Case Study
QBE Europe
"We are proud to be the first insurer in the UK to be accredited as a Family Friendly workplace. Creating a family-friendly workplace is not just about offering benefits and market leading policies; it's about fostering a culture of care and support. When employees feel valued and supported in their roles as parents and caregivers, they are more engaged, productive, and loyal. By recognising and accommodating the diverse needs of our workforce, we build a stronger, more inclusive organisation where our people and our business can thrive.”
Emma Higgins, Chief People Officer, QBE International
About QBE Europe
Why is your organisation committed to be a family friendly workplace?
At QBE, we want to recognise and accommodate the diverse needs of our workforce. We believe this will help build a stronger, more inclusive organisation where everyone can thrive. We want everyone who joins us to enjoy the benefits of an inspiring future within a culture that is inclusive, flexible and supportive.
We are committed to being a family-inclusive workplace that recognises the diverse experiences of all parents and carers. We understand that caring responsibilities come in many forms, from looking after young children to supporting ageing family members and those with disabilities or health conditions. Our goal is to support our employees through every stage of their career and personal life.
Being a family friendly workplace not only helps to attract and retain top talent but we believe can also help close the gender pay gap and promote equality in the workplace.
Point of Difference
What makes your organisation family friendly? What family inclusive programs, practices and processes does your organisation currently have in place?
Our family friendly policies include equal parental leave for all employees, enhanced carers leave, family private medical cover which is inclusive of neurodiversity assessments, menopause and fertility treatment, access to a range of resources and support services, and a range of flexible working arrangements.
We are particularly proud of the enhancements to our parenting policies and benefits. In 2023, we equalised our parental leave in the UK so both Dads and Mums can take up to 52 weeks of leave with 26 weeks at full pay. Regardless of gender, sexual orientation or how you become a parent, at QBE in the UK, you are entitled to the same leave and support.
Our enhanced paternity leave policy has been incredibly well received by both employees and prospective candidates with lots of positive sentiment and feedback.
How
How have the above impacted your workplace culture and productivity? How have your people responded?
Our employees have responded very well to these changes, and we have seen a noticeable increase in engagement and satisfaction levels since their introduction.
One employee said, “I think the enhanced parental leave is incredible and the biggest step towards gender equality that any company could take. I am really proud of our organisation for sticking their head above the parapet.”
Overall, these initiatives have fostered a culture of care and support, making many of our employees feel valued and empowered.
We also see the benefit from the external marketplace as it all helps to position QBE as a leading employer of choice with many candidates sharing positive feedback on these benefits.
Outcomes
What has your organisation learned as it has become more inclusive of families? What business benefits can you link to being a family friendly workplace?
Creating a family-friendly workplace is not just about offering benefits and having market leading policies – there needs to be the right culture for people to fully embrace them.
Having inclusive, empathetic leadership throughout the organisation is important in building a culture where conversations on family responsibilities are normalised. Leaders play a crucial role in advocating these policies, role modelling where possible and ensuring employees feel safe and supported.
Since 2023, around 75% of those eligible for our enhanced paternity policy have taken their fully paid entitlement of six months highlighting that we are making progress in normalising family friendly leave and our people feel empowered to take it.
There are many benefits and one to call out is that our family-friendly policies have helped us attract and retain top talent. Prospective candidates are increasingly looking for employers who offer flexible working arrangements and support for family responsibilities.
One candidate remarked, “Very impressive to hear, I am looking for longevity in my next career move so it is great to know that I can join a company that already has the benefits in place to support me when I am ready to start a family.”
Additionally, we are also seeing a positive trend on our gender diversity and inclusion efforts.
Employee Story
When Sam Wade was first considering his paternity leave options, he had thought he would take around three months.
“Admittedly, I was concerned that if I was out of sight, I would be out of mind, unable to contribute and be relevant at an important time for the business. But then when my fiancé had a traumatic birth, I realised we really needed me to extend the leave” said Wade, 34, from East Sussex.
“I felt fortunate that when things didn’t go to plan, I was supported by QBE, and I was given flexibility to extend my paternity leave.”
Sam Wade is one of 92 fathers at QBE who have taken advantage of its new paternity leave policy, announced in 2023. He took six months of paid paternity leave.
“I was definitely part of the minority when it came to the antenatal class – most other fathers I met just got two weeks of leave and needed to top this up with annual leave,” he said.
Wade thinks it’s a good idea to plan as much as you can in advance of expecting a child for the first time.
“It’s good to have a contingency plan if things don’t go to plan. Being a new parent is not easy and I would encourage everyone to tap into the support networks available.
“Thanks to the supportive model provided by QBE, I am grateful to have had more time to build a strong relationship with my daughter, whilst also further contributing to the new day-to-day activities.
“The more fathers who take extended paternity leave, the better the understanding will be for more returning mothers,” Wade said.
Sam Wade, Lean Process Engineer, QBE International
