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"The goal of the ERG is to create an inclusive space for support and belonging, providing opportunities for career development and fostering partnerships across the company to support the business," says Brad Opsahl, VP and senior director of state operations, and co-chair of Pride@Liberty. "We have a lot of programming and events that we engage in throughout the year, and we also spotlight the unique lived experiences of our LGBTQ community."
To bolster employees' professional relationships, the ERG-led mentorship program pairs more than 100 mentors and mentees together each year, spanning all levels of the workforce. The result has been impactful career outcomes for both affinity and ally members, says Opsahl. Liberty Mutual's COO has even participated, and that leadership involvement is a pivotal part of programs like this, and the overall impact of the ERG.
"Visibility is a big part of why leadership needs to be involved," he says. "By modeling what inclusivity looks like at the very highest levels, folks throughout the organization know that this is a place where they are part of a community and will be welcomed to bring their full authentic selves to the workplace."
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To reach the Liberty Mutual workforce beyond the ERG — there are over 34,000 employees in the U.S. — an educational program run by allies provides foundational knowledge of the LGBTQ community. ERG members also host a podcast to bring employee and external LGBTQ experiences to light. Finding multiple touchpoints is important to keeping everyone at the organization connected to these shared values.
"We communicate with our members through national events, and we have leaders throughout the organization who provide both formal and informal events in our offices, as well as virtually," Opsahl says. "We also have virtual communities where we have a running conversation for all members to be engaged in. There are many different spaces where folks can be involved."
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To round out company support, the ERG has also partnered with the benefits teams at Liberty Mutual to identify what offerings best serve the LGBTQ population. Family planning has been especially thought out — they provide up to $40,000 in fertility reimbursement assistance, as well as adoption and surrogacy aid, with a pay-as-you-go system and no diagnosis of infertility required to qualify.
Health and well-being programs are also top of mind, with vendor partnerships that allow LGBTQ employees to find mental health providers, gender-affirming care, and other medical providers they know are inclusive or specially trained for their needs.
"We feel like that's really important, and it says to our employees, we see you, we know what you need, and we want to be there to support you," says Verlinda DiMarino, Liberty Mutual's head of benefits. "We want to make sure that when seeking care, our LGBTQ [employees] are going to the most culturally-responsive providers [who are] able to provide quality care in a very sensitive manner."
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Liberty Mutual's overall commitment to the success of its LGBTQ population is benchmarked annually through its voluntary participation in the Human Rights Campaign Corporate Equality Index, where it has received the top score of 100 for the past six years. Opsahl says the combination of the organization's efforts and its self-imposed accountability have inspired his own tenure at the organization.
"It's knowing that I have a seat at the table, knowing that Liberty sees me in my experience and values me, [and that they are] visibly supportive of our community," he says. "That's the kind of encouragement that makes me feel really proud of being part of this team and this company."
