
strategic report
Brit Group Holdings Limited Annual Report 2025 39
Introduction
To generate value, we recognise that our people, culture,
social and community strategies must be both sustainable and
aligned to the long-term interests of all our stakeholders. We
seek to make both a positive contribution to society and to be
aware of the long-term consequences of our actions. We also
seek to generate new commercial opportunities by developing
strong stakeholder relationships and by recruiting and
retaining a highly skilled, engaged and motivated workforce.
Our people and culture
Overview
Our people are our greatest asset and managing our talent
appropriately contributes significantly to our success.
Brit’s culture is a key pillar of its strategy and is designed
to support collaboration, innovation and inclusivity. We have
a strong commitment to doing what is right for Brit and its
employees.
During 2025 we continued to strengthen our highly committed
team. Through the attraction and recruitment of new talent
and the ongoing development of existing expertise, we
continued to live our culture whilst increasing our capabilities.
During 2025 we have had 99 joiners, primarily strengthening
our Technology & Data, Actuarial and Underwriting teams.
We have continued to recruit to support our strategic growth
of Brit Re in Bermuda.
We are committed to developing the capability, behavioural
and leadership skills required for our teams to outperform.
A focus in 2025 was to improve our critical conversations
capability through training and ongoing role modelling. We
recognise that feedback is vital to deliver our strategy
and demonstrates our ongoing commitment to developing
essential management and leadership capability, fostering
high-performance, and enabling constructive feedback.
In 2025 we rearticulated our vision for AI – leveraging it for
smarter underwriting and simpler operations. As part of this
vision, we launched a Group wide AI Literacy Programme to
create awareness around AI, present the opportunities and
the risks and upskill our employees to create value from it.
We also appointed AI Champions from across the business
to promote awareness, create buy-in, identify use cases
and develop AI roadmaps for their business areas, facilitate
collaboration across Brit and design, and pilot and scale AI
solutions while working closely with our data talent.
In 2025, our mental health strategy and initiatives focused
on fostering inclusive communities, reducing stigma, and
equipping employees with practical tools and support,
creating a measurable impact on wellbeing and organisational
culture.
Brit Syndicates Limited continues to have Chartered Insurer
status through the Chartered Insurance Institute. This
prestigious designation signifies to our colleagues and
customers that we are committed to the pursuit of the
highest standards and demonstrates our adherence to ethical
good practice.
Brit’s cross-functional Social Committee has continued to
organise a range of social, sports, community and charitable
events for employees during the year. We have an active
football and netball team who regularly play friendly and
competitive matches as well as running and cycling clubs.
In 2025 voluntary staff turnover was 8.2% (2024: 10.7%) and
as at 31 December 2025, our headcount was 792 (2024: 770).
39.1% (2024: 26.7%) of employees had completed more than
five years of service and 19.3% (2024: 12.0%) had completed
more than ten years’ service.
Details of Brit’s employment policies are given in the
‘Employment’ section of the Directors’ Report on page 56.
Inclusion and diversity (I&D)
2025 was another successful year for I&D at Brit.
Our four Employee Resource Groups (ERGs), covering Race
and Belonging, LGBTQ+, Gender, and Disabilities, continue
to be a focal point for our employees, alongside our Mental
Health and Wellbeing Group. These groups are an opportunity
for colleagues to come together in a safe-space and discuss
issues of importance to them, including successes and
challenges, and share ideas for events and initiatives. Our
ERGs are empowered to produce informative communications
and engaging events. Each ERG has an executive sponsor,
demonstrating our commitment to I&D from our leadership
team, as well as giving additional visibility to the groups.
Brit won the Inclusion and Diversity Award at the National
Insurance Awards, and was nominated or shortlisted for
the Insurance Insider Honours: Progress (DEI) Award, the
Insurance Post I&D Awards, and three colleagues were
finalists in the Women in Insurance awards.
Highlights from the year included: marking cultural moments,
from Lunar New Year and Eid, to Pride and Black History
Month, with events that sparked connection and learning
across our business; deepening our partnership with iCAN
(The Insurance Cultural Awareness Network), including
supporting the market’s first Eid celebration; supporting
inclusive communities through volunteering with Tonic Housing
during Pride Month; and launching our Sunflower lanyards to
support colleagues with visible and non-visible disabilities.
In September 2025, responsibility for I&D in Brit moved to
the ESG team. ESG principles form the cornerstone of how
a responsible organisation operates, both now and in the
future, and the alignment of I&D allows us to integrate our
thinking, build stronger connections between our inclusion,
diversity, sustainability and governance efforts, as well as
helping to develop more holistic and impactful initiatives.
Our Chief Actuary and Chief Risk Officer continues to be the
Executive Sponsor for I&D.
Staff engagement
Engagement with our staff allows us to assess the extent to
our people, culture, social and community matters