Allstate

At Allstate, inclusive diversity & equity is one of our core values. Actively seeking out and leveraging our collective mixture of individual differences and similarities improves business outcomes for our workforce, the marketplace, and our communities.

• Allstate Employee Resource Groups such as: Allstate Asian American Network (3AN), African American Working Network (AAWN), Abilities Beyond Limitations & Expectations (ABLE), Allstate Veterans Engagement Team and Supporters (AVETS), Allstate Women’s “I” Network (AWIN), Allstate Foster and Adoption Network (FAN), Intrapreneurs@Allstate (I@A), Allstate PRIDE, Professional Latino Allstate Network (PLAN), Parents Working Together (PWT) and Young Professionals Organization (YPO) provide an open forum where employees with a shared interest aspire, develop, and collaborate. ERGs host workshops, and professional development events to help employees build knowledge and expand resources.
• Inclusive Diversity Curriculum: Allstate offers close to 20 options. We require all new employees to complete inclusive diversity training. Our 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. Allstaters who participate complete self-assessments on their level of cross-cultural competency.
• Inclusive Diversity Commitments: The Inclusive Diversity team, in partnership with the Enterprise Diversity Leadership Council (a group of senior leaders across Allstate) and Client Partnership, worked with each business unit to develop Inclusive Diversity commitments starting in 2016. Each business area was given the opportunity to create commitments based on their own unique business needs and their current inclusive diversity opportunities.
• Enterprise Diversity Leadership Council (ELDC): 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.
• Inclusive Conversations: 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. The Inclusive Diversity also developed a tool to empower employees to take action around anti-racism and become allies in their communities.
• Supplier Diversity: Allstate established its supplier diversity program in 2003, and in the 17 years since has integrated it fully across all levels of the organization. The company maintains membership with select organization to help identify successful practices in supplier diversity, conduct national benchmarking and connect with diverse suppliers in a variety of forums.

In our stand against racism, we're making changes within Allstate and extending the good beyond Allstate.

• Systemic racism is pervasive and we must not be complicit by inaction or silence. For our society to eliminate the inequities in America, each of us needs to have the will to change, the heart to trust and the energy to lead. We are conducting a top-to-bottom review of our operating practices, pay and promotions for people of color and women to further promote equity and equality at Allstate.
• Through the Allstate Foundation we will focus on accelerating equity and helping drive systemic change. Further, we are observing Juneteenth as an annual company holiday to provide Allstaters the opportunity to reflect on this monumental event and engage in their communities.

To learn more about inclusive diversity at Allstate by visiting allstate.jobs/diversity.