Talent Acquisition – Diversity Recruitment NATIONAL STRATEGY, EXECUTING LOCALLY DiversityInc, Best Practices on Diversity Recruitment

2 Diversity and Inclusion at Travelers At Travelers, we believe that diversity is a means to broaden our perspective, capabilities and reach to be more reflective of our customers, agents, communities, and future opportunities. Diversity at Travelers has three key characteristics – awareness, inclusion, and respect – that help us cultivate a work environment where all individuality is honored and diverse perspectives benefit all employees. A required training for all employees. Participants examine the multiple dimensions of diversity, explore their own biases and assumptions, and discover tools to engage in better conversations. An employee engagement series including quarterly speaker events and monthly web updates with the mission of cultivating a work environment that embraces the power of difference. Voluntary organizations led by employees dedicated to fostering a diverse and inclusive work environment that support leadership development, employee engagement and expanding cross-cultural engagement. Networks include: Asian/Asian American, Black/African American, disAbility, Hispanic/Latino, LGBT & Allies, Military and Veterans and Women’s Diversity Network.

Diversity Recruitment Strategy Attracting, recruiting, retaining, and promoting diverse talent are critical to Travelers success in the marketplace. These talent initiatives must have buy-in and support from top management at both the national and local levels; be fully integrated into the business planning process, and be deliberate, accountability driven, and regularly measured to ensure success. Talent Acquisition Near and Long-term Focused Multi-Pronged Fully Integrated Data and Fact-based Explicit Actions and Workflows Clear Accountabilities Measurable Repeatable Levels [common denominator across all plans] - Exp./Very Exp. Pro. - Exp. Professional - Early-in-Career Job Groups Claim Customer Service IT Analytics Underwriting Nursing Operations Finance Human Resources Legal Diverse Communities - Black/African American - Hispanic/Latino - Asian - Military and Veterans - People with Disabilities - LGBT & Allies - Women Locations - National - Local - Hartford - St. Paul - Richardson - Alpharetta - Northern California - Spokane Targets

4 Diversity Recruitment Strategy: Action Plans [with detail] Accountable: Diversity Recruitment Lead Image–building - Collateral Pieces - Toolkits - Media Planning - Advertising - Sell Sheets - Booths Direct Sourcing Professional Organizations Exploratory Interviewing HRG Diversity Recruiting Council Budget Notes: 1. Will bring value to all locations Accountable: Diversity Recruitment Lead Diverse Communities - Black/African American - Hispanic/Latino - Asian - Military and Veterans - People with Disabilities - LGBT & Allies - Women Notes: 1. Align with Diversity Networks to optimize recruitment/retention linkage 2. Organized by 3 levels (Early in Career, Exp. Pro., V. Exp. Pro.) 3. Will bring value to all locations 4. Metrics and accountabilities driven 5. Assumes business ownership and sponsorship Accountable: HRGs and CRDs Notes: 1. Organized by 3 levels (Early in Career, Exp. Pro., V. Exp. Pro.) 2. Will bring value to all locations 3. Metrics and accountabilities driven 4. Assumes business ownership and sponsorship Accountable: Local HRGs Notes: 1. Organized by 3 levels (Early in Career, Exp. Pro., V. Exp. Pro.) 2. Roll-up through organizational hierarchy as defined 3. Co-located HRGs to partner as appropriate 4. Hartford is a location and should have a plan similar to all other locations 5. Metrics and accountabilities driven 6. Assumes business ownership and sponsorship Action Plans [1] National – by Action Item[2] National - by Diverse Community and Level [3] National – by Portfolio[4] Local – by Job Type and Level

Diversity Recruitment Strategy: Local Action Plan: Alpharetta

6 Diversity Recruitment Strategy: Local Action Plan: Alpharetta (cont’d)

7 Thank You