Aviva plc Career Growth & Development

Key Insight for Candidates

• Skill Development Resources: Aviva University, business academies, digital learning resources, and the Skills for All programme provide extensive ways to build current and future-role capabilities. Offerings include tailored training, role-specific qualifications, access to subject-matter experts, and one-to-one coaching.
• Internal Mobility: Sideways moves, secondments, cross-team experience, and internal networking are promoted to broaden skills and explore new directions. Employees can test roles via secondments and move between teams and markets rather than only pursuing vertical promotion.
• Leadership Development: Leadership programmes span career stages from emerging leaders to established leaders, complemented by coaching and regular career conversations. Early-career routes such as apprenticeships, graduate programmes, and internships combine structured learning with pathways into longer-term roles.

• Unclear Advancement: Progression routes appear to depend on team, role, manager, and performance, with suggestions to ask for typical paths and recent examples from the specific team. Materials emphasize owning one’s development, but role-specific advancement pathways are not consistently detailed.
• Opaque Promotions: Public materials highlight development and internal progression but do not disclose a specific internal-promotion rate or preference for internal candidates. This limits visibility into how frequently vacancies are filled from within versus external hiring.
• Limited Mobility: Actual progression is said to depend on available vacancies and meeting agreed goals, so opportunities may not materialize at the desired time. Mobility is encouraged, yet timing and openings can constrain moves.