jurisdictions and engages in open dialogue and communication to address and resolve any issues.
Social, Environmental and Employee Matters
Chubb is a dynamic, forward-looking global enterprise with a commitment to responsible citizenship. It employs a diverse team of people, serving diverse customers, markets, and distribution channels, and is united in its commitment to high ethical standards through the prism of culture, values and beliefs.
Chubb’s understanding of local cultures and the unique demographic, economic and social characteristics in different communities, countries and regions, is a defining strength. So too is Chubb’s culture, which is built upon the shared values, experiences and priorities, and the diversity of its people. Chubb practices its craft with precision and passion, holding itself to exacting standards, respecting and valuing differences, and standing behind the promises it makes. The company strives to provide a high performing, rewarding and inclusive meritocracy that attracts and retains the best talent, and delivers the best outcomes for customers and business partners.
The Chubb Code of Conduct
The Chubb Code of Conduct (“the Code”) represents Chubb’s values and beliefs and defines the company’s expectations for ethical behaviour throughout the organisation. The Code addresses, among other things, conflicts of interest, corporate opportunities, confidentiality, fair dealing, protection and proper use of company assets, compliance with laws and regulations, and reporting illegal or unethical behaviour. All employees, officers and directors of CUAL are expected to acknowledge acceptance of the Code, confirming that they know and understand the standards expected. CUAL expects its business partners such as consultants, agents, third party representatives and service providers to also comply with our Third Party Provider Code of Conduct. Appropriate measures may be taken if anyone fails to meet those standards or contractual obligations.
Workforce
CUAL is committed to ensuring all members of its workforce are treated with dignity, fairness and respect regardless of their age, disability, race, religion or belief, gender identity and expression, sexual orientation, marital status or family circumstance. It aims to create an inclusive environment, spotlighting key colleague touch points such as recruitment & selection, promotion, and training opportunities.
CUAL’s policies, procedures and processes serve as the foundation for its actions to prevent potential negative impacts and foster positive outcomes, and aim to address and mitigate risks related to diversity, equality and inclusion. CUAL’s diversity and inclusion strategy is focused on four pillars:
1.Improving data and insight – to inform action and monitor progress.
2.Clarifying accountabilities – so that everyone is clear on the part they play.
3.Building awareness and capability – so that everyone is equipped and empowered to act.
4.Applying an inclusion lens – to policies, processes and decisions.
All Chubb employees are expected to contribute to role-model inclusive actions and behaviours and voicing any concerns in a timely manner to ensure Chubb is a welcoming place to work for everyone. Additional manager responsibilities include setting the tone by role modelling inclusive leadership and prioritising building their knowledge and understanding of key workforce components so that they can provide the best support for their team.
Talent Strategy
Chubb’s ability to deliver outstanding business results relies on the calibre of its talent and the efforts of its employees at all levels of the organisation.
Chubb has a talent strategy that actively supports the personal and professional development of all its people. It strives to attract, retain and develop employees to meet their career aspirations and have an
