Trailblazer PACESETTER Late Bloomer

American International Group (AIG), a multinational financial and insurance corporation, has been ranked as a PACESETTER on the Women’s Power and Influence Index.

American International Group regularly conducts internal pay reviews to identify any potential unexplained differences by gender, race, or ethnicity. American International Group’s employee resource groups, including the Women’s Executive Leadership Initiative, offer mentoring, professional development, and networking opportunities. AIG promotes inclusivity with mandatory annual Code of Conduct training and DEI courses, including conscious inclusion training.

As of 2022, women constitute 51.27% of the total workforce and 35.66% of total leadership. However, between 2021 and 2022, the fraction of women in leadership decreased by 7.06%.

Information related to pay parity, recruitment of female employees, and subsidized child care could not be found or did not meet the Index’s criteria standards.

Review the comprehensive WPI criteria and methodology.

✓ Does the company demonstrate a clear and transparent commitment to equal pay? 

“AIG is committed to providing a workplace for employees that is built on principles of fairness and equity, without regard to gender, race, or ethnicity… All employees at AIG are placed into specific job grades based on duties and responsibilities to ensure that our colleagues are paid equitably…We are confident in our approach to help prevent any significant pay-gap issue. Our commitment to pay equity and fairness is one that is shared by our senior leadership and the AIG Board.”

Ref: DEI Webpage pg 12

✓ Does the company perform an annual analysis of gender pay equity and pay disparities? 

“AIG draws upon internal processes and monitoring, regularly conducted internal reviews and external benchmarking studies to identify and address any gender, race or ethnicity-related pay gap issues.

Ref: AIG ESG Report 2021 pg. 81

We also believe in reviewing our pay practices for any potential unexplained differences by gender, race or ethnicity. To this end, AIG has internal processes and monitoring in place to assist the company in identifying and addressing any gender, race or ethnicity-related pay-gap issue.”

Ref: DEI Webpage pg 12

✘ Do female employees earn at least 95% of what their male counterparts earn?

Information regarding this criterion was unavailable or incomplete.

✓ Does the company demonstrate a commitment to actively attracting, retaining, and/or promoting women within the organization? 

“AIG is committed to creating an inclusive workplace focused on attracting, retaining and developing diverse talent that fosters a culture of belonging for all employees. As of December 31, 2022, 53 percent of our global workforce were female and 31 percent of our U.S. workforce is ethnically diverse. In addition, management periodically reports to the CMRC on our various human capital management initiatives and metrics, including DEI.” Ref: 2022 Annual Report pg 26

✓ Does the company provide professional development programs designed specifically for female employees? 

“Through volunteering and events with AIG senior leaders and external experts, ERGs provide colleagues with mentoring, professional development, and networking opportunities as they look to grow their careers and strengthen relationships across the organization….

Our global ERG network is open to all AIG employees and reflects the following 13 dimensions of diversity:

• Women & Allies

Ref: AIG Employees Resource Groups pgs 1 & 3

We offer several programs that provide additional development, mentoring, networking opportunities and training to AIG’s most promising females and under-represented talent. These programs include the Women’s Executive Leadership Initiative (or WELI, launched in 2013)” Ref: AIG ESG Report 2021 pg 73

✓ Does the company provide professional development programs designed specifically for diverse employees?

“Through volunteering and events with AIG senior leaders and external experts, ERGs provide colleagues with mentoring, professional development, and networking opportunities as they look to grow their careers and strengthen relationships across the organization….

Our global ERG network is open to all AIG employees and reflects the following 13 dimensions of diversity:

• Asian Leadership Network
• Black Professionals & Allies
• disAbilities & Allies
• Generations
• Interfaith
• Latino Network
• LGBTQ+ & Allies
• Multicultural
• Middle Eastern
• Veterans Leadership Network
• Women & Allies
• Working Families
• Young Professionals”

Ref: AIG Employees Resource Groups pgs 1 & 3

✓ Does the company offer a formal mentoring program to support the career advancement of all female employees? 

“Through volunteering and events with AIG senior leaders and external experts, ERGs provide colleagues with mentoring, professional development, and networking opportunities as they look to grow their careers and strengthen relationships across the organization….

Our global ERG network is open to all AIG employees and reflects the following 13 dimensions of diversity:

• Women & Allies” Ref: AIG Employees Resource Groups pgs 1 & 3

✓ Does the company offer a formal mentoring program to support the career advancement of diverse employees?  

“Through volunteering and events with AIG senior leaders and external experts, ERGs provide colleagues with mentoring, professional development, and networking opportunities as they look to grow their careers and strengthen relationships across the organization….

Our global ERG network is open to all AIG employees and reflects the following 13 dimensions of diversity:

• Asian Leadership Network
• Black Professionals & Allies
• disAbilities & Allies
• Generations
• Interfaith
• Latino Network
• LGBTQ+ & Allies
• Multicultural
• Middle Eastern
• Veterans Leadership Network
• Women & Allies
• Working Families
• Young Professionals”

Ref: AIG Employees Resource Groups pgs 1 & 3

✘ Does the company have policies and programs in place to actively recruit female candidates?

Information regarding this criterion was unavailable or incomplete.

✓ Does the company have policies and programs in place to actively recruit diverse candidates? 

“We believe having a workforce of colleagues with diverse backgrounds, experiences and perspectives is one of our greatest assets. In 2022, we continued to deploy a variety of strategies to reach a diverse pool of talent, which included:

• Continuing to leverage our partnerships with targeted organizations, schools and colleges to provide opportunities for non-traditional career pathways for experienced and early career talent.

• Continuing to assemble diverse slates of qualified candidates, utilize diverse interview panels and partner with executive search firms with relevant diverse expertise. • Implementing new programs to help expand our talent recruitment pools: — Piloted a Neurodiversity Summer Internship Program in the U.S. focused on attracting neurodivergent talent. — Launched a U.S. Returnship Program, providing new opportunities for talent reentering the workforce.” Ref: 2022 Annual Report pg 43

✓ Does the company demonstrate a commitment to providing support and/or time off for women with children?

“AIG recognizes how important it is for parents to bond with their child. AIG follows relevant regulations and requirements for parental leave set by individual countries and states.” Ref: AIG ESG Report 2021 pg 83

✓ Does the company provide child care support for employees?  

n the U.S., AIG partners with Bright Horizons to provide discounted services including childcare, eldercare, pet care, tutoring and test preparation. This partnership includes our U.S. Backup Care Program, which specifically helps employees who need last minute or emergency care for a child or adult. Through this program, employees can receive discounted, emergency care for a total of 30 backup days, increased from 15 this year. Employees who receive this care through a Bright Horizons center pay a $25 daily co-pay for care of a single child, or $8 an hour for in-home care for children, adults or the elderly.

Ref: AIG ESG Report 2021 pg 85

AIG continues to support parents after they return from parental leave by partnering with organizations to provide meaningful assistance and discounts for services that help them better balance their personal and work obligations. Our “Balancing Work and Life: Benefits & Programs to Help You” guide provides comprehensive information about all of our U.S. wellness programming to make these resources as easy to access for our employees as possible.

Ref: AIG ESG Report 2021 pg 85

✘ Does the company offer subsidized child care?

Information regarding this criterion was unavailable or incomplete.

✓Does the company offer paid maternity leave for birthing parents?

“In the U.S., AIG offers eight weeks of time of with full pay for employee parents for the birth of a biological child, the adoption of a child or the birth of a child born via a surrogacy arrangement. This time of may be taken at any time within 12 months of the child’s birth or adoption.” Ref: AIG ESG Report 2021

✓Does the company provide paid parental leave that extends beyond birthing parents to include surrogacy, adoption, and paternity leave?

“In the U.S., AIG offers eight weeks of time of with full pay for employee parents for the birth of a biological child, the adoption of a child or the birth of a child born via a surrogacy arrangement. This time of may be taken at any time within 12 months of the child’s birth or adoption.” Ref: AIG ESG Report 2021

✓ Does the company demonstrate a commitment to supporting the health benefits of its female employees?

“For example, in 2021, AIG’s Adoption and Surrogacy Assistance Program increased reimbursement for qualified expenses per eligible child from $13,800 to $14,440. Reimbursements are limited to a lifetime maximum of a combined total of two qualified adoptions and/or surrogacy arrangements per employee.” Ref: AIG ESG Report 2021 pg 83

✓ Does the company offer women-specific health benefits for female employees?

“For example, in 2021, AIG’s Adoption and Surrogacy Assistance Program increased reimbursement for qualified expenses per eligible child from $13,800 to $14,440. Reimbursements are limited to a lifetime maximum of a combined total of two qualified adoptions and/or surrogacy arrangements per employee.” Ref: AIG ESG Report 2021 pg 83

✓ Does the company have a policy listing prohibited behaviors, such as harassment and retaliation?

“AIG focuses on fostering a culture of respect in the workplace and maintaining a work environment free from discriminatory harassment, including sexual harassment and bullying. Our Global HR Policy and employee handbooks detail our employees’ responsibilities, establish guidelines for appropriate workplace behaviors and set forth procedures and practices that govern the workplace.” Ref: AIG ESG Report 2021

✓ Does the company mandate all employees to undergo harassment and discrimination training?

“To support a non-discriminatory environment, AIG provides employees awareness and training through:

• Online training modules via our internal training website, Your Learning Journey

• AIG’s enterprise-wide Code of Conduct and associated mandatory annual training and certifications

• AIG’s extensive online policy portal, an internal database that houses all company policies” Ref: AIG ESG Report 2021

✓ Does the company have a defined harassment policy that includes promptly addressing reported incidents?

“Failure to comply with this Philosophy may be grounds for disciplinary actions, up to and including termination. “ Ref: pg 7, AIG Diversity Equal Opportunity Policy

✓ Does the company demonstrate a commitment to helping external stakeholders address gender equality issues?

“In addition, our commitment to gender equity and gender pay equity has never been stronger. Our title sponsorship of the AIG Women’s Open, and the action we took in 2021, in partnership with The R&A, increased the purse and set a new benchmark for prize money in women’s golf — representing tangible proof of our belief that supporting women in business, sports, and society more broadly, is a critical component of our success.” Ref: AIG ESG 2022 Report pg 4

✓ Does the company offer and support initiatives that promote gender equality in the community?

✓ Does the company demonstrate a commitment to helping internal stakeholders/employees address gender equality issues?

“AIG is committed to creating an inclusive workplace focused on attracting, retaining and developing diverse talent that fosters a culture of belonging for all employees. As of December 31, 2022, 53 percent of our global workforce were female and 31 percent of our U.S. workforce is ethnically diverse. In addition, management periodically reports to the CMRC on our various human capital management initiatives and metrics, including DEI.” Ref: AIG ESG 2022 Report pg 26

✓ Does the company offer equity-focused trainings, speaker programs, or events for employees?

“AIG also provides DEI learning courses to educate, equip and engage employees, including conscious inclusion training for people managers, DEI microlearning and sessions on authentic leadership.” Ref: AIG ESG 2022 Report pg 26

*Our Index utilizes binary measurements, where ✓ represents a score of 1, and ✘ represents a score of 0.

*All links are valid as of April 2024