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Diversity
You are here: Home / Diversity

Our different perspectives strengthen our unique culture.

Inclusive Diversity & Equity is a Core Value at Allstate

We hold each other accountable to encourage and embrace our collective differences. It’s our individual characteristics, values and beliefs, along with backgrounds and experiences that give us fresh perspective and purpose. We work harder, meet customer needs more effectively, share better, and identify more innovative ideas when we are accepted for who we are by the world around us. Our success comes from a chorus of many different voices. At Allstate, every voice counts.​

In our stand against racism, we’ve been making changes within Allstate. We’ve been listening, learning and engaging in change. We are focused on improving equity for all. That’s why we are conducting a top-to-bottom review of our operating practices, pay, promotions and hiring. Allstate is committed to long-term change not only in the way we conduct our business, but also for our employees.

“Strength lies in our differences not similarities. At Allstate, every voice counts and I am proud of our teams for holding each other accountable to encourage and embrace our collective differences. We work harder, meet customer needs more effectively and reach new heights because of the inclusive environment that fuels our success.”

– Glenn Shapiro, President, Allstate Personal Insurance, Encompass, Answer Financial

Celebrating Inclusive Diversity

At Allstate we focus on establishing a culture of inclusion, not just diversity. It’s about making sure that everyone feels included and that everyone’s voice matters.

View audio description and text transcript

Why does Allstate value inclusive diversity and equity?

  • At Allstate, inclusive diversity and equity is one of our core values. Actively seeking out and leveraging our collective mixture of individual differences and similarities improves business outcomes for our workforce, the marketplace, and our communities.
  • As a company we are committed to holding each other accountable for creating an inclusive environment where diverse perspectives are encouraged and embraced.
  • Our commitment to inclusive diversity influences how we do business; it helps us connect with our customers and each other.

How does Allstate’s dedication to inclusive diversity impact employees?

  • The combination of our different perspectives creates an engaging and innovative workplace.
  • Individuals thrive and perform at their highest levels when our environment welcomes different perspectives, backgrounds, and cultures. This welcoming environment also helps Allstate attract and retain the best talent and reach even higher levels of employee and customer satisfaction.
  • Embracing a culture of inclusive diversity can help challenge false assumptions and nurture an openness to change.

How does Allstate’s Inclusive Diversity and Equity team support employees?

The Inclusive Diversity Team champions the cultivation of a diverse workforce and creation of an inclusive environment at Allstate. The team’s three priorities for Allstate are to enable the business to live into the core value of inclusive diversity, equip the workforce to be inclusive, and proactively leverage data, analytics and resources to optimize impact.

What does Allstate’s commitment to inclusive diversity and equity look like in action?

There are four key programs that the Inclusive Diversity team executes to ensure we are living into our principles of diversity and inclusion.

Employee Impact Groups (EIGs)

EIGs provide an open forum where employees with a shared interest aspire, develop, and collaborate. EIGs host workshops, and professional development events to help employees build knowledge and expand resources.

Inclusive Diversity Curriculum

Along with close to 20 course options, the Inclusive Diversity team also developed a tool to empower employees to take action around anti-racism and become allies in their communities.

Inclusive Diversity Commitments

The Inclusive Diversity team, in partnership with the Enterprise Diversity Leadership Council (a group of senior leaders across Allstate) and Client Partnership, worked with each business unit to develop Inclusive Diversity commitments starting in 2016. Each business area was given the opportunity to create commitments based on their own unique business needs and their current inclusive diversity opportunities.

Accelerated Leadership Experience

The Accelerated Leadership Experience is a two-year leadership development program that infuses Allstate with a strong pipeline of diverse, innovative and talented leaders. Beginning in summer 2021, internal and external candidates will have a streamlined rotational experience to accelerate their growth. They will collaborate and challenge ideas, contribute to a culture of Inclusive Diversity & Equity, and will be dedicated to collective success. As part of the program, leaders will be assigned a mentor and career coach, and a foundational curriculum will guide their learning and development.

What are Employee Impact Groups, and how do they impact Allstate?

Founded in 2006, our Employee Impact Groups (EIG) program offers a way for employees to connect across the organization with individuals who may have shared experiences or want to learn about others. We regularly look for ways to mirror the diversity of our marketplace. Employees have access to eleven Employee Impact Groups to help build community and impact the business. Wherever you look, you’ll see Allstaters living our core value of inclusive diversity in events, volunteer opportunities, recruiting and retention, and more.

Our EIGs are:

  • Allstate Asian American Network (3AN)
  • African American Working Network (AAWN)
  • Abilities Beyond Limitations & Expectations (ABLE)
  • Allstate Veterans Engagement Team and Supporters (AVETS)
  • Allstate Women’s “I” Network (AWIN)
  • Allstate Foster and Adoption Network (FAN)
  • Intrapreneurs@Allstate (I@A)
  • Allstate PRIDE
  • Professional Latino Allstate Network (PLAN)
  • Parents Working Together (PWT)
  • Young Professionals Organization (YPO)

Allstate Asian American Network 3 A N          African American Working Network A A W N          Abilities Beyond Limitations and Expectations A B L E

Allstate Veterans Engagement Team and Supporters A V E T S          Allstate Women’s “I” Network A W I N      Families Allstate Matter

Intrapreneurs@Allstate I @ A          Allstate PRIDE          Professional Latino Allstate Network P L A N

Native American Peoples at Allstate             Young Professionals Organization Y P O

Military Friendly - Top 10 Employer

Awards and Recognition

We’re humbled that our efforts have been recognized by the following esteemed organizations:

  • Black Enterprise’s Best Companies for Diversity (2011, 2012, 2014 – 18)
  • DisabilityIN Disability Equality Index (Score of 100 in 2020)
  • Diversity Best Practices Inclusion Index (2017, 2018)
  • DiversityInc’s Top 50 Companies for Diversity (2003 – 2021, 19-time award winner)
  • Forbes’ America’s Best Employers for Diversity (2020)
  • Forbes’ America’s Best Employers for Women (2019)
  • Hispanic Association on Corporate Responsibility’s 5 Star Company in Employment (2018)
  • Human Rights Campaign’s Corporate Equality Index (2009 – 2022)
  • LATINA Style Magazine’s 50 Best Companies for Latinas to Work (2018, 17-time award winner)
  • Military Friendly Company’s Military Friendly Employer (No. 1 in 2020, 4-time honoree)
  • National Association for Female Executives’ Top Companies for Executive Women (2016–2019, 17-time award winner)
  • Working Mother’s Best Companies for Multicultural Women (2016, 2018, 13-time award winner)

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Effective July 1, 2014, under Indiana House Enrolled Act (HEA) 1242, it is against public policy of the State of Indiana and a discriminatory practice for an employer to discriminate against a prospective employee on the basis of status as a veteran by refusing to employ an applicant on the basis that they are a veteran of the armed forces of the United States, a member of the Indiana National Guard or a member of a reserve component.

For jobs in San Francisco, please click here for information regarding the San Francisco Fair Chance Ordinance.

For jobs in Los Angeles, please click here for information regarding the Los Angeles Fair Chance Initiative for Hiring Ordinance.

To view the “EEO is the Law” poster click here. This poster provides information concerning the laws and procedures for filing complaints of violations of the laws with the Office of Federal Contract Compliance Programs.

To view the FMLA poster, click here. This poster summarizing the major provisions of the Family and Medical Leave Act (FMLA) and telling employees how to file a complaint.

To view the EPPA poster, click here. This Employee Polygraph Protection Act prohibits most private employers from using lie detector tests either for pre-employment screening or during the course of employment.

It is the Company’s policy to employ the best qualified individuals available for all jobs. Therefore, any discriminatory action taken on account of an employee’s ancestry, age, color, disability, genetic information, gender, gender identity, gender expression, sexual and reproductive health decision, marital status, medical condition, military or veteran status, national origin, race (include traits historically associated with race, including, but not limited to, hair texture and protective hairstyles), religion (including religious dress), sex, or sexual orientation that adversely affects an employee’s terms or conditions of employment is prohibited. This policy applies to all aspects of the employment relationship, including, but not limited to, hiring, training, salary administration, promotion, job assignment, benefits, discipline, and separation of employment.

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