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Organizational Culture

At Allstate, we believe that when your passion fuels your purpose, you can achieve anything. Our six Leadership Principles apply to every employee and form the basis for all performance and development conversations. We expect all employees to be leaders and dedicate extensive resources to developing leaders at all levels.

Accountability

We define culture as a self-sustaining system of shared values, principles and priorities that drives positive behavior and influences decision-making within an organization. In 2019, company culture was elevated to one of six key risk categories overseen by the Allstate Board of Directors. Through work across our operations, our Human Resources team ensures a strong commitment to our culture through the growth and development of our talent.

Our employee development programs are evaluated using key reporting measures looking at behaviors, skills and mindsets, and impact on the business. Some programs are available to all employees, while others are for select audiences. Regardless of their role, all employees have a wealth of resources at their disposal.

Policies and Procedures

Leadership Principles

Allstate has six Leadership Principles, developed with input from Allstaters. They define our culture and drive our business results. These principles are embedded in talent recruitment, management and development. We strive for our employees to align their personal purpose with the Leadership Principles, and that brings Our Shared Purpose to life.

  • We’re here to serve. We are here to serve and we care – a lot. It’s at the heart of everything we do here at Allstate. We make a conscious choice to lead by serving our customers, communities and each other.
  • We win together. We expect to win. When we work toward the same mission, leverage each other’s unique strengths and focus on what’s best for our business, we win. Leaders think broadly about the impact of decisions and inspire others to action. We are a part of the Allstate team – and know when to lead and when to follow. Taking time to help other areas of the company makes us all better. We are one team – one Allstate. Hierarchy has no place at Allstate. Everybody is a leader.
  • We drive results. We are dedicated to getting the right things done well and quickly. That takes ownership and focus on the things that will have the greatest impact. We are willing to make the tough calls and move forward.
  • We’re transparent. We openly discuss the rationale for our decisions. We know that being authentic, ethical and empathetic in all of our interactions will pave the way for transparency and trust in our decisions. We value and encourage calculated risk-taking and learn from our successes and mistakes.
  • We continuously get better. We start by asking, “Why?” We are always looking for ways to continuously improve. We are externally aware and aren’t afraid to speak up, try new things and challenge the status quo. The best teams are open to possibilities. We seek out perspectives different than our own, so we can make smart decisions quickly. This is how we learn, grow and succeed.
  • We develop each other. Leaders are continuously growing and learning, both personally and professionally. We challenge and stretch ourselves. We take seriously our role in coaching others regardless of levels. Critical conversations help us grow, achieve our potential and perform better. We develop future leaders for the organization.

Programs and Performance

Career Management

Each employee receives an annual performance review, with additional performance conversations taking place throughout the year. During these formal and informal check-ins, the employee and manager discuss goals, long-term career development and share two-way feedback. Weekly check-ins are designed to guide employees on a more day-to-day basis and discuss how the employee is working to advance their performance goals.

Continued Learning

Allstate invests in training opportunities for our employees so they can be successful throughout their careers. Allstate’s integrated talent management system contains modules for:

  • Attracting and hiring new employees
  • Promoting internal advancement of current employees
  • Registering for learning opportunities such as webinars, seminars and classroom training
  • Receiving comprehensive feedback from managers, peers and teams

In addition to the modules related to career development, we offer an online portal with tools and resources to help employees set career goals. We have modules that help employees identify their strengths and opportunities, grow their networks, develop their résumés, and initiate career-related conversations with managers and peers across the company.

We also offer enterprise-wide access to Pluralsight technical skills training, via an online course library and online books. This training opportunity covers topics such as Agile, Scrum, Java, VMware, Mobile Web and ITIL practices. Additionally, employees have access to edX courses from leading institutions and professors to help develop critical business skills needed for the future of work. This includes coursework on data analysis, business management and change agility.

In 2019, Allstate held quarterly Skill Builders series for leadership and a Global Learning Week for employees. These sessions support Allstate Enterprise Learning’s mission to partner with the AORs and Allstate Business Learning teams to create consistent, scalable learning programs and platforms that empower employees to learn anywhere, anytime. Learning sessions for both programs covered five critical skills (change agility, product mindset, experimental mindset, customer focus and design thinking) for our employees’ futures, improving employability inside and outside of Allstate.

More than 1,600 leaders attended Skill Builders, and more than 6,100 employees participated in Global Learning Week. We received positive feedback from participants. 72% of leaders planned to use more than half of their learning from the Skill Builders sessions on the job. 81% of Global Learning Week participants told us they gained knowledge or skills that would help them be more successful.

Metric 2015 2016 2017 2018 2019
# of completed courses 272,581 326,439 279,843 367,837 451,491
# of unique learners 39,327 40,956 41,934 44,268 37,241
# of hours of learning 622,031 436,993 348,370 465,749 389,918

In addition to our integrated talent management system, we are working with our Strategic Workforce Planning team to provide employability and upskilling resources for employees based on the future needs of our business and the marketplace.

Tuition Reimbursement

Allstate offers tuition reimbursement to employees for a college degree, an advanced degree or an additional degree. All active full-time and part-time employees may apply, and course or degree eligibility is job-related and Allstate career path-related. We offer up to $5,250 per employee per year.

Metric 2015 2016 2017 2018 2019
# of participating employees 957 1,181 1,064 937 1,176
$ tuition reimbursement paid $3.3M $3.5M $3.7M $3.6M $3.7M

Enterprise Talent Market and Talent Share

With 45,780 full-time and 510 part-time global employees at Allstate, there is no better place to begin the hiring process than within our organization. Our Enterprise Talent Market philosophy and Talent Share programs support employees’ internal advancement. When a position opens in any department across the company, Allstate employees can apply for the position.

Metric 2015 2016 2017 2018 2019
% internal placement rate 43% 33% 43% 43% 43%

Department-Specific Development

While companywide training is important to creating a unified culture and promoting general expertise, we also promote department-specific expertise. Here are a few examples:

  • Our Life and Retirement Distribution department offers development workshops that include activities such as peer networking, compensation transparency, a book club focused on leadership, and workshops that increase awareness and understanding of other business units.
  • Allstate’s Claims department uses a state-of-the-art Learning Lab to help new Claims employees gain interactive experience to make sure they are equipped to complete job responsibilities. Our custom simulation trains employees in the 10 most common auto and property inquiries. This multistep program culminates in a live interactive role-play in which the learner will listen, respond and type while working through a customer scenario. Since this is cloud-based, the simulation can occur anywhere across Allstate’s geographic footprint.

Live and On-Demand Seminars

In addition to formal training, Allstate provides employees with a variety of in-house learning and development – live and streaming – throughout the year.

  • The Good Work Series celebrates the Good Work pillar of our Employee Value Proposition and focuses on nurturing an inspiring workplace culture.
  • Good Work Week is an annual themed event that renews our commitment to the Good Work Series. Internal and external speakers help employees connect their work to the company’s purpose and business results.
  • Leaders as Teachers provides internal perspectives from Allstate executives on leadership and other topics pertinent to our business strategy.
  • Thought Leader Forum introduces an external point of view on business and leadership to accelerate development.
  • Quarterly Skill Builders series help provide leaders with tools and resources to continuously develop their teams on crucial skills for the future of work.
  • Global Learning Week promotes a culture of learning and empowers employees to learn new skills with perspectives from industry experts, Allstate leaders and their peers.

Effective Conversations

The Effective Conversations course is open to all employees, and takes participants through a three-step model for performance, career development and engagement conversations. The course enables employees to have more effective conversations with peers, direct reports and managers.

Metric 2015 2016 2017 2018 2019
Inspire survey results: “At Allstate, I have the resources that I need to develop my professional skills and actively manage my career” 78% 79% 80% 80% 80%
Inspire survey results: “I am empowered to pursue development opportunities” N/A N/A 79% 81% 87%

Note: In 2019, the second question was phrased: “My immediate manager actively provides encouragement and time for me to participate in development opportunities.”

Targeted Leadership Development

We offer additional support to employees we identify as being part of top talent within the company to ensure successful transitions as their responsibilities increase, such as when they are newly promoted into management roles. Top talent programs include Power of MInD and external mentoring programs.

The Power of Mentoring for Inclusive Diversity (MInD)
In 2019, we relaunched our Power of Five program as MInD. This program is designed to continue developing high-potential and high-performing diverse talent and foster sponsorship relationships between senior leaders and participants through a structured mentoring program. Participants take part in 1:1s, mentoring circles, and a program conference, as well as a potential job shadowing capstone experience for selected participants. We also integrated the program with existing development conversations and opportunities such as Skill Builders, Employee Resource Groups and Global Learning Week.

With the rebranding in 2019, we added:

  • Cohorts for minority men
  • Updated guides for mentors, mentees and leaders of mentees
  • Resource library of planning activities, monthly toolkits and focus on skills needed for future success
  • Capstone job shadowing experience for nominated mentees

External Mentoring Programs

  • Women Unlimited/IMpower – A six-month management development program for women that includes monthly workshops, group mentoring, ongoing peer coaching and exposure to leading experts in a variety of corporate specialties. The program is intended for new managers – of people, of projects and/or of processes. It’s aimed at developing critical management competencies, including performance management, business acumen, and key networks and alliances.
  • Women Unlimited/LEAD – A 12-month leadership development program that includes: eight in-person workshops; three virtual sessions; on-the-job assignments; one-on-one and team mentoring by leading corporate executives; individual development planning; and networking and team-building exercises. The program is intended for midlevel female managers on the leadership track. Geared toward developing stronger strategic skills in emotional intelligence, leadership presence, influence and the priorities of leaders vs. managers.
  • Menttium/Momentum – A 12-month program consisting of one-on-one mentoring; access to business, professional and leadership education; and peer networking opportunities for professionals of color with at least three years of experience. Topics include: problem-solving, goal-setting, mentoring and perspective on corporate life and its universal opportunities and challenges, etc.
  • Everwise Talent – A 12-month professional development program that includes a six-month, one-on-one formal mentoring partnership; in-person networking events and skill-building workshops; access to their software learning engine (providing content that is relevant to individual professional goals and needs); and a personal “career concierge” to help navigate available development options.
  • Everwise Women – A 12-month professional development program that includes a six-month, one-on-one formal mentoring partnership; in-person networking events and skill-building workshops; facilitated peer groups; access to their software platform providing resources curated to individual goals and needs; and a personal ”career concierge” to help navigate the development experience.
  • Impact Emerging Leaders – Designed to prepare employees for their first managerial role.
  • Impact Leading Others – Designed to prepare managers for future senior leader roles.

Employee Development

  • Strategic Workforce Planning – This team within our Human Resources organization is evaluating the skills, number and location of workers we need to succeed. Our initiatives include reskilling workers who have responsibilities that may not be needed in the future and upskilling workers who can advance beyond their current skills.
  • Leader Effectiveness-First Level – Designed to develop newly promoted or newly hired leaders, Allstate’s LE-FL program follows a tiered approach to provide additional training to new leaders as they acclimate to their roles. In the first 90 days, Tier One presents foundational training through video, eLearning, microlearning and job aids. Over the rest of the employee’s first year in leadership, Tier Two incorporates the New Leader Development Studio, described below, as well as the half-day and in-person Leveraging Inclusive Diversity program and other topics delivered through eLearning. This program was sunset August 2019 and is being replaced in 2020 with updated, on demand management and leadership essentials curriculum.
  • New Leader Development Studio – NLDS targets new leaders who are assuming direct reporting responsibilities for the first time at Allstate. Apart from covering the administrative functions associated with leading a team, NLDS focuses on developing the self-awareness crucial to effective and inspiring leadership, paying special attention to the ability of new leaders to drive results.

Talent Pipeline Programs

  • Executive Development Program – A three-year rotational leadership development program that recruits, selects and develops experienced and diverse general management MBA candidates and helps equip them for success and to potentially become future executives of Allstate. In 2019, EDP had 19 participants.
  • Leadership Development Program – Committed to continuously identifying and developing future leaders. We select recent college graduates with high potential and help equip them for successful futures as leaders at Allstate. In 2019, there were 92 active participants in LDP, in three cohorts.

Customer-Centric &
Responsible Products

Ensuring our products are accessible, competitively priced, and considerate of environmental and social impacts are essential components of our Transformative Growth Plan. We are dedicated to providing products and experiences that meet evolving customer expectations and needs, and market conditions.

Accountability

Developing and providing products is a shared responsibility of multiple teams, including Product, Innovation, Marketing and Technology. Making our products more affordable enables stronger financial inclusion. Allstate’s efforts to promote financial inclusion lie at the intersection of business and social value — generating positive feedback and helping society. We challenge ourselves to create innovative products and services to meet customers’ needs and outperform the competition.

Policies and Procedures

Advancements in data collection, computing power and technology have enhanced our ability to refine pricing models to ensure we have competitive prices. Allstate agency owners and staff build personal relationships with each customer. They look to offer the best insurance solutions at the right price for each customer, balancing risks and costs. For auto insurance, we use information such as driving records, location and vehicle type to provide accurate and competitive prices. We base our homeowners insurance pricing on external factors such as historical weather patterns for the area, the cost of labor and building materials, the home’s age, and homeowner policy preferences such as deductible amount.

Allstate offers several ways to reduce customers’ premiums, including discounts for insuring both their car and home with Allstate, maintaining a safe driving record, and using Drivewise to reward and encourage safe driving behavior. Customers may also receive credit for installing safety features like smoke detectors and home security systems.

Pandemic Response

Given an unprecedented decline in driving due to the COVID-19 pandemic, we provided auto insurance customers a Shelter-In-Place Payback representing approximately $1 billion, with most customers receiving 15% of their monthly premium in April, May and June 2020. Since our lives have also become more digital, Allstate offered our Identity Protection product to U.S. residents, regardless of whether they are already Allstate customers for free for the remainder of 2020. To address the need to limit in-person contact when possible, we increased the utilization of virtual tools such as QuickFoto Claim® and Virtual Assist® to allow for a simple, fast and safe claims handling process for customers and our employees.

For customers seeking payment relief, we offer a special payment plan that allows auto and property insurance premium payments to be delayed for 60 days without penalty. Customers utilizing the special payment plan can also choose to pay what they can afford during the 60 day period, with no minimum payment required.

While people were sheltering in place under States of Emergency, we extended coverage to protect customers using their personal car or motorcycle to deliver food, medicine or other commercial goods, commercial activity which is typically excluded by standard personal auto policies.

Programs and Performance

Environmentally Responsible Products

As part of our strategy to mitigate climate change, we work to reduce our carbon footprint while helping customers reduce theirs. For example, we offer policyholders the Homeowners Policy Green Improvement Reimbursement Endorsement. If purchased, it allows a customer to replace damaged or destroyed appliances and equipment with more energy-efficient items and be reimbursed by Allstate for the additional cost.

The reimbursement applies to certain categories of Energy Star®-rated products such as: washers and refrigerators; computers and other electronics; heating and cooling equipment; and certain plumbing and building equipment. These products are designed more efficiently to save electricity or water, reducing a home’s environmental impact while lowering homeowners’ utility bills. Allstate offers the Homeowners Policy Green Improvement Reimbursement Endorsement in most states.

QuickFoto Claim®

QuickFoto Claim has revolutionized our claims model for vehicles that have damage but are still drivable. With this free, user-friendly app, a customer can take photos of a car’s damage and submit them directly to our team of highly trained auto technicians, who can remotely calculate the estimated damage.

Drivewise®

Telematics is the science of collecting data through sensors in a vehicle, which enables us to redefine insurance. Drivewise uses telematics to personalize the auto experience and provide customers insights into their behavior to promote and reward safe driving. Drivewise is available in 50 states and the District of Columbia. Allstate was the first major U.S. insurer to bring to market a mobile app to collect data for a telematics-based insurance program.

Milewise®

Pay-per-mile coverage is an innovative kind of auto insurance based primarily on the miles a customer drives. Consumers today are accustomed to personalized products or services that give them more control over cost and usage, and we’re staying on top of this trend. Milewise, Allstate’s pay-per-mile auto insurance, is available in 14 states plus the District of Columbia and will expand into more states in the coming year. Milewise gives customers more control over their auto insurance costs with the same great coverage and claim service from Allstate.

Allstate Identity Protection

Allstate Identity Protection is reinventing privacy and identity protection by giving people the tools to see, control and protect their digital lives.

Avail

Avail is a peer-to-peer car sharing platform that connects drivers and car owners, providing a protected car sharing experience conveniently located where people live, work and travel.

Arity

Arity is a mobility data and analytics company that turns billions of miles of driving data into predictive insights to make transportation safer and improve the accuracy of auto insurance pricing.

Ride for Hire® and HostAdvantage®

With the rapid growth of consumers using personal cars and homes to participate in the sharing economy, Allstate moved quickly to provide coverage options that address their needs:

  • Ride for Hire provides Allstate customers who drive for companies like Uber and Lyft an optional endorsement to help fill the gap between their personal auto policy coverage and what’s provided by the transportation network company’s commercial policy.
  • HostAdvantage provides Allstate customers who rent out their homes on sites like Airbnb and HomeAway coverage options to help with their personal property protection gaps.

Financial Inclusion

Allstate’s efforts to promote financial inclusion lie at the intersection of business and social value — generating positive feedback and helping society. We challenge ourselves to create innovative products and services to meet our customers’ needs and outperform the competition. Financial inclusion is an important issue for companies providing financial services; legal and reputational considerations are an important part of our management of this material topic.

Financial Literacy Curriculum

The Allstate Foundation Purple Purse Moving Ahead Curriculum offers a range of information from basic money and financial management principles to advanced long-term financial planning.

Allstate addresses financial inclusion through our work with survivors of domestic violence. Many survivors don’t have the financial literacy or the assets to escape their circumstances. As part of our Purple Purse program, we offer the Moving Ahead financial literacy curriculum free of charge to survivors and their advocates. When we give survivors tools and access to a healthy financial life, we empower them to participate in the economy.

A study by Rutgers University in 2014 found that the Allstate Foundation Purple Purse Moving Ahead curriculum helped survivors become more independent and feel safer, more hopeful and less financially strained. The study involved 457 survivors, selected based on their use of the Moving Ahead curriculum. Participants reported less hardship, less financial strain and a 10% increase in quality of life ratings.

Offering Competitive Prices

Advancements in data collection, computing power and technology have enhanced our ability to refine pricing models to ensure we have competitive prices. Allstate agency owners and staff build personal relationships with each customer. They look to offer the best insurance solutions at the right price for each customer, balancing risks and costs. For auto insurance, we use information such as driving records, location and vehicle type to provide customers with accurate and competitive prices. We base our homeowners insurance pricing on external factors such as the historical weather patterns for the area, the cost of labor and building materials, how old the home is, and homeowner policy preferences such as deductible amount size.

Allstate offers several ways to reduce customers’ premiums, including discounts for insuring both their car and home with Allstate, safe driving, and using Drivewise to monitor safe driving practices. They also receive credit for installing safety features like smoke detectors and home security devices.


Volunteerism

Allstate’s employees and agency force bring out the good by contributing time and talent to a variety of organizations through our volunteer programs.

Since 1976, our Helping Hands volunteer program has empowered Allstate agency owners and employees across the country to give back and make a difference in their communities. Every day, this spirit of caring is embodied by an employee network of Helping Hands committees at our offices. These committees of local Allstate volunteer leaders collaborate with colleagues and community partners to find opportunities to give back in meaningful ways. The commitment and creativity of our Helping Hands committees powerfully connect us to local organizations and create grassroots change.

We want to help Allstaters discover and follow their passions, so we offer several ways to get involved. In 2018, employees and agency owners reported 260,000 hours of community service.

Volunteer Hours

Allstate Bring Out the Good® month

Our passion for giving back shows year-round, but once a year we rally during Allstate’s annual monthlong community involvement campaign to make an incredible impact on our communities. Beginning with Give Back Day in 2009, expanding to Allstate Week of Service in 2012, and growing in 2015 to Allstate Bring Out the Good month, Allstaters volunteer in droves every April. Allstaters completed 1,013 volunteer projects in April 2018, and 896 Bring Out the Good month coordinators inspired their teams to give to and volunteer with our nonprofit partners. In total, a record 25,612 Allstate employees, agency owners and agency staff participated in our 2018 Bring Out the Good month, benefiting over 10,700 community organizations.

Allstate Foundation Helping Hands Grants

To celebrate and honor the involvement of our agency owners, financial specialists and employees, The Allstate Foundation provides Helping Hands Grants to nonprofit or municipal organizations where agency force members and employees volunteer. The Allstate Foundation adjusted its framework in 2018 to ensure broader and more equal access to funding opportunities. The total amount of funding was $7.6 million, but agency owners and financial specialists now have two ways to earn grants. Individuals can earn up to two grants for an eligible organization of their choice by volunteering for a minimum of four hours. Additionally, agency owners can organize a group project, including any mix of agency staff, financial specialists or Allstate employees. After volunteering for a minimum of four hours, the group can choose an organization that becomes eligible for an award.

Helping Hands Grants play a critical role in building Allstate’s reputation in local communities and helping the agency force establish a local presence. Spreading our culture of caring throughout the network of agencies has increased community visibility for the agency force and generated unparalleled excitement about the Helping Hands Grants program. We increasingly see agency owners using Allstate programming to strengthen their communities and enhance their leadership.

In 2015, The Allstate Foundation set a goal having 50% of agencies earn Helping Hands Grants by year-end 2017. Initially, we fell just short of that target. The Allstate Foundation trustees increased funding for the program, and we reached the target in 2018. The number of Allstate employees who earned Helping Hands Grants increased 35% from 2017 to 2018.

Helping Hands Grant

Local Presence Community Engagement Programs

We help position agency owners as local leaders by providing programs and resources for issues that matter to them and their communities. These tool kits focus on engagement opportunities around empowering youth and financially empowering survivors of domestic violence, as well as volunteerism, safe driving and disaster preparedness. Beyond turnkey programming, we offer agency owners one-on-one consultations to help build community involvement into their annual business plans and connect them with the programming, resources and promotional support for causes that matter most to them and their communities.

In 2018, more than 5,000 agency owners volunteered to earn an Allstate Foundation Helping Hands Grant for a local nonprofit. Agency owners reported a 78% satisfaction rate with the effectiveness of the tools, resources and programs that Allstate and The Allstate Foundation offered them to build their local presence. Our 2018 reputation data collected in partnership with the Reputation Institute shows a significant increase in the number of agency owners who believe Allstate provides them tools to be visible in their communities.

Strengthening the Nonprofit Community

Allstate is committed to building resilient communities by supporting our nonprofit partners with funds and with our expertise and creativity. Giving our time and talent offers opportunities for employees to build deeper connections with their neighborhoods.

Allstate Officer Nonprofit Board Program

Allstaters drive strong positive change by contributing their time and talent at every level of organizations in their communities. Through the Allstate Officer Nonprofit Board Program, we help officers join boards of nonprofits whose missions advance our strategic social impact areas. By participating in this program, Allstate leaders expand their networks, gain leadership experience and give back to the community.

In 2018, 71 Allstate officers served on the boards of 84 organizations. Of those, 83% had missions that aligned with Allstate’s priority areas of supporting survivors of domestic violence and empowering youth. Allstate officers personally support these organizations with their skills, expertise, time and charitable giving. In addition, Allstate gives a portion of our corporate philanthropic dollars to these organizations.

Allstate Officer Nonprofit Board Program

Allstate Fellows

Started in 2011, Allstate Fellows is a skills-based volunteer initiative investing in the professional development of our employees while also addressing critical needs of nonprofit organizations such as financial management skills and human resource expertise. By leveraging Allstate’s talent to address real-life challenges at nonprofits, we empower employees to lead the way and make an impact.

In 2018, 29 highly skilled Allstate employees helped 18 nonprofit organizations address critical challenges during three-month fellowships.

Social Impact & Community Leadership

One of Allstate’s and The Allstate Foundation’s roles in society is to strengthen communities so they can prosper. Allstaters take a stand to empower youth, uplift survivors of domestic violence, and support the communities where we live and work. We use our resources to bolster communities and the nonprofits that serve them.

While the following reflects 2019 achievements, we also included our 2020 community action following the COVID-19 pandemic. Please see our Looking Ahead information below for these details.

Accountability

Through partnerships with nonprofit organizations across the country, Allstate and The Allstate Foundation work to create prosperous communities where people are inspired and empowered to realize their hopes and dreams. Established in 1952, The Allstate Foundation is an independent charitable organization made possible by The Allstate Corporation. Fully funded by donations from Allstate, the Foundation invests nationally and locally in the communities where we live and work.

In 2019, Allstate and The Allstate Foundation invested nearly $40 million in communities.

Giving by Allstate and The Allstate Foundation

Accelerating Social Impact & Community Leadership

We are passionate about solving complex problems through our perseverance, courage, long-term approach and a drive to do more than anyone thought possible. Through The Allstate Foundation, we take a surround-sound approach to accelerate progress on key issues by dedicating volunteer time, resources, expertise and funding to organizations that build vibrant and resilient communities.

  • We champion bold ideas: From ending domestic violence to bolstering local communities to creating a brighter future for the next generation, we believe in setting our sights high and bringing our expertise to bear to address today’s greatest social issues.
  • We accelerate change: Together with our partners, we empower today’s visionaries and innovators to test, learn, champion and implement the best solutions.
  • We create lasting impact: With an outcomes-focused and data-driven approach, we take a long-term view of our work to ensure it’s scalable, sustainable and measurable to create lasting change.

The Allstate Foundation focuses its support on key issues enabling us to accelerate social change:

  • Youth Empowerment: Prepares young leaders with social and emotional learning skills and engages them in service-learning, enabling youth to take charge of their future
  • Ending Domestic Violence: Breaks the cycle of domestic violence through financial education and empowerment for survivors, including healthy relationships education for young people
  • Nonprofit Leadership Center: Ensures nonprofits fulfill their vital missions by providing free leadership development training available to all nonprofit employees in the nation.
  • Community Leadership: Encourages Allstate agency force members and employees to donate their time, expertise and financial resources to benefit local communities.

Youth Empowerment

The Allstate Foundation’s focus on youth began 15 years ago with an aggressive effort to combat teen deaths in car crashes. In 10 years, the rate of teen deaths in car crashes fell 50%. Our current effort is about looking to the future and preparing youth to lead successful lives.

Research shows that social and emotional learning skills, like resilience, empathy and teamwork, are a better predictor of lifelong success than academic ability alone, and increasing these skills results in both immediate and long-term improvements in school, work and life. The benefits of SEL apply to every child, regardless of background, socioeconomic status, interests and aptitudes.

The Allstate Foundation is dedicated to increasing access to programs that build SEL skills. We also provide service-learning opportunities for youth to achieve goals for their community and build skills and gain insights for themselves. We believe – and research shows – that combining SEL and service-learning has a powerful impact that can help youth build skills like empathy, teamwork and critical thinking. In fact, in a recent survey, 89% of teachers said that volunteering caused their students to show increased leadership skills among peers.

We partner with organizations to scale SEL and service-learning resources for educators, parents and youth, and invest in research and curriculum that translates into better short- and long-term outcomes for young people. In 2018, we launched a five-year, $45 million national campaign to empower young people with SEL and service-learning. By the end of 2019, we exceeded our initial goal to deliver SEL programming to 14 million young people by 2022. In 2019, we contributed $10 million toward this campaign, the majority of which funds evidence-based direct services. We also focus on building awareness of the importance of SEL and service-learning among educators, families and policymakers.

We believe that if you make a positive impact on enough youth, the ripples will help a family, a school, a community and ultimately the world.

Domestic Violence

The Allstate Foundation’s domestic violence program – formerly known as Purple Purse – is the longest-running national campaign focused on ending domestic violence by providing financial empowerment to survivors. Allstate is proud to be one of the first major corporations to address domestic violence and to focus on the role of financial abuse. While most people think only of physical abuse when they consider domestic violence, financial abuse occurs in 99% of all cases. It’s an invisible weapon that keeps victims trapped in abusive relationships.

New in 2019, we broadened our program focus and expanded our prevention efforts to advance and scale education on healthy relationships and healthy financial relationships. We have embarked on new partnerships, programs and research that could help reduce the number of young people who will experience domestic violence and financial abuse in their lifetime.

Since 2005, The Allstate Foundation has invested more than $70 million toward ending domestic violence and financial abuse and helped empower more than 2 million survivors on the path to safety and security. This program encompasses direct service support, thought leadership, and public awareness and engagement activities.

In 2019, we involved nearly 36 million people in our campaign. We provided 55,000 domestic violence survivors with financial education through programs like our Moving Ahead curriculum, training and/or support services. We also expanded our advocate training strategy and trained more than 4,400 advocates, a 42% increase from 2018.

During National Domestic Violence Awareness Month, Allstate agency owners in 2019 teamed up to volunteer and host professional clothing drives for local shelters, earning $500,000 in Allstate Foundation grants for many participating nonprofits. Allstate employees from 68 offices raised money, donated supplies and volunteered. We also launched a new campaign platform and shared survivor stories to increase public understanding of financial abuse and enlist them in the Foundation’s mission to end domestic violence.

Last year, we changed how we measure the number of survivors we empower each year to provide a more targeted and meaningful reflection of the Foundation’s impact. We now measure the number of domestic violence survivors who specifically receive financial education, training or support through Foundation grants. This new method will yield smaller numbers, but they will be more specific to our focus and more representative of our impact.

2019
Survivors who receive financial education or support services (annually) 56,000
Agency owners engaged 981

Nonprofit Leadership

Nonprofits provide important services that make our communities stronger, safer and more vibrant. The Allstate Foundation is committed to strengthening the nonprofit sector to build more prosperous communities for all. We support nonprofit leadership development through The Allstate Foundation Nonprofit Leadership Center.

We joined forces with Northwestern University Kellogg School of Management’s Center for Nonprofit Management to offer free in-person and online nonprofit leadership development programs available to every nonprofit employee in the nation. Each year, our Executive Leadership Program provides 30 competitively selected leaders with yearlong classroom-based learning, networking and mentoring. Our Nonprofit Management Essentials online courses are available in three formats to meet diverse learning styles and objectives from self-paced study to group train-the-trainer courses. More than 30 online modules are provided on critical subjects like Messaging that Moves People; Building Stronger Community Partnerships; and Managing Your Stakeholders. In 2019, almost 5,000 leaders developed their competencies through the program, compared to just over 2,000 leaders who participated in 2018. Surveys show participants continue to thrive in their positions, taking on new responsibilities and sharing their knowledge with co‐workers and personal networks. In 2019, we added program content to extend our impact, including more options for leaders and nonprofit organizations to use online resources, and began work on new data analytics coursework.

Community Leadership

Allstate’s employees and agency force bring out the good by contributing time and talent to a variety of organizations through our volunteer programs. Since 1976, our Helping Hands volunteer program has empowered Allstate agency owners and employees across the country to give back and make a difference in their communities. Every day, this spirit of caring is embodied by an employee network of Helping Hands committees at our offices. These committees of local Allstate volunteer leaders collaborate with colleagues and community partners to find meaningful ways to give back. The commitment and creativity of our Helping Hands committees powerfully connect us to local organizations and create grassroots change.

To help Allstaters discover and follow their passions, we offer several ways to get involved. In 2019, we volunteered with 8,542 nonprofit organizations – individually or in teams. According to our reputation survey results, 69% of employees and 79% of agency owners and agency staff volunteered in 2019.

We give back to our communities year-round but emphasize community involvement during Allstate’s annual month-long campaign to make a greater impact on our communities. Beginning with Give Back Day in 2009, expanding to Allstate Week of Service in 2012, and growing in 2015 to Allstate Bring Out the Good® month, Allstaters volunteer in droves every April. In April 2019, Allstaters completed 1,057 volunteer projects, and 914 Bring Out the Good month coordinators inspired their teams to give to and volunteer with our nonprofit partners. In total, 30,091 Allstate employees, agency owners and agency staff participated by giving and volunteering, benefiting almost 16,000 community organizations.

The Allstate Foundation promotes volunteerism by providing employees with a $500 Helping Hands Grant after they complete 16 hours or more of community service for an eligible nonprofit organization. In 2019, 676 employees earned 867 Helping Hands Grants, providing $433,500 to 602 nonprofit organizations. This represented a 16% increase in grants over 2018. In addition, Allstate honors employees’ volunteerism through our Helping Hands Awards. Every month, an employee or team is recognized with a Helping Hands Award for their outstanding volunteer service. Award recipients select an eligible nonprofit to receive a $1,000 grant from Allstate, and their volunteer story is shared to inspire others.

To help agency owners be local leaders, we offer programs and resources that address issues that matter to them and their communities. The Allstate Foundation provides Helping Hands Grants to encourage and recognize community service performed by the agency force. Agency owners can earn two $500 grants after completing at least four hours of service for each grant. They also can participate in Group Helping Hands Projects with at least five other Allstate volunteers. Projects can earn from $5,000 to $20,000, depending on the project’s social impact and other considerations. In 2019, the agency force joined together to complete more than 620 Group Helping Hands Projects across the country, an average of more than 11 projects per week and a 50% increase over 2018.

In addition, agency force members can share their expertise by using community toolkits developed by Allstate and The Allstate Foundation. These tool kits focus on empowering youth and financially empowering survivors of domestic violence, as well as safe driving and disaster preparedness. Allstate offers agency owners one-on-one consultations to help build community involvement into their annual business plans and connect them with the programming, resources and promotional support for causes important to their communities.

In 2019, The Allstate Foundation improved the way it tracks and reports how our agency force serves their hometowns. We recognized that agencies support their communities in many ways, including volunteer service, sharing expertise and financially contributing to nonprofit organizations. Last year, an increasing number of agency force members stepped up to serve as community leaders across the nation, which led to more nonprofits and communities benefiting from their charitable service and support.

Agency Force Community Leadership 2018 2019
Percent serving as a community leader 61% 66%
Nonprofits benefiting from their service 2,749 2,938
Communities served 1,581 1,598

Allstate Officer Nonprofit Board Program

Allstate is committed to building resilient communities by supporting our nonprofit partners with funds and with our expertise and creativity. Giving our time and talent offers opportunities for employees to build deeper connections with their neighborhoods. Through the Allstate Officer Nonprofit Board Program, we help officers join the boards of nonprofits whose missions advance our strategic social impact areas. By participating in this program, Allstate leaders expand their networks, gain leadership experience and give back to the community.

In 2019, 79 Allstate officers served on the boards of 88 organizations. Of those, 76% had missions that aligned with Allstate’s priority areas of supporting survivors of domestic violence and empowering youth. Allstate officers support these organizations with their skills, expertise, time and charitable giving. In addition, Allstate gives a portion of our corporate philanthropic dollars to these organizations.

Community Leadership

Allstate Fellows

Started in 2011, Allstate Fellows is a volunteer initiative that shares the specialized skills and expertise of Allstate employees to strengthen the infrastructure of nonprofits, helping them build and sustain their capacity to achieve their missions. The program also invests in employees’ professional development by providing them the opportunity to apply their skills in a new environment and learn more about the nonprofit sector. Employees apply for a three-month fellowship at a nonprofit to support critical projects like talent recruitment, information technology, cybersecurity, marketing, strategic planning and more. In 2019, 12 highly skilled Allstate employees helped 8 nonprofit organizations address critical challenges during three-month fellowships.

The Giving Campaign

In addition to the social impact work of the Foundation and supporting the community leadership of Allstaters, we honor the passions of Allstaters by offering a match on qualifying charitable contributions. Since 1997, the Giving Campaign has raised $130 million for thousands of nonprofit organizations across the country, and in 2019, the funding of the match transitioned from Allstate to The Allstate Foundation. The Allstate Foundation Giving Campaign is a testament to Allstaters’ long-standing generosity with our community partners.

In 2019, The Allstate Foundation Giving Campaign raised a total of $7.2 million from Allstate employees, agency owners and staff. For every dollar donated by Allstaters, a 15-cent match is provided, and The Allstate Foundation contributes an additional 5 cents to local United Way organizations. In 2019, Giving Campaign donations were distributed to more than 9,200 nonprofit organizations across the country. Allstaters can also request a $1-for-$1 match on contributions made to higher education institutions, up to $5,000 per year.

The Allstate Foundation Giving Campaign

Allstate also supports local communities through an array of initiatives, including our hometown program, The Renewal Project, The Better Arguments Project, the Allstate Officer Nonprofit Board Program and Allstate Fellows.

Hometown Presence

Allstate’s hometown program places a special focus on philanthropy in our talent center locations to support youth empowerment. For more than 10 years and over $50 million invested, we have focused our efforts on the Chicago area, helping improve the odds for at-risk or acutely at-risk youth. In 2018, our hometown program expanded to Allstate’s talent center in Charlotte, North Carolina, and then in 2019 to Irving, Texas. In late 2020, the program will launch in Chandler, Arizona. Expanding existing programs yields social good, achieves business goals, demonstrates our values and builds trust in these new communities. Programs funded with Allstate’s corporate philanthropic dollars also support Allstate’s presence as a hometown leader and contribute to our strong brand legacy.

In 2019, for the fifth year, we focused on programs and partnerships that empower youth by improving their social emotional learning skills. We seek to address both the causes and the effects of poor SEL skills and inequality by providing intellectual and human capital to build capacity and leadership rather than simply providing funding. For example, taking positions on the boards of the nonprofits we fund and supplying skilled volunteers to those organizations allows us to better understand and attempt to eliminate the structural causes of poor SEL skills among Chicago’s at-risk and acutely at-risk youths.

Our focus is on programs that help youth increase self-awareness, social awareness, relationship skills and responsible decision-making. Our program is built on:

  • a deep commitment to developing the qualities that turn at-risk youth into empowered youth, guided by the skills identified in by leading experts in the field.
  • strong partnerships with the local communities’ most trusted institutions to create reliable programming and direct access to youth who can benefit most from our support.
  • a focus on measurable results that we deliver in partnership with our grantees

Allstate’s innovative and strategic funding of 150 grants/sponsorships to organizations serving Chicago, Charlotte, Dallas/Irving and soon Chandler/Phoenix makes a positive difference in youths’ lives. The outcomes reported by our nonprofit partners confirm that our portfolio of programs has laid the groundwork for more engaged students and generated new opportunities for at-risk youth across these cities.

Youth Participants

The Renewal Project

As a network of 10,000 small businesses in communities across the country, Allstate knows that good ideas start at the local level. Individuals, entrepreneurs and organizations are finding creative solutions to the most pressing social and economic challenges. We believe that communities have the power to create their own renewal. Through the Renewal Awards and TheRenewalProject.com, Allstate supports civic innovation and grassroots action. We are determined to find and tell the stories of individuals and organizations who are solving problems in their communities.

The Renewal Project shares the stories of the problem solvers behind that renewal, because we know that a good idea in Charlotte could inspire a great idea in Albuquerque – and vice versa. It is our hope that more and more people will inspire one another to take action and work together to strengthen their communities.

The Better Arguments Project

The Better Arguments Project is a new national civic initiative created to help bridge ideological divides by teaching Americans how to have better arguments. We believe that equipping communities to have arguments rooted in history and best practices of constructive communication will make the country healthier. The Better Arguments Project is a partnership among Allstate, the Aspen Institute, and Facing History and Ourselves.

Looking Ahead

Through The Allstate Foundation, we envision resilient communities that empower, educate and inspire individuals to bring about positive change. With that in mind, we continue to evolve and modernize our work to help accelerate social impact by empowering and educating the most vulnerable, inspiring today’s visionaries and promoting community leadership.

Amid the coronavirus pandemic, The Allstate Foundation contributed $5 million to accelerate relief and recovery for domestic violence victims, youth in need, first responders and communities at large. For example, we donated $1 million in support of first responders, and agencies donated N95 masks from catastrophe preparedness kits to frontline workers. We’re also empowering Allstaters to help address the increased needs of communities by offering virtual volunteer opportunities, increasing The Allstate Foundation match to 100% (up to $500 per person per year) and making the Allstate Fellows program fully virtual. Further, to address the increased risk of domestic violence during this time, we pledged $500,000 to the National Network to End Domestic Violence for micro-grants benefiting more than 100 local domestic violence organizations. We also provided funding to quickly assist the National Domestic Violence Hotline and National Runaway Safeline.

In 2020, we announced that we will add equity as a focus area for the Foundation, building on our success in empowering youth and helping victims of domestic violence. Through our efforts, we will work to accelerate equity and help drive systemic change.