Measuring our progress every step of the way
Building and advancing a fair, equitable and inclusive workplace is a journey that requires commitment and action. It’s an enterprise-wide effort that must be measured and enhanced over time.
Our leaders are clear about the role they play in this mission. We provide resources and data to help them be purposeful in their decisions to develop and engage diverse teams. We have set high expectations for diverse candidate slates across all leadership roles. And we are constantly tracking our progress so we can push to do more.
Chubb employees and managers, worldwide, participate in an ongoing performance management and engagement process every year. The performance process consists of:
- Goal setting (completed within the first quarter of each year)
- Mid-year performance discussions (and updating annual goals to account for new projects and issues)
- Year-end performance reviews encompassing the original and updated goals and mid-year feedback
This performance process is used in development and compensation recommendations for employees. Chubb employee participation in this process is substantial. In addition, Chubb regions and business units periodically undertake employee engagement surveys covering onboarding, the work environment, overall engagement as well as other topics.
Our approach
Engaged and inclusive leadership
Our leaders define the need for change, set the tone for what’s important, and make the business case for diversity, equity and inclusion.
Intentional Inclusion for leaders is an overarching approach to deepen and ingrain inclusion practices within Chubb’s talent cycle strengthening how we attract, assess, develop and retain talent to achieve workforce diversification.
Education and awareness
Change starts with new insights. To become a more inclusive culture, we examine how our views shape mindsets and behaviors. It’s about making sure that all team members are treated with dignity and can contribute their best.
Enterprise-wide initiatives
Diversity, equity and inclusion influences how we work across the business. It is integral to our culture. Our employee policies, procedures, systems and initiatives will reflect this commitment.
Measurement and metrics
We track and report internally on key talent metrics, including diversity data and employee retention. To ensure progress, we hold our leaders and our entire organization accountable. We apply the same rigor to our diversity efforts that exist in other areas of our business.
Clear communication
Clarity in communication and messaging reinforces our commitment to change. Our leaders articulate our culture clearly, consistently and repeatedly.
Workforce diversity reporting
We review extensive data about our workforce, including the data reported to the U.S. government on our EEO-1 form report. This EEO-1 data is just one of the metrics we use to measure our diversity and inclusion efforts, and should be understood as one part of the wider efforts we have made to increase diversity and inclusion as we work to build a truly anti-racist culture at Chubb.
“Championing diversity assists us in attracting, developing and retaining the best talent. Nurturing a culture of inclusion allows us to fully tap the potential of that talent. Both require a conscious active commitment supported by leaders and tools which assist our process.”
“This is an enduring process – not a momentary event in time. We believe we have a responsibility to do our part – with candor, open minds and a commitment to change.”
