Aon Studies: North American Tech Employees' Commitment to Their Organizations At All-Time High.

Business Editors

CHICAGO and TORONTO--(BUSINESS WIRE)--Jan. 13, 2003

High-Technology @Work Studies Reveal Unexpected Results

from the Technology Workforce

Two Aon studies released today show that technology workers throughout the United States and Canada continue to increase their commitment level to their organizations. Aon Consulting's High-Technology @Work studies, which measure workforce commitment separately in each country through a series of questions in the areas of productivity, pride and retention, found technology workforce commitment in both countries at all-time highs.

Specifically, Aon's US Workforce Commitment Index (WCI) in technology stands at 106.9, while the Canadian high-tech WCI - with figures calculated on a different scale than the US - is 103.6. Both figures have gone up from the original benchmark level of 100 while other national WCI measurements conducted by Aon in the past year have gone down. The question is, with all of the tumult, layoffs and general negativity surrounding the industry, "How is this possible?"

"There are unique characteristics in the technology workplace that keep people productive and engaged," stated Andrew Thackray, senior consultant with Aon Consulting's Loyalty Institute and the research director of both studies. "Technology employees feel a great sense of collegiality, autonomy and entrepreneurial spirit in their workplaces and have opportunities to grow their skills, which are all cultural attributes proven by Aon research to drive commitment. Technology organizations need to focus on these attributes and ensure that they remain part of the culture, even in difficult times."

Although employee commitment in the tech industry is high, employees report that organizations are failing them in key areas. Results of the latest North American @Work research indicate employees feel management lacks credibility and does not communicate change well, particularly in companies with significant layoffs. Additionally, workers feel they are undervalued, in terms of both compensation and recognition of talent, and are expected to continue to perform well under ongoing levels of unreasonable stress. These factors can lead to decreased commitment.

"Tech leadership has the opportunity to implement low-cost, high-value changes to enhance their employees' commitment and affiliation with the organization," Thackray stated. "Training and mentoring employees, communicating and involving employees in change management strategies, and valuing employees by recognizing work/life issues are key strategies to building a strong foundation, and will further increase employees' pride and commitment to their company."

Thackray will present the latest High Technology @Work research on a North American webcast as part of Aon Tech Week, taking place January 13 through 17. The event aims to help technology companies to prepare for the road ahead by arming organizations with the essential information to deal with a variety of business risks, including the productivity and commitment of their workforce. A synopsis of the High-Technology @Work research and a Power Point presentation are available at www.aon.com/techweek.

About Aon

Aon Corporation is a holding company that is comprised of a family of insurance brokerage, consulting, and insurance underwriting subsidiaries.

Aon Consulting is among the top five global human resources consulting firms, with 2001 revenues of $938 million and 7,400 employees in 140 offices throughout the world. Aon Consulting delivers integrated consulting solutions to help clients with employee benefits, human resources outsourcing, compensation, communication and management consulting.

Note to editors:

"High-Technology @Work" and "Workforce Commitment Index" are both registered trademarks owned by Aon Consulting.

Aon conducted its studies by surveying 872 American technology workers via random telephone samples in 2002, and by questioning 1,222 Canadian technology workers through telephone and Internet surveys during 2001 and 2002.

This press release may contain certain statements relating to future results, which are forward-looking statements as that term is defined in the Private Securities Litigation Reform Act of 1995. These forward-looking statements are subject to certain risks and uncertainties that could cause actual results to differ materially from either historical or anticipated results, depending on a variety of factors. Potential factors that could impact results include the general economic conditions in different countries around the world, fluctuations in global equity and fixed income markets, changes in commercial property and casualty premium rates, the competitive environment, the actual cost of resolution of contingent liabilities and other loss contingencies, the final execution of the business transformation plan, the ultimate cost and timing of the implementation thereof, the actual cost savings and other benefits resulting therefrom, whether the Company ultimately disposes of some or all of its underwriting operations, the terms and timing thereof, rating agency actions, the cost and availability of debt and other financing, and events surrounding terrorists attacks of September 11, 2001, including the timing and resolution of related insurance and reinsurance issues. Further information concerning the Company and its business, including factors that potentially could materially affect the Company's financial results, are contained in the Company's filings with the Securities and Exchange Commission.