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Diversity and Inclusion

At MetLife, we understand that respecting and valuing the differences among our people makes us a more inclusive and innovative organization.

By embracing diversity and cultivating an inclusive work environment across our operations in more than 40 countries, our employees — and our organization as a whole — are positioned to thrive.

While every employee plays a role in this effort, the executive officers and Global Chief Diversity and Inclusion Officer are ultimately accountable for ensuring that we are successful. We believe that creating an inclusive culture requires attention to six areas:

  • Engagement of senior leaders
  • A strong infrastructure and inclusive policies/practices
  • Internal and external communications about the company’s commitment to an inclusive work environment
  • Designing and delivering D&I concepts into leadership and employee education
  • Aligning D&I with business opportunities
  • Measuring our progress

Cultivating a Culture of Diversity and Inclusion

Talented, diverse employees provide fresh perspectives, strategic thinking and innovative problem solving.

A diverse workforce better equips us to understand global markets, build strong relationships with our customers and forge connections within the communities where we live and work.

Our global D&I strategy is focused on three strategic pillars, which are adapted to fit regional needs.

  • Identifying top diverse talent
  • Developing our diverse workforce and inclusive policies and practices
  • Ensuring that our talent delivers high business performance and is engaged in meaningful work

We survey our workforce to measure employee attitudes, behaviors and beliefs around inclusion in the workplace, as well as the effectiveness of our D&I efforts. We also track employee participation in our networks and program events and review our leadership pipeline to ensure that women and employees in under-represented groups continue to make progress. In addition, we require a diverse slate for open senior leader positions.

Global Support for Diversity and Inclusion

We expect leaders to integrate inclusive practices into their daily management practices.

Regional task forces, employee networks and local teams work to embed a culture of inclusion in their local operations.

  • The Global Diversity and Inclusion Council is chaired by MetLife’s CEO. The primary focus of the council is to oversee the development and implementation of our D&I strategy around the world.
  • Four regional D&I Task Force Teams chaired by senior regional leaders: in Asia; Europe, Middle East and Africa (EMEA); Latin America; and the United States. The teams implement D&I strategies at the regional level and represent a cross section of businesses and functions within each region.
  • Diversity Business Resource Networks (DBRNs) are groups of employee volunteers who foster awareness, respect and inclusion of key populations at MetLife. The DBRNs help to create personal and professional development opportunities, while supporting key business initiatives. They are open to all employees. Our seven DBRNs are:
    • Families At MetLife (FAM)
    • Gay, Lesbian, Bisexual, Transgender and Allies at MetLife (GLAM)
    • MetLife Diverse Abilities (MDA)
    • Military Veterans Network at MetLife (MVET)
    • Multicultural Professionals Network (MPN)
    • Rising Professionals at MetLife (iRISE)
    • Women’s Business Network (WBN)
  • Local Inclusion Action Teams are employees who volunteer as part of location-based groups that support business initiatives to encourage an inclusive environment at the local level.

Diversity and Inclusion in senior management recruitment and Board of Directors appointments

Read our statements on how we incorporate diversity & inclusion considerations into Board of Directors succession planning and senior level recruitment.