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Talent Acquisition – Diversity Recruitment

Talent Acquisition – Diversity Recruitment. NATIONAL STRATEGY, EXECUTING LOCALLY. DiversityInc, Best Practices on Diversity Recruitment. Diversity and Inclusion at Travelers.

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Talent Acquisition – Diversity Recruitment

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  1. Talent Acquisition – Diversity Recruitment NATIONAL STRATEGY, EXECUTING LOCALLY DiversityInc, Best Practices on Diversity Recruitment

  2. Diversity and Inclusion at Travelers • At Travelers, we believe that diversity is a means to broaden our perspective, capabilities and reach to be more reflective of our customers, agents, communities, and future opportunities. • Diversity at Travelers has three key characteristics – awareness, inclusion, and respect – that help us cultivate a work environment where all individuality is honored and diverse perspectives benefit all employees.

  3. Diversity Recruitment Strategy Talent Acquisition Attracting, recruiting, retaining, and promoting diverse talent are critical to Travelers success in the marketplace. These talent initiatives must have buy-in and support from top management at both the national and local levels; be fully integrated into the business planning process, and be deliberate, accountability driven, and regularly measured to ensure success. • Near and Long-term Focused • Multi-Pronged • Fully Integrated • Data and Fact-based • Explicit Actions and Workflows • Clear Accountabilities • Measurable • Repeatable

  4. Diversity Recruitment Strategy: Action Plans [with detail] Accountable: Diversity Recruitment Lead Image–building - Collateral Pieces - Toolkits - Media Planning - Advertising - Sell Sheets - Booths Direct Sourcing Professional Organizations Exploratory Interviewing HRG Diversity Recruiting Council Budget Notes: 1. Will bring value to all locations Accountable: HRGs and CRDs Accountable: Local HRGs Accountable: Diversity Recruitment Lead Diverse Communities - Black/African American - Hispanic/Latino - Asian - Military and Veterans - People with Disabilities - LGBT & Allies - Women Notes: 1. Align with Diversity Networks to optimize recruitment/retention linkage 2. Organized by 3 levels (Early in Career, Exp. Pro., V. Exp. Pro.) 3. Will bring value to all locations 4. Metrics and accountabilities driven 5. Assumes business ownership and sponsorship Notes: 1. Organized by 3 levels (Early in Career, Exp. Pro., V. Exp. Pro.) 2. Roll-up through organizational hierarchy as defined 3. Co-located HRGs to partner as appropriate 4. Hartford is a location and should have a plan similar to all other locations 5. Metrics and accountabilities driven 6. Assumes business ownership and sponsorship Notes: 1. Organized by 3 levels (Early in Career, Exp. Pro., V. Exp. Pro.) 2. Will bring value to all locations 3. Metrics and accountabilities driven 4. Assumes business ownership and sponsorship

  5. Diversity Recruitment Strategy: Local Action Plan: Alpharetta

  6. Diversity Recruitment Strategy: Local Action Plan: Alpharetta (cont’d)

  7. Thank You

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