities with the clear aim of bringing more women into management positions in the future
  3. Generation management – old and young contribute to the success of the company together
  4. Achieving a work/life balance
  5. Utilising internationality and cultural diversity as a strength
  6. People with disabilities – better inclusion and support
  7. Clear commitment to non-discrimination on the basis of sexual orientation and identity

UNIQA further intensified networking and international contacts in 2024 with Group-wide projects and targets agreed across the entire Group that are consistently aligned with the defined focus areas. This cross-border collaboration promotes diversity and allows us to leverage the potential of an international group.

Equal pay for work of equal value

The importance of fair pay is highlighted through the fact that a Group-wide target to reduce the adjusted pay gap was set for the first time in 2024 and included in the criteria for the variable component in management remuneration. While the gender pay gap was still 4.0 per cent across the Group in 2023, this was reduced to 3.1 per cent in 2024 thanks to a number of different measures. The target of a 20 per cent reduction was therefore even exceeded slightly. The initial figure of 1.3 per cent in Austria was successfully reduced even further to below 1 per cent (0.9 per cent).

More women in management positions

Increasing the proportion of women in management positions continues to be a very high priority for UNIQA. We make a distinction therefore between top management positions (Board to Board –2 level) and other management positions, which allows us to implement measures that are even more effective. When it comes to the proportion of women in top management positions, the main focus is on selecting and filling these positions. Development into higher roles is another priority for the other female managers. There is also a strong disparity between Austrian and international companies in both these segments. The proportion of women in top positions in Austria is 23.7 per cent, while internationally it is 44.6 per cent. The proportion in middle management is higher at 27.6 per cent and 47.1 per cent respectively.

One of the most important framework conditions for women’s careers in the company is balancing a career with family life. UNIQA is convinced that this is not an either/or situation. Following successful completion of the corresponding audit, the Austrian site was certified as a family-friendly company. The numerous additional measures agreed as part of the audit will ensure that this goal is pursued consistently over the next three years. Particular attention is paid to the issue of women in management positions, parental leave management, caring for relatives and ensuring greater flexibility in working conditions.

Generation management

The increasing shortage of skilled labour and demographic change continue to pose a major challenge for UNIQA. We are responding to this by training our own specialists. UNIQA currently offers training places to 124 apprentices following the successful launch of apprentice training also at head office in 2024.

In addition to a mentoring programme, which has operated in Austria every year since 2021, we have also developed a reverse mentoring programme to connect young and experienced employees. The “My unique Summer” trainee programme also offered young talents at the start of their career the opportunity to gain initial experience outside of Austria. Both projects were first launched in Austria and the countries in Southeastern Europe in 2024 and are due to be implemented in other countries in stages throughout 2025.

People with disabilities

Our diversity strategy defines targeted recruitment of people with disabilities as a key objective in our core markets. Job shadowing and internships for people with disabilities were offered in Poland and Austria for instance as part of the “UNIQA Ability” project. There are successful partnerships in place in Czechia with local organisations that promote inclusion of people with disabilities in the labour market. The plan is to step up similar initiatives also in other countries on a gradual basis.

All job vacancies in Austria have been displayed on the myAbility job platform for one year since mid-October in order to reach this target group even more effectively in future. Other accompanying measures in 2024 included raising awareness among managers and HR experts at UNIQA, positioning the company as an inclusive employer through appropriate references in job advertisements and continuous improvement when it comes to accessibility in a wide variety of areas (e.g. Group head office, careers website).

Commitment to diversity, equality and inclusion

We are committed to the power of diversity and leave no room for intolerance and marginalisation. There is now a clearly defined process and clear contact persons in the event of allegations of discrimination. This allows us to offer affected employees a low-threshold option for addressing stressful situations. A mandatory e-learning programme on the topic of equal treatment in Austria provides some important information on the topic.

Six networks provide an opportunity for interested employees in Austria to get involved with various aspects related to diversity. The women’s network has organised webinars, seminars and a high-profile panel discussion on International Women’s Day, as well as a breakfast with members of the Management Board and participation in the Women’s Run. The LGBTQIA+ network presented information on sexual orientation in an entertaining way with a pub quiz. As part of Sensing Journeys, the Network for Inclusion offered the opportunity to experience the world up close from the perspective of someone with a disability.

UNIQA has also supported and highlighted numerous corresponding initiatives outside the company in Austria. The Special Olympics, the Austrian Women’s Shelters and the EuroGames (the multi-sport event of the LGBTQIA+ community) are just a few examples of this.