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Aug 10, 2023 · Updated 10 August 2023. A chief people officer is the most senior person in an organisation with responsibility for managing its human resources (HR). They use their qualifications, experience and skills to ensure that the organisation they work for uses its personnel effectively to achieve its goals. Understanding the work that this role ...
Mar 19, 2024 · A Chief People Officer fosters organizational growth by strategically aligning HR practices with company objectives, overseeing talent acquisition and staff development, and cultivating a positive company culture. Their visionary role ensures that the workforce is engaged, contributing to long-term success in the evolving business environment.
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- About Us
- Succeed
- Build
- Create
- We are Growing
- CoMplIANCE
- LeveL 3
- Diversity
- Equity
- Inclusion
- March
- DE&I Approach
- Workforce
- Workplace
- Strategic Initiatives
- Gamma Iota Sigma Fraternity Conference
- American Property Casualty Insurance Association, ACLI, and Life Insurance Council of New York DE&I Conference
- Let’s Talk Podcasts
- Rising Museum Learning Tour
- The DE&I Council
- Special Thanks to the 2020–2022 Members
- Evelyn Boswell
- Dorothy L. Andrews
- Katie Chance
- Tracy Dodd
- Jeffrey Evans*
- Amy Lopez
- Becky Meyer
- Rachael Morisseau
- Paul Santillanes*
- Kristin M. Stanberry
- NAICU Exchanges
- Afinity Groups
- DE&I Champion Award
- Best Practice Forum
- Women’s Leadership Breakfast
- 7 Principles for Talking Effectively About Race & Racism by Dr. Hasan Kwame Jeffries
- Be Contextual: Talk History
- Insurance Summit
- Martin Luther King Jr. Day – Celebrating a Day of Service
- Community Partnerships
- On the Horizon
As a premier, member-driven organization, we know the importance of having a diverse, equitable, and inclusive culture that reflects our members and communities. For more than 150 years, the NAIC is governed by our members—comprised of chief insurance regulators from the 50 states; Washington, DC; and five U.S. territories—to coordinate the regulat...
by working together We know we’re moving in the right direction when we:
skill and competency as an organization to select, onboard, manage, and retain a diverse and inclusive workforce.
a work environment that ensures equal access to opportunities for leadership assignments, professional growth and development, and professional advancement. Kansas City MO
As we started devising our NAIC DE&I strategy, we first had to assess where we are today. When we adopted the Diversity and Inclusion Maturity Model by Deloitte, Evelyn and Andy acknowledged that we were beyond the Compliant level; however, there was much room for growth before claiming status in the Integrated level. Given this assessment, we ope...
Compliance with equal opportunity/afirmative action goals Legal/HR/D&I team Largely homogenous workforce Diversity seen as a problem to be managed Legacy clubs/cliques and other passive exclusions exist Actions are largely reactive; any additional focus is on the recruitment of diverse talent
Business case is articulated Diversity seen in terms of demographic numbers and targets in place Ad-hoc and/or stand-alone initiatives such as mentoring, unconscious bias training, employee resource groups and events Resistance from the majority is nascent Minority employees adapt or leave More sophisticated understanding of D&I and link to busines...
is the condition of being different or having differences. Differences among people with respect to age, class, ethnicity, gender, health, physical and mental ability, race, sexual orientation, religions, physical size, education level, job function, personality traits, and other human differences.
recognizes that each person has different circumstances and allocates the exact resources and opportunities needed to reach an equal outcome.
is the result of intentional efforts to make sure that everyone is included, visible, heard, and considered.
Received Healthiest Employer award by Kansas City Business Journal for the second consecutive year
At the NAIC, DE&I is integral to our sustainability, so we intentionally integrate it into our operations and business units. Our goal is to: Have our talent pool reflect the country we serve. Partner with community organizations and universities that support underrepresented groups for career opportunities. Minimize bias and inequality through awa...
Strive to attract, retain, develop, and promote team members of diverse backgrounds and skill sets.
Strive to create an inclusive and diverse work environment that promotes a sense of belonging for all team members to be their authentic selves. To ensure the DE&I strategy works, we created a framework to help drive positive impact. Within the framework, our initiatives support our long-term goal to create a community where all team members feel t...
The following strategic initiatives enable us to seamlessly embed DE&I into our organization. These initiatives will help guide our business operations, processes, products and services; protect our brand; and enhance our culture. Communication Cultural Awareness Events Policy & Procedure Review Mentor Program Participate in Local Organizations A...
Employees from Research & Actuarial Services, People Operations & Engagement, and DE&I attended the Gamma Iota Sigma (GIS) fraternity’s 51st Annual International Conference in Charlotte, NC. GIS is an international collegiate organization with a mission to promote and sustain student interest in insurance, risk management, and actuarial science car...
Evelyn Boswell, Director of DE&I, shared remarks on the importance of DE&I with senior-level insurance and financial services executives. Workforce Demographics
Becky Meyer, DE&I Council member and Senior Accreditation Manager II, led two DE&I podcast discussion sessions. The virtual groups provided a safe platform for employees to broaden their DE&I knowledge, awareness, and appreciation of others through conversation. Forty-three staff members engaged in authentic dialogue based on principles outlined in...
Exchange highlighted the stories and myths massacre. Attendees watched a short the account from Phil Armstrong, Interim Director Wall Street History Center. Senior Legislative Affairs Council, organized for 30 staff and state insurance regulators from and Oklahoma. Chief Egunwale Fagbenro Wall Street Tour Company, provided a first- most history ...
DE&I is everyone’s role and responsibility to help make the workplace one where all team members feel included, respected, and empowered to bring their whole, authentic self to the workplace every day. The 13-members of the DE&I Council serve as ambassadors representing various departments of the organization to help integrate best practices throug...
left to right: Andrew Beal, Evelyn Boswell, Ralph Villegas, Director Chlora Lindley-Myers (MO) and NAIC President-Elect, Brandon Smith, Michael Consedine, Reggie Mazyck, Steph Hicks, Susan Ding, Rebeca Amezcua-Hogan. Legacy members not pictured: Jean-Baptiste Carelus, Eric Kolchinksky, and Olivea Myers The following legacy members received a comme...
Director of DE&I; Kansas City, MO Executive Sponsor
Senior Behavioral Data Scientist and Actuary; Kansas City, MO
Senior Member Services Coordinator; Kansas City, MO
Assistant Director of Team Performance and Engagement; Kansas City, MO
Credit Analyst Supervisor; New York, NY Council Co-Chair
At the NAIC, DE&I is everyone’s responsibility, regardless of status, ofice location or tenure. We’re all stakeholders tasked with helping create and sustain an inclusive workplace. We strive to measure how well we’re doing in DE&I and we encourage you to do the following on a regular basis: • Ask, “Who’s missing from the table?” as we look to recr...
At the NAIC, DE&I is everyone’s responsibility, regardless of status, ofice location or tenure. We’re all stakeholders tasked with helping create and sustain an inclusive workplace. We strive to measure how well we’re doing in DE&I and we encourage you to do the following on a regular basis: • Ask, “Who’s missing from the table?” as we look to recr...
At the NAIC, DE&I is everyone’s responsibility, regardless of status, ofice location or tenure. We’re all stakeholders tasked with helping create and sustain an inclusive workplace. We strive to measure how well we’re doing in DE&I and we encourage you to do the following on a regular basis: • Ask, “Who’s missing from the table?” as we look to recr...
At the NAIC, DE&I is everyone’s responsibility, regardless of status, ofice location or tenure. We’re all stakeholders tasked with helping create and sustain an inclusive workplace. We strive to measure how well we’re doing in DE&I and we encourage you to do the following on a regular basis: • Ask, “Who’s missing from the table?” as we look to recr...
At the NAIC, DE&I is everyone’s responsibility, regardless of status, ofice location or tenure. We’re all stakeholders tasked with helping create and sustain an inclusive workplace. We strive to measure how well we’re doing in DE&I and we encourage you to do the following on a regular basis: • Ask, “Who’s missing from the table?” as we look to recr...
At the NAIC, DE&I is everyone’s responsibility, regardless of status, ofice location or tenure. We’re all stakeholders tasked with helping create and sustain an inclusive workplace. We strive to measure how well we’re doing in DE&I and we encourage you to do the following on a regular basis: • Ask, “Who’s missing from the table?” as we look to recr...
At the NAIC, DE&I is everyone’s responsibility, regardless of status, ofice location or tenure. We’re all stakeholders tasked with helping create and sustain an inclusive workplace. We strive to measure how well we’re doing in DE&I and we encourage you to do the following on a regular basis: • Ask, “Who’s missing from the table?” as we look to recr...
At the NAIC, DE&I is everyone’s responsibility, regardless of status, ofice location or tenure. We’re all stakeholders tasked with helping create and sustain an inclusive workplace. We strive to measure how well we’re doing in DE&I and we encourage you to do the following on a regular basis: • Ask, “Who’s missing from the table?” as we look to recr...
At the NAIC, DE&I is everyone’s responsibility, regardless of status, ofice location or tenure. We’re all stakeholders tasked with helping create and sustain an inclusive workplace. We strive to measure how well we’re doing in DE&I and we encourage you to do the following on a regular basis: • Ask, “Who’s missing from the table?” as we look to recr...
At the NAIC, DE&I is everyone’s responsibility, regardless of status, ofice location or tenure. We’re all stakeholders tasked with helping create and sustain an inclusive workplace. We strive to measure how well we’re doing in DE&I and we encourage you to do the following on a regular basis: • Ask, “Who’s missing from the table?” as we look to recr...
At the NAIC, DE&I is everyone’s responsibility, regardless of status, ofice location or tenure. We’re all stakeholders tasked with helping create and sustain an inclusive workplace. We strive to measure how well we’re doing in DE&I and we encourage you to do the following on a regular basis: • Ask, “Who’s missing from the table?” as we look to recr...
At the NAIC, DE&I is everyone’s responsibility, regardless of status, ofice location or tenure. We’re all stakeholders tasked with helping create and sustain an inclusive workplace. We strive to measure how well we’re doing in DE&I and we encourage you to do the following on a regular basis: • Ask, “Who’s missing from the table?” as we look to recr...
At the NAIC, DE&I is everyone’s responsibility, regardless of status, ofice location or tenure. We’re all stakeholders tasked with helping create and sustain an inclusive workplace. We strive to measure how well we’re doing in DE&I and we encourage you to do the following on a regular basis: • Ask, “Who’s missing from the table?” as we look to recr...
At the NAIC, DE&I is everyone’s responsibility, regardless of status, ofice location or tenure. We’re all stakeholders tasked with helping create and sustain an inclusive workplace. We strive to measure how well we’re doing in DE&I and we encourage you to do the following on a regular basis: • Ask, “Who’s missing from the table?” as we look to recr...
At the NAIC, DE&I is everyone’s responsibility, regardless of status, ofice location or tenure. We’re all stakeholders tasked with helping create and sustain an inclusive workplace. We strive to measure how well we’re doing in DE&I and we encourage you to do the following on a regular basis: • Ask, “Who’s missing from the table?” as we look to recr...
At the NAIC, DE&I is everyone’s responsibility, regardless of status, ofice location or tenure. We’re all stakeholders tasked with helping create and sustain an inclusive workplace. We strive to measure how well we’re doing in DE&I and we encourage you to do the following on a regular basis: • Ask, “Who’s missing from the table?” as we look to recr...
CHIEF PEOPLE OFFICER The Coronavirus pandemic has fundamentally shifted the way people across the world think, act and what they value. Our people at UHS have worked relentlessly through challenging conditions over this time. They are our greatest asset and, as we move into our new future, their health, safety and wellbeing, compassion
Ms. Richardson joined First Republic in 2003 and was appointed Chief People Officer in 2016. She oversees human resources and various Bank-wide initiatives. Ms. Richardson previously served as Chief Administrative...
education, awareness, and shared mindsets that drive action. That’s why we take a broad approach to DE&I through our three strategic pillars, which each outline a clear objective and supporting imperatives. Whether we are strengthening our workforce, creating a more inclusive workplace culture, or enriching our communities, our DE&I efforts ...
He Left his two decade Long public service and joined Unilever Sri Lanka and served as Director - Human Resources and Corporate Relations for 8 years. He serves at present on a number of boards of listed companies and non-Listed companies. Dr.