Key highlights — Global Diversity and Inclusion Insights study
- Overall, respondents expressed having a positive experience with inclusion at the team level and are highly committed to MetLife.
- Some respondents expressed that they would like to see more engagement in D&I initiatives at senior levels.
- We understood from the feedback that a greater focus on inclusion and transparency of outcomes is needed as well as increased accountability for diversity and inclusion.
Our findings underscored the research conducted by Catalyst: the more psychologically safe employees feel at work, the more likely they are to feel included in their work groups. Furthermore, employees who feel included report higher levels of innovation and team citizenship.
Our path forward: Strategic priorities
Our goal is to build a purpose-driven and inclusive culture that energizes employees to make a difference. Based on learnings from our Insights Study, we know that greater inclusion will allow us to better leverage the strength of our diversity of talent, helping MetLife become well-positioned, structured, and equipped to continue our progression as a leading company. Accordingly, we have set three priorities to help realize these performance gains:
- Champion inclusion: Cultivate an inclusive workplace culture with the right behaviors and actions.
- Strengthen our diversity: Increase representation and leverage current workforce diversity to innovate for the future.
- Grow our impact: Strategically position MetLife as a leading company for diversity and inclusion.
For the fifth consecutive year, we were listed on the Bloomberg Gender Equality Index, which evaluates companies on their employee policies, representation of women within leadership, product offerings for women, and community engagement.