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.
Our Chief Diversity and 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 40 members of the company’s Operating Committee. The council directs diversity initiatives such as:
- Raising awareness about the value of a diverse workforce.
- Partnering with business units to drive diversity strategies and goals, 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 Executive Sponsor Working Council and the Field Leadership Working Council.
- The Business Heads Working Council is focused on identifying emerging trends impacting the diversity and inclusion agenda and partners with our Chief Diversity and Inclusion Officer and Chief Human Resources Officer to identify, agree upon and implement solutions to mitigate the adverse impacts.
- The Diversity Networks Executive Sponsor Working Council provides strategic direction and coaching to the leaders of our employee-led Diversity Networks.
- The Field Leadership Working Council ensures our diversity and inclusion strategy is successfully executed in our field office locations, where approximately 70% of our employees are based.
This year’s tragic reminders of racial inequity in America have moved us to reaffirm and strengthen our conviction to ensure an equitable and inclusive work environment. We find ourselves in the midst of an opportunity: to listen and learn from each other as we move forward to further strengthen a culture where all our employees feel valued, respected and supported. To that end, in 2020, we partnered with a leading diversity and inclusion consulting firm to facilitate conversations across the company to support us all in our commitment to become better allies. These conversations – conducted through our Diversity Networks – started with our Operating Committee members and Human Resources organization. Additionally, as a means of safeguarding fairness and equity and to ensure that our colleagues have the opportunity to be heard and to feel heard when it comes to decisions impacting their employment, we’ve created a new position – Vice President of Workforce Solutions – to serve as an “equity ambassador” for Travelers employees. The Vice President of Workforce Solutions and his team offer another safe avenue for employees to share candid and real-time feedback about their experiences at Travelers. This team partners with Human Resources and business areas to develop action plans and respond to workplace and culture-related concerns.
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 employee engagement survey, as well as 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, 2020, women and people of color represent approximately 55% and 25% 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.
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 and 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.