To our stakeholders:
I am pleased to confirm that Aspen Insurance Holdings Limited (AIHL) reaffirms its support of the Ten Principles of the United Nations Global Compact in the areas of Human Rights, Labour, Environment and Anti-Corruption.
In this annual Communication on Progress, we describe our actions to continually improve the integration of the Global Compact and its principles into our business strategy, culture and daily operations. We also commit to sharing this information with our stakeholders using our primary channels of communication.
Sincerely yours,

Mark B Cloutier
Executive Chairman and Group CEO

AIHL has a robust human resources department that champions our staffs' human rights through our code of conduct. We have policies and procedures in place to ensure staff have a way to communicate any human rights issues. Our Value and behaviours are critical to the culture at Aspen and we embraces a diverse and inclusive workforce.

Our Values and Behaviours

Open Minded
We embrace diversity and inclusion.
• We treat each other, our customers and members of our communities with respect.
• We deliberate and debate business issues, challenges and decisions with an open mind and respect.
• We work hard but not at the expense of home, life, or family balance.
• We strive to create an engaging and enjoyable work experience for all.

Innovate
We actively seek out and listen to customer and other’s perspectives.
• We seek new and challenging opportunities and adapt to changing conditions.
• We take smart calculated risks.
• We continuously improve.
• We see honest mistakes as an opportunity to learn.

Do the Right thing
• We put our customer at the heart of decisions.
• We proactively serve our customers.
• We do what is best for the customer as well as what is best for Aspen.
• We all role model and lead by example.
• We are transparent.

In It Together
We build long-term mutually beneficial and
valued relationships.
• We respect results arising out of collaborative team efforts.
• We do not tolerate attempts at personal gain through politics.
• We collaborate with shared interest and goals in service.
• We are curious to understand beyond our own area.

Own It
We do what we say we will do.
• We hold ourselves and each other to account.
• We support and own outcomes
• We celebrate and recognize individual and team accomplishments.
• We simplify to drive efficiency

Aspen has various means by which our staff can voice their views and give constructive input. We have developed employee resource groups to highlight gender and ethnic equalities.

Aspen continues to be an excellent employer, with culture, values and behaviours interwoven into the corporate strategy and championed from senior management. Our staff is our most valuable asset and are critical to our success. During the period, we have implement a series of engagement and development methods including employee newsletters, Town halls (or other organized meetings with leadership), employee recognition programs/platforms, employee satisfaction surveys, health and wellness programs, Employee Resource Groups (ERGs), engagement platforms, Employee learning and/or career development programs and mentorship programs.

Aspen continues to employ a diverse group of staff in a global organization. We currently operate in 23 regional locations around the world. Headquartered in Bermuda, AIHL currently has 870 full time and 40 part time employees spread across the UK, US, Zurich, Singapore and Australia

Strong governance structure (D&I workstreams with ExCo sposorship reporting into D&I Delivery Board chaired by CPO, that reports into ExCo). Colleagues from across the business working in partnership with HR CoEs to design, deliver and implement D&I projects.
Comprehensive programme of work agreed with D&I Delivery Board and ExCo that focuses on:
Attracting Diverse Talent (including:
outreach to local schools in deprived areas;
introduction of a hiring manager toolkit to support fair and objective hiring practices;
design of training for managers in fair hiring;
early careers initiatives including graduate programmes targeting increased numbers of women and people of colour;
veteran internships)

Building Diverse Talent (including
Programme for mid-level women to be sponsored by ExCo members
Reverse mentoring programme, in which senior leaders are mentored by women/people of colour to better understand diverse experiences
Input into refreshed/strengthened performance management process that drives out unconscious bias

Building Inclusion (including:
Launching Employee Resource Groups (Affinity Networks) for gender and race/ethnicity across our geographies. Chaired by employees, strongly supported by the business, with Global Sponsors and an ExCo Sponsor.
Sponsorship of external networks for gender, race and sexual orientation
Running activities and celebrations for International Women's Day, Gay Pride Month, and US and UK Black History Months (also Chinese New Year and Hispanic History Month). Events included virtual panel discussions in which complex issues were discussed sensitively - very well attended.

Data (including:
Creation of data reports focusing on gender and ethnicity data. These include overall employee numbers, broken down by level/parts of the business; self-reporting rates for race/ethnicity (this data first has to be captured according to each geography's legal requirements); show changes over time.
Goals have been agreed which relate to further improvements in self-reporting of race/ethnicity data; improved self-reporting of applicant data across all our geographies; improved proportions of women and people of colour identified as high potential and being offered places on development programmes; women and people of colour invited to graduate assessment centres.
Formal updates on data and D&I progress to ExCo every 6 months.

Aspen human resources provided a learning management system to support performance management process and career development programs. We conduct employee engagement surveys to assess the culture work we have implemented at Aspen.

AIHL is committed to doing our part to protect our environment for today’s and future generations.
Aspen offset its 2525 metric tonne 2021 carbon footprint in Q1 2022 with a Gold Standard carbon credit habitat and reforestation project in Brazil and an alternative energy wind program in Texas USA. With the a number of Aspen’s office facilities closed for a portion of 2021, hybrid working implementation and continued travel restrictions imposed, it reduced the amount of greenhouse gas emissions that our operations produced We are also working on creating better office efficiencies in our premises to further reduce our impact.

Aspen engaged is a thoughtful and robust review our our Environmental, Social Governance strategy that culminated in publishing our first annual ESG report. More details can be found at https://www.aspen.co/esg-report/

Corporate Social Responsibility
In 2021, Aspen continued its corporate social responsibility efforts with a focus on our two core pillars: The Environment and our global and local communities. This CSR work is integral to the culture at Aspen, and the impact we have on doing our part for the environment and making a positive change in reducing inequalities in our communities goes hand-in-hand with our core values and behaviours. Adopting the UN’s sustainable development goals as a guiding light has focused our efforts with global standards that make a difference with our third sector partners in the communities where we live and work.
 
Following are highlights of the initiatives so far this year:
Aspen’s Global Partner, ADARA
Aspen has had a long standing, 15-year relationship with our global partner, the Adara Foundation. In 2020, Aspen invested in the work done by Adara in remote rural areas of Uganda and Nepal to support the maternal and youth health and education programs. The COVID crisis has hit these communities hard, and it is through the support of Aspen and other partners that Adara can continue their work not only to save lives, but to improve them.
Regional Activity
In London, Aspen has once continued our partnership with Street Storage, while embarking on new collaborations with the Vision Foundation, The Final Straw and other charities that provided critical resources for those in need.
In Bermuda, the continued collaboration commitment by Aspen as a part of a total $3.5M by Bermuda-based Apollo portfolio companies in Bermuda towards a Career Development Centre at The Bermuda College will help foster more opportunities for youth on the island. There were also contributions toward education initiatives for at risk youth and women impacted by abuse. We continued a commitment of raising awareness of environmental issues and habitat restoration in Bermuda through the Trunk Island Project with the Bermuda Aquarium Museum and Zoo. We also have been working on pilot projects that involve carbon sequestration and biodiversity with Water Start and the Bermuda National Trust. Additionally, support has been given to The Wind Reach Centre for physically challenged, Pathways addiction services, the Transitional Living Center and various other community based third sector partners.
In the U.S. AIHL donated to over 40 different organizations that had both national and regional impact.

Details of our CSR work can be found at https://www.aspen.co/about-us/csr/

Aspen’s social responsibility contributions delivered much needed assistance to individuals, organizations and communities around the world. As a member of the United Nation’s Global Compact, an integral part of Aspen’s Global CSR Charter has been to fulfil the UN’s Sustainable Development Goals. These include:
• no poverty
• zero hunger
• good health and well being
• quality education
• creating job opportunities
• reducing inequalities
• climate action
• life on land
• life below water
• partnership for the goals

AIHL has defined policies in anti-corruption, data security, antitrust, code of conduct, whistle blower amongst others and is continually reviewing these policies to align with industry best practice and regulatory requirements.

Staff are required to perform annual training and development in anti-corruption, data security, antitrust, code of conduct, whistle blower policies. AIHL has dedicated resources that specialize in each of these subjects and continually review policies and provide additional awareness and training for staff