True To My Name

Eliani Daniel AnnMarcia

Diversity, Equity & Inclusion at Progressive

True to our name. True to you.

We're called Progressive for a reason. We're true to our name because we're always moving forward and improving how we serve our customers, employees, and the community. Like at many companies, the concept of diversity, equity, and inclusion (DEI) started out to help us learn how to appreciate our differences and work better, together. And now, 15 years later, it's at the foundation of our workplace.

Because we're not only true to our name, Progressive. We're true to you, our people.

true words

A Message from our CEO

true calling

Our Culture

We love that our name, Progressive, means forward-thinking and forward-motion

It keeps us looking for what's new and next to better serve our customers and work with each other. To maintain this level of energy and engagement, we strive for diversity in our teams, equity in our practices, and inclusion in our culture. For sure, diversity, equity, and inclusion may feel like ambitious words, but for us, DEI means we make sure all voices are heard, act with kindness, invest in relationships, and make intentional changes to get better at what we do every day.

These are the true words that form our inclusive behaviors and create a culture of connection. And this is essential to our Core Values and why we're here…to be true to our name, Progressive, and true to our people.

A culture of inclusion makes it easier for us to speak up when we have new and different ideas or question and disagree about things that don't feel right. To encourage this, we have companywide Courageous Conversations and Dare to Disagree programs and a DEI Speakers Bureau, where presenters and facilitators lead work teams in discussions around biases, stereotypes, and the development of inclusive behaviors.

Last year, we hosted over 700 Speakers Bureau and Courageous Conversations sessions across the country. Candid discussions like those at Speakers Bureau events are commonplace at Progressive and reinforce our commitment to an open environment where we not only encourage but expect our people to share their opinions and perspectives.

Although most of us were dispersed in home offices during 2021, we came together as a company in ways many of us couldn't have imagined. We experienced a record turnout for our popular annual Inclusion Week—its focus for 2021 being allyship—and we saw continued growth across our Employee Resource Groups (ERGs).

true connections

Our Employee Resource Groups

We're committed to creating an environment where our people feel welcomed, valued, and respected

Progressive employees explain ERGs in their own words

Show video transcript

Everyone's voice matters when creating an inclusive workplace, and ERGs are a great place to be heard. They enable us to build community, raise awareness, and promote positive change. Our ERGs also act as a valuable resource for our business by providing first-hand knowledge and information about our customers and the marketplace.

Currently, we offer nine focused ERGs, each welcoming all employees.

  • Asian American Network (AANET)
  • Disabilities Awareness Network (DAWN)
  • Lesbian, Gay, Bisexual, Transgender, Plus (LGBT+)
  • Military Network (MILNET)
  • Network for Empowering Women (NEW)
  • Parent Connection
  • Progressive African American Network (PAAN)
  • Progressive Latin American Networking Association (PLANetA)
  • Young Professionals Network (YPNet)

Since their inception, Progressive ERGs have grown in both influence and size. While our Progressive population grew 18% over the past two years, overall membership of Progressive ERGs grew 28%, an impressive 42% of Progressive people belong to at least one ERG today. We believe our ERGs and our outsized participation rates compared to benchmarks (Diversity Inc's Top 50) are a significant contributing factor to several people metrics at Progressive. In fact, our data demonstrates that:

  • Our ERG members are more engaged
  • They're more likely to stay at Progressive
  • They're more likely to apply for promotions

Our ERGs are also committed to our communities, and each year they choose to focus on an organization that they believe can help the world around us. These included national organizations like The Arc, Together We Rise, CenterLink, and Family Promise.

truth in numbers

Our Progress

Our commitment to diversity is paired with real, measurable progress

Our words are genuine and true, but as a culture beating to an analytical heart, we feel strongly that our passion should translate into measurable performance. We look to four primary DEI objectives to evaluate our success.

  1. We maintain a fair and inclusive work environment. At Progressive, we're committed to creating an environment where our people feel welcomed, valued, and respected.
  2. We reflect the customers we serve. To serve our customers, we must understand them. We seek to be diverse in our employee demographics, experiences, and perspectives.
  3. Our leadership reflects the people they lead. Our goal is for our leaders to represent the people they lead, and we aspire to double the representation of people of color in senior leadership by the end of 2025.
  4. We contribute to our communities. We'll use Progressive's resources to support meaningful change in pursuit of equality.

We're serious about these goals and have been proud of our progress. After almost five years of significant growth and hiring, the gender and racial demographics of our workforce are closely aligned with the U.S. adult population. There's obviously more to diversity than just gender and race but these are the two demographic factors that we currently measure for all Progressive people.

Women in the U.S. vs. at Progressive (as of Dec. 2021)

U.S. population Progressive employees

People of color in the U.S. vs. at Progressive (as of Dec. 2021)

U.S. population Progressive employees

From this, we can focus on the recruiting and development efforts that have proven to be most successful over the past few years.

Employee representation by race & ethnicity (as of Dec. 2021)

U.S. population percentage Progressive employees percentage

Each year, the U.S. Equal Employment Opportunity Commission requires us to submit an EEO-1 Report. While we don't use this report to measure progress, we're making our current report publicly available.

We believe that engagement begins when our people rise into leadership roles and inspire others to lead, and our talent management and acquisition processes remove any barriers to increasing the representation of women and people of color in management.

Representation of women in leadership (as of Dec. 2021)

U.S. population Progressive leadership

Representation of people of color in leadership (as of Dec. 2021)

U.S. population Progressive leadership

To focus our efforts in 2020, we introduced an ambitious goal to double the representation of people of color in senior leadership from 10% to 20% by the end of 2025. During 2021, we increased this senior leadership representation from 13% to 16%, more than halfway to our goal.

We don't just strive for demographic representation. We expect our leaders to respect and value our people and appreciate new perspectives and ways of thinking. We address this through rigorous attention to leadership competencies, our DEI objectives, and inclusive leadership training.

Progressive understands that engagement and retention depend not only on inclusive leadership and job satisfaction, but on our people knowing that there's room to grow in their careers.

illustration that says the progressive leader, followed by three characteristics including Leadership competencies, DEI leadership objective, and inclusive leadership training

*In evaluating pay equity companywide, we use a regression model that considers the following components of compensation: annual salary, bonus (Gainshare) and stock awards. These are point-in-time measures (as of February 2022) that include all Progressive employees other than our CEO and C-level executives, whose compensation is approved by the Board's Compensation Committee. For information on executive compensation, please refer to our Proxy Statement.

true opportunity

Our Focus on Learning

We foster new opportunities so our employees can grow their careers right here

National trends show that lack of opportunity is a top reason why employees leave their employers. We take these trends seriously, and our numbers prove it. Last year, we filled approximately 72% of our open positions above entry level by promoting from within, including just over 2,000 managerial positions.

To increase job learning and opportunity, we launched a bold new career advancement channel for sought-after technology and analytical jobs called the Progressive Boot Camp. In 2021, we held an IT Programmer Boot Camp and an Analyst Boot Camp, which included rigorous in-class and on-the-job training programs. We're deliberate in encouraging participation by women and people of color—two demographic groups that have been traditionally underrepresented in these jobs. We consider these boot camps to be a key component of our DEI efforts and it has been extremely satisfying to see successful candidates take on new roles and move into rewarding new career paths.

Another DEI-focused learning opportunity that has been successful for Progressive and our people is our Multicultural Leadership Development Program (MLDP), which we've been offering since 2014. Since then, participation has nearly tripled and MLDP graduates are nearly two times more likely to advance in their careers versus their peers. There are now three different programs—one for managers and two designed to accelerate the careers of aspiring leaders.

And we must be doing something right to keep people here. As of December 2021, over 15,000 employees, nearly a third of our workforce, have over ten years of tenure with Progressive. We believe this continues to pay dividends with their institutional knowledge of our product and stewardship of our culture.

true to our word

Our Success

We know that our investments in our people and culture drive our business results

But it's always nice to receive recognition from professional organizations across the country, including the following:

  • 2022 FORTUNE 100 Best Companies to Work For®**
  • 2022 Forbes Best Employers for Diversity
  • Gallup® 2022 Exceptional Workplace Award
  • NACD Diversity, Equity, and Inclusion Award
  • Best Workplaces for Parents: Great Place to Work (2021)
  • Best Workplaces for Women: Great Place to Work (2021)
  • Military Friendly Company (2022)
  • Military Times Best for Vets (2021)
  • Best of the Best: Black EOE Journal (2022)
  • Best of the Best: Hispanic Network Magazine (2022)
  • Best of the Best: Professional Women's Magazine (2022)
  • Best of the Best: Top Veteran-Friendly Companies (2022)
  • Top Workplaces in the USA (2022)
  • Top Workplaces for Compensation & Benefits (2022)
  • Top Workplaces for Work-Life Flexibility (2022)
  • Best Companies for Latinos to Work (2022)

©2022 FORTUNE Media IP Limited. All rights reserved. Used under license.

For us, Progressive means always striving to do better. And when we make equal opportunity, mutual respect, and an appreciation for new and different ideas an intuitive part of how we work and live, we believe that we're not only making a better company, we're creating a better world.

living our truth

Our People

We encourage our employees to bring their whole selves to work by creating a welcoming environment

Warren

WarrenAssociate Manager, Claims Administration Support, 7 years at Progressive

In his six years at Progressive, Warren has found that his coworkers are some of his biggest supporters, both on and off the stage. Warren, who performs as Aurora Thunder, said he first started doing drag when he played dress-up as a kid. It wasn't until he got a little help from YouTube, a college fashion show, and his sister, that he truly began to see himself as a drag queen.

Manishi

ManishiProduct Manager, 20 years at Progressive

Whether it's at Progressive or in a meditation class, Manishi is committed to doing meaningful work and finding balance. He shares his approach with others by teaching meditation and happiness workshops locally and for his Progressive coworkers — even virtually.

Marcia

MarciaSubrogation Specialist, 14 years at Progressive

A role model for women at work and online, Marcia started an inspirational blog years ago to document her life and share her journey. She posts on everything from self-discovery to fashion and beauty tips.

Ann

AnnIT Systems Engineer Consultant, 22 years at Progressive

Managing Progressive's IT servers and training guide dogs takes work, dedication, and a passion for what you do; Ann does both every day. Before the pandemic, her seventh service dog, Wish, went everywhere with her from libraries to nursing homes and even her Progressive workspace.

Michael

MichaelData Analyst, 3 years at Progressive

Many Progressive employees remember Michael from behind the coffee bar because it was only a couple years ago that he was serving up lattes at the Campus 2 café. Turns out, whipping up delicious drinks isn't the only skill Michael brings to the table.

Eliani

ElianiPhoto Estimator, 4 years at Progressive

Born in the Dominican Republic, Eliani feels right at home at Progressive. In fact, when it came to taking her American citizenship exam, her coworkers were her greatest cheerleaders.

Garon

GaronSenior Claims Manager, 9 years at Progressive

When Garon walked into Progressive's doors a decade ago, he came ready to turn his job into a career. He was quickly promoted from claims generalist associate to claims manager, but Garon took it a step further. He sought out a mentor using Progressive's development program.

Daniel

DanielManager, Commercial Lines, 7 years at Progressive

When Daniel started at Progressive, he knew it was a company that would nurture his career. He didn't expect it would also nurture his passion.