The IFoA and its members recognise the importance and value of accessibility and belonging, rooted in our commitment to act in the public interest and for the good of society. We have a clearly stated purpose to 'champion and embody the benefits of a globally diverse and inclusive profession' and do not tolerate discrimination in any form. Embracing diverse perspectives is also essential to the role of an actuary. We are a global body, and recognise the importance of hearing what diversity, equity and inclusion (DEI) means to our members, volunteers, and staff, and ensuring the benefits of this Strategy are seen and felt in the communities where they live and work. Our strategy reflects the role our our professional membership body should take to ensure that our current and future members and volunteers, as well as our employees, feel they work in an environment where they belong, can make an impact and succeed. Our understanding of diversity, equity and inclusion (DEI) is rooted in our ultimate aim of building a profession that is genuinely inclusive and accessible, for the benefit of all current and future members, volunteers and employees, wherever they are in the world

The case for change At its simplest level, the bigger picture is not overly complicated - nor is what is expected of the IFoA and our members. Not only is there is a moral case rooted in principles of justice and fairness, there is also a triple gain from improved equality and a fairer society. Likewise, employers gain from a greater array of talent and a broader perspective on the challenges their organisations face and individuals gain through being able to fulfil their potential. And, of course, our profession benefits, too, by being able to attract and retain talented people from all backgrounds. Amid the increased visibility of global inequality and turbulence of 2020, the IFoA stepped back and fundamentally revisited what it existed for at its most basic level – that is, our purpose and values. We are the voice of our members and the profession. We should be forward- and outward-looking, recognising our role as a professional body in responding to issues affecting the profession and wider society. Diversity, equity and inclusion is one of them. Embracing DEI is also what global regulators now expect. In a war for talent, employers lose out if our future leaders are more attracted to other employers and professions that are seen as safer, more welcoming and encouraging places for ‘all the talents’ to bring their true selves to work. Small, niche professions, like the actuarial one, need to be able to attract talented individuals from the widest pool of potential. A strong and positive DEI narrative is necessary to be able to maintain a vibrant profession. Ultimately, though, we should embrace a progressive DEI strategy for positive and aspirational reasons and because it is the right thing to do. A profession that embodies actuaries working in diverse teams, taking broad perspectives in scenario and risk work, ably communicated to the widest audiences, will be more impactful. Those who are good communicators and who can lead inclusive teams will see their careers accelerate beyond those who can’t. They will have a better appreciation of the regulatory and policy culture landscape and the direction 'the wind is blowing' and will be able to anticipate trends and patterns ahead of others. The IFoA serves the public interest. Beyond a compelling case grounded in fairness and justice, this Strategy will help the IFoA to play a role in the ongoing development of a more equitable society.