At Securian, we believe our talent and engagement strategies must promote a culture that encourages and rewards diversity and inclusion (D&I). Historically, we have fostered D&I through a variety of programs and practices. Our efforts, however, have not focused on a comprehensive D&I strategy with dedicated resources.

Securian’s senior leadership identified diversity and inclusion as a core initiative in our five-year Enterprise Strategic Plan. Formalizing our efforts was a major milestone and critical first step in our D&I journey. In February 2017, a team of diverse associates from across our company was charged with recommending an effective D&I program that is sustainable, transparent and moves us toward our aspirational goal of being the highest-performing purpose-driven financial services company. In July 2017, we appointed our first-ever Chief Diversity Officer, responsible for integrating D&I into Securian’s corporate and business objectives and ensuring our associate engagement strategies are inclusive to all.

Our plans for 2017-2018 include: establishing a Diversity Council; identifying and facilitating unconscious bias training; and transitioning four existing affinity groups into Employee Resource Groups.  We will outline and execute a D&I communications plan to inform internal and external stakeholders of our commitment to D&I, including developing success metrics to ensure accountability and monitor progress.

Dexter Davis