Diversity & Inclusion

Travelers values the unique abilities and talents each individual brings to our organization and recognizes that we benefit in numerous ways from our differences. We benefit from our differences in culture, ethnicity, national origin, race, color, religion, gender, gender identity, age, veteran status, disability, genetic information and sexual orientation. In that regard, as regularly reinforced by our Chairman and CEO and other senior leaders, diversity and inclusion is a business imperative for us.

As part of our commitment to diversity and inclusion, we aim to:

• Foster an inclusive environment where all employees can reach their full potential.
• Provide learning and development opportunities to advance diverse leaders.
• Employ a diverse workforce to maintain our talent advantage.
• Explore diverse markets today to tap into tomorrow’s opportunities.

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Our Chief Diversity & Inclusion Officer leads our diversity and inclusion efforts. We also have a Diversity Council that is chaired by our Chairman and CEO and composed of the most senior members of the company’s leadership team. The council directs diversity initiatives such as:

• Raising awareness about the value of a diverse workforce.
• Partnering with business units to drive diversity strategies, develop business unit-specific tactics, report outcomes and celebrate successes.
• Promoting key internal and external diversity programs and determining accountability for recruiting, training, developing and retaining diverse talent.
• Raising awareness about the importance of community outreach and the inclusion of diverse suppliers in our procurement process.

We have three additional working councils that focus more extensively on implementing diversity and inclusion priorities: the Business Heads Working Council, the Diversity Networks Senior Advisor Working Council and the Field Leadership Working Council. These working councils support our efforts to enhance our leaders’ cultural competence.

• The Business Heads Working Council is focused on identifying emerging trends impacting the diversity and inclusion agenda and partners with our Chief Diversity & Inclusion Officer and Chief Human Resources Officer to identify, agree upon and implement initiatives designed to encourage inclusive leadership.
• The Diversity Networks Senior Advisor Working Council provides strategic direction and coaching to the leaders of our employee-led Diversity Networks.
• The Field Leadership Working Council aims to ensure our diversity and inclusion strategy is successfully executed in our field office locations, where approximately 70% of our employees are based.

In 2020, we created a first-of-its-kind Workforce Solutions team that partners with Human Resources and business partners to help reinforce fairness and equity and to ensure that our employees have the opportunity to be heard and to feel heard when it comes to decisions impacting their employment. This standalone department augments our existing channels for addressing employees’ concerns and serves as our organization’s “equity ambassador” for Travelers employees. The Workforce Solutions team provides another avenue for our employees to share candid, real-time feedback about their experiences and to receive practical guidance – all with an eye toward improving the employee experience.

Since the Workforce Solutions team’s inception, members of the team have spoken with more than 3,000 employees on a variety of topics, and nearly 80% of employees who used the team's services reported a positive experience. The team has also undertaken dozens of initiatives, many of which are aimed specifically at assessing the company’s human resources practices and ensuring that they are equitable. For example, the team has gathered insights from more than 1,500 employees during nearly 200 confidential “sensing sessions,” the results of which helped several groups across the enterprise make improvements to better foster a culture of equity and fairness. The Workforce Solutions team has also partnered with senior leaders across Travelers, along with Human Resources professionals, to create opportunities for “Courageous Conversations,” where employees can have open and honest discussions about various topics related to diversity and inclusion.

In addition to the numerous programs and initiatives we describe in further detail in this section, we have policies that encourage an inclusive culture and protect all employees from workplace harassment and discrimination. We use the results of our periodic “pulse” surveys and focus groups, to inform our diversity and inclusion strategy and evaluate our progress. We also use metrics and analytics to measure, evaluate and act upon programs that impact the success of our people, our most important asset.

We collect data – including data aligned with EEO-1 gender and race categories – to evaluate the progress of our diversity and inclusion initiatives. This data includes employee census data regarding women and people of color, promotions, voluntary terminations and employee turnover. Our data demonstrates that we have made significant progress over the past decade. In each of the last 10 years, we have increased the percentage of people of color (as defined by the U.S. Equal Employment Opportunity Commission’s EEO-1 race and ethnicity categories for the United States) in our workforce. As of December 31, 2022, women and people of color represent approximately 54% and 27% of our U.S. workforce, respectively. We also continue to make year-over-year progress in promoting women and people of color. In each of the last 10 years, we have increased the percentage of women and people of color in U.S. management-level positions.

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Board Oversight

Our Board of Directors encourages diversity and inclusion within Travelers – including within the Board itself – and oversees our diversity and inclusion efforts. Pursuant to its charter, the Nominating and Governance Committee of the Board meets regularly with senior management, including our Chief Diversity & Inclusion Officer, to review and discuss our strategies to encourage diversity and inclusion within our company. In addition, the Board receives regular updates from senior management regarding the data we collect and oversees our progress. For information about the diversity of our Board of Directors, see the Governance Practices section of this site.

Starting with our Chairman and CEO, we expect our leaders to actively demonstrate their commitment to diversity and inclusion through their actions. Inclusive leadership goals are included in all managers’ annual performance objectives. This Inclusive Leadership performance objective drives leader accountability, recognition and reward. On an annual basis, managers are assessed and held accountable for meeting this objective to reinforce the business relevance of diversity and inclusion and foster a work environment where all employees are included and appreciated. This further helps us attract, retain, engage and develop employees from all cultures and backgrounds.

We provide training, development and cultural events to encourage an inclusive culture among all of our employees, including the company’s leadership. For example, managers and leaders of all levels attend our leadership workshop, where they receive a 360-degree assessment from supervisors, co-workers and direct reports on how successful they are at fostering an inclusive culture within their teams. All employees are expected to complete the “Conscious Inclusion Workshop,” our inclusion education program, which explores biases and their impact in the workplace and how we can influence behaviors. The course also demonstrates how to be more intentionally inclusive in our day-to-day interactions.

To make clear that harassment and discrimination have no place at Travelers, we require harassment awareness training. This training not only covers legal definitions and our company policy but also takes a broader approach that explores ways to ensure a respectful work environment and sustain an “if you see something, say something” culture. To learn more about our overall approach to business conduct, see the Ethics & Responsible Business Practices section of this site.

The Travelers Diversity Speaks speaker series underscores our commitment to cultivating a culture that embraces the power of difference – a culture where individuality is honored and that recognizes that diverse perspectives benefit our employees, customers, agents and communities. Open to all employees, our Diversity Speaks events feature guest speakers who share personal stories and provide different experiences and viewpoints. The series marked its 15th year in 2022.

In addition to internal programming, the Travelers Institute hosts webinars that are open to the public and provide a platform to discuss diversity and inclusion efforts. For example, the Institute partnered with the U.S. Chamber of Commerce’s Women Taking the Lead and hosted a webinar discussing midcareer professional reentry into the workforce with co-authors Ginny Brzezinski and Mika Brzezinski. View the replay here.

In 2019, our Community Relations and Enterprise Diversity and Inclusion groups partnered to create Art Speaks – an ongoing series of cultural and art experiences followed by discussions that help strengthen an inclusive work environment. For example, through a partnership with the Amistad Center for Art & Culture, employees explored the complex history of Juneteenth, a national holiday that commemorates the emancipation of enslaved people in the United States. For more information on Art Speaks, see our illustrative initiative.

As part of our efforts to foster a fair and equitable workplace, we continue to enhance our diverse talent pipeline. We provide learning and development opportunities, including career planning and mentoring assistance, to help employees with career development and preparation for potential advancement. We regularly monitor diverse representation in these programs. Additionally, we have established deliberate recruiting, retention and development practices that are tailored to deepen diverse talent pools and broaden advancement opportunities. These practices include:

• Matching upcoming leaders with mentors within the organization and offering workshops to advance their careers within Travelers.
• An ongoing process to identify and develop top talent, including women and people of color, who may be ready for internal promotion opportunities.
• Travelers’ SHE Travels^® initiative, which we launched in 2018 to help women advance and grow in all phases of their insurance careers. This is one of many efforts at Travelers to lead the industry in advocating for women in all parts of the insurance industry.
• The use of talent acquisition strategies, including sourcing strategies and diverse slate requirements for management-level positions, to help us create a pipeline of diverse candidates.

We also sponsor a number of external opportunities to support the professional development of all of our employees, including opportunities specific to nurturing diversity. Conferences attended by Travelers employees include the Hispanic IT Executive Council Summit; the Management Leadership for Tomorrow Career Advancement Program; the Mid-Level Managers’ Symposium; the Out & Equal Workplace Summit; Linkage, Inc.’s Women in Leadership Institute™; Black Enterprise Black Men XCEL; and the Black Enterprise Women of Power Summit.

We have numerous initiatives and partner with many college diversity groups and other organizations to cultivate our pipeline of talent.

• Our signature career pipeline program, Travelers EDGE®, provides a unique, holistic approach to education and career development for underrepresented students. Through partnerships with colleges, universities, high schools and community-based organizations, Travelers EDGE increases access to higher education and provides students with opportunities to excel, which helps broaden the diverse pool of talent seeking careers at Travelers or in the insurance industry.
• We regularly participate in diversity and inclusion-focused industry forums and career fairs such as the Howard University FIRM Symposium, the Grace Hopper Celebration and the Out & Equal Workplace Summit.
• The military community is important to Travelers, and we’re proud of our partnerships with organizations that assist veterans in transitioning to civilian life, including Syracuse University’s D’Aniello Institute for Veterans & Military Families, American Corporate Partners, Hiring Our Heroes Military Fellowship Program, the Military Spouse Employment Partnership & AcademyWomen.
• We have a unique partnership with several organizations that provide opportunities for people with disabilities, including Rochester Institute of Technology’s Spectrum Support Program, the University of Connecticut Werth Institute’s Center for Neurodiversity & Employment Innovation, VIABILITY, Lifeworks, and Disability:IN.
• We also foster partnerships with and sponsor diverse professional organizations such as the National African American Insurance Association (NAAIA), Black Insurance Industry Collective (BIIC), International Association of Black Actuaries (IABA), Young Risk Professionals, Girls Who Code, Hartford Youth Scholars, Prospanica, the Grace Hopper Celebration, Hartford Promise, the Page Education Foundation and Dive In.

To learn more about our overall approach to talent development, see the Human Capital Management section of this site.

We have received various awards and recognition for our diversity efforts, including:

• Best Place to Work for LGBTQ Equality, Human Rights Campaign Foundation, 2016-2022, and scored 100% on the Corporate Equality Index, Human Rights Campaign Foundation, 2016-2022.
• Military Friendly® Company, VIQTORY, 2018-2023.
• Military Friendly® Employer, VIQTORY, 2007-2023.
• Military Friendly® Spouse Employer, VIQTORY, 2023.
• Military Friendly® Supplier Diversity Program, VIQTORY, 2018-2023.
• Military Friendly® Brand, VIQTORY, 2017-2023.
• Best for Vets, Military Times, 2014-2022.
• Best Place to Work for Disability Inclusion, Disability:IN and American Association of People with Disabilities, 2018-2022, and scored 100% on the Disability Equality Index, 2018-2022.
• Autism Services & Resources Connecticut, Award of Excellence, 2021.
• Disability:IN Connecticut Employer of the Year, 2020.
• Employer of the Year, Lifeworks, 2019.
• Top 100 Intern Programs, WayUp, 2017-2022.

See our Awards and Recognition page for a full listing.

In 2008, we created Diversity Networks, which are voluntary groups led by employees dedicated to fostering a diverse and inclusive work environment. The networks help foster the retention, development, engagement and success of our employees through networking, mentorship and community volunteer opportunities. In addition, these groups are a resource for our business leaders, providing them with important insights and perspectives. Currently, we have eight Diversity Networks; more than 12,000 employees – nearly 40% of our employees – are members of one or more of these Diversity Networks. Each Diversity Network has a sponsor from our executive leadership team, who is responsible for the alignment of that Diversity Network’s vision, mission and objectives with our business goals and strategies. Executive sponsors serve two- to three-year terms as change champions and active advocates for the Diversity Network, making connections to people, resources and support across Travelers.

In addition to our eight Diversity Networks, we have professional business groups that provide career development opportunities and support for women; these groups support women in their career goals, while also helping to drive positive business outcomes for the company. These groups include Women in Analytics & Allies, which has fostered individual development and helped increase the representation of women in actuarial and analytics positions at Travelers for more than 10 years; SHE Adds, which supports women in Finance at Travelers; SHE Rises, for those in Marketing, Communications, Research and Customer Experience; and EmpowHER+, for those in Technology and Operations. EmpowHER+ partners with nonprofit organizations to mentor and attract the next generation of talent to Travelers, including Girls Who Code, AnitaB.org and UMass Amherst’s Hack(H)er413.

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By doing business with diverse suppliers, Travelers promotes the development of these enterprises, supports the growth of the communities in which we do business and aligns contractor diversity to our workforce and customer base. For these reasons, we remain committed to providing opportunities for qualified businesses owned by people of diverse backgrounds to participate in our bidding and procurement processes.

Our Procurement team tracks both Tier 1 Travelers spend with certified diverse suppliers and Tier 2 spend with diverse suppliers doing business with our prime suppliers, including subcontractors. These diverse suppliers are businesses owned by individuals from historically disadvantaged populations, such as women, racial and ethnic minorities, LGBTQ+, people with disabilities and veterans. We also maintain a database of diverse prospective bidders to feed our request-for-proposal processes. In 2022, Travelers attributable spend was over $150 million with our Tier 1 and Tier 2 diverse suppliers. To learn more about the structure and goals of this program, visit the Supplier Diversity page on our corporate website.

In addition, we cultivate partnerships designed to encourage the development of diverse businesses, including partnerships with Resource, a joint initiative with Village Capital and the Black Innovation Alliance; the Minority Business Development Institute (MBDI); and the Metropolitan Economic Development Association (Meda). Since 2021, Travelers has also participated in the Ascend Twin Cities initiative as an anchor corporation. The program uses the three-M model – markets, management and money – to provide a tailored approach to drive diverse-owned small business growth and job opportunities within the community.