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Our People

Our People Make Us a Different Kind of Company

The best brands and companies don't settle for satisfactory—they exceed expectations. It's only through our collective power that we will harness all of the good—through everyday heroic acts that take care of our customers and make the world a better place. It may not be the easy thing to do, but it's the right thing to do.

And it all starts with us.

As people with purpose, we come together every day to share our best ideas, talent and unending heart. We do this to create, to inspire and to support each other. This isn't just about working together—it's about thriving together. It's why we live Our Shared Purpose each and every day.

Valuing Inclusive Diversity

People with Purpose

…are stronger because of our individual strengths, ideas and perspectives.

woman in breakroom

Just as the Allstate Family of Companies is enhanced by the differentiation of our brands and business units, our workplaces are enriched by our collective differences as people. Our workplaces embrace our diversity, which helps us deliver better results for those we serve.

Individuals thrive and perform at their highest levels when our environment welcomes different perspectives, backgrounds and cultures. This welcoming environment also helps us attract and retain the best talent and reach even higher levels of employee and customer satisfaction. Embracing a culture of inclusion challenges us to rise to every occasion by assuming positive intent and nurturing openness to new ideas. Inclusion improves business outcomes for our workforce, the marketplace and our communities, and it helps us connect with our customers and each other.

Purpose in Practice

Valuing inclusive diversity means we:

  • Follow the Platinum Rule: treat others as they want to be treated (not as you would want to be treated)
  • Are willing to help others, regardless of who they are and how different they may be from us
  • Share our opinions, even when they're different from most others' opinions
  • Ask others on our team to share their opinions and accept their viewpoints as true for them
  • Seek out different perspectives to make the best decisions at work
  • Listen to and value ideas from all levels of our organization
  • Create an environment where people feel comfortable being themselves
  • Work to overcome any awkwardness you feel about speaking up, trying new things and challenging the status quo
  • Speak up when we or others are excluded
  • Address misunderstandings and resolve disagreements as soon as possible
  • Look for the strengths in everyone and create opportunities to demonstrate those strengths

If you see or suspect anything that could undermine our commitment to inclusive diversity, contact your manager or Human Resources, or follow the Speak Up Process. For more information, see Resources.

Promoting Equal Opportunity

People with Purpose

…evaluate on merit, reward on achievement and prevent all forms of discrimination.

When we hire and promote based on merit, we not only honor our core values but we also help ensure that our Company and our customers get the very best. We avoid discrimination of any kind. This improves our chances of finding the right person for every position while elevating our standing as a premier place to work and grow.

women walking down the stairs

Purpose in Practice

Promoting equal opportunity means we:

  • Use measurable skills and achievements as the main criteria for assessing job applicants and current employees
  • Help each other develop and reach our fullest potential
  • Comply with all applicable employment laws, rules and regulations
  • Prohibit discrimination on the grounds of:
    • Ancestry
    • Race
    • Color
    • Religion (including religious dress) or creed
    • National, ethnic or social origin, including caste
    • Sex, sexual orientation or gender identity or expression
    • Genetic information
    • Age
    • Disability
    • Military or veteran status
    • Medical condition
    • Marital status
    • Citizenship status
    • Other protected categories as provided by applicable law

If you believe someone is being discriminated against, contact your manager or Human Resources, or follow the Speak Up Process. For more information, see Resources.


in action

leadership in action

Question Icon

One of the candidates for our open analyst position is highly qualified, but she is also legally deaf. I'm concerned about possible communication issues with colleagues and key business partners. Can this factor into my hiring decision?

Answer Icon

Your decision must be based on whether the candidate is able to perform the job, with or without reasonable accommodation. Thus, it's vital that you consider what accommodations might be made to mitigate or eliminate any potential issues. This will ensure that you fulfill our legal and ethical obligations. More importantly, it could also ensure that you don't miss out on someone who might be the most creative and skilled analyst available. Her unique perspective may benefit your team in ways you can't imagine.

Fostering a Respectful Workplace

People with Purpose

…respect and support each other and take accountability for maintaining a workplace free from verbal or physical harassment, abuse, intimidation and bullying.

We serve our customers and each other best when we interact with empathy and respect. By caring about the feelings and perspectives of others, we avoid misunderstandings and create a positive work environment that empowers us all to deliver superior performance. Engaging with others openly and respectfully, and speaking up about any unwelcome conduct, helps us sustain a culture built on a foundation of trust.

woman having coffee with coworker

Purpose in Practice

Fostering a respectful workplace means we:

  • Stay mindful of how our words and actions might be received
  • Discourage behavior that could be considered degrading or intimidating to others or could otherwise make them feel unsafe in our workplace
  • Remain vigilant for signs that others are being harassed or bullied
  • Avoid verbal or physical conduct that degrades or disparages based on race; color; age; sex; sexual orientation; gender identity or expression; national or ethnic origin; social origin including caste; religion or creed; disability, military, veteran, marital or citizenship status; or any other category protected by applicable law
  • Report any suspected harassment to a manager or Human Resources, or follow the Speak Up Process whether or not we are the direct target of the conduct

Remember, abusive or hostile words and actions can sometimes be a prelude to serious violent behavior. They should be reported immediately to Human Resources or a manager. In the case of imminent potential danger, contact the appropriate emergency personnel for your location.

For more information, see Resources.



good example

You don't have to be the actual victim of harassment, sexual or otherwise, to make a report. Perhaps you have a coworker who is shy and conservative but is constantly subjected to lewd jokes by his manager. Even if the jokes don't personally offend you and your coworker has never specifically complained, you should still report the manager's behavior. You might end up protecting the coworker or someone else who's not comfortable with the behavior. You could even prevent a more serious incident in the future. Remember, we are all leaders.

Keeping the Work Environment Safe and Healthy

People with Purpose

…make the safety and health of everyone who works with us a top priority.

As insurers, we see the impact of accidents and unsafe conditions every day. That's why we don't wait for bad things to happen; we take action to prevent them, and we help our customers do the same. Promoting safety is core to our business, and it starts in our own work environment. The care and responsibility we show in looking out for each other put us in the best position to help our customers stay healthy and safe. Keeping our work environment free from drugs, alcohol and violence allows us to operate with the precision, speed and good judgment it takes to deliver superior performance.

man in conference room using laptop

Purpose in Practice

Keeping the work environment safe and healthy means we:

  • Find proactive ways to keep colleagues, customers and visitors safe
  • Take action to correct unsafe conditions or notify others who can
  • Never look the other way in potentially unsafe conditions
  • Report all accidents, injuries, illnesses, violent behavior and threats
  • Arrive for work free from the influence of any substance that could impair performance or create an unsafe working environment
  • Have a zero-tolerance policy for violence, threats and intimidation
  • Never allow weapons on company premises or when conducting or traveling for company business, unless we are required by law to permit them
  • Follow all security procedures, including those involving access restrictions, employee badges, keys and passwords
  • Know what to do in an emergency and cooperate during the practice of emergency procedures
  • Never retaliate when someone raises concerns about unsafe conditions

For more information, see Resources.

Respecting the Intellectual Property of Others

People with Purpose

…protect all intellectual property, whether it belongs to us or to someone else.

We understand the effort required to create or invest in intellectual property, as well as its value to a business. We also know how much damage can be done when intellectual property is stolen, misused or mishandled. Allowing that to happen would clearly contradict our core values of honesty, caring and integrity. We hold ourselves and each other accountable for ensuring the proper use of all intellectual property.

Purpose in Practice

Respecting the intellectual property of others means we:

  • Obtain proper authorization and licensing agreements before using any intellectual property and strictly follow the terms of use
  • Respect copyrights, trademarks, logos, likenesses and other intellectual property in our advertisements and marketing
  • Refuse to misuse others' patents, trade secrets or other proprietary information

Using Social Media Responsibly

People with Purpose

…use social media with care, exercising the right to free expression while protecting the Company's good name.

We are leaders and innovators in the online marketplace. We take pride in being as interactive and web-savvy as our customers. Social media enhances our ability to have honest, direct and meaningful exchanges with our customers and other stakeholders. This puts the power to communicate instantly with millions of people in our hands, and we must use that responsibility with great care. By holding ourselves to the same standards of honesty, caring and accountability online as in the workplace, we do the right thing for our customers, our stakeholders, our communities and our Company.

employees talking in small group

Purpose in Practice

Using social media responsibly means we:

  • Adhere to our core values in all business communications
  • Comply with all applicable social media policies
  • Never create the impression that our personal opinions are those of the Allstate Family of Companies. This includes using company logos or your company email address to post personal opinions
  • Are transparent about our role with the Allstate Family of Companies when discussing topics relevant to the Allstate Family of Companies
  • Do not disclose proprietary or confidential information obtained through our business relationships, whether it belongs to our Company or to others
  • Ensure time spent on social media activities does not interfere with our work commitments

Whether you're acting as an employee or an individual, it's best to always think before you post. If you're concerned about whether something might cross the line, see Resources.



good example

Social media includes well-known sites like Facebook, Twitter, Instagram and LinkedIn. It also includes forums and discussion boards like Reddit, video-sharing sites like YouTube, corporate or personal blogging sites, comment sections in online articles and collaborative publishing sites like Wikipedia or Google Docs.

ECC Monitor: OK