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Liberty Mutual Insurance

175 Berkeley Street, Boston, MA 02116

Company CareersDiversity & Inclusion

As a purpose-driven organization, Liberty Mutual is committed to fostering an environment where our 45,000 employees from all backgrounds are inspired and doing meaningful work. From competitive compensation and holistic wellbeing benefits to ongoing...Read More

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Parents and Families

E-Interview

In conversations with Newsweek, Jen Ughetta, Liberty Mutual's Chief People Officer answered the following questions:

1. Can you provide an overview of your company's workplace culture and values, and how they contribute to a positive work environment?

At Liberty Mutual, our purpose is to help people embrace today and confidently pursue tomorrow. Our high-performance culture is oriented around keeping employees engaged, inspired and doing meaningful work in support of our customers and the communities around us. With 45,000 employees at the heart of our business, we're committed to helping them succeed, both personally and professionally. Through an inclusive workplace, holistic wellbeing benefits, ongoing growth and development opportunities, flexible work arrangements, and employee-led communities, we're committed to supporting the total wellbeing of our employees.

2. What kind of professional development and growth opportunities are available to employees? How does your company support career advancement?

To foster ongoing growth and development, we provide a wide range of resources to empower employees to continuously sharpen their skills and advance their careers. This includes structured programs, rotational assignments, educational curricula, and external development, as well as coaching and mentorship.

We've also enhanced our approach to performance to support clear career development for all employees. Through ongoing, people leader-driven check-ins, goal setting and transparent feedback, employees are empowered to co-create their career paths, achieve their goals and build meaningful careers at the company.

3. How does your company ensure transparency and open communication between management and employees, fostering a sense of trust and belonging?

Cultivating an environment of trust and respect begins with our senior leaders. With 45,000 employees spanning the globe, it's important that everyone has an understanding of our company strategy, initiatives, and progress and has a chance to both hear from and share their feedback with the leadership team. Beyond our monthly employee surveys, senior leaders regularly hold Town Halls, participate in events, panels and employee conversations where there is always space for questions and feedback.

Our people leaders also prioritize open-communication and creating space for employees to learn and grow. Quarterly check-ins are anchored on actionable and clear feedback to drive business outcomes and support ongoing employee development and growth.

Our seven employee resource groups (ERGs) also play a big role in supporting our employees and fostering inclusion and belonging. With over 16,000 members, these communities create opportunities for connection with peers and senior leaders, mentorship programs, educational and career development opportunities, and more.

4. How does your company handle feedback and suggestions from employees? Is there a system in place for employees to voice their concerns or ideas?

We have a robust listening strategy that allows us to understand what matters most to employees as well as integrate that feedback into organizational decision making. We send monthly engagement pulses as well as twice yearly deep dive surveys where we ask employees to share more about their sentiment or thoughts on areas like benefits or technology and tools, giving people leaders insight into what their team members are experiencing and feeling, and allowing them to prioritize actions. These insights help us as we adapt, enhance or modify benefits, resources and policies to ensure employees have the resources they need to succeed and further, see their feedback reflected.

5. What policies and benefits do your company have specifically aimed at supporting parents and families?

We're committed to providing our parent and caregiver population with the tools, resources, and community to support their overall well-being. We offer a range of mental, physical and financial benefits for parents, families and employees looking to build or expand their family including:

• a free membership to a caregiving service as well as 10 subsidized backup care days to help employees find care providers for kids, elderly parents or relatives and pets
• a free service that supports nursing mothers traveling for work to ship their breast milk
• free virtual visits with a mental health counselor through our Employee Assistance Program
• discounts to local childcare centers
• a dependent care FSA program that enables employees to use pre-tax dollars to contribute to childcare expenses like nursery school, after-school care, etc.
free one-on-one coaching and a financial goal setting program to provide employees with the tools needed to make important financial decisions for themselves and their families
• up to $40,000 for adoption or surrogacy expenses
• up to $50,000 for fertility medical treatments, and a $25,000 lifetime maximum for drug treatments, which do not require members to have a medical diagnosis of infertility, making it easier for single-parents-by-choice or same-sex couples to access the benefit

Our employee resource groups, including our several parent and caregiver subgroups, also offer community and support across shared experiences, knowledge sharing, mentorship and more.

6. Do you offer parental leave or flexible work arrangements?

It's very exciting to grow and expand a family and we recognize how important it is to take time away from work to bond with a newly born, adoptive or foster child and want to provide employees with the time they need to focus on their family. Our parental leave includes 16 weeks for birth parents and eight weeks of bonding leave for foster, adoptive and non-birth parents.

We've also taken meaningful steps to offer ongoing flexibility for our employees through a variety of work arrangements including compressed workweeks, flex time, part time and hybrid to further support work-life balance for parents and caregivers.

We recognize that there are important moments for parents, like during parental leave or when they return to work following leave, when they need more support. We created a manager toolkit with guidance to ensure employees on parental leave feel engaged during their leave and have support as they transition back to work. Through our ERG Parent Group, they host a New Parent Mentorship Program that pairs expectant and experienced parents to support them as they return to work and navigate this new chapter.

This year, we've also been able to offer even greater flexibility through seven virtual first weeks for hybrid employees whose typical schedule includes two in-office days, allowing employees to work fully virtually as another way to support work-life balance.

7. Why is it important for a company to consider employees' family responsibilities in the workplace?

By providing employees with the benefits, resources and flexibility they need both personally and professionally, we're able to support their wellbeing and success inside and outside of work. With more than 45,000 employees across the company, including a large parent and caregiver community, we recognize that our employees are at different stages of life and need different types of support. It's why our listening strategy is important to understand what is most meaningful to them, to ensure we have the right mix of benefits, programs and policies. We know that when employees feel seen and supported, they're more likely to feel fulfilled and engaged and build long, meaningful careers at the company.

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