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Employee Engagement on Environmental Stewardship at The Hartford

Employee Engagement on Environmental Stewardship at The Hartford. Jay L. Bruns Vice President, Public Policy Jason Coppola Technology Leadership Development Program April 4, 2012. Fortune 120 Financial Services Company. Leading provider of insurance and wealth management services

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Employee Engagement on Environmental Stewardship at The Hartford

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  1. Employee Engagement on Environmental Stewardship at The Hartford Jay L. Bruns Vice President, Public Policy Jason Coppola Technology Leadership Development Program April 4, 2012

  2. Fortune 120 Financial Services Company • Leading provider of insurance and wealth management services • 202 year history • 24,400 employees • 1.2 million commercial customers • 18 million individual customers • Over $304 billion in total assets (end of 2011)

  3. 100% Employee Commuter Survey • Insurance companies already start with low GHG emissions • Scope 3 / employee commuters are among largest emissions • Prior 2011, employee sampling around commuting behavior • In 2011, 100% of our employee population surveyed • Survey used to: • Inform employees about environmental stewardship activities and accomplishments. • 50% response rate in 2012, up from 43% response rate in 2011

  4. Hartford Environmental Action Team (HEAT) Background Timeline March 2011: Board of Directors asked the Environment Committee to increase employee engagement in being “green” April 2011: HEAT was formed to help accomplish these goals. June 2011: HEAT Presented recommendations to Environment Committee Environment Committee project goals: • Benchmark engagement at other companies • Make recommendations to increase engagement at The Hartford

  5. The HEAT Organization and Philosophy • Who We Are: • Began as a volunteer group of Early Career Professionals • Has expanded to an enterprise-wide volunteer group • What We Do: • Create and implement programs to foster employee engagement • Focus on “going green” both at work and at home • Our Organization: • Nationwide, multiple levels of employees • Project oriented • Accountable for development and implementation

  6. The Hartford Environmental Action Team (HEAT)Structure Marketing & Communications • Green rewards & recognition • Event promotions • Internal Brand imaging • Newsletter Website Management • Internal site maintenance • The Hartford.com environmental branding • Maintain interactive functionality & reporting • Green Odometer, Event Tracking, etc. Engagement Events • Coordinate quarterly events • Maintain budget • Engage Vendors • Provide facilities and prizes Employee Activism • Lead Green Focus Group • Facilitate meetings • Solicit & organize volunteers • Collect employee feedback

  7. HEAT Structure Successes The HEAT model • Peer-to-peer engagement • More powerful engagement than a senior leader directive • Broad base of ideas, feedback and support Members are given autonomy • The most passionate employees become the most engaged • Provides development opportunities • Enables senior leaders to access a high-energy group

  8. Accomplishments and Future Events Accomplishments: • Presented recommendations to Environment Committee in June2011 • Asked to implement recommendations • Seat on the Environment Committee • Held the Alternative Commuter Challenge in October 2011 • Green Newsletter launched in October 2011 • Combined separate green volunteer bases into one team under HEAT in February 2012 Future Events: • Arbor Day & Earth Day Events – 2nd Quarter 2012 • eCycling Drive – 3rd Quarter 2012 • 2012 Nation-wide Alternative Commuter Challenge

  9. External Recognition • #12 on Newsweek’s Greenest Companies in America list 2011 • Top insurer, financial services company on list • Carbon Disclosure Project’s Leadership Index 2008, 2009, 2010 and 2011 • EPA Green Power “Top Partner” in Fortune 500 Partner category 2012 • Ethisphere Institute “World’s 100 Most Ethical Companies” 2008, 2009, 2010, 2011, and 2012

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