1. STATEMENT OF CONTINUED SUPPORT BY THE CHIEF EXECUTIVE OFFICER
March 19, 2021
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

During the period, AIHL reacted to the covid crisis in multiple ways. Prior the closure of our offices and implementing a work from home policy, our staff were provided a safe working environment, with PPE, physical desk dividers, covid awareness and training to name a few. Our office underwent regular cleaning, including specialist deep cleaning one day a week, during which staff were not permitted in the office. A desk booking system which required employees to attest that they had not had/did not have COVID or COVID symptoms nor been in contact with those that had. While remaining in a hybrid work from home policy, the company adapted to multiple working styles and none of Aspen staff were furloughed.

AIHL has a robust human resources department that champion our staffs' human rights.

Aspen continues to be an excellent employer, with culture, principles and values 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 Assistance Program (EAP), 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 983 full time employees spread across the UK, US, Zurich, Sinapore and Australia. In our Aspen community, 41% of our staff are identified as female. With regard to all new hires, 47% are identified as female.
The breakdown by age is as follows:
Age 16 - 19 years 1

Age 20 - 24 years 45

Age 25 - 34 years 225

Age 35 - 44 years 258

Age 45 - 54 years 243

Age 55 - 64 years 155

65 years and over 19

During Q1/Q2 2020, Aspen developed and implemented a work from home policy that included all of our staff. During this time, all corporate travel ceased and there was a greater emphasis placed on our IT infrastructure and video conferencing.
There were no instances of onsite accidents as our offices were closed.

Diversity and Inclusion is important at Aspen and we have developed a detailed D&I strategy to guide our path.
Aspen has 3 pillars that talk to our D&I practice.
1.ATTRACT TALENT
Enable equality of opportunity
2.BUILD TALENT
Increase diverse representation
3.BUILD INCLUSION
Foster belonging
Promote openness
• Launch manager fair recruitment toolkit
• Drive data collection across all recruitment activities
• Build D&I objectives into agency supply contracts
• Partner with diversity networks to source talent
• Tower Hamlets & LEEP programmes • Build a mentoring scheme for under-represented groups
• Build unconscious bias training into talent review process
• Mid-level female talent sponsorship programme
• Review our graduate programme to ensure diversity • Create a race and ethnicity ERG
• Create a gender ERG
• Build high quality employee diversity data
• Create a resource for D&I on InSite
• Launch Active Bystander Training
D&I Activity in 2020 has focused on:
• Creating a strong narrative that demonstrates the link between diversity and inclusion being the right thing to do ethically and its role in our future as a strong and sustainable business.
• Creating a governance structure that has 3 clear workstreams, each with an ExCo sponsor, plus a Delivery Board ExCo to monitor progress that reports into our. Our approach draws on the findings of a 2020 McKinsey report into best practice in D&I.
• Bringing in external expertise to make recommendations for rapid progress in: collection and monitoring of D&I data, diverse recruitment, and the establishment of employee resource groups. Expert view endorsed our intention to give priority focus to these deliverables.
• Creating a programme in which high potential female colleagues are sponsored by members of our global ExCo.
• Creating partnerships with schools and colleges from areas of social deprivation close to our main office locations in London and New York, and providing virtual work experience, interview practice and mentoring for their students.
• Providing strong support to all our colleagues during the challenges of homeworking, home schooling and caring for other dependent family members. We know the burden can still fall disproportionately on women and are pleased that in our 2020 engagement survey, 91% of our female colleagues agreed or strongly agreed with the statement My manager genuinely cares about my wellbeing.
• Launching our new recruitment toolkit, which provides high quality tools to drive objectivity in hiring decisions
• Running two development sessions for our ExCo on their role as senior leaders in diversity and inclusion.

Aspen human resources provided a learning management system to support performance management process and career development programs. We conduct employee pulse surveys via a tool called CultureAmp and recruitment satisfaction surveys for managers and candidates via our ATS Talentlink

AIHL is committed to doing our part to protect our environment for today’s and future generations.
Aspen offset its 3500 metric tonne 2019 carbon footprint in 2020 with a Gold Standard carbon credit habitat and reforestation project in Panama. With the majority Aspen’s office facilities closed and the travel restrictions imposed, it reduced the amount of greenhouse gas emissions that our operations produced. We are currently working through the calculations of our 2020 carbon footprint and will look to offset these again through certified and impactful carbon credit programs.

We began a review of our underwriting portfolio in 2020 with respect to our responsible insurance positioning in line that impact climate change, environmental degradation and human rights and continue to refine our ESG strategy and make additional commitments for 2021 that shall include the following:
• The commitment to an ever evolving ESG strategy is led by Aspen’s senior management and will be interwoven with our core principles and values and the Aspen culture, creating greater stakeholder value with both internal and external clients
• Further embed our holistic Corporate Social Responsibility strategy across the organization that will highlight how Aspen positively impacts our communities through engagement, collaboration, investment and volunteerism;
• Establish an internal ESG working group and strategy with SMEs across the organization
• Continue evolve our sustainability commitment to reduce our operational impact on the environment;
• Use lessons learned from Covid19 to further decrease our carbon footprint by decreasing corporate travel and increase video conferencing
• Commit to continue our carbon neutrality program through certified carbon offset programs;
• Undertake a facilities review into the size of office real estate required while operating efficient office sites aimed at improving performance on energy savings, water efficiency, and stewardship of resources and sensitivity to impacts.
• Engage a diverse group of Aspen Advocates to champion internal cultural change;
• Finalize our internal portfolio review to determine our future responsible insurance strategy in lines the have climate change, environmental degradation and human rights impacts. This will involve a transitional blueprint and identify future opportunities
• Continue to develop and roll out our comprehensive diversity and inclusion framework for staff.
• Ensure industry best practices standards in governance ;
• Aspire to publish a quantitative and qualitative annual report on Aspen’s ESG and CSR activities;
 

Corporate Social Responsibility
In 2020, Aspen embarked on redefining its Corporate Social Responsibility strategy. This CSR work is integral to the culture at Aspen, and the impact we have on making a positive change in our communities goes hand-in-hand with our core principles and values. 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, 14-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 again won the annual Lloyd's Market Charity Award, this time on behalf of new partner, Street Storage, which provides those experiencing homelessness free, secure and accessible storage for their belongings. Street Storage will be receiving a donation of £15,000 through Charities Trust, who will administer the grant on our behalf.
In Bermuda, a 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. Additionally, support has been given to The Windreach Centre for physically challenged, Teen Haven and The Women’s Resource Centre.
In the U.S. AIHL donated to organizations including City Harvest, Dress for Success, Americares Airlift, Kids Meals and, in Puerto Rico, we have supported long-standing groups including Casa de niños Manuel Fernández Juncos and Corporation for the Conservation of the San Juan Bay Estuary. U.S. and Corporate leadership also supports the New Jersey LEEP Program and has sponsored events hosted by Dive In, Women in IT and the Association of Professional Insurance Women. In addition, we are a long-time supporter of the Insurance Industry Charitable Foundation’s Week in Giving, and an IICF Patron sponsor of their Annual Gala, and we were a Leader sponsor of the Tri-County Scholarship Award Celebration.
Covid Response
Aspen has contributed to various relief efforts across our communities in response to the covid crisis in 2020. We partnered with the Bart’s Hospital NHS Trust and FareShare in the U.K., supported The Bermuda Hospitals Board, the Loren and Loads of Love feeding program in Bermuda, the American Red Cross, Feeding America, and most recently, the Genpact Feed20million campaign in India, just to name a few examples. Through feeding programs for seniors, the purchase of ventilators, PPE equipment and other supplies, innovative transportation solutions for front line workers, computer equipment and more, Aspen has made and continues to make a significant impact on assisting with critical needs.

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