Brit is a market-leading global specialty insurer and reinsurer, focused on underwriting complex risks. It has a major presence in Lloyd’s of London, the world’s specialist insurance market provider, with significant US and international reach. Brit underwrites a broad class of commercial specialty insurance with a strong focus on property, casualty and energy business. Its capabilities are underpinned by robust financials. Brit is a subsidiary of Fairfax Financial Holdings Limited.
At Brit, promoting inclusion and diversity is vital and is a significant part of our DNA. We are proud that bringing your whole self to work is the mantra for everyone in the Company a phrase which is not lip service but lived. We strive to be part of a change towards making Brit and the market in general more reflective of society.
Brit has four employee resource groups. These cover Race and Belonging, LGBTQ+, Gender and Disabilities. There is also a Mental Health and Wellbeing Group, with staff who have been professionally trained as mental health first aiders. All these groups are an opportunity for colleagues to come together in a safe-space and discuss issues of importance to them, including successes, challenges and share ideas for events and initiatives.
With equality and fairness guiding strategic decisions, Brit has introduced a range of supportive policies that respect and cater to varying needs and living situations. These include, but are not limited to, enhanced shared parental leave and an increased focus on issues stemming from domestic abuse, menopause and fertility. Remaining acutely conscious of these concerns is the key to cultivating a supportive and respectful environment.
To meet and evolve I&D goals around colleagues and culture, the Brit People Forum ensures discussions between internal and/or external speakers, with an agenda steered by Brit employees on areas from race and identity to non-visible disabilities, menopause, and being open about severe mental health issues and does not shy away from addressing difficult topics. Resulting feedback helps to shape new policies in the workplace, e.g. introducing gender neutral toilets and redesigning the multifaith room, as well as in the recruitment system and training employees in sign language.
