ALLSTATE
INSURANCE CO.
43
LEADERSHIP
PROFILES 11–20
THOMAS J. WILSON
• CHAIRMAN, PRESIDENT
AND CEO
llstate’s story is one of a great comeback. A long-
time diversity leader, the company had fallen off the
DiversityInc Top 50 and has made it back this year.
The move is a testament to the company’s continued
commitment to creating a diverse and inclusive work-
place, with strong work/life benefits, employee-resource groups and
mandatory diversity-training programs.
Allstate has 21 employee-resource groups, which it says are instrumental in the development and enhancement of its diversity training.
Diversity training is mandatory for its entire workforce and is held
every month for one full day. Employee perceptions on diversity and
the work environment are measured through employee surveys.
Allstate’s Chairman, President and CEO Thomas J. Wilson regularly communicates the importance of diversity through Allstate publications, videos and employee meetings, meets regularly with ERGs and
personally reviews and signs off on diversity metrics and programs as
well as goals and achievements for supplier diversity.
The company has solid work/life benefits, including retirement
transition, dependent-care benefits, onsite daycare, flexible hours, the
ability to work from home and/or telecommute, job sharing, subsidized membership in fitness facilities, lactation programs, onsite
religious accommodations and adoption assistance.
INDUSTRY
Property &
Casualty Insurance
MAIN COMPE TI TORS
Farmers Insurance
Group, Progressive
Casualty Insurance
Co., State Farm
Mutual Automobile
Insurance Co.
U.S. HEADQUARTERS
Northbrook, Ill.
U.S. EMPLOYEES
33,221
GLOBAL EMPLOYEES
35,000
GLOBAL REVENUE
$31.40 billion
COMPANY FAC TS
PROFILES 21–30
MICHAEL ESCOBAR
• ASSISTANT VICE
PRESIDENT AND CHIEF
DIVERSITY OFFICER
LEADERSHIP
TARGET CORP.
44
PROFILES 31–40
GREGG S TEINHAFEL
• CHAIRMAN, PRESIDENT
AND CEO
Target remains focused on driving its diversity goals and building an inclusive culture. The company performed well in all four areas measured on the DiversityInc Top 50 survey. It has a strong mentoring program with a cross-cultural
component. Ninety percent of managers and 90 percent of employees
participate in the mentoring program.
Target has mandatory diversity training for its entire workforce, held
for half a day every month. The company has employee-resource groups
used for diversity recruitment, retention, talent development, supplier
diversity and to reach customers in the community. While ERGs are
currently available only to HQ employees, plans are in place to extend
the ERGs to field operations in 2011.
In the area of philanthropy, Target has a long-standing and demonstrated history in the communities it serves. Its current nonprofit relationships include the UNCF, Hispanic Scholarship Fund, Management
Leadership Tomorrow, the Asian and Pacific Islander American
Scholarship Fund, American Indian Scholarship Fund, the Hispanic
Heritage Foundation Education Scholarship and the National Society of
Hispanic MBAs.
INDUSTRY
Retail
MAIN COMPE TI TORS
Costco Wholesale
Corp., Kmart Corp.,
Walmart
U.S. HEADQUARTERS
Minneapolis
U.S. EMPLOYEES
350,000
GLOBAL EMPLOYEES
355,000
GLOBAL REVENUE
$67.39 billion
COMPANY FAC TS
PROFILES 41–50
KIM STRONG
• VICE PRESIDENT,
DIVERSITY AND
INCLUSION
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