Inclusive Diversity

At Allstate, inclusive diversity is about going beyond traditional measures of race and gender; it's extending ourselves in a broader and bigger way by integrating and celebrating our individual differences.

We actively seek out individuals with varying characteristics (age, gender, race, sexual orientation, disabilities), values and beliefs (religion, attitude, lifestyles, political views), and backgrounds and experiences (personal, educational, functional).

Inclusive diversity is intentionally integrated into Our Shared Purpose, as well as our operating and governance practices.

At Allstate, employees are not just empowered to help shape our future, they're expected to lead the way.

Inclusive diversity is a priority at all levels of the corporation.

We're committed to being a positive force for change in the diverse communities we serve. Our employees and customers care deeply about how we contribute to society, which means we need to deliver goods and services, employment opportunities and business results.

The EDLC is made up of senior leaders throughout the enterprise focused on advancing inclusive diversity at Allstate. The EDLC is representative of all lines of the business. The council provides updates to the CEO and helps drive targeted results for inclusive diversity across the company.

In recent years, with guidance from the EDLC, Allstate stepped up diversity efforts. In 2016, all business units were required to make inclusive diversity commitments based on their unique diversity needs.

In 2019, we revised these commitments to reflect an enterprise-wide strategy. Across the business, we are united in our dedication to continuous improvement of gender and racial/ethnic diversity.

ERGs provide an open forum where employees with a shared interest connect, develop and collaborate. Allstate supports and funds 11 ERGs, each with unique value propositions and goals.

ERGs are aligned to the goals of inclusive diversity at Allstate, providing opportunities to support recruitment, retention, development and advancement of diverse talent.

ERGs provide specific opportunities as well as partner and collaborate with each other to offer professional development workshops, recruiting events, volunteer projects and mentoring, all open to members and to the Allstate community. As a result, ERG participants are more likely to stay with Allstate and be promoted.

Allstate embeds members of our Inclusive Diversity team into our talent and succession planning sessions to ensure we combat potential unconscious bias in key decision-making.

In early 2019, we invited Inclusive Diversity team members to join our CEO and executive succession planning session.

By analyzing workforce demographics, we determine the greatest opportunities to bring more diverse talent into the organization and then build recruiting and outreach strategies to target, identify and recruit qualified diverse candidates.

As a key element of our strategy to increase attraction of diverse candidates, Allstate focuses on inclusive hiring practices.

The Talent Acquisition team has partnered with exclusive agency owner, exclusive financial specialist and licensed sales professional recruiting teams for events held by the National Sales Network and National Black MBA Association.

Allstate is also supporting select historically black colleges and universities to attract talent to career opportunities.

Allstate takes a thorough approach to ensure fairness in our performance and compensation programs, and the Board reviews Allstate's pay fairness analyses annually.

Allstate has a comprehensive process for ensuring pay equality. The Equal Pay Analysis Process compares the base salary of men and women, nonminorities and minorities within similar jobs and geographic area. It identifies situations where a statistically significant difference in salary exists.

If pay discrepancies are identified, adjustments are made.

We require all new employees to complete inclusive diversity training. We educate our recruiters, managers and hiring managers to foster inclusive hiring and value diversity in the workplace.

Training covers a variety of topics, including self-awareness regarding cultural identity and unconscious bias, and provides tools to help employees create a more inclusive environment. Participants complete self-assessments on their level of cross-cultural competency.

In 2018, Allstate launched a new course, Disrupting the Unconscious Bias of Cultural Fit, designed to target ways we may unconsciously label diverse candidates as not "the right fit" for a role. The course presents new ways to evaluate how everyone can add to the organization and create change. Multiple business units have included this course offering in their leadership training, and approximately 1,000 employees have participated.

The inclusive diversity team also leads quarterly Inclusive Conversation events. These conversations help Allstaters build inclusive diversity capabilities, foster more meaningful relationships with their peers, and discuss current, relevant topics like privilege and unconscious bias.

We host diversity programs on critical topics such as gender identity and transitions, religion in the workplace and generational differences. Many of these topics, particularly unconscious bias and leveraging inclusive diversity, are embedded into other management development training and programs throughout the enterprise.

To date, more than 43,000 Allstate employees have participated in inclusive diversity training.