We are responsible for the care and well-being of Allstaters, and we devote resources to occupational health and safety. We offer benefits and programs to help support Allstaters’ physical health, financial security and work-life integration. Allstate also has robust safety practices, training and tools to prevent injuries.
The 2020 pandemic made us even more focused on employees’ health and well-being. In just one week, we transitioned 95% of our workforce to remote working. We established COVID-19 hotlines for employees to call, and continued to pay employees (full or part-time) who couldn’t work remotely under shelter-in-place orders. Enhanced safety guidelines, cleaning protocols, and social distancing practices remain in place for in-office workers. We have learned that the best response in a time of crisis is to act quickly and put people first.
Allstate’s Enterprise Workforce Safety Committee, which includes representatives from Risk Management, Administration and Real Estate, Law & Regulation, Compliance, and Corporate Brand, meets regularly to discuss how to mitigate safety issues. If employees have concerns, they are encouraged to contact Safety and Environmental teams, or Human Resources through AskHR, a dedicated line to reach the team quickly by phone, email or chat, or Speak Up, Allstate’s confidential process for reporting ethics concerns.
Policies and Procedures
Safety Training and Education
Our safety training provides employees the education they need based on their role. While Allstate is primarily an office environment, our communications center, service centers, record center and engineering employees require targeted training.
In 2019, Allstate’s Physical Security team successfully supervised active shooter drills at over 130 U.S. sites. Employees were asked to review training materials, attend pre-drill workshops, and block out time to practice for an event all of us hope never to encounter. Over 27,700 employees participated in this training. The drills also provided an opportunity to test the use of our Emergency Notification System (ENS) at each facility, with an ENS response rate of 82.33% across the enterprise.
In 2019, Allstate also provided targeted safety training to 800 active employees throughout the enterprise. This exceeds standards set by the Occupational Safety and Health Administration, the National Fire Protection Association and the Environmental Protection Agency. Where safety issues could have catastrophic results, Allstate annually trains employees, exceeding OSHA requirements.
Beyond training, Allstate sends out weekly Safety Food for Thought articles with valuable safety information and tips. These articles are sent to employees in a safety-required role and made available to all employees.
Number of employees receiving safety training
Monitoring and Audits
Our instructor-led online safety training ensures employees understand safe processes from beginning to end. Allstate performs and documents periodic safety observations of employees who work in high-hazard environments to ensure they perform their tasks correctly. In large locations where Allstate handles all aspects of the facility, the company performs annual safety site audits based on OSHA general industry guidelines.
Number of safety site audits
Allstate provides personal protective equipment, or PPE, at no charge to employees. All locations have working fire extinguishers, and, in total, we have 340 automated external defibrillators across our locations. Portable extinguishers are evaluated annually, with additional monthly quick checks. We monitor the age of each piece of safety equipment and ensure that defibrillator replacement pads and batteries ship automatically before they expire. A new corporate program trains employees in CPR and how to use a defibrillator. These classes are held on request and are not required for most employees. In total, 6.5% of our workforce has received CPR training as of 2019.
OSHA requires building owners to ensure safety compliance at their facilities. Accordingly, we expect all vendor partners to comply with OSHA 29CFR 1910 (construction), 1926 (general industry) and NFPA 70E (electrical safety) guidelines. These standards require protective measures to minimize risks of incidents like falls, chemical spills or fires. They also ensure safety precautions when working on ladders, stairs or in confined spaces. Compliance documentation is required from all our vendor partners as well as their associated subcontractors and is incorporated into our agreement.
Programs and Performance
Choice Dollars Program
In 2019, Allstate launched a flexible new approach to employee benefits. The Choice Dollars program empowers Allstaters to decide how to allocate their corporate benefits based on their needs and circumstances. For example, some Allstaters under 26 still have medical coverage with their families, so they might use their Choice Dollars to pay down student loan debt instead of offsetting the cost of health benefits.
An interactive guide helps Allstaters select from a menu of benefits options, including:
- Medical plan
- Dental plan
- Vision plan
- Contributions toward health savings account (HSA), flexible spending account (FSA) or a 401(k) plan
- Identity protection
- Student loan repayment program
- Life insurance
- Buying additional paid time off (PTO)
- Accidental death and dismemberment (AD&D)
- Long-term disability
- Group hospital insurance
- Group critical illness insurance
- Group accident indemnity insurance
- Group legal
Choice Dollars are applied each paycheck toward the cost of the employee’s benefits. If the benefits selected cost more than the offered Choice Dollars, the employee pays the additional cost through payroll deduction. If the benefits selected are less than the offered Choice Dollars, any remaining Choice Dollars are paid to the employee in cash via payroll.
Allstate offers the following benefits at no cost to employees:
- Pension (Allstate employees only)
- 401(k) match
- Paid time off (PTO)
- Holiday pay
- Short-term disability
- Workers’ compensation
- LifeWorks employee assistance program
- Well-being programs
Allstate Good Life®
Through our Good Life® well-being programs, we have learned that people are more likely to make positive choices like exercising, eating right and getting checkups when they are influenced by their peers. We have a network of more than 300 Wellbeing Champions throughout our organization who are empowered to help create a culture of well-being in more than 100 Allstate offices.
Since 2010, we have conducted well-being assessments to help determine which services, programming and benefits to offer our workforce, in addition to helping Allstaters make health and wellness decisions that are right for them. The assessment asks about physical, emotional, mental and financial well-being. In the past, we added offerings like nutritional guidance in our cafeterias and financial fitness week as a result of assessment findings. Participation in the assessment lowers the cost of benefits for Allstate employees.
Allstaters who completed well-being assessment
Energy for Life
Our Energy for Life (EFL) workshops are a central piece of the employee wellness curriculum. EFL enables Allstaters to articulate and pursue their individual purpose and embrace new challenges with ease. This creates more personal energy and engages them in Allstate’s purpose. In 2019, 5,092 Allstaters completed EFL, and almost 37,000 have taken it since 2010, including 44% of active employees and 57% of active managers.
EFL is based on principles learned from more than 30 years of research on human energy by the Human Performance Institute. Virtually offerings of EFL have been popularized following the COVID-19 pandemic.
As part of our partnership with Virgin Pulse, Allstate provides the resilience and stress management tool Whil, which offers digital programs to improve employee well-being. The platform provides microlearning sessions supported by neuroscience, mindfulness, emotional intelligence and positive psychology. Allstate employees can access programs such as Mindfulness 101, Yoga 101 and Emotional Intelligence 101.
We also offer meditation sessions at seven locations and a weekly session available via Skype to all employees.
Our Good Life offerings include Thrive programs for helping build positivity, optimism, resiliency and gratitude, and promoting employees’ emotional and mental well-being. In 2019, 7,441 employees participated in Thrive programming. Additionally, 27 offices participated in Thrive Book Club in 2019, and 42 offices offered on-site guided meditation.
Allstate supports positive work-life integration by making it easier for employees to care for their families and themselves. At our Northbrook, Illinois, campus, Little Hands Child Development Center helps meet parents’ needs with infant through preschool care, full-day kindergarten, and summer and vacation programming. Allstate also provides employee discounts at leading child care facilities across the country.
Self-care and errand options, like massages, a hair salon, dry cleaning, a community farm share and auto services are available onsite in Northbrook, Illinois. Other resources, including our LifeWorks employee assistance program and financial support for parents considering adopting a child, are described on our Good Life® website.
Financial well-being is important to supporting employees’ ability to do their best work. Allstate provided financial well-being seminars throughout the year, including the sixth annual Financial Fitness Week, renamed Money Talks. More than 3,700 employees attended and viewed sessions on personal finance, including behavioral economics, student loan repayment, retirement planning, college admissions, credit rebuilding and more. Allstate also offers financial advisor services to its employees through its vendor, Alight.
Student Loan Repayment
We partnered with Commonbond, a provider of education products, to offer student loan services to employees. Commonbond also provides one-on-one student loan counseling, refinancing and consolidation opportunities for employees with existing loans and affordable loans to help cover the cost of education for Allstaters and their families. Allstate also offers flexible contributions toward loan repayment through the Choice Dollars program.
Allstate offers a wellness vendor partnership with Virgin Pulse. It is designed to give more flexibility and choice to employees and their spouses for earning financial rewards. Participants earn points for taking small steps, like regularly monitoring activity, nutrition and sleep, that add up to meaningful changes; receive rewards when they reach certain point levels; and are rewarded faster and more frequently in exchange for engaging with the program more often. In 2019, 72% of eligible employees enrolled in the program.
Employees at locations in Illinois and Texas can visit the on-site Wellness Centers and pharmacy, which offer convenient access to treatment for minor illnesses, preventive care, physical therapy, laboratory services and ongoing condition management.
For employees who want more focus on specialized areas of health, such as fitness, weight management, pregnancy or tobacco cessation, Allstate’s Good Life programming includes activities, online resources and discounts for additional support.
Healthy Building Environments
Each of us spends about 90% of our time indoors. Small improvements in the overall quality of our indoor environments can have meaningful impacts on health, cognitive function and well-being.
Allstate leases or owns more than 362,250 square feet of LEED-certified space. In other locations, we implement indoor environment guidelines to provide healthy workplaces for employees and guests. As Allstate builds new locations, we strive to align with certifications like Leadership in Energy and Environmental Design (LEED).
Allstate has an ongoing indoor air quality (IAQ) program. Every two to four years, we conduct IAQ surveys at each location to assure they are safe and meet Allstate’s IAQ comfort guidelines. Allstate developed these guidelines to meet or exceed applicable Occupational Safety and Health Administration and American Society of Heating, Refrigerating and Air-Conditioning Engineers (ASHRAE) standards for indoor air quality.
Other important components to indoor air quality include volatile organic compounds (VOCs) from paint, furniture, cleaning supplies and office equipment. VOCs are emitted as gases from some solids and liquids. Exposure to elevated levels of VOCs can cause headaches, fatigue and dizziness, among other symptoms. We require low-VOC paint and finishes in our interiors as well as low-emitting carpets.
The Administration and Real Estate department leads several other initiatives to ensure a safe environment for employees and protection of the natural environment. For example, each year the team leads asbestos awareness training and spill plan control and countermeasures training sessions to facility-related employees. The company uses an online portal to track which employees receive safety training, how often they receive it and how well they perform.
*Given the pandemic, at the time of this report, some of the on-site programs described in this section remain closed.