U.S. Headquarters
New York, NY
U.S. Employees
Peter Zaffino
Chairman and CEO

“AIG believes in the power of allyship—for colleagues, clients, distribution partners, communities and more. Our commitment to allyship is rooted in our core values and is central in our ability to deliver excellence in all that we do. Advancing diversity, equity and inclusion requires allyship from everyone at AIG, and we ensure that these priorities are embedded in all decisions that impact our organization. Together, we strive to lead positive, meaningful change that sets the standard for the insurance industry, our communities and beyond.”

Rose Marie Glazer
Chief Human Resources & Diversity Officer

“At AIG, we listen, promote a ‘learn it all’ mindset and sustain a committed and inclusive culture to foster diverse teams and effectively discover our full potential. Our continued work embedding AIG’s Purpose and Values into the way we operate enables us to win together and lift up our communities.”

From the Company

AIG fosters an inclusive workplace culture for its diverse team with a clear commitment to listening and learning, allyship and speaking with action. Here are some highlights:

  • Our diverse Board of Directors sets the tone at the top of AIG while supporting more meaningful deliberations and oversight.
  • Out of 10 directors, six (60%) are from diverse backgrounds in terms of race/ethnicity, gender, LGBTQ+ identity and veteran status (as of AIG’s 2024 Annual Meeting of Shareholders).
  • After a U.S. launch in 2022, AIG completed the global rollout of its voluntary self-identification initiative for employees in 2023 to better understand and make informed decisions that support the needs of AIG’s workforce. Colleagues in 27 countries volunteered data related to their race/ethnicity, sexual orientation, gender identify, disability status and U.S. military veteran status.
  • Employee Resource Group (ERG) colleague membership, especially amongst people managers, continues to signify AIG’s highly engaged global workforce and the positive examples that leaders set, with 30% and 40% participation rates, respectively.
  • An enhanced, skills-first hiring approach reached a diverse pool of talent, with a program designed to welcome professionals returning to the workforce from a career break for caregiving and a strategy to increase the hiring of veterans.


Top 50 Ranking History