How benefits offerings and design need to adapt to be more inclusive
As good employers strive to be organisations with a purpose, which care and support their employees, and which aim to be sustainable in the long term they are increasingly focussing on having corporate cultures that are diverse, equitable and inclusive.
While wellbeing strategies and benefits cannot in themselves drive DEI, they need to align to DEI principles in order to underpin the desired culture that embraces all intersectionalities across age/generation, genders, ethnicities, physical abilities and neurodiversities.
In this webinar, panellists will discuss their experiences of how practitioners can assess an organisation’s wellbeing and benefits needs to support a DEI agenda; the cultural significance of benefits; and how benefits and wellbeing strategies intersect with both DEI and ESG strategies.
The panel will also look at how offerings and benefits design may need to adapt or change so that all employees feel included.
Key issues to be explored
REBA webinars are complimentary for everyone working within rewards and benefits.
Thanks to strategic partner, Aviva, for supporting this REBA webinar.
UK Wellbeing Lead , Aviva
Debbie started her career straight from school at General Accident (one of Aviva’s predecessor companies), working in various areas of Marketing, before moving into Corporate Social Responsibility team.
In January 2018 Debbie joined the People function, to lead the [email protected] programme for colleagues in the UK. Covering physical, mental, financial and social wellbeing, she’s responsible for strategy and delivery of the award-winning programme that supports employee wellbeing to enable ALL colleagues to perform at their best. As well as managing the wellbeing team, she also inspires, motivates and supports a network of 200+ wellbeing champions – known as Health Heroes.
Debbie is a Let’s Improve Workplace Wellbeing Ambassador, features in the Reward 300 list, and has is listed in the 50 over fifty list for inspiring women in insurance.
SVP Reward and Talent, AVEVA Global
I am a Human Resource professional with 20 years’ experience, with an emphasis on the human. Most of my time has been spent within the Rewards and Acquisition specialisms, across several different industries.
My fundamental belief system is founded on different viewpoints creating a stronger and better outcome. This can only be achieved through creating an inclusive working environment that enables all people to realise their potential within your organisation.
Most recently I have joined AVEVA, where I am privileged to play a part in creating an inclusive culture, through Talent and Reward strategy, programmes and policies.
SVP Total Reward and People Operations, Wella Company
Oluyomi is currently SVP, Total Reward and People Operations at Wella Company, with responsibility for Total Reward (Compensation, Benefits and Mobility), HRIS, Payroll and HR Data Management across all Wella businesses in more than 30 countries. Prior to his current role he was VP, Global Compensation at COTY.
Oluyomi has over a decade of experience leading Compensation and Benefits programs across multiple industries and geographies, including the Pharma industry with AstraZeneca as Regional Reward Lead responsible for Russia, Eurasia, Middle East and Africa (including Turkey) and in Banking as Compensation and Benefits Head for Citibank Africa. He has a keen interest in leveraging the link between Performance and Reward to drive business outcomes and is currently keen to see the evolution of Reward Management as Talent and Workforce Management evolve in the Digital age, more importantly in the post COVID world.
Current live roles:
📌 Total Rewards Manager EMEA and APAC
Perm Salary - £80k to £90k + Benefits
📌 Total Rewards Manager EMEA and APAC
FTC salary (pro rata’d) - £50k to 70k depending on experience
Both are fully remote working