Voices of Change: Redefining Diversity - VBV Group
Embedding Inclusion: How VBV Group Builds Sustainability Through Diversity
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At the VBV Group, diversity is not just a social value - it is a foundational principle embedded in the company’s DNA. Rooted in a legacy of sustainability and responsibility, the Austrian pension provider is advancing a holistic vision of diversity, equity, and inclusion (DEI) that sees difference not as a challenge but as a powerful resource.
A Culture of Respect, Innovation, and Belonging
VBV defines diversity broadly, encompassing differences in gender, age, ethnic and cultural background, sexual orientation, disability, and religion - but goes even further. The organisation recognises that true diversity spans a wide spectrum of identities, perspectives, and life experiences.
“The goal of DEI management at the VBV is to use differences as a resource and to create a respectful, inclusive environment that promotes innovation, collaboration, and equal opportunities.” the company stated.
This philosophy aligns directly with VBV’s longstanding sustainability mission. Just as ecological and economic sustainability are central to the business, so too is social responsibility, which includes the conscious use of both natural and human resources.
Strategic Priorities: Awareness, Equity, and Inclusion
VBV’s DEI strategy is structured around four key pillars:
1. Awareness and Education
VBV offers a robust programme of training, continuing education, and workshops targeting employees, management, and board members. Topics include:
- Unconscious bias: Understanding how hidden assumptions can influence decisions
- Inclusive communication: Promoting respectful, clear, and inclusive dialogue
- Cultural competence and sensitivity: Acknowledging and respecting different life realities and needs
These initiatives are designed to raise awareness and foster long-term behavioural change within the company.
2. Equitable Recruiting and Talent Development
The VBV Group ensures that recruiting and career advancement are grounded in fairness and transparency. Internal guidelines help standardise non-discriminatory practices, with the aim of attracting a diverse applicant pool and ensuring equal opportunities throughout the hiring and development process.
3. Inclusive Workplace Culture
From onboarding to day-to-day operations, VBV is committed to building an environment where all employees feel respected, supported, and empowered. Initiatives include:
- Mentoring programmes for new staff
- Diversity-focused company events
- Open, inclusive communication practices
4. External Stakeholder Engagement
The company extends its DEI efforts beyond its workforce by actively engaging with customers, partners, and the wider community. This includes partnerships with advocacy organisations, participation in social initiatives, and structured dialogue with both internal and external stakeholders to understand diverse perspectives.
Internal vs. External Impact: A Reinforcing Dynamic
VBV does not separate internal and external DEI outcomes into fixed percentages. The group highlights that internal actions often drive external change.
“Most internal measures directly influence external impact,” VBV explained. “For example, training programmes primarily target employees, but they shape the culture that customers and society engage with.”
Internal impacts include:
- Cultivating an inclusive, collaborative work environment
- Enhancing recruitment processes to reach broader talent pools
- Supporting employee development that feeds into diverse leadership
External impacts include:
- Enriching customer and partner interactions through a more inclusive culture
- Positioning VBV as a socially responsible industry leader
- Contributing to societal equity through partnerships and public engagement
Diversity Allianz Austria: A Strategic Alliance
VBV chose to align with Diversity Allianz Austria due to the Allianz’s forward-looking and action-based mission. It supports companies in embedding diversity into their business models, not just as a value, but as a strategy for lasting change.
Current and planned initiatives include:
- Diversico Learning Platform: Digital training to deepen DEI integration
- Diversity Congress Participation: A hub for innovation, inspiration, and networking
- Top Diversity Employer Certification: A long-term goal to be pursued after foundational measures are fully in place
Looking Ahead: DEI as a Catalyst for Cultural Transformation
VBV’s vision is clear: DEI is not an isolated initiative but a long-term driver of organisational success. The company is developing structured idea management systems and formal DEI policies to institutionalise inclusion across all business processes.
VBV aims to become a role model in the pension and financial services sector demonstrating that sustainable business success is inseparable from the fair and dignified treatment of all people.
“Diversity is not a checkbox at VBV—it’s a value that shapes how we work, whom we work with, and the future we’re building.”
Ultimately, VBV believes that organisations embracing diversity today are shaping the industries of tomorrow and setting the standard for a more just, inclusive, and sustainable future.