Page 16 - Corporate Social Responsibility Report

Diversifying our talent pipelines
A more diverse workforce helps us better serve our diverse communities. We’re measuring our progress toward three important metrics.
Success metric
Percentage of women in senior management roles
Percentage of people of color in salaried positions
Percentage of people of color in management ranks
2019 results
35%
9%
8%
2020 results
36%
10%
7%
2021 target
40%
15%
10%
Ongoing key actions to help us achieve these goals
• Expanding college recruiting efforts within underrepresented populations by deepening our engagement with multicultural student groups
• Implementing a “diverse slate” recruiting process geared toward bringing strong diverse candidates into the hiring process for all open positions
• Participating in professional organizations, conferences, events and career fairs targeted to people of color, veterans and women in technology
• Leveragingrelationshipsandeventsformid-careerprofessionalstobuildapipelinefor management-level roles
Looking ahead
To help people of color and women grow professionally and advance in their careers, we’re running a pilot mentoring program throughout 2021. Mentors and mentees build relationships, set and work toward goals together and attend quarterly learning experiences. In addition, two new groups, Women RISE and Mental Wellness and Disability, will become ERGs in 2021 to offer more support to underrepresented groups.
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Employee Resource
Groups
Our five Employee Resource Groups (ERGs) play a pivotal role in helping employees feel connected and supported. Each has executive sponsors, dedicated talent management recruiters, and direct support of the D&I office and the Securian Financial Diversity and Inclusion Council. All groups maintained a sense of connection with their members in 2020 through virtual and socially distanced events.
1 Securian Multicultural Network 2 Pride
3 Servicemember Resource Group 4 Women in STEM Alliance
5 Securian Young Professionals Network