Liberty Mutual has demonstrated its support for women in tech. The company has spread the word through virtual events, including the “Liberty Mutual Women in Technology Summit,” a two-day event for women and non-binary technology students where attendees learned about the company’s summer internship program and Women in Tech affinity group and also received one-on-one mentorship. Prior to that in November 2022, CIO Monica Caldas co-hosted the webinar “Recoding the Tech Industry: Elevating Women for Success” alongside Girls Who Code founder Reshma Saujani.
Along with events, Liberty also partners with outside organizations. The Liberty Encouraging Girls in Technology employer resource group, or LEGIT, has partnered with the Girl Scouts to support troopers in earning their coding badge.
Liberty’s efforts send a direct message to women in tech that they are more than welcome at the company. Once there, they find that Liberty has programs in place to help grow their careers, which Amy Clemetson, senior director of enterprise technology strategy, walked Built In Boston through.
Liberty Mutual is an insurance company offering coverage for homes, cars, businesses and more.
What is Liberty Mutual’s approach to retaining women on your team?
While we have always focused on providing opportunities to support, empower and uplift women, six years ago we formed Women in Technology, a group dedicated to programming that inspires, lifts and supports women in technology and allies. We amplify programming offered by our broader women-focused employee resource group, We@Liberty, sharing ideas and content with our more than 800 members around self-care, careers and parenting.
Initially, the focus was on local and virtual mentorship through an annual mentoring circle program. This paired one mentor with four-to-five mentees for small and larger group activities on career, self-care and other topics of interest.
However, over time we realized there was more we could do to help prepare individuals for their next role. With this in mind, we partnered with our talent acquisition organization and our volunteers to run an interview and resume preparation series several times a year. This program focuses on women at all levels looking to acquire their next opportunity at Liberty Mutual. They receive one-on-one feedback and coaching to prepare for the interview process.
How do you track and measure the success of your retention efforts?
Measurement is a key component of these programs. We want to meet team members where they are and make an impact. We partner with our talent organization to track promotions and career mobility of our members over time.
We partner with our talent organization to track promotions and career mobility of our members over time.”
How have you tweaked your approach to retention efforts over time?
We feel it is important to review our measures and direct feedback from our participants and organizers annually to find opportunities to grow and change.
Recently, we began a series of role profiles that provide employees insight into job opportunities across the company, such as data engineer or product manager. These panels are designed to help individuals see themselves in one of these future roles. The “So you want to be” series has been a huge success in helping women see how their current skills can translate across multiple career paths at Liberty Mutual.
