DEI Task Force: Phase One

The initial phase, focused on the Black/African American community, established 12 cross-functional pods to develop action plans and recommendations that would have meaningful impact within the Black and African American communities. The recommendations brought forth powerful and impactful insights and recommendations.

• HR policies, practices, benefits, resources
• Pay equity, executive compensation metrics
• Diversity, Equity and Inclusion training
• Recruitment, hiring
• Development, retention
• Client engagement, practices
• Business generation, ideation
• Marketing, brand
• Financial wellness, security
• Diverse business partners, suppliers
• Racial/social justice partnerships, advocacy
• Community engagement
   

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  Employee Relations: Awareness campaign regarding the team and how to escalate concerns/complaints.
• Cultural Competence Training: Development programs to ensure leaders can effectively manage diverse talent, and impact Voya’s ability to attract, grow and retain diverse and underrepresented talent.
• Talent Accelerator: Talent development program created to improve representation at the AVP level and above. Initiated focus on Black talent at the manager-SVP level and then continue to other employees who are underrepresented at senior levels.
• Ambassador program: Voya Ambassador program to drive recruitment and hiring of underrepresented talent through various partnerships with organizations including HBCUs (Historically Black Colleges and Universities) and industry associations to increase diversity of the pipeline.

• Diversity Sales Program: Implementation of AVP-level sales role to report into Growth Office and lead efforts to capture market opportunities with diverse businesses.
• Black Marketing Strategic Guidelines and Representation Optimization: Establishing best practices when Voya markets to or features people of color and assess database of imagery to ensure diverse demographics are reflected.
• Retirement plan analysis: Voya plan analysis to better understand the “why?” behind the plan analysis and financial wellness metrics.

• Pro-Bono Program: Expand pro-bono program to provide skills-based support to nonprofits that serve the Black community.
• Nonprofit Board Placement Expansion and Training: Training and placement of senior-level employees on nonprofit boards serving the Black and African American communities.
• Voya Teacher Voices Scholarships: Instead of focusing our $20K in annual teacher scholarships to any aspiring educator as nominated by a teacher of the year, now they will be nominated by an HBCU and the teachers of the year will instead be involved in selection rather than nomination.
• Grants for Black Nonprofit Programming: Establishment of representation-focused partnerships including research into historical inequity most relevant to financial wellness, mentorship for the leaders of tomorrow, and investments into organizations focused on diversifying the fields of teaching, STEM, entrepreneurship and finance.