Brown explains, “You will lose the hearts and minds of younger workers because they expect companies to value and understand DE&I. You get that extra effort from employees when they feel a true sense of belonging and empowerment.”
Insurance Business America’s 2025 5-Star DE&I winners have embraced these values, demonstrating that a commitment to DE&I isn’t just about meeting expectations—it drives meaningful results.
The Benefits of Strong DE&I Programs
The numbers speak for themselves:
- 84% of employees who strongly believe their company values diversity report being highly engaged, compared to only 20% who feel otherwise (Culture Amp Workplace DE&I Report 2024).
- Companies that prioritize diversity see 6.8% higher stock prices than their competitors.
- Employees in organizations that fail to value diversity are three times more likely to leave within a year.
Additionally, younger professionals are increasingly prioritizing DE&I in their job searches. According to Hays’ 2024 Diversity, Equity, and Inclusion Report, 70% of workers under 30 actively seek DE&I information when evaluating employers, compared to 52% of workers over 50.
Spotlight on 5-Star DE&I Performers
Alliant Insurance Services
Alliant has been recognized as a 5-Star DE&I awardee for three consecutive years. The company follows a six-pillar DE&I strategy focusing on accountability, representation, culture, clients, brand development, and community investment.
Over the past year, Alliant introduced innovative initiatives such as:
- Friends and Faith Employee Resource Group (ERG): Promoting religious inclusion, a first for the industry.
- ERGs focused on Black professionals, LGBTQ+ employees, Asian Americans and Pacific Islanders, veterans, Latinos, women, and those affected by cancer.
Alliant also runs its Culture Catalyst Series, a program designed to build behavioral change through allyship and belonging. Each month’s content builds on the last, with 35% of attendees taking action after participating.
To support underrepresented professionals, Alliant has provided 350+ sponsorship opportunities, including mentorships and industry-specific conferences. “We’re committed to giving meaningful work opportunities,” Hamid says, noting that senior management representation has reached 33% for underrepresented professionals.
NFP
NFP has also earned 5-Star DE&I status for the fourth consecutive year by embedding DE&I into every aspect of its business. Initiatives launched in 2024 include:
- A hiring guide to improve inclusivity in recruitment.
- Live DEIB workshops for 230 leaders and HR professionals, with plans to expand in 2025.
- Partnerships with 22 organizations to offer professional development workshops and leadership opportunities for employees.
The company’s DEIB advisory board, composed of employees from varied career levels and backgrounds, works alongside leadership to develop and assess DE&I policies.
NFP’s commitment to inclusivity extends to its workforce, with 85% of employees working in hybrid or remote setups to support work-life balance. Their partnerships with groups like Disability:IN and the National African American Insurance Association (NAAIA) underscore their dedication to reaching underrepresented communities.
Giving Back to the Community
Both Alliant and NFP are dedicated to attracting diverse talent and breaking down barriers.
- Alliant partners with organizations like the National African American Insurance Association (NAAIA) and the Alliant Insurance Foundation, offering Fellows and Scholars programs for undergraduate and postgraduate students to gain industry certifications and hands-on experience.
- NFP collaborates with groups such as GenHERation and the Association of Latino Professionals for America, ensuring employees from all backgrounds have access to equal resources and opportunities.
Future Goals
Both companies are determined to build on their successes:
- Alliant: Aims to achieve ISO 30415 compliance for global DE&I standards and expand its initiatives using change management strategies.
- NFP: Plans to expand its supplier diversity program, enhance measurement metrics, and strengthen DEIB integration across all levels of the business.
As Pamela Wheeler, NFP’s Chief Diversity and Inclusion Officer, explains, “Our goal is to empower everyone through DEIB while driving progress in the insurance industry. We’ve made progress but still have much to do.”