A Summary of Allstate's Measures to Ensure Employee Health and Safety

More That Matters
Employee Health & Safety

Allstate strives to set the standard for employee health and safety.

Go Up Next Section

Employee safety is a moral imperative—and it makes good financial sense. Allstate focuses on preventing injuries so employees and contractors can live their lives fully.

Prevention also saves the company money by avoiding lost work time and medical claims. Allstate’s safety mission is for all employees, contractors and visitors to return home safely every day. The company’s approach goes beyond compliance and focuses on exceeding federal requirements.

Definition

Making resources available to promote the satisfaction, work-life balance, health and well-being of employees; ensuring safe working conditions; having a robust safety training program; meeting and exceeding global health and safety regulatory requirements.

Support

We believe people do their best work when they are healthy and feel good. That’s why Allstate employees have access to an array of market-competitive benefits and programs to help support their physical health, financial security and work-life balance.

HIGHLIGHT STORY

Energy for Life

We have a network of more than 200 well-being champions throughout our organization.

Read More Read More

Rather than limit our focus to the Occupational Safety and Health Administration’s construction industry regulations, Allstate uses OSHA’s general industry regulations, 29 CFR 1910, as a starting point.

Allstate effectively manages workplace safety through several measures:

  • Governance
  • Safety equipment
  • Safety training and education
  • Monitoring and audits

Governance

Allstate’s Enterprise Workforce Safety Committee, which includes representatives from Risk Management, Administration and Real Estate, Law & Regulation, Compliance and Corporate Relations, meets regularly to discuss how to mitigate safety concerns.

If employees have concerns, they are encouraged to contact Safety and Environmental teams, or contact human resources through Ask HR, a dedicated line to reach the team quickly by phone, email or chat page, or i-Report, Allstate’s confidential process for reporting ethical concerns.

Safety Equipment

Allstate provides personal protective equipment at no charge to employees. All of our 140 locations have working fire extinguishers and, in total, we have 344 automated external defibrillators distributed across these locations. Portable extinguishers are evaluated annually with additional monthly quick checks. We actively monitor the age of each piece of safety equipment and ensure that AED replacement pads and batteries ship automatically prior to the expiration date. To supplement our safety equipment, a new corporate program enables employees to receive CPR and AED training. These classes are held on an as-requested basis, and are not required for most employees. In 2016, we trained 610 people enterprise-wide.

Safety Training and Education

Our safety training provides employees the specific education they need, based on their role within the organization. While Allstate is primarily an office environment, our printing and communications center, service center, record center and engineering employees require targeted training.

In 2016, Allstate provided targeted safety training to 597 active employees throughout the enterprise. Another 113 users have been trained but are no longer in the role for which training was intended. This exceeds OSHA, National Fire Protection Association and U.S. Environmental Protection Agency expectations. Where safety issues could have catastrophic results, Allstate annually trains employees, exceeding OSHA requirements.

Beyond training, Allstate continues to send out weekly blog articles—called Safety Food for Thought—on safety-related issues. These articles, sent to employees in a safety-required role and available to all employees, provide valuable safety information and tips.

IAQ Survey Responses

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 correctly perform their tasks. In all large locations owned and managed with a triple net lease—where Allstate manages all aspects of the facility—the company performs annual safety site audits based on OSHA general industry guidelines. In 2016, audits increased by 3 percent.

Slips and falls are Allstate’s most common safety issue; in 2016, we saw great progress and reduced slips and falls by 35 percent.

Some of this difference is related to a milder winter. We are also now addressing each slip and fall immediately to ensure the cause is mitigated and a second incident does not take place. The company evaluates parking lots, entranceways and doors to ensure no identifiable trip hazards exist. Allstate’s safety team works closely with the security team to review incident reports and correct safety issues to minimize the risk of future accidents.

From an environmental perspective, Allstate has an ongoing indoor air quality program. Every two to four years, we conduct IAQ surveys to assure our locations are safe and meet Allstate’s IAQ comfort guidelines. Allstate developed these guidelines using applicable OSHA and American Society of Heating, Refrigerating, and Air Conditioning Engineers standards for indoor air quality. In 2016, we conducted 57 IAQ surveys, covering about a third of all owned and leased locations above 5,000 square feet in size.

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 training sessions. The company uses an online portal to track which employees receive safety training, how often they receive it and how well they perform.

We evaluate our performance using these key indicators on a quarterly basis, comparing year-over-year results and adjusting as needed to improve our companywide safety approach.

Strengths

In 2016, 28,039 or 85 percent of Allstaters took part in the online health risk assessment, which helped employees identify their strengths and potential problem areas to initiate a productive conversation with their doctors.

Employee Health and Wellness

We believe people do their best work when they are healthy and feel good. That’s why Allstate employees have access to an array of market-competitive benefits and programs to help support their physical health, financial security and work-life balance.

Through our Allstate Good Life®  well-being programs, we have learned that people are more likely to make healthy choices like exercising, eating right and getting physical checkups when they are influenced by their peers to do so. We have a network of more than 200 well-being champions throughout our organization. These employees are empowered to help create a culture of well-being in more than 100 Allstate offices.

Allstate offers bicycles for employees to travel around its Northbrook, Illinois, location, encouraging movement during the work day.

We also recognize that people take better care of themselves when they have the tools to help them make their own health decisions. In 2016, 28,039 or 85 percent of Allstaters took part in the online health risk assessment, which helped employees identify their strengths and potential problem areas to initiate a productive conversation with their doctors. Allstaters who took the assessment and enrolled in the company-sponsored medical plan for the following year also avoided a surcharge on their medical plan premiums. More than 2,820 employees took advantage of health coaching to work on issues such as reducing stress or changing food habits.

March Mania had more than 10,000 employees forming teams and challenging themselves to walk 100,000 steps over three weeks to earn an incentive and bragging rights. In 2016, for the first time, Allstate also offered a sleep tracking incentive opportunity. Over 6,000 people chose to earn at least one of their wellness incentives while sleeping. Others tracked nutrition, or used a mobile app to sync a step tracker and “Stride through 85” years of Allstate historical milestones. There were 15,524 employees and 1,802 spouses / domestic partners who earned at least one $100 wellness incentive.

Financial well-being is just as important as physical well-being in helping to support employees’ ability to do their best work. In 2016, we added HelloWallet, a Web and mobile application designed to help employees reach their financial goals. It offers employees a chance to gain insights into their finances by seeing all their accounts in one place, provides suggestions for setting priorities and helps employees pay down debt and save for the future.  Allstate included HelloWallet in its menu of wellness incentives, offering a $100 wellness incentive to employees who built a budget of 10 items or more and logged in three times. Twenty-two percent of Allstaters enrolled in 2016.

Allstate also continued to provide financial well-being seminars during its Fourth Annual Financial Fitness Week. Over 4,066 employees attended and viewed sessions on personal finance including everything from student loans and investing 101 to how our personal history influences how we handle money and how to help close the racial gap in financial well-being.

Financial Fitness Week Metrics