Tower was awarded for Excellence in Workplace Diversity, Equity, and Inclusion, acknowledging its comprehensive strategies to build an inclusive workplace.
Tower’s head of business partnering, employee relations, and inclusion, Danica Hape, credited the award to the company’s efforts to foster a culture where employees feel valued and supported.
A cornerstone of Tower’s DE&I efforts is its network of employee representative groups (ERGs), which aim to create an inclusive environment and advocate for diverse perspectives.
Since Hape joined Tower in 2021, the number of ERGs has increased from two to seven, supporting a range of communities, including women, Māori, Pacific peoples, LGBTQ+ staff, and employees with physical or neurodiverse needs.
Participation in ERGs has grown significantly, with 30% of Tower’s workforce now engaged in at least one group, compared to 10% in 2021. These groups play an active role in shaping policies, hosting events, and integrating cultural values into business practices.
One prominent example is the Ahi Kā Māori cultural group, which advises on integrating Māori perspectives into operational decisions. The group’s contributions have included input on meeting room naming conventions and the development of educational resources.
In February 2025, Tower plans to launch a Te Ao Māori e-learning platform to deepen employees’ understanding of Tikanga, Te Tiriti o Waitangi, and Māori cultural values.
Tower, named one of Insurance Business’s most diverse insurance companies in Australia and New Zealand for 2024, has prioritised career development for Māori and Pacific employees through its Emerging Talent program. This initiative focuses on advancing individuals in middle-tier roles and creating pathways for leadership.
The program currently has 70% female participation and 50% non-European representation, aligning with Tower’s broader DE&I goals.
The company views this program as essential for retaining and nurturing diverse talent. Hape noted that the initiative helps participants realise their potential while building a leadership pipeline that reflects the communities Tower serves.
In 2022, Tower joined the Mind the Gap pay equity register, committing to transparent reporting and improvement. Within a year, the company reduced its gender pay gap from 25.9% to 20.2%, with some women now earning slightly more than men in comparable roles.
Tower’s family-friendly policies also exceed legal requirements. The company provides 16 weeks of paid leave for primary caregivers and four weeks for partners, benefits that extend to its Pacific operations. In some jurisdictions where parental leave laws are less developed, Tower has introduced paid leave policies to align with its commitment to inclusivity.
In 2023, Tower introduced SPARK, an ERG focused on supporting neurodiverse and physically diverse employees. This group has led initiatives such as staff training sessions delivered by Brain Badge, aimed at improving understanding of neurodiversity and accessibility.
Hape revealed that the company is also working toward achieving the Accessibility Tick by 2025, which will certify its accessibility standards across policies and services.
Tower has embedded DE&I principles into its hiring practices. Interview panels include gender and ethnic diversity, and candidates have the option to bring support people to interviews.
In 2023, 100% of senior leadership shortlists included gender-diverse candidates, and 75% of succession plans featured diverse representation.
Hape noted that the company also prioritises staff education. Over the past year, it has provided unconscious bias training to 239 employees, hosted financial wellness seminars, and expanded its domestic violence response training program.
Hape emphasised the business value of diversity, noting that it enhances innovation, employee engagement, and customer satisfaction.
“If your staff are happy, your customers are much more likely to be happy too. By fostering an environment of diversity and inclusivity, your people can show up in the best way possible for your customers,” she said.
She encouraged others in the insurance sector to prioritise DE&I initiatives, whether through mentorship, inclusive hiring practices, or fostering conversations about equity.