Company: AIZ
Filing Date: 2025-02-20
Form Type: 10-K
Source: 0001267238-25-000008
Chunk: 25

Company: ASSURANT, INC.
Filing Date: 2025-02-20
Form: 10-K
Item: Item 1
Chunk 25
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 Leading the Way, which is designed to unlock the potential of our talent to achieve our vision and purpose. Leading the Way is intended to further grow skills, capabilities and careers to impact engagement, performance and drive results. Strengthening employees’ leadership, technical and professional skills to broaden career opportunities, while also reinforcing a culture of strong ethics and compliance, are primary focus areas. We continue to implement key initiatives to support upskilling and reskilling and increase adoption of new technology and processes by providing both learning and change support, furthering our focus on a digital-first mindset. In 2024, this included the ongoing integration of AI tools to enhance and improve the employee and customer experience with the appropriate training and reporting to ensure we effectively govern deployed solutions and continuously learn. We also continued to provide all employees with access to industry leading content and a virtual mentor to further develop professional, technical, and managerial skills. This also included specific access for technology employees to immerse in technology labs and assessments as we look to expand critical skills in this area. Additionally, Assurant assists employees in the pursuit of undergraduate and graduate degrees, certifications and continuing education required by certain professional organizations. 

We have adapted our learning and development programs and delivery modes to meet the varying needs of our business and our predominantly virtual workforce. We provide a broad array of training on topics such as managing virtual and hybrid teams, mental health awareness and building resilience, managerial skills and inclusion. In 2024, we continued to enhance our manager and senior leader programming to strengthen our bench of future ready leaders. In addition, we implemented an enterprise-wide mentorship program to help support emerging talent.   

Succession Planning 

An important element of our talent strategy is succession planning and building leadership pipelines for our most critical roles across the organization. 

We assess the performance and potential of current incumbents, identify and assess potential successors, and create targeted development plans to strengthen the preparedness of our talent pipeline. Annually, we conduct a comprehensive talent review to discuss potential successors of our Management Committee and other key leadership roles, as well as a broader group of top talent as we look to ensure better visibility into our strengths and opportunities for prioritized roles. The Compensation & Talent Committee annually reviews the CEO succession plan and succession plans for senior executives, which includes emergency successors for each role, and conducts a broader talent review with the goal to ensure we have the right leadership in place to execute the Company’s long-term strategic plans.

For more information on our human capital resources, please refer to our most recent Sustainability