Our mission is to deliver trusted advice that improves lives. A wide range of private and public sector clients across the country trust us to recommend solutions that consider their unique priorities, perspectives and needs, as well as the pressures and constraints they face. We believe that bringing diverse perspectives to projects enables us to deliver the best possible advice to each client.
We build long-term relationships with our clients, each other and the community by living our core values: respect, objectivity, learning, diversity, cooperation and quality. Those values are a solid foundation for our diversity, equity and inclusion (DEI) efforts.
Significantly, our mission and values emerged directly from our organizational roots: from our clients and the work we do for them. Part of the origin story of Segal is our founder, Martin E. Segal, camping out at the docks in New York City to meet workers as they left their shifts to sign them up for health benefits. These workers and their families were perceived as too high risk to insure and, as a result, were asked to pay inappropriately high premiums or were denied insurance altogether. By partnering with both labor and management, our founder created ways to bring affordable, high-quality health benefits to these workers and their families. This work wasn’t called DEI in 1939 when the company was founded, but our commitment to DEI emanates from the same place and has many of the same goals.
Creating a diverse and inclusive workplace is part of our business strategy. In 2018, David Blumenstein, President and CEO, introduced a formal initiative to help us build on and enhance our existing programs and activities to nurture a workplace that is diverse, equitable and inclusive.
All Segal business units are required to set annual DEI goals, and implementing DEI initiatives is one of eight strategic priorities.
As part of our commitment to DEI, we:
A DEI Steering Committee of members drawn from across the organization oversees our strategic DEI initiatives and activities. The committee coordinates DEI efforts companywide.
Additionally, the committee provides guidance, approves resource requests and monitors our DEI activities, actions and communications, including those that originate from business resource groups (BRGs) formed by employees, for employees.
BRGs support the advancement of DEI at Segal, promote our business and our goals, align with our vision, values, policies and practices, have broad appeal and are open to all employees.
Currently, we have four BRGs:
In addition to organizing events and educational opportunities, the BRGs have taken the lead on fundraising for charities and advocacy groups. Any two or more employees with shared characteristics, experiences, interests or goals can work together to propose a new BRG.
In 2021, we launched our Workforce 2023 initiative comprised of teams representing a cross-section of our employees. These teams collaborated over a two-year period on enhancing four aspects of DEI at Segal:
In 2023, the recommendations, tools, and programs developed by Workforce 2023 were implemented. We will support and continuously improve them going forward.
Since we announced our formal DEI initiative in 2018, we’ve made steady progress, with our DEI activity increasing each year. See a snapshot of where Segal is on our DEI journey:Read our 2022 DEI Report
At Segal, DEI is embedded in our culture. To reinforce our commitment to providing a collegial and inclusive environment that treats each of us with respect and dignity, we require all employees to complete two important annual training programs: Bias Awareness Training and Preventing Discrimination and Harassment Training.
We’ve created a “safe space” called Candid Conversation where all employees can learn about current and important DEI issues and from each other’s experiences, perspectives and opinions. This one-hour, virtual conversation takes place every Friday, during the workday.
At any time, employees may share content and connect with one another via a Microsoft Teams channel called The Village. Each BRG has its own channel in The Village.
Additionally, we offer three programs that are key DEI initiatives:
Aspects of our total rewards that support DEI include a hybrid work environment that also offers flexible work arrangements to help employees achieve work/life balance, a paid family leave program and a transition assistance transgender service benefit.
We prioritize DEI in our recruiting. Our candidate sourcing efforts include connecting with minority, female, veteran and disability-related professional organizations. We have a national college recruiting program that has enhanced consistency and collaboration in our efforts to identify and attract diverse talent.