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FOR OUR WORKFORCE
To consistently demonstrate our purpose and EVP in action, we understand that a core accelerator is our prioritization of DEI. In 2021, MetLife developed comprehensive public-facing DEI commitments to achieve by 2030. Our broad set of commitments is designed to address the needs of the underserved and underrepresented through a mix of investments, products and services, supply chain, volunteering and community efforts. Each commitment is anchored to our business strategy and informed by the UN SDGs. The financial components of these commitments total more than $2.5 billion by 2030.
We measure ourselves against best-in-class practices and are committed to maintaining top quartile performance across ethnic and racial diversity1 in the U.S. and female officers2 globally. Our workforce data, EEO-1 reporting and senior recruiting process provide more detail on our top-quartile achievements.
In the 2021 MyVoice survey Inclusion Index, 75% of respondents indicated they feel a sense of belonging at work.
To continue our progress against our 2030 commitments, we provide oversight through our Global DEI governance structure. This oversight helps maintain sustainability, accountability and transparency in the critical areas of DEI performance.
MetLife’s Global Chief Diversity, Equity and Inclusion Officer (CDO) reports directly to our CEO and CHRO, a reporting line that was introduced in 2021. This reporting structure underscores DEI as a global business, workforce and sustainability imperative and broadens our ability to strategically shape a global culture of inclusion.
To provide contemporary actions that accelerate DEI performance, we look to internal and external expertise to expand our aptitude as well as to execute against our commitments.
We gain insights from:
Learn. Lead. Empower.
Cultivate an inclusive workplace culture with the right behaviors and actions.
Know. Grow. Keep.
Increase representation and leverage, develop, and grow current workforce diversity to innovate for the future.
Listen. Serve. Advocate.
Make a difference as a leading company for diversity, equity, and inclusion.
From the use of MetLife’s voice externally in the Human Rights Campaign’s Business Coalition for the Equality Act and our signature on the Business Statement on Anti-LGBTQ State Legislation, to our Inclusion Begins with Me training and our EXCELERATE program, we believe that the power of inclusive culture comes from our collective and individual actions.
93% of our global employees have completed the Inclusion Begins with Me three-part series;
86% of people leaders completed inclusive leadership development; and
16 teams globally participated in INDEAVOR, a six-month interactive experience where teams apply inclusive behaviors and build habits that foster greater trust and collaboration.
22% of participants have new or expanded responsibilities or have been promoted thus far.
We focus on five areas to advance gender equity—leadership, workforce, marketplace, community and sustainability. Through the Gender Equity Initiative, we support our commitment to the UN Women’s Empowerment Principles, UN SDGs and the UNGC’s gender equality accelerator program.
MetLife joined the UNGC “Target Gender Equality” initiative, giving the company access to facilitated performance analysis, capacity building workshops, peer-to-peer learning and multistakeholder dialogue at the country level. We are also members of the Gender and Diversity KPI Alliance and partner with WEConnect International, a global supplier network that provides members with greater access to women-owned businesses.
Bloomberg named MetLife to its Gender-Equality Index for the
TEN TYPES OF
Learn more about our approach for our workforce in the links below:
Learn all the ways we are living our purpose.
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 LEADERSHIP OF THE ORGANIZATION. IT IS COMPRISED OF ALL METLIFE EMPLOYEES AT THE VICE PRESIDENT LEVEL OR ABOVE.