For Our Workforce

2021 SUSTAINABILITY REPORT

For Our Workforce

2 min read Jun 23, 2022

Highlights

  • Established 2030 DEI goals and commitments in 2022
  • Developed our global Future Work strategy
  • Reached 52% women within MetLife’s global workforce, and maintained benchmarked top quartile female and ethnic and racial diversity1 officer2 representation in the U.S.
  • Launched MyPath in the U.S., a talent marketplace to foster internal talent mobility, learning, and career development opportunities
  • Joined the Human Rights Campaign’s Business Coalition for the Equality Act
  • Expanded our sponsorship program, EXCELERATE, globally to advance the development of high-potential diverse leaders

Our Approach

Purpose, Potential, and Performance

Three profound statements capture the story of what energizes our workforce, accelerates us forward and sustains our performance. 

  • We are united through a shared purpose— Always with you, building a more confident future. 
  • We are propelled by a bold commitment to establish a purpose-driven, inclusive culture that energizes employees to make a difference. 
  • We are empowered by the promise of our EVP, “All Together Possible.” 

When we live our purpose, manifest our potential and deliver on our promises, meaningful performance follows. Our talent ecosystem—the policies, programs and initiatives—make a significant impact and drive MetLife and our people forward. Some are groundbreaking, some game-changing; all allow us to bring the right resources to our people, our customers and our communities at the right time.

Governance

At MetLife, we not only look to develop leading human resources (HR) practices; we also believe in the contribution and potential of everyone—that with opportunity, people soar. MetLife’s people are paramount. As such, the Chief Human Resources Officer (CHRO) reports directly to the CEO and plays the critical role of driving MetLife’s human capital strategy along with regularly consulting with and updating MetLife’s Board of Directors on our human capital priorities. Those priorities include talent access and mobility, culture, DEI, holistic well-being, total rewards and other factors that impact the readiness of the organization to fuel future business needs. 

OUR VALUES

  • It all starts with our talent
  • Our DEI commitments are aligned to our purpose
  • We invest in development
  • We recognize the great work of individuals, teams and each other
  • We aim to create overarching conditions so individuals can personally flourish

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1 DIVERSE CATEGORIES INCLUDE BLACK/AFRICAN AMERICAN; LATINO/HISPANIC; ASIAN; MULTIRACIAL.

2 THE OFFICER POPULATION IS A SUBSET OF OVERALL MANAGEMENT THAT IS A REFLECTION OF THE LEADERSHIPOF THE ORGANIZATION. IT IS COMPRISED OF ALL METLIFE EMPLOYEES AT THE VICE PRESIDENT LEVEL OR ABOVE.