Executing intentional and active recruiting strategies across all levels and functional verticals to ensure Genworth’s people and talent diversity reflects our customers, our communities, and the global workforce.

• We have actively increased our presence and active partnerships at Historically Black Colleges & Universities (HBCUs) and Predominantly Black Institutions (PBIs). We seek out opportunities to connect with talented and diverse student populations and provide resources, information, and mentor access to students transitioning from their academic to professional careers.
• We are active members and participants in several dynamic professional organizations and networks that dually-align with underrepresented talent and our core talent verticals including Actuarial, Finance and Investments.
• We’re developing satellite teams inside and outside of the United States – that provide key functional support for our U.S.-based businesses while bringing a fresh impact to the demographic and thought diversity of our organization.
• We invest in community and industry organizations to provide high school students with internship and educational opportunities – highlighting the alignment between their academic interests and career paths in our industry. This allows us to invest our long-term employment brand, while providing participants with advanced education and work experiences.
• We engage our Employee Resource Groups as brand ambassadors to external organizations, for career events, and during the external candidate experience. ERG members help attract key diverse talent by providing invaluable, first-hand perspective on the employee experience of underrepresented groups with whom potential candidates self-identify.
• As an essential, internal complement to our targeted, external recruiting efforts, we’re developing a key leadership and support structure addressing the internal mobility of our employees – with particular focus on ensuring equitable opportunities for career development and advancement of underrepresent groups.

• Our internship and development programs continue to play a key role in contributing to our talent pipeline of highly-skilled, diverse, early-career professionals (nearly 80% of our recent talent pipeline come from under-represented groups).
• As we build upon our engagement with HBCUs / PMIs, professional organizations, and networks that dually-align with underrepresented talent and our core talent verticals, we’re expanding the collaboration points between our business and diverse talent populations at all professional levels – both cultivating our candidate pipeline and increasing entry-points in the organization that resonate with diverse talent.
• We continue to leverage People Analytics to identify representation gaps compared to available workforce and then design and execute diversity search strategies to address those gaps.