Embracing inclusion, diversity and equity in all forms

Read our Inclusion, Diversity and Equity Report

Our commitment

 

At The Hanover, we take great pride in the work we’ve done—and continue to do—to cultivate and enhance our one-of-a-kind culture, one built on our core values: collaboration, accountability, respect and empowerment. We recognize our people are our greatest asset, and we want each and every person to feel heard, valued, respected, and a true sense of belonging.

We’re committed to building and maintaining an inclusive and equitable environment for individuals of all races, ethnicities, genders, abilities, backgrounds, and experiences. Because when we take the time to foster inclusiveness and belonging, our employees and our business thrive.

decorative
 
 

Embedded within our culture is a commitment to foster an inclusive, diverse and equitable environment. This commitment is the foundation of our one-of-a-kind culture that is proudly built on our core values...We want our team members to feel accepted. To be their authentic selves. To be empowered to offer their unique perspectives.”

 

 

Jack Roche picture


John C. Roche
President and Chief Executive Officer

Some of our recent IDE commitments

 

 

Advance diversification among our leadership ranks by creating greater transparency into current and future openings, and by further evaluating the diversity of our candidate pools

  

Continue to elevate and advance our business resource groups, and develop an abilities-focused BRG, encompassing neurodiversity and both visible and invisible disabilities

 

Expand cultural competence and support of underrepresented populations with allyship and mentorship opportunities, increasing utilization of inclusive training and driving our culture of belonging

  

Leverage new technology that benchmarks current diverse supplier spend, identifies new diverse suppliers, and helps define and achieve the goals of a supplier diversity program

​​​​​

  • Completed comprehensive cultural current state analysis with a nationally recognized, women-owned, leading D&I consulting firm
  • Founded visibly and invisibly diverse I&D council to represent the voice of our employees
  • Launched company-wide education on unconscious bias, ensuring each employee has foundational I&D context and knowledge
descriptive
  • Introduced enhanced flexible work arrangement (FWA) program and practices, resulting in more than 50% participation across the organization to promote equity and accessibility
  • Signed CEO Action for Diversity & Inclusion pledge, the largest CEO-driven business commitment to advance diversity and inclusion within the workplace
  • Enhanced belonging for employees by creating awareness and education on Black History Month, Women’s History Month, Pride Month, Disability Employment Awareness Month, and being named a best place to work for LGBTQ equality
man and woman working from home in a kitchen
  • Launched business resource groups (BRGs) to fuel belonging for women and underrepresented populations, as well as allies
  • Completed an enterprise-wide survey to understand if/how employees feel a sense of connectedness and belonging to their teams and the organization
  • Continued to evaluate and mitigate bias in the talent lifecycle to ensure we recruit, hire, develop, and retain women, people of color, and other underrepresented groups
  • Instilled consistent expectations for what inclusive leadership looks like within the organization for all Hanover leaders
decorative
  • Established Hanover Hybrid Flex — our strategic vision to reimagine how, when and where our employees work that supports our business focus, leans on the voice of the employee, expands our talent sourcing strategy and creates a more engaging and inclusive employee experience
  • Continued to invest in and advance the impact of our BRGs by forming two new groups, committing to additional capital funding, and enhancing the structure and support of each group
  • Continued to drive cultural competency, and address and raise awareness around societal inequities by leaning into crucial dialogue and promoting allyship to foster a culture of belonging
IDE - Hybrid Flex
  • Introduced a Cultural Appreciation Day — a day each year our employees can enjoy company-awarded paid time off to recognize a holiday of cultural significance
  • Launched engaging learning plans and workshops focused on allyship to help our allies expand their allyship acumen, take meaningful actions, and build an even more inclusive workplace
  • Offered more equitable and accessible benefits and access to healthcare, including enhanced paid parental leave, adoption and surrogacy assistance, and travel assistance
  • Equipped our BRG leaders and their managers with resources to properly highlight BRG contributions in conjunction with their development and performance conversations
  • Provided all employees with more collateral to help them incorporate IDE into their goals and properly recognize their contributions moving forward
IDE - Meeting
2018
  • Completed comprehensive cultural current state analysis with a nationally recognized, women-owned, leading D&I consulting firm
  • Founded visibly and invisibly diverse I&D council to represent the voice of our employees
  • Launched company-wide education on unconscious bias, ensuring each employee has foundational I&D context and knowledge
descriptive

Workforce demographics

Measuring our workforce demographics is an important practice for us. Creating transparency around our current demographics helps us track where we stand and elevates accountability around the work that lies ahead on our IDE journey. From 2021 to 2022, we increased our diverse workforce representation by over 11%. This is progress we’re proud of, and it drives us to continue our work to attract, retain, and advance a diverse workforce at all levels, while promoting an environment in which all employees feel included, engaged in and truly a part of the success of our enterprise.

Please note: this data is based on self-identified information as of December 31, 2022.

 

Race/ethnicity distribution

Race/ethnicity distribution

Image text

Race/ethnicity distribution

  • Hawaiian/Pacific Islander 0.1%
  • American Indian/Alaska Native 0.2%
  • Asian 3.0%
  • Hispanic 4.6%
  • Black 6.2%
  • Two or more races 1.6%
  • Declined to answer 3.3%
  • White or Caucasian 81.0%

Gender
distribution

Gender
distribution

Image text

Gender distribution

  • Undeclared 0.7%
  • Male 40.2%
  • Female 59.1%

 

Female representation by talent category

63.5%

individual contributor

48.3%

manager

28.6%

senior leadership

 

People of color representation by talent category

17.0%

individual contributor

12.1%

manager

8.6%

senior leadership

Business resource groups

Business resource groups (BRGs) at The Hanover are voluntary, employee-led groups that help foster our commitment to build a more inclusive and diverse work environment by creating an engagement channel where our employees feel safe to be their authentic selves and empowered to offer their unique perspectives. Aligned to our business priorities and objectives, our BRGs serve as both a resource for our employees and our business, helping support our unique culture and driving our business forward.

Kinship Village logo

Kinship Village

Kinship Village

Kinship Village’s vision is to attract, educate and empower its members, the Hanover African-American community, and the broader insurance community.  The group provides business acumen, development and strategic work initiative opportunities.  This, in turn, strengthens our efforts to be more inclusive, advances individual contributions, and helps amplify The Hanover’s competitive advantage.

Proud To Empower logo

Proud to Empower

Proud to Empower

The group’s vision is lead with CARE (our company’s values — collaboration, accountability, respect and empowerment) to create a safe space for employees who identify as LGBTQIA, have family, friends or are an ally of the community.

veteran's connection logo

Veterans Connection

Veterans Connection

The group’s vision is to leverage the collective experience and shared values of veterans in addition to those interested in supporting our veterans to attract, develop, and retain talent as well as make a difference for the veterans’ community at large.

Hanover United Professionals logo

Hanover United Professionals

Hanover United Professionals

Hanover United Professionals (UP) is an employee-led, early-in-career and ally group with a strong focus on career development, philanthropy and intellectual contribution. This diverse group provides a platform for employees to develop their careers, get more involved with the company, and give back to the community.

Women @ Hanover logo

Women @ Hanover

Women @ Hanover

The group’s vision is to empower women to reach their fullest potential by building confidence, creating work-life balance, developing leadership skills, and broadening professional networks while simultaneously advocating for an inclusive environment. Women @ Hanover provides new channels where women and allies help attract, develop and retain female talent in the industry.

Mi Familia

Mi Familia

The group seeks to enhance leadership, promote talent and development, expand community participation, and raise awareness to foster a sense of belonging. This will create a long-lasting impact for The Hanover, its employees, communities, and allies.

HAAPI logo

H.A.A.P.I.

H.A.A.P.I.

H.A.A.P.I (pronounced like happy) stands for Hanover Asian American Pacific Islander. The group’s vision is to cultivate a community committed to empowering, engaging, and educating ourselves and other diverse communities about each other's history and experiences.

ABLE

ABLE

The group's vision is to create a community for Hanover employees who identify as neurodivergent and/or disabled, or are caregivers and allies of this community, by providing resources, education, and support to ensure they and their families feel seen, heard and understood.

Our partnerships

At The Hanover we believe that diversity in all forms, both visible and invisible, is what drives new solutions, innovation and top performance. Embracing inclusion, diversity and equity is the right thing to do, and we are making intentional efforts to advance our organization on a number of fronts, including our external partnerships.

 

MA LGBTQ

 

NAAIA - transparent

 

Big i
DEI Board
APCIA

 

Fairygodboss logo

Learn more

Would you like to learn more about the steps we're taking to make The Hanover an even more inclusive, diverse and equitable workplace? If so, please feel free to reach out to a member of our IDE team. 

Contact us

Careers

Learn more

Corporate responsibility

Learn more

Sustainability report

Learn more

Inclusion, diversity and equity report

Learn more

 

Awards and recognitions

Best Company Where CEOs Support Gender Diversity, Fairygodboss, 2020-2022

Best Place to Work for Disability Inclusion, Disability Equality Index, 2023

Leader in LGBTQ+ Workplace Inclusion, Top Score on Corporate Equality Index, Human Rights Campaign Foundation, 2018-present

Our equal employment opportunity/anti-discrimination statement

The Hanover values diversity in the workplace and among our customers. The company provides equal opportunity for employment and promotion to all qualified employees and applicants on the basis of experience, training, education, and ability to do the available work without regard to race (inclusive of traits historically associated with race including hair textures and protective hair styles i.e., braids, locs and twists), color, creed, religion (including religious dress), sex, age, national origin, physical and mental disability, sexual orientation, gender (including gender identity, gender expression and transgender status), marital status, pregnancy, veteran status, genetic information, ancestry or any other status protected by federal or state law.

Furthermore, The Hanover Insurance Group is committed to providing an equal opportunity workplace that is free of discrimination and harassment based on race (inclusive of traits historically associated with race including hair textures and protective hair styles i.e., braids, locs and twists), color, creed, religion (including religious dress), sex, age, national origin, physical and mental disability, sexual orientation, gender (including gender identity, gender expression and transgender status), marital status, pregnancy, veteran status, genetic information, ancestry or any other status protected by federal or state law.

Our pay equity statement

The Hanover is an equal opportunity employer that seeks to create a workplace that is free from unlawful discrimination, and where employees are paid for their performance or merit and recognized for their talents and contributions. This policy establishes a culture of pay fairness and fosters the company’s goals of pay equity in hiring and overall compensation practices during the lifecycle of employment at The Hanover, consistent with applicable law.