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Diversity, equity and inclusion

Words + actions = values

Trust, strength, integrity, quality, respect and community are more than just words. At Securian Financial, these shared values are the fabric of our culture. They define who we are and how we do business every day as we deliver on our purpose: helping customers build secure tomorrows.

Why diversity, equity and inclusion are important

Here's how we define what diversity, equity and inclusion mean to us.

Family

Diversity

Diversity is the range of human differences including, but not limited to, race, ethnicity, gender identity, sexual orientation, age, social class, physical ability or attributes, religious or ethical values system, national origin and political beliefs.

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Equity

Equity is access, opportunity and being intentional about all our business practices and how they further or hinder movement toward fair and just participation for all.

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Inclusion

Inclusion is about bringing our differences together and harnessing them in a constructive and meaningful way.

  • We’re building a diverse and inclusive culture from the inside out. This means creating a welcoming and empowering environment where every voice is valued and heard, and our employees feel confident bringing their full selves to work.

  • We’re proactively creating an effective diversity, equity and inclusion (DEI) program that is sustainable, transparent and moves us toward engraining DEI into the DNA of our organization.
  • Looking through a DEI lens helps us assess our hiring practices, vendor sourcing and community giving to make these processes more equitable.
  • Ultimately, long-term priorities around diversity, equity and inclusion help us be a better company.

Securian Financial's DEI program

Organizational support

Our Diversity, Equity and Inclusion Council leads our efforts to understand, encourage and support our work to attract, develop and retain talent, foster an inclusive culture, meet our customers’ and channel partners' needs and increase community impact.

The Council is led by co-chairs CEO Chris Hilger and Chief Diversity Officer Dexter Davis. It’s a cross-functional group and includes members who represent diverse communities within the company.

I count on the Diversity, Equity and Inclusion Council to challenge us to constantly do better. Our members have been invaluable as we established our DEI programs, and they’ve been trusted advisors as we set our course to create an inclusive environment where all employees feel confident to bring their authentic selves to work.

Dexter Davis

Chief Diversity Officer

Diverse business group clapping

Education and conversation

We invest resources to educate our employees on a range of topics, uplift diverse perspectives and discuss important issues. Our employee education has a five-point focus on awareness, equity, inclusion, allyship and cultural competence.

Since 2017, when Chris Hilger joined CEO Action for Diversity & Inclusion, we’ve been educating employees on unconscious bias to form a foundation of understanding. This ongoing training series helps employees recognize biases that commonly affect — and can be harmful to — daily decisions. We’ve been building on our foundation with several initiatives:

  • Ongoing encouragement helps managers have conversations with their teams about race, gender and social justice.  
  • Listening sessions after impactful events bring employees together to talk, listen and learn.
  • DEI discussions and presentations offer ongoing learning opportunities.
  • Book discussion circles build comfort and perspective in talking about DEI topics.
Diverse coworkers laughing in meeting

Workforce development

A more diverse workforce helps us continue building DEI into our company’s DNA. We're focusing on recruitment, development and retention programs and measuring our progress to help us get there. 

Recruiting and hiring

Our ongoing key actions include:

  • Expanding college recruiting efforts within underrepresented populations by deepening our engagement with multicultural student groups.
  • Participating in professional organizations and events targeted to people of color, veterans and women in technology.
  • Leveraging relationships and events for mid-career professionals to build a pipeline for management-level roles. 

We’ve also implemented tools to reduce bias in the hiring process, including:

  • Competency-based interview guides that help our talent management team and hiring managers focus on job candidates’ skills and behaviors.
  • Unconscious bias micro-learnings that hiring managers review prior to the interview process to help mitigate bias.

Development

Extensive resources and learning and development programs help our employees build skills and enhance their lives — at work and outside of it. This includes a new mentorship program focused on helping people of color and women advance in their careers.

Retention

Retaining our employees is just as important as getting them in the door. Our five Employee Resource Groups play a pivotal role in helping employees feel connected and supported through tailored programming. Each has executive sponsors, dedicated talent management recruiters, and direct support of the DEI office and the Securian Financial Diversity and Inclusion Council.

Learn more about our Employee Resource Groups

A diverse workplace enables meaningful collaboration, insightful decisions and personal growth for employees. Securian Financial will continue building a culture where all employees feel welcomed and empowered to make a difference for our customers, communities and each other.

Chris Hilger

Chairman, President and CEO

Businesswoman talking with advisor

Supplier diversity

As our communities diversify, our supplier base should too, so we actively purchase goods and services from diverse businesses. It's one way we can help other businesses pursue their own secure tomorrows.

We define diverse suppliers as minority-owned businesses, women-owned businesses, veteran-owned businesses, LGBTQ+-owned businesses and disabled-owned businesses.

By working with these businesses, we help them fulfill their purposes and empower their 

own employees while meeting our business needs.

Learn more about how we support supplier businesses

Community

Through the Securian Financial Foundation and programs that engage our employees in volunteerism, we take an active role in strengthening our communities. 

Closing gaps in our educational system is critical to building an equitable playing field for the future. We've refined our giving programs to directly support underrepresented members of our communities.

  • Focusing on equity in education, we’re giving special attention to closing the achievement gap that holds back disadvantaged populations in our communities.
  • We are building on investments to put computer devices, broadband and other educational support tools in the hands of our students who are most in need.
  • A major financial commitment will fund community-based learning initiatives in neighborhoods of Minneapolis and St. Paul that need them the most.

Learn more about our work to strengthen our communities

Mentor and teens talking

Securian Financial Group, Inc. does not discriminate based on race, color, creed, religion, national origin, sex, gender identity, sexual orientation, age, marital or familial status, pregnancy, disability, genetic information, political affiliation, veteran status, status in regard to public assistance, status in a local human rights commission, or any other status or condition protected by local, state or federal law. If you are a job seeker with a disability and require an accommodation to apply for one of our jobs, please contact us by telephone 651-655-5522 (voice), 711 (Relay/TTY), or by email at EmployeeRelations@securian.com.

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