IT at Tokio Marine means continuous learning — and many hats – Computerworld

Flexibility and diversity of thought

The TMNAS IT organization has always supported flexible work arrangements, and post-COVID, the majority of TMNAS’s IT staff (75%) is now fully remote. IT employees and managers collaboratively establish the best working arrangement, based on job requirements, and the firm has implemented numerous technologies — from collaboration spaces to in-office A/V equipment — to make hybrid collaboration easier and fully productive. The hybrid model has also opened up IT recruiting in areas outside of the company’s Pennsylvania headquarters. “We now have 50-state recruiting, and the number and quality of résumés have shot through the roof,” Pick says.

Fostering diversity and community is ingrained in the TMNAS culture, and the company stood up a number of employee resource groups (ERGs) last year focused on women, generational workers, caregivers and LGBTQ+ staff members. The efforts are moving the needle on promoting more diversity in IT: 30% of the ERG leaders hail from the IT department. Many of the top company leaders — including the CFO and CHRO & Chief Legal Officer — are women, and historically the percentage of women working in IT at TMNAS has been above market averages. In addition, the presence of previously underrepresented groups in IT, such as the black, indigenous, and people of color (BIPOC) community, is increasing.  At TMNAS, nearly half of IT management and non-management identify as BIPOC.

“We focus on finding the best people for the job,” Pick says, “and the best people come from a variety of backgrounds.”