At CNA, we strive to be an employer of choice — for everyone. Despite a long history of fair and non-discriminatory employment practices, CNA needed to secure a 100% score on the Human Rights Campaign Corporate Equality Index.
CNA’s LGBT employee resource group, “[email protected],” had long advocated shifts in corporate policy to support the acquisition and retention of LGBT employees. For example, the team built a business case for domestic partners benefits, which was implemented in 2001.
Recently, PRID[email protected] took on the challenge of strengthening CNA’s position on the HRC’s Corporate Equality Index. The group studied the criteria, assessed the organization, performed a competitor analysis, built allies with CNA leadership, and successfully advocated for progressive changes. CNA now provides comprehensive diversity training and transgender insurance benefits, including surgical, mental health and pharmaceutical coverage.
Recognizing the value that ERGs bring to the organization, CNA has formally recognized and empowered five such groups (African American, Asian American, Hispanic, LGBT and Women) to influence the D&I agenda.
CNA achieved a 100% score on the HRC’s Corporate Equality Index in 2016 and 2017. Back-to-back perfect scores validate our support of a positive and equal workplace environment for all employees.
CEO Dino Robusto created — and filled — the position of Senior Vice President of Diversity and Inclusion in March 2017. The role influences workplace policies, and ensures that CNA practices align with D&I strategies and statements.
Real diversity of thought comes from diversity of people, who can bring unique and different perspectives. When all of that brain power is at the table, there’s nothing we can’t collectively solve. That creates great results. By taking the CEO Action for Inclusion pledge, I proudly and publicly affirm my unwavering commitment to diversity and inclusion.