Diversity concept
In 2025, UNIQA continued to consistently pursue the strategy for equity, equality, diversity and inclusion that has been in place since 2022 based on the priorities and targets adopted for the years 2024–2026 and backed it up with actions. The strategy serves as the basis and framework for all our activities in this area and, as an integral part of the “UNIQA 3.0 – Growing Impact” strategic programme developed by us, is clearly aligned with our Guiding Principles. In addition to specific measurable goals, it also contains a bundle of initiatives focusing primarily on four key areas: equal pay for work of equal value, more women in management roles, successful cooperation between all generations and inclusion of people with disabilities.
Our overarching goal is to promote diversity and inclusion at UNIQA. We will continue to pursue the following specific priorities:
Equal pay for work of equal value
Promoting equal opportunities with the clear aim of bringing more women into management positions in the future
Generation management – old and young contribute to the success of the company together
Achieving a work/life balance
Utilising internationality and cultural diversity as a strength
People with disabilities – better inclusion and support
Clear commitment to non-discrimination on the basis of sexual orientation and identity
UNIQA further intensified networking and international contacts in 2025 within the framework of Group-wide projects and targets agreed across the entire Group that are consistently aligned with the defined focus areas. This cross-border collaboration promotes diversity and allows us to leverage the potential of an international group.
Equal pay for work of equal value
We consider fair pay to be an essential element of equality. Having already achieved the Group-wide target of reducing the adjusted gender pay gap in 2024, we did so again in 2025. This target remains a criterion for the variable component of management remuneration.
The adjusted gender pay gap for 2025 is 2.4 per cent (target value 2.8 per cent). The target of a 20 per cent reduction was exceeded by a considerable margin. In Austria, the already very strong baseline of below 1 per cent was maintained. A further reduction below 1 per cent is not expedient, as natural staff turnover can lead to fluctuations.
More women in management positions
Increasing the proportion of women in management positions continues to be a very high priority for UNIQA. We make a distinction here between top management positions (Board to Board –2 level) and other management positions, which allows us to implement measures that are even more effective. When it comes to the proportion of women in top management positions, the main focus is on selecting and filling these positions. Development into higher roles is another priority for the other female managers. There is also a strong disparity between Austrian and international companies in both these segments. The proportion of women in top positions in Austria is 26.5 per cent, while internationally it is 47.4 per cent. This figure increased significantly in both areas compared to the previous year (23.3 per cent and 44.8 per cent). In middle management, the proportions are 23.9 per cent and 51.6 per cent.
One of the most important framework conditions for women’s careers in the company is balancing a career with family life. UNIQA is convinced that this is not an either/or situation. In the first year of implementation of the Austrian “Work and Family” audit, a number of initiatives were carried out in the areas of “Women in Management” and “Women in Sales”. These include a year-round role model campaign as well as targeted outreach and information on careers in sales, with a focus on equal opportunities and work-life balance.
The successful recertification with the equalitA seal of approval for equal opportunities in the workplace in Austria confirms that we are on the right course.
Generation management
As part of this focus, our aim is to foster an inclusive and supportive working environment for all stages of life. Additional measures have also been defined in this area as part of the successful certification as a family-friendly company in Austria and are now being implemented in a structured way. They include the expansion of flexible working models such as job sharing and part-time management positions as well as various childcare support programmes. Measures for caring for family members and managing parental leave are also planned.
The increasing shortage of skilled labour and demographic change continue to pose major challenges for UNIQA. We are responding to this by training our own specialists and consistently continuing our apprenticeship programme.
In the international context, the highly selective “My unique Summer” trainee programme offered young talents at the start of their careers the opportunity to gain initial experience outside of Austria. Following pilot tests in two regions in the previous year, the programme was expanded to ten countries in 2025.
People with disabilities
Our diversity strategy defines targeted recruitment of people with disabilities as a key objective in our core markets. In Czechia, Slovakia, Poland and Austria, partnerships with local organisations that promote the inclusion of people with disabilities in the labour market are being continuously strengthened. In addition to increasing accessibility throughout the entire application process, UNIQA Austria continues to focus on directly addressing the target group and places all open job advertisements on the myAbility accessible job platform.
Experience has shown that raising awareness among managers and all employees as well as ongoing improvements for a barrier-free working environment are key success factors for effective inclusion. In this ongoing process, we achieved key milestones in 2025 with the election of our first disabled persons’ representative for the UNIQA headquarters in Vienna and performance of an external assessment (Key Inclusion Indicator).
Commitment to diversity, equal treatment and inclusion
We are committed to the power of diversity and reject any form of intolerance and marginalisation.
We further reinforced this clear stance in 2025 by compiling a dedicated position paper on this topic, which was shared across the entire UNIQA Group. The goal is to raise awareness, provide support and offer guidance to effectively protect employees from discrimination and abuse of power.
There is now a clearly defined process with clear contact persons in the event of allegations of discrimination. This gives affected employees a low-threshold option for addressing stressful situations.
A range of networks give interested employees in Austria the opportunity to get involved with and learn about various aspects of diversity (women, family, people with disabilities, sustainability, sexual orientation). The UNIQA women’s network, for example, has organised webinars, seminars and a high-profile panel discussion, as well as breakfasts with members of the Management Board and inspiring keynote speeches.
UNIQA has also supported and highlighted numerous corresponding initiatives outside the company. The support for the establishment of a nursery in Tyrol and collaborations in the area of inclusion (“Ich bin O.K.”, myAbility, etc.) in Austria are just a few examples. UNIQA’s largest nationwide study on the topic of family in Czechia and Slovakia received significant media attention and will now serve as a starting point for further initiatives.