Diversity, Equity and Inclusion

Voya Financial is committed to fostering a work environment where the differences that we are born with — and those we acquire throughout our lives — are understood, valued and intentionally pursued. Purposefully bringing our differences together to positively influence our culture, service our clients and enrich our communities is essential to our vision to be America’s Retirement Company®.

Colleagues, Clients and Community are our strategic priority areas for Diversity, Equity and Inclusion. We believe that a focus on inclusion at every level of the organization, leads to better performance, increased innovation, an enhanced ability to address customer needs, higher employee engagement, lower employee turnover rates and helps to strengthen our communities.

At the heart of our belief is that Diversity, Equity and Inclusion must be intentional and individual. Each of us at Voya is responsible for executing Voya’s Diversity, Equity and Inclusion strategy. We believe that our employees own our culture and have a responsibility to foster an environment where we all feel comfortable bringing our whole selves to work. It is up to each of us to act in ways that support our overall strategy: “Celebrating our differences. Choosing to include.” We are stronger because of our differences: race, color, sex, national origin, religion, age, disability, veteran status, sexual orientation, gender identity, genetic information, marital status, creed, citizenship status, as well as perspective of thought, beliefs, education, background and experiences.

Black History Month 2021

At Voya, we celebrate Black History Month to pay tribute to the generations of Blacks and African Americans who came before us. Learn more about some of their stories.

Father holding baby

February is Black History Month, and Voya is celebrating the many accomplishments of Blacks and African Americans — while acknowledging the work ahead as we strive for equality. Honoring our shared American history is one way we can demonstrate our commitment to fostering a more inclusive culture. We have created a robust suite of educational tools and resources designed to encourage and inspire us all to reach for better, aspire for more and find our own greatness!

Explore the entire Black History Month experience, including our “Better in Numbers” video.

Celebrating our Differences

Equal Opportunity

Voya Financial is an equal opportunity employer. We are committed to a diverse and inclusive workforce. This governs all decisions related to employment, including selection, development and compensation. It also includes an employee’s request for reasonable accommodation. We believe that all employees must be treated fairly, with respect, and in a manner free from discrimination and harassment.

We aggressively enforce our harassment and anti-discrimination workplace policies. All new managers are required to take training to help them create an environment that demonstrates value, respect and fair treatment for all individuals.

For information on positions with Voya Financial, please visit our Careers page.

Employee Resource Groups (ERGs)

Voya has eight employee resource groups, which are open to all employees. These groups play an important role in engaging and educating our workforce — and are a vital resource to help advance our business goals. These groups help Voya foster a more inclusive culture where diverse perspectives are valued and celebrated.

  • African-American
  • Asian-American
  • Disabilities and Special Needs
  • Latinx
  • LGBTQ & Allies
  • NextGen
  • Virtual (Voya’s remote/work-from-home employees)
  • Women’s
Smiling professional woman

We define diversity at Voya as diversity of thought, perspective and background. We believe that focus on inclusion at every level of the organization, leads to better performance, increased innovation, an enhanced ability to address customer needs, higher employee engagement, lower employee turnover rates and helps to strengthen our communities.

The importance of diversity and inclusion at Voya is reinforced at the highest level. Voya Financial’s board of directors is composed of a highly skilled group of individuals representing a diversity of gender, ethnicity, expertise and skills. The importance we place on diverse perspectives is exemplified in the composition of Voya’s leaders:

  • Voya Financial Board of Directors
    • 9 total
    • 50% women (independent directors)
    • 25% racially/ethnically diverse (independent directors)
  • Executive Committee (highest internal management body)
    • 11 total
    • 27% women
    • 18% racially/ethnically diverse
  • Overall workforce
    • approximately 6,000
    • 50% women
    • 25% racially/ethnically diverse
  • People managers
    • approximately 1,000
    • 38% women
    • 16% racially/ethnically diverse

Voya is actively advancing the dialogue around board diversity. We are working with external partners, publications and forums to amplify a shared vision for greater diversity in board rooms across the U.S. and set an example that others may apply to their organizations. Chairman and CEO Rodney O. Martin Jr. authored a white paper titled “Board Diversity by Design at Voya Financial,” which was published in Corporate Compliance Insights (opens in new window) and was referenced in a case study featured by Committee Encouraging Corporate Philanthropy (opens in new window); The Huffington Post’s “The Next Decade of Corporate Ethics” (opens in new window) opinion article; UBS Financial Services’ report “On the road to parity” (opens in new window); and Forbes’ “Will Corporate Boards Remain A Boy’s Club?” (opens in new window).

Since 2016, our CEO has been a member of the 30% Club, a group of business leaders committed to better gender balance at all levels of their organizations. Voya also became a member of the Thirty Percent Coalition, whose goal is for women to hold 30 percent of board seats across public companies. Additionally, Voya was invited to join a partnership with the Ethisphere Institute to help lead its 2016 Gender Diversity Initiative.

At the heart of our belief is that Diversity, Equity and Inclusion must be intentional and individual. Each of us at Voya is responsible for executing Voya’s Diversity, Equity and Inclusion strategy. We believe that our employees own our culture and have a responsibility to foster an environment where we all feel comfortable bringing our whole selves to work. It is up to each of us to act in ways that support our overall strategy: “Celebrating our Differences. Choosing to Include.

  • Overall workforce
    • approximately 6,000
    • 50% women
    • 25% racially/ethnically diverse
  • People managers
    • approximately 1,000
    • 38% women
    • 16% racially/ethnically diverse

We are stronger because of our differences: race, color, sex, national origin, religion, age, disability, veteran status, sexual orientation, gender identity, genetic information, marital status, creed, citizenship status, as well as perspective of thought, beliefs, education, background and experiences. We are committed to a diverse and inclusive workforce. This governs all decisions related to employment, including selection, development and compensation. It also includes an employee’s request for reasonable accommodation. We believe that all employees must be treated fairly, with respect, and in a manner free from discrimination and harassment. Our policies provide clarity about our commitment to Diversity, Equity and Inclusion and the related expectations we place on our employees, business collaborators and other key stakeholders.

Our commitment to diversity and inclusion is essential to conducting our business in a responsible manner and is integral to developing innovative solutions to enable our clients to effectively plan, invest and protect their assets. Our mission is to help all Americans retire better, and that means that a workforce that reflects the diversity of Americans we serve.

In an increasingly complex, global marketplace, the ability to draw on a wide range of viewpoints, backgrounds, skills, experience and expertise results in better and more innovative solutions. We invest in attracting, hiring and retaining diverse talent and this allows us to better serve our clients and deliver products and services that meet their needs.

As an extension of Voya’s vision and mission to help all Americans have the quality of life they seek in retirement, the Voya Cares® program is committed to being a leader in making a positive difference in the lives of individuals with disabilities and special needs — as well as their families, caregivers and other providers — by offering a depth of resources focused on education, planning and solutions. Visit voyacares.com to learn more.

We believe in strengthening our communities through philanthropy, volunteerism, giving and nonprofit board service. Voya Foundation is the philanthropic giving arm of Voya Financial and provides grants that support our Financial Resilience giving priority, which focuses on (1) providing grades K–12 with the resources to be financially secure in the future; (2) supporting teacher training and rewarding excellence in the classroom; and (3) helping students pursue post-secondary education through our Voya Scholars program. Through this philanthropic work, we focus on financial inclusion and providing the tools and resources for the achievement of financial security.

Our employees are generous with their time and resources. Voya employees volunteered more than 37,000 hours collectively in 2019 and take advantage of the 40 hours of paid Volunteer Time Away provided by the company. Employees donated $5.6 million to nonprofits in 2019, including what was matched by Voya Foundation.

The programs we support through our nonprofit partners tend to serve those who are economically and/or socially disadvantaged. Beneficiaries for all programs are most likely to be (1) racially diverse (non-Caucasian); (2) female; (3) living a household where the annual household income is below $25,000; (4) living in a household where the highest education attained is high school or less; and (5) living in a household where the socioeconomic/professional category is unemployed.