Aflac Incorporated · NYSE:AFL
Aflac — ESG Presentation (July 2018)
54 slides from Aflac's sustainability presentation, July 2018
Slide 1: 2018 Aflac CSR Report Results and Analysis
2018 A FLAC CSR R EPORT R ESULTS AND A NALYSIS July 2018 Aflac herein means American Family Life Assurance Company of Columbus and American Family Life Assurance Company of New York. WWHQ | 1932 Wynnton Road | Columbus, GA 31999. Z180842 EXP 8/19
Slide 2: Table of Contents
TABLE OF CONTENTS 3 Objectives & Methodology 5 Summary 7 Ethics 12 General CSR 17 Gender & Responsibility 26 Gender Equity 34 Indirect Harassment and Discriminatory Behavior 39 Direct Harassment 43 #MeToo Impact 47 Verbatims 50 Appendix – Newsworthy Highlights 2
Slide 3: Objectives and Methodology
Objectives and Methodology This survey was conducted online by FleishmanHillard on behalf of Aflac April 11-18, 2018. A total of 1,001 American workers employed full- or part-time, not including those self-employed, aged 18 and older were surveyed nationwide. An additional 100 Human Resources Ma
Slide 4: Sample sizes – most frequently cited employee subgroups
Sample sizes – most frequently cited employee subgroups Sample Size Women n=500 Men n=500 Millennials n=423 Gen X n=311 Baby Boomers+ n=266 Senior management n=113 Any management n=432 Non-management n=569 Employed full time n=811 Employed part time n=190 Men with female supervisors n=100 Women with
Slide 5: Narrative Summary I
Narrative Summary I • Protecting workers is a necessary but not sufficient condition for a company to be seen as responsible. Sexual harassment is as much a workplace risk as any jobsite accident. • Among positive findings, these data indicate many companies are taking a range of actions to address
Slide 6: Narrative Summary II
Narrative Summary II • There are positive and negative signs of company culture in these data, which raise two questions. – When the beliefs and behaviors are positive, how many is too few? For example: • 71% trust their supervisor to deal with sexual harassment appropriately • 60% of employees beli
Slide 7: Ethics
Ethics • Nearly nine in 10 respondents rate acting ethically in their job as extremely or very important, though 17% report they’ve done something unethical at work. – Senior managers are more than twice as likely to report they’ve done something unethical at work • Almost 100% of HR managers rate a
Slide 8: One in six employees reports having done something unethical at work
Employees, HR Managers One in six employees (17%) reports having done something unethical at work. Senior managers are more than twice as likely as non-management to have engaged in unethical behavior. Most HR managers understand unethical behavior occurs. Have you ever done something unethical Do y
Slide 9: Nineteen percent of employees have been asked to do something unethical
Employees Nineteen percent (19%) of employees have been asked to do something unethical by their employer, of whom 45 percent complied, many because they felt they didn’t have a choice. Asked to do Complied something with Has your employer asked you to do something unethical request unethical? Mille
Slide 10: Three in four HR managers believe managers have asked for unethical acts
HR Managers Three in four HR managers believe managers have asked employees to do something they would consider unethical. Only 12 percent believe employees would refuse to comply. Do you believe a manager has ever Assume a manager at your organization asked an employee of your asked an employee to
Slide 11: Majority of HR managers report employees can say no to unethical requests
HR Managers A surprising majority – 66 percent – of HR managers report employees have the ability to say “no” to a request they consider unethical. This contrasts with the beliefs of many employees who complied with requests they considered unethical. Ethics practices in the workplace Showing % of H
Slide 12: General CSR
General CSR • 69% of employees believe it is extremely or very important for U.S. companies to act socially responsible, compared to 80% of HR managers. • As we saw in 2016, a number of respondents believe responsibility is best demonstrated through things companies do every day, as well as the thin
Slide 13: Addressing harassment and discrimination are the highest priorities for employees
Employees Addressing harassment and discrimination are the highest priorities for employees. How much of a priority should companies make the following? Among employees A top priority A high priority Creating a company culture where employees feel safe from harassment 50% 29% 79% Paying male and fem
Slide 14: More women than men see equal pay and harassment policies as top priorities
Employees, HR Managers More women than men believe equal pay, harassment policies, non-discrimination and company culture are top priorities on which to focus CSR efforts. Employees HR Showing % saying “Top priority” Managers All Men Women Millennials Gen X Boomers+ Creating a company culture where
Slide 15: Harassment related actions have become more important over the past year
Employees, HR Managers Harassment related actions are seen by majorities to have become more important over the past year. Compared to last year, is this more or less important? Among Employees Much more important Somewhat more important HR Managers % “More Important” Putting in place strong sexual
Slide 16: Few cite #MeToo as reason issues have become more important
Employees Only a handful of respondents explicitly cite #MeToo as the reason gender equity and harassment issues have become more important over the past year, but most note the heightened media attention and social awareness. Why have things like gender equity, sexual harassment and company culture
Slide 17: Gender & responsibility I
Gender & responsibility I • Harassment and social responsibility are inextricably linked. – 92% of employees believe clear procedures to address sexual harassment accusations are necessary for a company to have in order for it to be responsible – At least 90% believe these are necessary: • A clear d
Slide 18: Gender & responsibility II
Gender & responsibility II • Most employees, however, express positive views of their employer. – 60% believe their company would hold senior leaders accountable for sexual harassment. • But combining the severity of harassment issues with the number of American employees, even small percentages rep
Slide 19: The necessity of sexual harassment policies is agreed upon by most
Employees The necessity of sexual harassment policies is agreed upon by most. How necessary it is for a company to have the following in order to be responsible? Among Employees Necessary Not Necessary Clear procedures to address sexual harassment accusations 92% 8% A clear definition of what consti
Slide 20: Equal pay continues to be seen as a necessity by most
Employees Equal pay continues to be seen as a necessity by most. How necessary is it for a company to have the following in order to be responsible? Among Employees Necessary Not Necessary Equal pay for men and women who do the same work 88% 12% Gender-blind promotions (promoting without considering
Slide 21: Companies may be lagging on researching their own workforce
Employees, HR Managers Companies may be lagging behind on researching their own workforce to understand their gender equity needs. While most HR managers report their companies have these things, many feel there is room for improvement. HR Managers TOTAL Has this Has this Company % of Employees Has
Slide 22: Failing to address harassment is an unforgiveable offense
Employees For all but a few employees, failing to address harassment is an unforgiveable offense. For each one, please indicate how much money the company would need to donate to charity in order for you to forgive them for their action. Average amount to Showing % of Employees saying they’d never f
Slide 23: HR managers more likely to believe leaders would be held accountable
Employees, HR Managers HR managers are more likely to believe their company would hold senior leaders accountable for sexual harassment, and more than two in three report their company has discussed sexual harassment with employees in the past six months. Employees HR Showing % saying “Agree” Manage
Slide 24: Sixteen percent of employees unsure what is and isn't sexual harassment
Employees Sixteen percent of employees are not sure what is and isn’t sexual harassment, and 22 percent are afraid they will accidentally violate harassment policy. Trust in employer Among Employees Strongly agree Somewhat agree Somewhat disagree Strongly disagree Not sure/I'd rather not say It’s cl
Slide 25: Maternity leave and harassment training common, but measurement deficit
HR Managers While maternity leave and harassment training are comparatively common, there is a measurement deficit, with only 41 percent of HR managers saying they have pay data broken down by gender, and just 25 percent having measureable gender equity goals. Does your company have this? Among HR M
Slide 26: Gender Equity I
Gender Equity I • Half of employees believe a company’s gender equity policy is made up of both formal policies and company culture, while a third believe it is only formal policies. – There’s a considerable gap between senior management and non-management, with 42% of the former saying policy is bo
Slide 27: Gender Equity II
Gender Equity II • A surprising number of employees report their company has no formal policy specifically on sexual harassment. – 45% of respondents report their company has no sexual harassment policy, while 55% do. – Only 36% report their company has a formal policy on gender equity, meaning 64%
Slide 28: Gender equity policies consist of written rules and company culture
Employees, HR Managers A majority of both employees and HR managers agree, a company’s gender equity policies consist of both written rules and unwritten company culture norms. Displayed to respondents By “gender equity” we mean the treatment and fairness for women and men regarding issues like equa
Slide 29: Millennials more likely than boomers to see gender equity problems
Employees Millennials are more likely than boomers to believe there are gender equity problems at their company. Senior managers are more likely to believe there are gender equity problems in their workplace than non-managers. There are gender equity There are gender equity Employees – problems at m
Slide 30: What phrases apply to your company's gender equity policy?
Employees Most employees report positive perceptions and experiences with their company’s gender equity policy, though two in 10 employees believe their company’s sexual harassment policy is not enforced. What phrases apply to your company’s gender equity policy? Among Employees Applies to my compan
Slide 31: Employees remember harassment policy, fewer HR managers believe so
Employees, HR Managers Seventy-one percent of employees claim they remember what their company’s sexual harassment policy says, but only 47 percent of HR managers believe their employees remember it. Showing % saying “Applies to my company’s sexual harassment policy” HR Managers Employees All of our
Slide 32: One in six women report having ideas stolen by men
Employees One in six women report having their ideas stolen by men, and nearly one in four report being ignored for ideas male colleagues have been praised for moments later. What phrases apply to your company’s sexual harassment policy? Among Employees Applies to me Does not apply to me I’d rather
Slide 33: Female senior managers more likely to report credit taking
Employees, HR Managers Female senior managers are more likely than HR managers and male senior managers to report witnessing or experiencing men either taking credit or getting credit for a female employee’s ideas. Employees HR Senior Managers All managers Male Female Showing % saying “Applies” (mal
Slide 34: Indirect harassment experience and discriminatory behavior
Indirect harassment experience and discriminatory behavior • A consistent minority of employees report significant harassment issues within their company, including: – 14% report there are harassers in their company, and they know who they are (20% among HR managers) – 12% report knowing of harassme
Slide 35: A quarter of employees do not know where to find harassment policy
Employees A quarter of employees do not know where to find their company’s sexual harassment policy, and over 20 percent don’t know who to report sexual harassment to in their workplace. Which of these statements applies to you? Among Employees Applies to me Does not apply to me Not sure/I'd rather
Slide 36: Over 50 percent of HR managers have had harassment reported to them
Employees, HR Managers Over 50 percent of HR managers have had sexual harassment reported to them, and 20 percent know of sexual harassment that has been reported but gone unpunished. Showing % saying “Applies to me” HR Managers Employees Sexual harassment in the workplace has been reported me 54% 6
Slide 37: Which of these statements applies to you?
HR Managers Seventy-seven percent of HR managers have seen data on what their company pays men and women, and over a quarter of HR managers believe their company pays men more than women for the same work. Which of these statements applies to you? Among HR Managers Applies to me Does not apply to me
Slide 38: Many employees would not forgive their own company
Employees There are many employees who presumably would not forgive their own company. Employees saying this action is unforgivable in general Employees agreeing with this statement or reporting this issue at their employer Having no women in senior leadership positions 88% My company has no women i
Slide 39: Direct harassment I
Direct harassment I • 13% of employees have been sexually harassed at some point in their careers. – Harassment based on physical appearance and age are almost as common. • Women are much more likely to have been harassed than men, but 8% of men report having been sexually harassed. • Young people a
Slide 40: Direct harassment II
Direct harassment II • The knowledge gap between senior managers and non-managers is apparent, with more than twice as many senior managers as non-managers reporting: – There are harassers in the company and they know who they are – Sexual harassment in their workplace has been reported but not puni
Slide 41: Thirteen percent of employees have been sexually harassed
Employees, HR Managers Thirteen percent (13%) of employees have been sexually harassed, which is the form of harassment most commonly reported to HR managers. Have you experienced or witnessed this type of harassment in your career? Employees who have experienced this Employees who have witnessed th
Slide 42: Women are twice as likely as men to have been harassed
Employees Women are twice as likely as men to have been harassed. Nearly one in four women with a male supervisor report having been sexually harassed, three times the number of male employees with a female supervisor. % who have been sexually harassed % who have been sexually harassed Personal Demo
Slide 43: #MeToo Impact I
#MeToo Impact I • Since #MeToo, nearly half of respondents have noted changes in their own or others behavior. – A third have noticed others being more careful, including 56% of senior managers. – Nearly one in four (23%) have noted themselves being more careful in their work interactions, including
Slide 44: #MeToo Impact II
#MeToo Impact II • Respondents are optimistic about these changes. – Among respondents whose companies have undertaken these actions, majorities believe the changes will help. – This is true even of the low-cost changes, which are also the most common: 68% report reiterating an existing harassment p
Slide 45: Most companies appear not to have done much following #MeToo
Employees Most companies appear not to have done much following #MeToo, and perhaps worse, many employees don’t know what their employer has done, an issue of transparency. Since October 2017, which of the following has your employer done? Among Employees My employer has done this My employer has no
Slide 46: Since October 2017, what has your employer done? (HR managers)
HR Managers Since the start of the #MeToo movement, a majority of HR managers report their company has reiterated its sexual harassment policy. Fewer than 50 percent report taking any further form of action to address sexual harassment in the workplace. Since October 2017, which of the following has
Slide 47: HR managers point to media attention and shift in U.S. culture
HR Managers HR managers point toward increased media attention and an overall shift in U.S. culture as the reason why issues like gender equity and sexual harassment are becoming more important in corporate culture. • “With all the stuff that has been happening in the news around the U.S, I think co
Slide 48: Open-ended HR responses on confidence in company policy
HR Managers Open-ended responses from HR managers indicate perceptions may lead some employees to have little confidence in company policy. 45% of employees say their company has no formal policy specifically on sexual harassment “This is a law but more companies need to have a dedicated policy” “Se
Slide 49: HR managers have mixed reactions to harassment proportion
HR Managers HR managers have mixed reactions to the proportion of employees who have experienced sexual harassment, with some suspecting this is an under-representation. 13% of employees have experienced sexual harassment “Great, if accurate. Possible people afraid to admit.” “This number may be a m
Slide 50: Top Newsworthy Employee Findings I
Top Newsworthy Employee Findings I • Harassment – 13% of employees have been sexually harassed at some point in their careers. – One in four women (24%) who report to a male supervisor have been sexually harassed, three times the number of men with a female supervisor. – One in four women (24%) in s
Slide 51: Top Newsworthy Employee Findings II
Top Newsworthy Employee Findings II • #MeToo – 48% of respondents report their company has taken some kind of action since #MeToo, but no action predominates. – The most common action (28%) was for companies to reiterate their harassment policy. 68% believe reiterating an existing harassment policy
Slide 52: Top Newsworthy Employee Findings III
Top Newsworthy Employee Findings III • Positive views of one’s own employer – 60% believe their company could hold senior leaders accountable for sexual harassment. – 71% trust their supervisor to deal with sexual harassment appropriately. • Negative views of one’s own employer – 27% report sexual h
Slide 53: Top Newsworthy HR Manager Findings I
Top Newsworthy HR Manager Findings I • Ethics – Almost all (97%) HR managers report it is important to them to act ethically in their job, compared to 88% of employees. – HR managers understand unethical behavior can occur at their company. 83% admit they believe an employee of their organization ha
Slide 54: Top Newsworthy HR Manager Findings II
Top Newsworthy HR Manager Findings II • Gender Equity – 87% of HR managers report their company has a formal policy on sexual harassment, compared to 40% who report having a formal policy on gender equity. – 31% of HR managers report there are gender equity problems in their workplace due to company