building an inclusive lgbtq workplace - soa.org · lgbtq community? 1 2 83% 17% ... building...

Session 140 PD - Building an Inclusive LGBTQ Workplace

Moderator:

Jeffrey J. Drzazgowski, FSA, MAAA

Presenters: Kathleen Conlin

Ronald Gebhardtsbauer, FSA, MAAA Jessica Halem

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JEFF DRZAZGOWSKI

MODERATOR

Executive Director, FinanceAetna

JESSICA HALEM

LGBT Program Director

Harvard Medical School

KATHLEEN CONLIN

Chief Talent Officer, Commercial Insurance

Liberty Mutual

RON GEBHARDTSBAUER

Faculty-in-Charge, Actuarial Science

Penn State

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Session 140 – Building an Inclusive LGBTQ Workforce

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A Brief History – Until the Late 1970s

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A Brief History – The 1980s and 1990s

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A Brief History - Today

Liberty Mutual Insurance 5

Poll: LGBTQ members of the audience.Which best describes how open you are at work?

1 2 3 4

7%

86%

0%7%

1. Not open to anyone2. Open to peers3. Open to my managers4. Open to all

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How Liberty Mutual Defines Diversity & Inclusion

Is about All of Us!DIVERSITY

INCLUSIONmanage and leverage the power of our collective differences and similarities

DIVERSITYall the differences and similarities between individuals and groups

VALUING DIVERSITYacknowledge, welcome and accept the differences that each employee brings to the workplace

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Diversity is being invited to the party; inclusion is being asked to dance.

Vernā Myers

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Poll: All audience members. How do you perceive the culture of your workplace in terms of making LGBTQ employees comfortable with being open?

1 2 3

5%

58%

38%

1. Unwelcoming2. About evenly split between welcoming and unwelcoming3. Welcoming

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Poll: All audience members. Do you believe the actuarial profession is inclusive for LGBTQ members and candidates?

1 2

8%

92%1. Yes, generally inclusive2. No, generally not inclusive

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Costs of the Closet

Source: “The Cost of the Closet and the Rewards of Inclusion” (Human Rights Campaign)

When asked about the effects of an unwelcoming work environment, LGBTQ employees reported the following effects on their productivity, engagement with coworkers and overall sentiments about their job.

• 35% - Had to lie about their personal life• 30% - Felt distracted at work• 30% - Felt unhappy or depressed at work• 27% - Avoided certain people at work• 24% - Avoided a social event at work• 22% - Searched for a different job• 17% - Avoided working with certain clients/customers• 15% - Stayed home from work

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Poll: All audience members.What is your current position at your company?

1 2 3 4

28% 28%21%23%

1. Individual Contributor2. Manager of Individuals3. Manager of Managers4. Executive

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Driving change as leaders

INCLUSION IN ACTION

Start a dialogue

Practice and role model inclusive behavior

Be an advocate – provide feedback to others

Support your employees’ engagement in D&I activities

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Poll: All audience members. Do you think there are barriers to entry into the actuarial profession for members of the LGBTQ community?

1 2

83%

17%

1. .Yes2. No

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Actuarial College Student Perspective• They researched

• Diversity programs at companies • Best Place to Work - LGBT rankings by HRC• If company had an LGBT ERG

• They only applied if saw explicit rules on non-discrimination for LGBT• One said welcoming work environment was most important factor• Others said they assumed actuarial jobs would be welcoming

• Because we are educated • Inclusion is correlated with education

• They did not see barriers at the firms they interviewed• They are now in jobs and feel coworkers are welcoming and respectful

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Why is Actuarial Profession viewed as welcoming?• We are educated; logical; advancement is merit based (due to exams)• Employers in:

• Academia - generally progressive• Governments serve public – often progressive• Industry wants all customers (neutral)• Ahead of politicians & churches (who need to be careful to get voters & adherents)

• Insurance based on group solutions (pooling diverse cross-section) • Our history starts in Mutual Benefit Societies - did good for the community• On other hand, discrimination needed to avoid death spiral, unless Social Insurance

• Pension Consultants are fiduciaries – what is best for customer• Not Caveat Emptor – Wall Street• On the other hand, some may put profits before people

• In M&A work and Reinsurance, trusting other party’s actuaries is important• A profession must be interested in the Social Good or it could become irrelevant

• We have a Code of Conduct

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Poll: All audience members. Have you experienced/witness LGBTQ micro-aggression?

1 2

32%

68%

1. .Yes2. No

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Building relationships with high trust

Demonstrate respect

Actively listen

Create transparency

Maintain a high say/do ratio

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Creating trust in the workplace

Employee

Management

OrganizationColleagues

Liberty Mutual Insurance 19

Poll: All audience members. Does your organization have an LGBTQ Employee Resource Group (ERG)?

1 2

50%50%

1. Yes2. No