Aviva and neurodiversity
We help our 33 million customers to save for the future and manage the risks of everyday life. To give these customers the best possible products and service we know we must make Aviva the most attractive choice for talented, entrepreneurial people with diverse backgrounds and an evolving range of expertise and insight.
So, we’re passionate about helping our 29,500 people to do the best work of their lives, to enable them to make a positive difference to the lives of our customers.
Spotlight Jobs at Aviva
Commercial Underwriting Apprentice
Customer Service Expert
Pension Scheme Secretary
Customer Journey Analyst
Understanding Aviva’s values and being able to showcase how you align yourself to their values is incredibly important. It is an immediate way that recruiters and hiring managers screen out people who are unlikely to fit into the wider culture of their team.
Aviva Application Process
Step 1 - Apply for the job
Once you click on apply the vacancy page you will be taken to a workday page where
You will be asked to do the following;
- Update your CV
- Put in your contact information
- Social Media links (if applicable)
- Put in details on background information
TOP TIPS AND SUPPORT
Get your application in early
if the job has lots of applicants it may close early. Get your application in as soon as you can! If you need some additional support with your CV, I recommend sending your CV to us here.
Tick the Neurodiverse Box. According to the anti-discrimination act if a company is asking for whether you have a disability on their application this can only be for the following reasons
- there are necessary requirements of the job that cannot be met with reasonable adjustments
- you’re finding out if someone needs help to take part in a selection test or interview
- you’re using ‘positive action’ to recruit a disabled person
If you need an alternative way of applying as a neurodiverse candidate Aviva can arrange this. You can find a phone number and email address in each job description. Contact this recruiter on the vacancy page for alternative ways to apply. This could include applying with a video CV.
Step 2 - Telephone Interview
This is an opportunity for Aviva to screen out candidates, and decide which candidates should go forward to further interviews.
This is the first chance that Aviva gets to see what you can bring to the role, and to understand your enthusiasm. It’s also a great opportunity to find out more about the role, and make sure it’s right for you!
What might be included:
- Questions on your CV and your application
- What is driving you to apply for this role
- Your motivation for joining Aviva
- Your values and beliefs
TIPS AND SUPPORT
Prepare, prepare, prepare
are you able to go into more detail on your CV and your application? Spend some time reminding yourself what you’ve learned from your past experiences.
Do you have any questions for them about the job? Remember, at this stage you’re interviewing them as much as they’re interviewing you!
Look at the Aviva Values
You can find these on this page. Think about how you can demonstrate these values.
Step 3 - Psychometric tests
TIPS AND SUPPORT
Practice lots - If you want to be able to get a good score on your test the best thing is to practice as much as possible. Here are some links for reputable psychometric tests to use as practice.
Get in touch with us
use the form at the end of this page if you aren’t sure what adjustments you need.
You can ask for these at any stage of the process. If you think you need adjustments, such as extra time, dictation software, or reading materials in advance, you should get in touch with the contact on the job description, who can help you get the adjustments that you need.
I have applied for [x] position and am incredibly excited about the opportunity. I am through to the online testing phase.
As a neurodiverse candidate I often find these tests difficult and would appreciate [extra time][testing via phone][reading materials in advance of the test].
Please could you help me to arrange this ahead of taking the test.
Step 4 - Fact to Face Interview
Depending on your role you will likely be asked to do at least one face to face interview with one or two people from the organisation.
What might be included:
- Competency Questions
- Situational Based Questions
- Motivational Questions
- Work Based Task
The type of questions asked may vary according to the role level i.e. for specialised roles you are likely to be asked more competency based questions than entry-level.
Face to face Interview
TIPS AND SUPPORT
Prepare in advance
Spend some time considering questions that may come up and how to best present your previous experience in the interview.
Some common interview questions might be;
Tell us why you want this job.
Tell us why you want to work for Aviva.
Tell us about a time you have found a new and improved way of doing something.
Tell us about a time you have worked collaboratively to achieve something.
Practice answers in the mirror
This can help you get used to your answers.
Make sure that all your interview answers clearly showcase how you align to Aviva’s values.
For more tips and questions have a look at these links:
Types of careers at aviva
- Customer Service
- Digital and IT
- Human Resources
- Sales & Distribution
Workplace needs assessments
Workplace Needs Assessments provide the opportunity for an employee to express their experiences of work related barriers. A report is then produced to inform and educate Management and HR providing clear recommendations of reasonable adjustments.You can book one here
There are many occasions when a one-off intervention or support arrangement may be required. This can include scribing or supporting during an assessment or interview for specific candidates. It may be necessary to provide a workshop or seminar for colleagues in order to inform them of specific traits or behaviours that may be present and how best to assist the individual to reach their potential.You can book one here
Assistive technology and training
There is a host of technology specifically designed to handle difficulties such as:
Personal mentoring for the improvement of fundamental skills.
We all have strengths and weaknesses. It can be very beneficial to chat things through with a mentor. Personal coaching or mentoring can assist with developing more robust strategies for addressing those less developed skill areas. Roche has a mentoring scheme available to all employees and Occupational Health experts for specific work-place improvements/adjustments. These employees are trained to support individuals with their individual needs, ranging from how to talk to colleagues and line managers through to time management and schedulingYou can book one here
Disclosure and self-advocacy
Disclosing to your HR department can be a key step in order to ensure that you have access to support and services. Even if you did not disclose face-to-face or explain on any initial Occupational Health documentation, it is never too late to inform HR of Neurodiversity just so that they are already aware if it becomes relevant in the future.
Disclosing to line management is highly recommended because it will allow you to candid in scheduled catch-ups. It will no longer be so out of place to express an issue or as embarrassing to request an unscheduled chat. This approach is just as helpful to line managers because it gives them the opportunity to appropriately address some issues that may otherwise be handled indelicately.
Disclosing to colleagues often occurs naturally over time but if a critical issue occurs before that point, the disclosure process can feel forced or negative. Even if your specific Neurodiversity is not shared, it can be a great help to inform others of any issues so that they can learn or understand any differences.