Empowering employees —
Diversity, equity and inclusion guide who we are and how we conduct ourselves as Allstaters. We know we are stronger because of our differences. We celebrate the diverse perspectives and common purpose that help us achieve results.
Our approach gives every unique identity at Allstate a voice and access to equitable opportunities and rewards. For example, we offer all employees a robust learning and development platform, mentoring programs and career development opportunities.
Allstate supports and funds 11 Employee Resource Groups (ERGs), where employees with a shared interest can connect, collaborate and develop. ERGs help drive Allstate's inclusive culture and help inform business practices.
Allstate employees are:
42% racially/ethnically diverse
57% female
Allstate managers at the vice president level and above are:
17% racially/ethnically diverse
30% female
No matter how we measure up, we must do more. That's why we're working with the Kaleidoscope Group, an outside consultant, to identify policies, practices or systemic issues that might contribute to inequity. This includes scrutinizing everything from hiring and pay to development and advancement.
Taking a stand among our peers —
Part of Allstate's legacy is to challenge convention and take the first step in a new direction. We took a bold stand on Wall Street in 2020 by becoming the first corporate issuer to select exclusively minority, women and veteran-owned firms to lead a $1.2 billion bond sale.
Still, there is a wealth gap in our communities, and we know Black families are hit hardest. We can help level the playing field. That's why Allstate is part of OneTen, an effort to train, hire and promote 1 million Black Americans over 10 years.
We're advancing equity in the workplace to drive societal change. In 2020 Allstate joined the CEO Action for Diversity & Inclusion pledge. Nearly 2,000 CEOs have pledged to foster inclusive workplaces, expand diversity training and share what they've learned across industries to help build a more just and equitable world.
CEO Action for Diversity & Inclusion
CEO Action for Diversity & InclusionTM creates a forum within the business community to make real change and progress in workplace diversity and inclusion. It is anchored by the CEO pledge, which outlines the actions the CEOs will take to foster an environment of trust and inclusivity, where every employee feels empowered to participate in open and respectful conversations.
Learn more about the pledge
Investing in communities —
The Allstate Foundation is building on its legacy of supporting underserved communities.
We're sharpening the focus on racial equity across all our existing nonprofit partnerships and programs. Some examples:
- Piloting competitive grants for organizations working to end relationship abuse in communities of color.
- Offering employees and agents skills-based volunteer opportunities focused on equity to increase our social impact.
- Adding anti-racism and inclusive leadership training to our youth empowerment program.
We've also launched a new investment pillar to provide financial and other support to social innovators addressing systemic racial equity issues in their communities.
Working with diverse suppliers —
Allstate's supplier diversity program is another way we demonstrate our commitment to equity and inclusion.
We've made supplier diversity a priority since 2003. We work with historically underutilized businesses owned by minorities, women, veterans, disabled veterans, LGBTQ+ people and persons with disabilities.
Supplier diversity at Allstate
$4.9 billion
Amount Allstate spent with certified diverse suppliers 2003-2020
In 2020, we embarked on a five-year commitment to double our annual spending with diverse suppliers. According to an Allstate economic impact study, one dollar spent with diverse suppliers drives approximately twice that amount in economic production and supports more than 3,500 jobs throughout the supply chain.
