Diversity & Inclusion

With 17.8 million customers and 16.400 employees, our UNIQA community thrives on diversity.

Regardless of gender, age, origin, physical ability, sexual orientation, religion, world view or other differences, we value and respect each other. We are committed to the power of diversity and give no room to intolerance and exclusion. Therefore, at the UNIQA Group we focus on structured support measures for justice, equity, diversity and inclusion in our community and put people at the centre of all our efforts. This approach makes the UNIQA Group a place for personal growth, development and meaningful engagement. With us, everyone finds the right place to develop their full potential for the benefit of our customers, colleagues and the company. Living better together - for us, this credo is only credibly fulfilled when every gender, every nationality, every majority or minority in the UNIQA community has equal rights and the same opportunities.

Diversity & Inclusion Strategy

We rely on mutual trust and see each other not only in our professional roles but also as people in all their diversity. Our commitment to diversity is an expression of our humanity.

Our Group Diversity & Inclusion Strategy forms the foundation and framework for all our activities, is an integral part of our future program UNIQA 3.0, and is clearly aligned with our values, the Guiding Principles

It is part of a Group Human Resources Policy and is based on the 10 principles of the UN Global Compact. It is based on local laws and the Disability Employment Act (BEinstG). The D&I Strategy promotes an environment free from discrimination, bullying and (sexual) harassment and also ensures gender equality and equal pay for work of equal value as well as equal employment opportunities for people with disabilities.

These ambitions are supported by the seven overarching goals of our D&I Strategy: 

In accordance with the policy, managers and employees are obliged to recognise and report unacceptable behaviour. A standardised process for handling cases of discrimination, including an annual, anonymised report on such cases, is mandatory.

Focus Area: Inclusion - People with disabilities

The diversity strategy defines the targeted recruitment of people with disabilities as a key objective in the core markets. In the first phase, the focus is on creating and gradually improving the framework conditions. Job shadowing and internships for people with disabilities were offered as part of the ‘UNIQA Ability’ project. The successful 2024 pilot phase in Austria and Poland is to be extended to other countries in the medium term and strengthened through cooperation with local organisations that promote the integration of people with disabilities into the labour market. In order to reach this target group even better in future, all job vacancies in Austria have been displayed on the myAbility job platform for one year since mid-October 2024. Accompanying measures in 2024 included raising awareness among managers, positioning the company as an inclusive employer through appropriate references in job advertisements and the ongoing improvement of accessibility at the Group headquarters.

Further information on the D&I topic can be found in our