We are the Diversity, Equity, and Inclusion (DEI) Team for Munich Re’s EU & Latin America region: Catalina Hernandez, Head of DEI; Shabrina Khan, Deputy Head of DEI; and Armando Soto, DEI Advisor. Together, we combine extensive professional DEI expertise with rich, diverse lived experiences to drive meaningful and lasting cultural transformation within one of the world’s leading reinsurers.
Catalina Hernandez, our Head of DEI, joined Munich Re in 2022, bringing with her a wealth of experience from EY and Fidelity Investments. She leads the strategic direction for DEI across the region, ensuring alignment with Munich Re’s broader business goals and global DEI commitments. Shabrina Khan, our Deputy Head of DEI, complements this leadership with a strong background from EY and Clyde & Co, contributing deep insights into embedding inclusion across complex organisational systems. Armando Soto, our DEI Advisor, formerly at Stonewall, adds invaluable expertise in LGBTQ+ inclusion and intersectional approaches, ensuring that our initiatives reflect the full spectrum of diversity.
Our DEI journey began in earnest in 2022 with the hire of our first Head of DEI for the UK & Ireland region and the launch of our inaugural DEI strategy for 2023-2025. This comprehensive strategy is built on three strategic pillars – inclusive recruitment, workplace equity through sponsorship, and inspiring an inclusive culture through continuous learning – supported by four foundational enablers and a clear governance framework. This approach reflects our commitment to embedding DEI principles deeply into the employee experience, recruitment, workplace equity, and cultural transformation.
A cornerstone of our work has been building a robust governance structure with six accountable business leaders and a 55-member DEI Council. This ensures broad organisational ownership and continuous engagement across the workforce, enabling us to drive systemic change with an intersectional lens. Despite our small size, the DEI team supports six business units across eight countries in Europe and Latin America, tailoring our approach to the unique cultural contexts and DEI maturity levels of each.
One of our landmark achievements is the co-creation and rollout of the Inclusive Mindset Framework. Designed collaboratively with business leaders and our DEI Steering Committee, this framework reframes inclusion from a hierarchical leadership competency to a shared mindset and responsibility for all employees. The framework defines five key inclusive traits, each with clear behavioural expectations at three developmental levels: Beginner, Advocate, and Role Model. Through targeted workshops, over two-thirds of our employees have engaged with the framework, resulting in a 93% satisfaction rate and significant shifts in how inclusion is practiced daily.
We have also successfully embedded inclusion into core HR processes, influencing recruitment criteria, promotion decisions, and performance management. Our dedicated DEI Talent Acquisition Partner, supported by strategic recruitment partnerships, champions inclusive hiring practices, backed by a comprehensive 20-page Inclusive Recruitment Guide with over 30 practical interventions. This has helped us attract diverse talent and foster equitable hiring across the region.
Data is fundamental to our strategy. We implemented a self-identification campaign, “Count Me In,” which increased voluntary workforce demographic disclosure from zero to 45.1%. This has provided essential insights to identify barriers and measure progress. Collaborating with our DEI Council, we addressed confidentiality concerns transparently, creating video communications that encourage participation and highlight the benefits for inclusion.
Our continuous learning initiatives foster an inclusive culture with structured workshops, monthly identity-based celebrations, and a centralized DEI SharePoint hub offering resources for self-directed learning. We have also influenced workplace design, advocating for multifaith prayer rooms and all-gender toilets to support diverse employee needs.
Our impact is measurable: DEI survey results between 2022 and 2024 show a 10% increase in employees who perceive Munich Re’s DEI commitment and leadership engagement, while 90% now agree that colleagues treat each other with respect regardless of personal identities. Participation in DEI learning is strong, with 74% attending DEI 101 workshops and 67% engaging in Inclusive Mindset sessions, both with over 90% satisfaction rates.
Our small but mighty team operates with clear business funding, strong governance, and active business leadership support. We have transformed DEI from a peripheral initiative into a strategic priority woven into the fabric of Munich Re’s culture and operations across diverse regions.
