With a corporate history spanning more than 100 years and generations of loyal customers and employees, we understand the importance of long-term relationships. It was our strong relationships that allowed Amica to prevail as America and the insurance business experienced seismic changes over the decades. We continuously find new ways to do business, and leverage the human connections that tie us to our employees, customers and communities.
Amica’s simple formula of respecting others and keeping promises starts with our employees. These values are reinforced through our focus on equitable employment opportunities and robust benefits for our thousands of employees.
When it comes to our customers, our mutual structure allows us to focus on their needs. In a world of often-anonymous interactions, Amica offers a more personal touch. That’s why more than one in three of our policyholders have been insured with us for more than 20 years. This speaks to our willingness and ability to adapt to their changing needs – and to constantly improve and reimagine ways to serve them better.
In our communities, we’re dedicated to being a corporate citizen our employees and customers can be proud of. We champion programs and events that foster growth and stability where our employees and policyholders live and work. Each year, we invest more than $2 million in community programs across the country. As a corporate neighbor, we recognize the benefits of supporting the communities we serve.
Diversity, equity and inclusion (DEI) describes policies and programs to support and celebrate employees of different ages, races and ethnicities, abilities and disabilities, genders, religions, cultures and sexual orientations.
At Amica, we know our differences make us stronger, and we encourage employees to be their authentic selves. Our DEI strategy centers around building a diverse employee base, because we believe one that’s representative of our customers and communities creates richer experiences and enhances our corporate culture.
Refining Our DEI Strategic Plan
Amica engages in ongoing efforts to diversify candidate pools, encourage diverse hiring, and focus on the promotion and retention of underrepresented employees continued in 2021. We strive to create a place of belonging for all employees. We use biennial engagement surveys to review all aspects of diversity and analyze diversity-related metrics, while continuing to research additional business intelligence reports as they become available.
We have a solid multifaceted talent acquisition strategy. Current employees mentor young adults from Year Up, a workforce training program for those who are economically disadvantaged. Amica partners with the Community College of Rhode Island and Rhode Island College to procure internship opportunities. In collaboration with these schools, we participate in informational sessions, attend and host meetups with various school groups, speak on panels and hold resumé reviews and business workshops. The Talent Acquisition Team reviews our list of colleges and universities on a yearly basis to ensure balanced demographics. We engage with Historically Black Colleges and Universities (HBCUs) and encourage employees who are alumni of HBCUs to assist with recruiting and engagement.
Our employee representation on regional DEI-related boards has grown as we work to stay well-informed on key issues, including diverse relationships, community and justice, immigration and principles of nonviolence.
We share our customers’ interest in securing the things in life they’ve worked so hard to build. We partner with them to protect their homes, help them to be safer drivers and reassure them that, should the unexpected happen, we’ll be there to help any way we can.