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Valuing Inclusive Diversity

Are stronger because of our individual strengths, ideas and perspectives.

Just as the Allstate Family of Companies is enhanced by the differentiation of our brands and business units, our workplaces are enriched by our collective differences as people. Our workplaces embrace our diversity, which helps us deliver better results for those we serve.

Individuals thrive and perform at their highest levels when our environment welcomes different perspectives, backgrounds and cultures. This welcoming environment also helps us attract and retain the best talent and reach even higher levels of employee and customer satisfaction. Embracing a culture of inclusion challenges us to rise to every occasion by assuming positive intent and nurturing openness to new ideas. Inclusion improves business outcomes for our workforce, the marketplace and our communities, and it helps us connect with our customers and each other.

woman in breakroom

Purpose in Practice

Valuing inclusive diversity means we:

  • Follow the Platinum Rule: treat others as they want to be treated (not as you would want to be treated)
  • Are willing to help others, regardless of who they are and how different they may be from us
  • Share our opinions, even when they're different from most others' opinions
  • Ask others on our team to share their opinions and accept their viewpoints as true for them
  • Seek out different perspectives to make the best decisions at work
  • Listen to and value ideas from all levels of our organization
  • Create an environment where people feel comfortable being themselves
  • Work to overcome any awkwardness you feel about speaking up, trying new things and challenging the status quo
  • Speak up when we or others are excluded
  • Address misunderstandings and resolve disagreements as soon as possible
  • Look for the strengths in everyone and create opportunities to demonstrate those strengths

If you see or suspect anything that could undermine our commitment to inclusive diversity, contact your manager or Human Resources, or follow the Speak Up Process. For more information, see Resources.

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