Aviva Ability is Empowering Employees and Breaking Barriers
At Aviva Canada, the drive for disability inclusion is evident, showing up in big initiatives and small, everyday gestures.
Behind this culture shift is Aviva Ability, a team that champions a workplace where all abilities are recognized and valued. The approach is reshaping the insurance company across all 13 of its Canadian branches from the inside, creating a workplace that feels less like a bland corporate office environment and more like a place where everyone has the opportunity to thrive.
An Investment in Accessibility
“It’s about ability in every form,” said Barbara Adamson, a Broker Operations Specialist at Aviva and a passionate leader and advocate for this community. “We wanted to emphasize that it’s not just about disabilities; it’s about the full spectrum of ability.”
Aviva Ability, one of six Diversity, Equity, and Inclusion (DEI) employee resource groups that Aviva refers to as ‘communities,’ was founded in 2017 but has grown significantly since. It has 183 members across Canada, with about 30 active volunteers driving the initiatives. While these employees have day jobs within Aviva, they work on accessibility issues in their spare time, bridging the gap between theory and practice.
“We want to ensure our accessibility work is not just ticking boxes,” said Katherine Grummett, Aviva’s DEI and Talent Partner. “It’s about making real changes, especially in terms of physical accessibility and neurodivergent support.” Katherine’s role involves shaping Aviva’s DEI strategy for Canada and ensuring that its efforts are impactful and sustainable.
The team utilized Rick Hansen Foundation Accessibility Certification™ (RHFAC) to enhance the accessibility of Aviva’s office spaces. “We know our offices meet the basic code, but we want to do more,” Katherine continued. “We’re really excited to get this underway so we can make sure that we’re a workplace that’s physically accessible for all people.”
Figuring Out the Gaps
The commitment to physical accessibility is a natural extension of Aviva's work in other areas of accessibility. The company has also launched a podcast focused on neurodiversity, sharing stories and experiences from individuals like their CFO, Nav Dhillon, who has dyslexia.
“Having our CFO share his personal experience with dyslexia sends a powerful message,” Barbara said. “It shows that at the highest level, Aviva understands that neurodivergent employees bring unique strengths to the table.”
The Ability community’s work extends into everyday interactions with employees and customers. Silvia Saviotti, Aviva’s Process Improvement Lead and co-lead of the Ability community, pointed out the importance of creating accessible digital experiences.
“One of the areas we focus on is making sure that all digital tools -- whether it’s training modules or customer service platforms -- are accessible to everyone,” Silvia said. “We work directly with teams to test these tools, ensuring that screen readers and other assistive technologies are supported.”
The community’s peer-to-peer network is another vital resource. Employees can connect with “neurodiversity champions” who offer support and practical advice for navigating the workplace. Silvia, who is neurodivergent herself, noted that these champions help individuals who are newly diagnosed with neurodivergent conditions or who may be seeking accommodations for the first time.
“It’s about giving people the tools they need to thrive,” she said. “And sometimes, that’s as simple as having someone to talk to who understands what they’re going through. I’m at a loss for words to explain how monumental it is to have this.”
The Aviva Ability community is committed to continuous improvement. “We know that accessibility is a journey,” Katherine said. For Barbara, it is personal. “When we talk about accessibility, we’re not just talking about policies or initiatives, we’re talking about real people,” she said. “Each step we take to improve accessibility helps make the workplace better for someone. That’s why we do this work -- because it matters.”
Promoting Client Understanding
The community’s impact is also felt through its advocacy for customers with disabilities. Katherine recalled a pivotal moment when the Ability team met with Aviva’s fraud department to discuss how neurodivergent characteristics might be misinterpreted as fraudulent behaviour. “That conversation was enlightening for everyone involved,” Katherine remembered. “It showed how understanding neurodivergence can change how we interact with customers and ultimately improve the service we provide.”
At Aviva, the Ability community is a vibrant part of the company’s culture, promoting a sense of belonging and equality for all employees. As Silvia said, “Our mission is to figure out where the gaps are and improve every day. It truly is not just a corporate agenda. It's quite the opposite, as it’s the voice of employees setting the corporate agenda. And it has created an amazing dynamic.”
Looking ahead, the team hopes to see their efforts rewarded with RHFAC certification, which is awarded to sites that achieve a high level of accessibility.
The Aviva Ability Community serves as a model for other organizations seeking to enhance their accessibility and inclusivity practices. Through leadership, collaboration, and a dedication to improvement, Aviva proves that accessibility isn’t just a checkbox—it’s a journey worth taking.
Barbara summarized, “It’s about making sure that we, as employees, feel supported, empowered, and truly included in everything Aviva does.”
And with the commitment of the Aviva Ability team, the road to meaningful inclusivity at Aviva is just beginning.
