I am a trans woman, and I am transitioning while working at Travelers. I can’t say enough about how pivotal Travelers has been in my ability to transition safely and how supported I’ve felt by all levels of our organization.
As a child, my sexual and gender identity was dangerous; like too many others, I was beaten up, called names and ostracized unless I hid who I was and conformed to the binary norms of the time and place.
Today, I’m an executive at a company that makes me feel supported with standard guidelines and practices for transitioning employees, access to full health benefits and the full-throated backing for LGBTQ communities from senior leadership.
The moment I reached out to a few leaders at Travelers about my intentions, I felt validated and empowered. At 8:30 a.m. on a Monday, I had a meeting with my manager and HR representative, who had already ordered new nameplates for my office and were ready to get things moving for me.
I share all of this because “visibility” and “acceptance” are only the first steps to true inclusion. Travelers continues to work with LGBTQ employees to foster an inclusive environment in myriad ways, like adding “legal” and “preferred” name fields in employee records and supporting robust Diversity Networks to help employees find community and advocacy, being thoughtful and tuned in to the real-world needs of LGBTQ employees every step of the way.
I’m happy to say I’m doing the best work of my life! As VP of Software Engineering, I’m helping a community of thousands of engineers do their best work. As a leader, I’m also paying my privilege forward by joining in the effort to fulfill the Travelers Promise to “take care of our customers, our communities and our employees.” I hope you will join us.
For more than 165 years, Travelers’ innovative employees continually ask themselves and their colleagues, “what’s next?” And throughout the years, their curiosity has led to the development of creative solutions recognized by the U.S. Patent and Trademarks Office.
Check out what creativity looks like at Travelers in the following six U.S. patents received this year by members of the Travelers Technology team.
Through Travelers’ Innovation Jam Hackathons and day-to-day innovative thinking, our multi-disciplinary teams will continue to put their creative minds together to produce solutions that make a difference in the lives of our customers and each other.
As we look forward and wonder what’s next for our business, are you wondering what’s next for your career in technology?
Company Release – 2/24/2020 9:00 AM ET
Named a Best Place to Work for LGBTQ Equality by the Human Rights Campaign Foundation
HARTFORD, Conn.–(BUSINESS WIRE)– The Travelers Companies, Inc. (NYSE: TRV) today announced that it has attained a perfect score on the 2020 Corporate Equality Index administered by the Human Rights Campaign Foundation, maintaining its distinction as a Best Place to Work for LGBTQ Equality.
“We’re focused on creating a workplace that brings together people with different backgrounds and ensuring that our employees feel valued, respected, supported and empowered,” said Fred Colon, Chief Diversity & Inclusion Officer at Travelers. “From our hiring efforts to our training and development programs, we’re fostering an inclusive culture where all employees have the opportunity to thrive.”
Travelers supports several initiatives designed to maintain an environment that embraces diverse perspectives, including:
For more information about diversity and inclusion at Travelers, visit travelers.com/diversity.
The Travelers Companies, Inc. (NYSE: TRV) is a leading provider of property casualty insurance for auto, home and business. A component of the Dow Jones Industrial Average, Travelers has approximately 30,000 employees and generated revenues of approximately $32 billion in 2019. For more information, visit www.travelers.com.
View source version on businesswire.com: https://www.businesswire.com/news/home/20200224005543/en/
Courtney Garro, 860.277.8719
Source: The Travelers Companies, Inc.
Important Legal Information
This site contains information about Travelers. Travelers disclaims any duty or obligation to update such information. Any “forward-looking statement” is made only as of the date such information was originally prepared by Travelers and is intended to fall within the safe harbor for forward-looking information provided in the Private Securities Litigation Reform Act of 1995. All statements, other than statements of historical facts, may be forward-looking statements. Words such as “may,” “will,” “should,” “likely,” “anticipates,” “expects,” “intends,” “plans,” “projects,” “believes,” “estimates” and similar expressions are used to identify these forward-looking statements. Results may differ materially from those expressed or implied by forward-looking statements. Factors that can cause results to differ materially include those described in the Corporation’s most recent Form 10-K and Form 10-Qs filed with the SEC and contained on this site.
This site may contain links to other Internet sites, and may frame material from other Internet sites. Such links or frames are not endorsements of any products or services in such sites, and no information in such site has been endorsed or approved by Travelers.
Effective and successful workplace ergonomics involves the application of basic workplace principles to help address a worker’s discomfort, chronic pain or injury. A large part of good ergonomics involves workstation arrangement, equipment orientation and employee work habits. Proper placement of workstation equipment helps, but good ergonomics starts with the selection of furniture that can be easily adjusted to meet the needs of varied employees.
Having an effective ergonomics process can help you identify those job tasks and workplace factors that can put employees at risk of developing musculoskeletal disorders (MSDs). These types of conditions can result in additional expenses and lost productivity for your company. Addressing the risks should be a business imperative. Establishing a good ergonomics process can help reduce the frequency of MSDs, address ergonomic risk factors and concerns, and control workers compensation costs.
Some areas to consider in minimizing the risk of MSDs include:
Good work habits are essential to avoiding injuries from computer use. Even with the best workstation and properly positioned equipment, employees could end up with discomfort or MSDs. Your employees may develop bad habits over time that can lead to the development of MSDs.
Good habits to promote include, but are not limited to:
Changing work habits takes time and dedication. Even a slight keyboard height change can initially feel awkward. If a change feels awkward, work using the modified arrangement for at least a week to give it a chance to become natural.
Armed with this information, you can increase employee safety and comfort through education and workstation modifications, rather than making costly furniture or equipment purchases.
Long associated with meditation and relaxation, the practice of mindfulness has become more mainstream in recent years. And, with studies showing that humans aren’t as good at multi-tasking as we think we are, practicing mindfulness or meditation may actually help us be more productive at work.
Ever felt scattered while having 12 browser tabs open on your laptop, while keeping up with a group text on your smartphone and answering emails as they come in? In an age of multi-tasking, mindfulness can help us be in a state of moment-to-moment awareness of our experience. So, can practicing mindfulness help your small business become more productive?
Here are five potential benefits:
1. Mindfulness may help you and your team prioritize better. Multi-tasking is really task-switching, because it’s not possible for the brain to handle two tasks simultaneously. A research study at Stanford University found that multi-tasking actually made participants less able to switch tasks effectively, likely because they were less able to filter out irrelevant distractions.1 Since not every task has the same level of importance to your small business, being able to discern what’s most important can be a critically important skill.
2. Mindfulness can help boost your working memory. Research has shown an increase in working memory among participants in an eight-week mindfulness training.2 That working memory can translate to productivity if employees are able to better recall training and other information useful for their work – and may even help them avoid accidents and injuries at work if they are better able to remember safety practices.
3. Mindfulness can help reduce stress. According to an American Psychological Association survey, 60 percent of respondents reported that work is a very or somewhat significant source of stress, second only to money matters.3 Serious health issues can arise from stress, from hypertension to cardiovascular disease. Mindfulness training, especially when practiced as a team, can help reduce anxiety and teach emotion regulation strategies to better handle difficult situations.
4. Mindfulness can help improve focus. Distractions abound in the modern office. Open office concepts can mean employees need to filter out foosball matches to focus, frequent meetings may disrupt workflow, and notifications from email, texts and other social media can make it hard to concentrate. A study that looked at how participants were able to focus found that experienced mindful meditators performed better on all measures of attention and had higher self-reported mindfulness than those with no meditation experience.4
5. Mindfulness can be a good team-building activity. Practicing mindfulness can be a great way to bring a team together, by providing a team-building activity and by teaching how to better relate to one another. Whether you invite an instructor in to lead a yoga, tai chi or qigong class, or you offer a more structured meditation training program, the team can apply what they learn to handling challenges at work, being more focused and taking time to be present.
Thinking of how to get started? Of course, any mindfulness program should be voluntary for employees. Thirty-minute sessions once or twice a week can create a space where your team can practice guided meditation and discuss how to apply it to their experiences at work. Creating a more mindful culture can have benefits for you and your team, both inside and outside of the office.
4 Moore, A. & Malinowski, P. (2009). Meditation, mindfulness and cognitive flexibility. Consciousness & Cognition, 18(1), 176-186