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Allstate Recognized as a Leader in Inclusive Diversity for 16th Year

Allstate Recognized as a Leader in Inclusive Diversity for 16th Year

Allstate again earns a spot on DiversityInc’s Top 50 Companies for Diversity list

NORTHBROOK, Ill., May 9, 2019 – For its initiatives that foster a diverse and equitable workplace for all employees, Allstate has earned a spot on the 2019 DiversityInc Top 50 Companies for Diversity list. This is the 16th year Allstate has been recognized by DiversityInc.

The DiversityInc Top 50 list, issued yearly since 2001, honors the nation’s top companies for hiring, retaining and promoting women, minorities, people with disabilities, LGBT and veterans.

“Creating an environment where all employees, regardless of background or culture, can perform at their highest levels is a top priority for Allstate,” said Christy Harris, Allstate vice president, human resources and inclusive diversity. “We are proud of our efforts here at Allstate, and this recognition further demonstrates our leadership in inclusive diversity.”

Allstate’s 11 Employee Resource Groups have more than 14,000 members and provide training and education to diverse employee communities. The company also establishes inclusive diversity commitments in every business unit to improve diversity in recruiting and on its leadership teams.

Additionally, the company’s Power of 5 sponsorship program pairs women with leaders throughout the organization to help enhance their skills and careers.

“DiversityInc Top 50 Companies have a decisive advantage because they treat people more fairly than other companies,” said Luke Visconti, founder and CEO of DiversityInc. “Everybody, including white men, is far better off working for them because there is more opportunity at better-run companies. Top 50 companies also deliver a greater-than-average return for shareholders.”

DiversityInc’s extensive annual survey yields a ranking based on talent results in the workforce and management, senior leadership accountability, talent programs, workplace practices, philanthropy and supplier diversity. This year’s competition was improved by adding questions that connect talent programs and workplace practices to desired talent results. The Top 50 analysis also addressed the intersectionality of race by analyzing female and male representation of each race/ethnicity separately.  

See the full Top 50 list and specialty lists at and follow the conversation at #DITop50.

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