Voya Financial™ is committed to diversity and inclusion because we recognize the importance of ensuring that our workforce appropriately reflects the customers we serve as well as our stakeholders. We strive to achieve an inclusive culture where all employees feel free to bring their authentic selves to work. Top talent is a competitive advantage and increasing this talent pool leads to improved innovation and greater efficiency. Employees who feel they can be authentic are more engaged, and there is a clear correlation between engagement and retention.
Creating and maintaining a culture that has a high value on diversity is critical as we aim to improve the profitability and return on equity (ROE) of our business as well as create a high-performance culture. Our strategy focuses on the goal of equality for all in the workplace and an appreciation of various experiences that each employee ultimately contributes to the Voya Financial culture. In an increasingly complex, global marketplace, the ability to draw on a wide range of viewpoints, backgrounds, skills, experience and expertise internally increases the likelihood of making the right decisions.
Diversity management consists of both internal and external efforts to present the most relatable and relevant services to our customer base. We also direct our philanthropic work towards initiatives that address needs in underserved markets. Please see our Community Investment page for more information.
Internally, we utilize our employee resource groups (ERGs) as one way to engage, educate and develop our employee population. ERGs offer employees great professional development, exposure to senior leaders and opportunities to impact our business by contributing diverse perspectives. Our annual employee engagement surveys have revealed that in most cases, ERG members are more engaged than their non-ERG counterparts.
We are proud of our relationships with diverse professional organizations such as ALPFA, Catalyst, HACR, DiversityInc and others. We utilize these relationships to stay abreast of issues that are impacting the various segments of our employee and consumer populations. Partnerships with these and other groups allow us to regularly measure our initiatives against best practices to ensure that we are managing our diversity performance so it continues to have a positive impact on the business. For example, Voya Financial (formerly ING U.S.) again received a perfect score on the Human Rights Campaign’s 2014 Corporate Equality Index that grades large U.S. employers and their policies and practices pertinent to lesbian, gay, bisexual and transgender employees.