Diversity, Equity and Inclusion (DEI)

AIG is a proud signatory of the CEO Action for Diversity & Inclusion, a pledge that rallies the business community to advance DEI in the workplace by collaborating across organizations and sectors. Peter Zaffino, AIG’s Chairman & CEO, has committed to fulfilling this pledge by taking actions to implement and expand unconscious bias education and make AIG a place where colleagues can have complex conversations about diversity and inclusion.

As part of this partnership, our Senior Vice President for Diverse Client Solutions, Gloria Watson, serves as an AIG Fellow in the CEO Action for Racial Equity initiative. This initiative focuses on identifying, developing and promoting scalable and sustainable public policies and corporate engagement strategies that advance racial equity, address social justice and improve societal well-being.

AIG believes having a workforce of colleagues with diverse backgrounds, experiences and perspectives is one of our greatest assets. Our colleagues’ differences help us better understand our clients, increase innovation and reduce risk. As we work to build the AIG of the future, we continue to focus on fostering a culture of inclusion that is designed to attract, develop and retain diverse talent. 

As part of these efforts, we carry out external talent mapping to identify diverse talent for all critical positions and produce talent profiles on all insurance industry senior diverse talent. 

In October 2020, AIG established a Diverse Executive Search Policy that provides guidance to senior leaders hiring for executive-level roles. As part of this policy, hiring managers are expected to interview at least one qualified diverse candidate as part of the final slate of candidates. 

Throughout 2021, we continued our efforts to completely align with this policy in our hiring processes. These efforts included establishing partnerships with two U.S. executive search firms that are well known for sourcing talented and diverse executive-level leaders. As a result of these partnerships and our commitment to our slating policy, 99% of eligible candidate slates at the executive level met our diverse slating requirement. 

In addition to aligning with slating requirements, we implemented diverse interview panels to ensure interview panels for leadership roles included leaders from diverse backgrounds. In 2021, 86% of our executive-level interviewer panels were diverse.

In 2021, we also launched the Signature Series: Recruiting for Success, a diversity recruitment training program to source, attract and hire diverse global talent. We also continued to support diverse sourcing and slating to encourage diverse hiring, with 85% of our 2021 interview slates including a diverse candidate. In fact, in 2021, 36% of open executive leadership positions in the U.S. were filled with ethnically diverse talent, 45% of U.S. placements were ethnically diverse and 52% of AIG job placements globally were female. Additionally, AIG’s 2021 global summer intern class was 53% female and our U.S. summer intern class was 51% ethnically diverse.

AIG benchmarks our demographic data against external benchmarks. For example, for underrepresented minority groups in the U.S., we compare our results against most recently available EEO-1 Financial Services data. 

As part of AIG’s approach to fostering a workplace culture of inclusion and belonging, in 2021 we continued our efforts to raise awareness and provide DEI educational tools to our colleagues.  These efforts included creating and offering training sessions such as our Conscious Inclusion training, which was launched in 2021 to help global people managers better understand unconscious biases and form an action plan for implementing inclusive behaviors. AIG provided Conscious Inclusion training to over 800 managers in 2021 and we are working toward the majority of managers receiving this training in 2022. This interactive training provides our colleagues with new tools and resources to assess unconscious biases more accurately and continually improve the inclusivity of our teams.

We also implemented listening sessions such as our Courageous Conversations series that features candid dialogue on DEI and allyship. In 2021, AIG hosted 106 conversations with more than 8,800 total colleagues about issues affecting efforts to improve DEI. 

Other efforts to drive allyship through actions included offering our colleagues impactful volunteer and relevant educational opportunities that also raised DEI awareness. In addition, the dedicated DEI page on our intranet site was viewed nearly 20% more in 2021 than in 2020. On this intranet page, we regularly publish articles that help explain and expand on DEI terminology and concepts, such as microaggressions and intersectionality, to encourage colleagues to act with enhanced awareness in their interactions with colleagues, clients and others in their respective communities. For example, as part of Pride Month in June, we published a guide about pronoun usage and the importance of using correct pronouns and added personal pronouns to global colleague employee email signature templates.

AIG’s Employee Resource Groups (ERGs) are groups of employees who come together based on shared interests including a specific dimension of diversity and are key to supporting a culture of inclusion and belonging at AIG. In 2021, we saw our ERGs respond to rising social pressures by coming together more than ever to support allyship, intersectionality and wellness. 

AIG has more than 130 ERGs spread across 55 office locations in more than 40 countries. These ERGs are supported by a group of engaged volunteers, including an executive sponsor from AIG’s senior leadership, and most of these ERGs have multiple chapters. Twenty eight percent of AIG colleagues participate in ERGs, with 1,100 of our colleagues offering their time and commitment to lead our global ERG network which enhance inclusion and belonging.  

Our global ERG network is open to all AIG employees and reflects the following 13 dimensions of diversity:

• Asian Leadership Network
• Black Professionals & Allies
• disAbilities & Allies
• Generations 
• Interfaith
• Latino Network
• LGBTQ+ & Allies
• Multicultural
• Middle Eastern
• Veterans Leadership Network
• Women & Allies
• Working Families
• Young Professionals

Within each ERG, focus is placed on four objective areas: 

AIG partners with and supports several third-party organizations to further talent and DEI strategies. These relationships help us better support talent and DEI initiatives both inside our organization and within our communities. Some of our partners include: