Embracing inclusion, diversity and equity in all forms
Inclusion, diversity and equity
at The Hanover
Our commitment
At The Hanover, we take great pride in the work we’ve done—and continue to do—to cultivate and enhance our one-of-a-kind culture, one built on our core values: collaboration, accountability, respect and empowerment. We recognize our people are our greatest asset, and we want each and every person to feel heard, valued, respected, and a true sense of belonging.
We’re committed to building and maintaining an inclusive and equitable environment for individuals of all races, ethnicities, genders, abilities, backgrounds, and experiences. Because when we take the time to foster inclusiveness and belonging, our employees and our business thrive.
Embedded within our culture is a commitment to foster an inclusive, diverse and equitable environment. This commitment is the foundation of our one-of-a-kind culture that is proudly built on our core values...We want our team members to feel accepted. To be their authentic selves. To be empowered to offer their unique perspectives.”
John C. Roche
President and Chief Executive Officer
Some of our recent IDE commitments
Advance diversification among our leadership ranks by creating greater transparency into current and future openings, and by further evaluating the diversity of our candidate pools
Continue to elevate and advance our business resource groups, and develop an abilities-focused BRG, encompassing neurodiversity and both visible and invisible disabilities
Expand cultural competence and support of underrepresented populations with allyship and mentorship opportunities, increasing utilization of inclusive training and driving our culture of belonging
Leverage new technology that benchmarks current diverse supplier spend, identifies new diverse suppliers, and helps define and achieve the goals of a supplier diversity program
- Completed comprehensive cultural current state analysis with a nationally recognized, women-owned, leading D&I consulting firm
- Founded visibly and invisibly diverse I&D council to represent the voice of our employees
- Launched company-wide education on unconscious bias, ensuring each employee has foundational I&D context and knowledge
- Introduced enhanced flexible work arrangement (FWA) program and practices, resulting in more than 50% participation across the organization to promote equity and accessibility
- Signed CEO Action for Diversity & Inclusion pledge, the largest CEO-driven business commitment to advance diversity and inclusion within the workplace
- Enhanced belonging for employees by creating awareness and education on Black History Month, Women’s History Month, Pride Month, Disability Employment Awareness Month, and being named a best place to work for LGBTQ equality
- Launched business resource groups (BRGs) to fuel belonging for women and underrepresented populations, as well as allies
- Completed an enterprise-wide survey to understand if/how employees feel a sense of connectedness and belonging to their teams and the organization
- Continued to evaluate and mitigate bias in the talent lifecycle to ensure we recruit, hire, develop, and retain women, people of color, and other underrepresented groups
- Instilled consistent expectations for what inclusive leadership looks like within the organization for all Hanover leaders
- Established Hanover Hybrid Flex — our strategic vision to reimagine how, when and where our employees work that supports our business focus, leans on the voice of the employee, expands our talent sourcing strategy and creates a more engaging and inclusive employee experience
- Continued to invest in and advance the impact of our BRGs by forming two new groups, committing to additional capital funding, and enhancing the structure and support of each group
- Continued to drive cultural competency, and address and raise awareness around societal inequities by leaning into crucial dialogue and promoting allyship to foster a culture of belonging
- Introduced a Cultural Appreciation Day — a day each year our employees can enjoy company-awarded paid time off to recognize a holiday of cultural significance
- Launched engaging learning plans and workshops focused on allyship to help our allies expand their allyship acumen, take meaningful actions, and build an even more inclusive workplace
- Offered more equitable and accessible benefits and access to healthcare, including enhanced paid parental leave, adoption and surrogacy assistance, and travel assistance
- Equipped our BRG leaders and their managers with resources to properly highlight BRG contributions in conjunction with their development and performance conversations
- Provided all employees with more collateral to help them incorporate IDE into their goals and properly recognize their contributions moving forward
- Completed comprehensive cultural current state analysis with a nationally recognized, women-owned, leading D&I consulting firm
- Founded visibly and invisibly diverse I&D council to represent the voice of our employees
- Launched company-wide education on unconscious bias, ensuring each employee has foundational I&D context and knowledge
Workforce demographics
Measuring our workforce demographics is an important practice for us. Creating transparency around our current demographics helps us track where we stand and elevates accountability around the work that lies ahead on our IDE journey. From 2021 to 2022, we increased our diverse workforce representation by over 11%. This is progress we’re proud of, and it drives us to continue our work to attract, retain, and advance a diverse workforce at all levels, while promoting an environment in which all employees feel included, engaged in and truly a part of the success of our enterprise.
Please note: this data is based on self-identified information as of December 31, 2022.
Race/ethnicity distribution
Race/ethnicity distribution
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Race/ethnicity distribution
- Hawaiian/Pacific Islander 0.1%
- American Indian/Alaska Native 0.2%
- Asian 3.0%
- Hispanic 4.6%
- Black 6.2%
- Two or more races 1.6%
- Declined to answer 3.3%
- White or Caucasian 81.0%
Gender
distribution
Gender
distribution
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Gender distribution
- Undeclared 0.7%
- Male 40.2%
- Female 59.1%
Female representation by talent category
63.5%
individual contributor
48.3%
manager
28.6%
senior leadership
People of color representation by talent category
17.0%
individual contributor
12.1%
manager
8.6%
senior leadership
Business resource groups
Kinship Village
Kinship Village’s vision is to attract, educate and empower its members, the Hanover African-American community, and the broader insurance community. The group provides business acumen, development and strategic work initiative opportunities. This, in turn, strengthens our efforts to be more inclusive, advances individual contributions, and helps amplify The Hanover’s competitive advantage.
Proud to Empower
The group’s vision is lead with CARE (our company’s values — collaboration, accountability, respect and empowerment) to create a safe space for employees who identify as LGBTQIA, have family, friends or are an ally of the community.
Veterans Connection
The group’s vision is to leverage the collective experience and shared values of veterans in addition to those interested in supporting our veterans to attract, develop, and retain talent as well as make a difference for the veterans’ community at large.
Hanover United Professionals
Hanover United Professionals (UP) is an employee-led, early-in-career and ally group with a strong focus on career development, philanthropy and intellectual contribution. This diverse group provides a platform for employees to develop their careers, get more involved with the company, and give back to the community.
Women @ Hanover
The group’s vision is to empower women to reach their fullest potential by building confidence, creating work-life balance, developing leadership skills, and broadening professional networks while simultaneously advocating for an inclusive environment. Women @ Hanover provides new channels where women and allies help attract, develop and retain female talent in the industry.
Mi Familia
The group seeks to enhance leadership, promote talent and development, expand community participation, and raise awareness to foster a sense of belonging. This will create a long-lasting impact for The Hanover, its employees, communities, and allies.
H.A.A.P.I.
H.A.A.P.I (pronounced like happy) stands for Hanover Asian American Pacific Islander. The group’s vision is to cultivate a community committed to empowering, engaging, and educating ourselves and other diverse communities about each other's history and experiences.
Our partnerships
At The Hanover we believe that diversity in all forms, both visible and invisible, is what drives new solutions, innovation and top performance. Embracing inclusion, diversity and equity is the right thing to do, and we are making intentional efforts to advance our organization on a number of fronts, including our external partnerships.
Awards and recognitions
Fairygodboss Top-Rated CEO Gender Diversity (2020-2022)
Human Rights Campaign's Corporate Equality Index - Perfect Score 100/100 (2018-2022)
Women on Boards Winning Company (2016, 2019, 2020)
Our equal employment opportunity statement
The Hanover values diversity in the workplace and among our customers. The company provides equal opportunity for employment and promotion to all qualified employees and applicants on the basis of experience, training, education, and ability to do the available work without regard to race (inclusive of traits historically associated with race including hair textures and protective hair styles i.e., braids, locs and twists), color, creed, religion (including religious dress), sex, age, national origin, physical and mental disability, sexual orientation, gender (including gender identity, gender expression and transgender status), marital status, pregnancy, veteran status, genetic information, ancestry or any other status protected by federal or state law.
Furthermore, The Hanover Insurance Group is committed to providing an equal opportunity workplace that is free of discrimination and harassment based on race (inclusive of traits historically associated with race including hair textures and protective hair styles i.e., braids, locs and twists), color, creed, religion (including religious dress), sex, age, national origin, physical and mental disability, sexual orientation, gender (including gender identity, gender expression and transgender status), marital status, pregnancy, veteran status, genetic information, ancestry or any other status protected by federal or state law.
Our pay equity statement
The Hanover is an equal opportunity employer that seeks to create a workplace that is free from unlawful discrimination, and where employees are paid for their performance or merit and recognized for their talents and contributions. This policy establishes a culture of pay fairness and fosters the company’s goals of pay equity in hiring and overall compensation practices during the lifecycle of employment at The Hanover, consistent with applicable law.