Human Capital Management: Talent Acquisition
Travelers is focused on building a pipeline of talent to position the company for future success and is committed to hiring and developing a diverse and sustainable workforce across race, color, religion, gender, gender identity, age, national origin, disability, veteran status, marital status, genetic information and sexual orientation. Our recruiting efforts are designed to help us attract and retain top talent from a broad pool of candidates.
To maintain our competitive advantages, we increasingly need industry-agnostic talent. Historically, running an insurance company required actuaries, underwriters and finance professionals, among others; in addition to those types of professionals, we now also need roboticists, data scientists, artificial intelligence experts and behavioral scientists. This compels us to continually reimagine our talent acquisition strategies. In an effort to ensure Travelers’ long-term talent advantage, we recruit candidates with emerging skills from outside the insurance industry, in addition to candidates with traditional insurance skill sets and backgrounds. We deploy talent acquisition strategies, including advanced sourcing tools, employment branding advertising and social channels to help us create a pipeline of strong candidates.
We are focused on inspiring the next generation of insurance professionals and actively encourage students and graduates to explore career opportunities in the insurance industry and, in particular, at Travelers. To help us attract new talent to the industry, we have long-standing affiliations and partnerships with a number of organizations that share that mission, including the Spencer Educational Foundation and Gamma Iota Sigma. In addition, our signature career pipeline program, Travelers EDGE® (Empowering Dreams for Graduation and Employment) is designed to increase the number of students who complete a bachelor’s degree and who are prepared for a career at Travelers or in our industry. We also have a strategic partnership with Girls Who Code to help us mentor and attract the next generation of women in technology.
To learn more about our efforts to bolster our diverse talent pipeline, see the Diversity & Inclusion section of this site.
More about human capital management
Approach
We recognize that maintaining our talent advantage requires a sustained investment in our people. When we deliver on our promise to our employees and their families, we are able to deliver on our promise to our customers and drive shareholder value.
Culture
At Travelers, our culture is the foundation of our business and has driven our success for decades.
Employee experience
Our employee experience program centers on gaining understanding of what drives performance and supports business priorities.
Learning & development
Our commitment to learning and career development is rooted in our belief that for us to be successful, we must provide our employees with the skills and capabilities to enable them to be successful.
Performance & succession
Our performance management and succession strategy is designed to ensure the consistent alignment of the company, cultural and business unit goals that we believe help enable our company to create shareholder value over time.
Total rewards
Our compensation and benefits programs are designed to attract, motivate and retain high-performing employees and to help employees be healthy and productive in all aspects of their lives.
Illustrative initiatives
Making Mental Health a Priority
Shattering the Stigma
Supporting Future Leaders in Insurance
Travelers Investing in the Next Generation of Talent
Travelers Institute®
Travelers Institute University Tours
Committed to Military Veterans
Supporting Those Who Serve
Girls Who Code
Growing Tech Talent
