CSAA IG ESG Report 2022 - Flipbook - Page 19
Social
2022
ESG Report
From Our CEO
Representation in Our Workforce
We believe that diversity and
fostering an inclusive workforce lead
to improved leadership effectiveness,
a more fulfilling employee experience,
and greater customer satisfaction
and performance. In order to
better understand our workforce
and areas for improvement, we
analyze employee data along
racial, ethnic, and gender lines,
including intersectional data for
underrepresented groups (e.g., Black/
African American females versus
Black/African American males).
Despite continuing to make progress
increasing representation for women
and people of color, more work
needs to be done to achieve our
goals–especially at the upper levels
of the company. We made changes
to priority areas across the employee
lifecycle and determined focus areas
for 2023. We are committed to
devoting the resources and effort to
improve until we do so.
Black/African American and Hispanic/
Latinx representation in our leadership
BACK TO TOP
Environmental
ranks remains our largest area for
improvement. One new practice
instituted to help us reach this goal
is the introduction of long-term
incentive plan representation goals
for vice presidents and above, and we
exceeded the milestones established
for the year. This provides a great
foundation to build from.
We have also made great strides
the past few years for female
representation in our leadership
ranks. Female representation is less
than a percentage point below the
U.S. Labor Market at the supervisor,
manager, and executive ranks
(combined). Our remaining gap is
at the executive level, where we
continue to make progress.
We put more emphasis on conversations with leaders to look at their function’s talent data, across all employee
lifecycle stages (attraction, recruitment,
onboarding, performance, development, retention, and separation), using
explicit intersectional information. This
expanded the focus from primarily being around hiring diverse talent to other
Social
Governance
parts of the employee experience for
the diverse talent we already have.
Supporting Diversity and Equity
We added a Diverse Recruiting
Strategist to our team who works
closely with the Director of Inclusion
& Belonging and Community Impact,
and whose primary focus is developing
strategies to better meet our goals
around more diverse representation.
We have also expanded diverse
interview slates from people-leader
roles only down to entry-level
professional positions and expanded
the scope of opt-in talent planning
to our ~3,500 employees. Equity
discussions with each division now
cover the entire employee lifecycle
and look not only at each division’s
talent KPIs at race-, ethnic- and
gender-explicit levels, but also things
like engagement, performance review
ratings, corrective actions,
and turnover.
Our new Talent Equity Roadmap
is designed to increase internal
awareness of what we are doing
on our journey toward an inclusive
and equitable culture where all
employees can thrive and succeed.
By showing what we have done, we
hope to encourage employees to
think about new and innovative ways
they can participate and take this
exciting trip with us.
However, equity work is not yet
fully standardized within most
organizational practices. Moving
forward, our goal is for equity work to
become a common business practice
that is reviewed with the same level
of frequency as budget and other
financial metrics.
CSAA Insurance Group,
a AAA Insurer
2022 TALENT EQUITY
ROADMAP
>
Last updated 12/16/2022
