Our use of cookies

We use necessary cookies to make our site work. We'd also like to set optional analytics cookies to help us improve it. We won't set optional cookies unless you enable them. Using this tool will set a cookie on your device to remember your preferences.

Necessary cookies

Necessary cookies enable core functionality such as security, network management, and accessibility. You may disable these by changing your browser settings, but this may affect how the website functions.

Analytics cookies

We'd like to set Google Analytics cookies to help us to improve our website by collecting and reporting information on how you use it. For more information on how these cookies work please see the Cookies section at the bottom of our webpage. The cookies collect information in an anonymous form.

Save and close

Test Environment


1. Introduction

The Board Diversity Policy (the “Policy”) sets out the Board of Talbot Underwriting Ltd.’s (the “Board”) approach to and promotion of diversity, equality and inclusion. The success of Talbot Underwriting Ltd (the “Company”) is enhanced by building a diverse and inclusive culture. The Board’s approach to diversity sets the tone for the entire Company, which is governed in greater detail in the Company’s policies.

2. Board appointments

The Board nominations process is a formal and transparent process and welcomes the benefits of diversity and a number of measurable factors are considered by the Board including gender, race, ethnicity, sexual orientation and age, as well as diversity of approach, skills and experience. The Board Nominations Committee is responsible for review of the structure, size and composition of the Board, and makes recommendations to the Board with regard to the appointment of new members.

New Board appointments are based on merit and candidates are considered against objective criteria. The Board acknowledges that the overall effectiveness of the Board and prudent management of the firm and protection of policy holders is supported by a diverse membership. The Board considers that a Board which benefits from a diversity of thought encourages constructive debate and mitigates the risk of ‘groupthink’. Board members are asked annually, via the Board Effectiveness Review, to consider whether the composition of the Board and the Board Committees have the right balance of skills, knowledge and experience, and whether the nominations process pays due regard to the benefits of diversity.

The Board places high emphasis on ensuring the development of diversity in senior management roles in the Company, and expects all firm leaders to promote a culture of diversity. Diversity at Board level is supported by ensuring diversity at senior management level and the executive pipeline, through career development and ensuring a level playing field for progression. The Board has therefore set an aspirational target of 33% female representation on the Board, and progress on moving the Company to a more diverse workforce through various strategic Company initiatives and targets is monitored by the Board via quarterly reporting.