Employee Resource Groups – The Hartford has nine voluntary Employee Resource Groups (ERG) which are employee-led and dedicated to the following demographics - African Americans, Asian Pacific Americans, Hispanic/Latino, Early Career, Mature, LGBTQ, Veteran, People with Disabilities and Women. Over 40 percent of The Hartford’s employee population belong to at least one Employee Resource Group. Each ERG has an executive and senior leader sponsor that demonstrates inclusive behaviors and are visible allies for their demographic group.
- The Professional Women’s Network (PWN) is the largest of the ERG’s with over 3,500 members. The mission of PWN is to provide professional support, growth, advancement and networking to enable greater gender balance at The Hartford.
- Some of the programming opportunities offered by PWN include, expanding your network through their “Building Your Network” program and developing your business acumen through their Executive Insights program.
Women in Technology – In 2017, The Hartford launched a Women in Technology (WIT) D&I program, led by technology professionals and open to all employees in the Technology, Data and Operations organizations. The goal of this program is to provide professional support, advancement and networking opportunities for women looking to grow their career in technology.
Some of the opportunities offered under the WIT network are:
- Lean in Circles – a safe place where members can give voice to their career ambitions and dreams while also finding the courage to achieve them.
- Girls4Tech – a partnership with High School and College students to promote and encourage STEM education and careers for girls and young women in Technology.
- HartCode Academy - a comprehensive immersion program designed to provide non-developer professionals with skills to become junior developers, with a goal of re-training internal talent and encouraging women to get into coding.
Appreciating Differences and Managing Inclusion Training – The Hartford offers diversity awareness training known as Appreciating Differences and Managing Inclusion. This training focuses on (1) ensuring inclusive behaviors are understood and demonstrated by all employees, (2) facilitating a dynamic work community by leveraging diverse perspectives and experiences; and (3) fostering greater and more intentional development of all members of teams.
- In addition to Short-Term Disability and Family Medical Leave, it is The Hartford's policy to provide leave of absence to employees who desire to bond with and care for a new child following birth, adoption or surrogacy.
- Employees will be provided with leave of up to four weeks and paid at a rate of 100 percent of their base pay in effect on the day before the start of the leave.
- Birth mothers who do not qualify for a leave of absence under the Family and Medical Leave policy may take a reasonable leave of absence up to 8 weeks immediately after giving birth.
- Birth fathers, adoptive parents, and domestic partners who do not qualify for a leave of absence under the Family and Medical Leave policy may take a leave of absence up to 8 weeks immediately following the birth or adoption of a child.
Free, unlimited support for fertility, pregnancy, postpartum, and infant care along with return to work coaching is available to all employees and their partners who are: interested in or undergoing fertility treatments of any kind or interested in freezing their eggs, pregnant (or partner of a pregnant woman) or using a surrogate, considering adoption or in the process of adopting a child, and had a baby or adopted a child in the last six months.
Services include:
•Unlimited access to over 20 specialties of women’s and family health providers through video chat and messaging
•Dedicated Care Advocate who can help you find care, navigate your benefits, and understand your health bills
•Personal referrals to high-quality fertility clinics, plus exclusive treatment discounts
•Expert resources including working parent guides, Real Talks on fertility and community forums
•Milk shipping service
- Employees start with 19 days of Paid Time Off, can buy a week each year and roll forward a week of unused PTO each year, and earn more PTO based on tenure.
- The Hartford offers ZERO paid maternity leave to employees. It’s only FMLA
- In addition to being covered by the Short-Term Disability Plan, new parents can take up to two weeks paid leave.
- 4 weeks paid as of 2020
- Up to 8% (2% automatic contribution + 6% company match)
- The Hartford offers educational assistance programs like tuition reimbursement and student loan paydown.
| Benefits | Median | Average |
|---|---|---|
| Vacation Allowance(Weeks) | 3 | 3 |
| Paid Maternity Leave (weeks) | 6 | 8 |
| Unpaid Maternity Leave (weeks) | 6 | 8 |
| Paid Paternity Leave (weeks) | 4 | 5 |
| Unpaid Paternity Leave (weeks) | 3 | 3 |
| 401k Matching | Available | Available |
| Healthcare | Available | Available |
| On-Site Childcare | Not Available | Not Available |
| Flex Time | Available | Available |
