At Aflac Incorporated, 92 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 1345 employee surveys, with a 90% confidence level and a margin of error of ± 1.94. It was published on Sep 8, 2017. 20995 Visitors

What Employees Say

I feel good about the ways we contribute to the community.
94%
 
I'm proud to tell others I work here.
93%
 
People celebrate special events around here.
92%
 
We have special and unique benefits here.
90%
 
Management is honest and ethical in its business practices.
89%
 

What They Do

We asked Aflac Incorporated to explain what they do. Here is what they had to say.

We offer benefits solutions, including supplemental insurance products – cancer plans, accident insurance and disability coverage – to aid customers in maintaining their lifestyle despite unplanned illnesses or injuries. Aflac insurance provides financial protection to more than 50 million people worldwide.

About this Company

Website: www.aflac.com Industry: Financial Services & Insurance
US Headquarters: Columbus, Georgia, 31999 US Sites: 93
Major Locations: Columbia, South Carolina, 29201; Omaha, Nebraska, 68114; Albany, New York, 12211; New York City, New York, 10005 US Employees: 5,401
US Revenues: $6,200 million Worldwide Revenues: $22,559 million
Employees Worldwide: 10,572 Corporate Structure: Public
Stock Symbol: AFL Founded: 1955

The 5K Duck Waddle combines a healthy experience with our commitment to philanthropy. Proceeds from the race benefited the Aflac Cancer and Blood Disorders Center at Children’s Healthcare of Atlanta.

Perks and Programs

We asked Aflac Incorporated to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Aflac Bright Ideas: Aflac Bright Ideas enables employees to submit business improvement ideas through a formal vetting system. These ideas have saved Aflac more than $4 million since the program’s inception in 2002. Quarterly winners, selected from the successful submissions, receive checks for $500, reserved parking spaces and lunch with the vice president of Human Resources. Additionally, the first-place annual winner receives a trip for two to Aflac’s annual Convention.
  • Career Success Center: Now with three locations on our main campuses, Aflac’s Career Success Center creates a high-impact learning organization that reflects Aflac’s values, processes and practices. The Center guides employees to take a proactive role in determining their career destiny by coaching and empowering them to be ready for new career opportunities at Aflac. To date, more than 2,000 CSC sessions have been completed. Most notably, of those employees participating in CSC sessions in 2016, 40 percent of Columbus’s CSC participants and 33 percent of Columbia’s either received promotions or some other type of positive career movement.
  • Career Awareness Expo: In 2017, more than 1,300 employees attended the third Career Awareness Expo at our Columbus headquarters. At the event, employees were able to learn about available resources and tools, including Toastmasters and the Diversity Council; get an overview of Aflac departments, with representatives explaining what the department does and highlighting the featured jobs in that area; hear career tips from Aflac executives; receive résumé-writing tips; participate in mock interviews; and learn about Aflac scholarships and partner schools. A highlight of the event is the opportunity for employees to network with leaders in an informal setting.
  • Aflac Way employee recognition: Through the Aflac Way recognition program, Aflac employees, sales associates and customers may nominate an employee for this recognition when they experience an individual delivering outstanding service related to one or more of Aflac's seven commitments we make to our customers. When recognized, the employee’s leader is notified by email, a virtual certificate may be printed and presented, and the employee is awarded points to redeem for prizes. The recognition program is a visible and tangible demonstration of the commitment our employees make to our policyholders and to each other. Each year, the top-three employees with the highest number of points are recognized at our Employee Appreciation Week event, and the employee with the most points is awarded a trip to our annual sales Convention.
  • LeAP/ITA Apprenticeship: This fast-track, two-year rotation programs for recent graduates allows emerging professionals and future leaders to work in a multitude of functions within a division to help them select a job that most closely fits their interests and skills. They also participate in leadership development classes, and their Toastmasters dues are paid while in the apprenticeship. As a result, when they complete the rotation, the apprentices are fully immersed in the Aflac culture and are ready to take on greater responsibility within their chosen discipline.
  • Graduate School Scholarships: For Aflac employees furthering their education at a formal learning institution, we provide both professional and monetary support. Over the course of the past seven years, Aflac has supported employees attending schools such as Auburn University, Columbus State University, Georgia Tech, the University of Georgia and Emory University for those pursuing master’s degrees.
  • Aflac Care Centers: At Aflac, we have a Health Services office and two on-site health clinics at our headquarters offices that have been staffed by a registered nurse or physician’s assistant for many years. In 2017, we partnered with Marathon Health to extend clinic services to our Columbia, South Carolina campus. Employees pay only $5 per visit, and many prescriptions are dispensed without cost to employees. This employee benefit program is keeping our workforce healthy and has saved lives.
  • Talk the Talk with Leadership: Our quarterly Talk the Talk with Leadership sessions draw large audiences, allowing employees to pose direct questions to senior executives, who make it a priority to use these gatherings to address challenges and opportunities. Sessions are recorded and posted on the intranet for any employee to view later when it is convenient. This allows greater participation, since those who were unable to make the session or who are located outside the headquarters office can still benefit from the content.
  • Diversity Week: All Aflac’s campus locations host an annual Diversity Week, where employees join together to celebrate traditions, thoughts and cultures from around the world. Employees in each office tailor the program to meet their needs. Activities may include team-building events, brown bag lunch learning sessions, cultural cook-offs, and dance and music from other countries. Last year, a delegation of employees from our Aflac Japan branch office presented a panel sessions to facilitate understanding of our cultural difference. The president of our Japan operation honored our employees by participating on the panel.
  • Aflac insurance products free to all employees: Our employees are exceptional brand ambassadors because every employee is also a policyholder. Every employee is offered an individual cancer policy and group critical illness insurance paid for by the company. Familiarity with our company’s products and customer service from the customer’s perspective helps us be better attuned to the customer experience and enhance our customer journey. Additionally, in the event of a critical illness, having these plans helps our employees focus on recovery instead of the distraction and stress over the costs of medical and personal bills. We care about our Aflac family and this is just one more way to be there in their time of need.

COMPENSATION BY THE NUMBERS

$105,171 Average salary and additional cash compensation for Senior Application Developer74% Company-paid health coverage for employees
74% Company-paid health coverage for dependents 74% Company-paid health coverage for part-timers
30 hours Weekly hours required for part-timers to receive health insurance $2,000 Average Tuition Reimbursement
$2,136 Maximum Tuition Reimbursement

COMPENSATION PROGRAMS

  • 401(k) or 403b Program
  • Stock options
  • Restricted stock units
Executive Vice President and Chief Financial Officer Fred Crawford speaks at a Talk the Talk with Leadership session.

WORK-LIFE BALANCE BY THE NUMBERS

27 days Paid time off after one year of full-time employment 19 days Paid time off after one year of part-time employment
Set days Paid sick days after one year of full-time employment 19 Days Paid time off as of first day of full-time employment
19 days Paid time off as of first day of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (46% use it)
  • Telecommute option (11% use it)
  • Compressed work weeks (2% use it)
  • Subsidized On- or Off-site Fitness (62% have access)
  • Medical facilities (at some locations)
  • Onsite Amenities (Free beverages, subsidized lunch on a regular daily basis: take-home meal service, onsite package/mailing service, discount movie tickets, fitness classes, car wash, dry cleaning service, personal travel service, lactation rooms in all buildings, blood pressure monitors at all buildings, bike racks, game room, prescription drop-off service, a relaxation room, onsite library, career counseling centers, training facilities, frisbee golf course and walking trails)

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave (including FMLA/STD) 60 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
30 days Job-protected paternity leave (including FMLA)30 days Fully-paid paternity leave (does not include personal vacation or paid time off)*
$1,500 Adoption benefit30 days Job-protected parental leave for adoptive parents (including FMLA)*
30 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are not required to use all their personal paid time off before taking parental leave. All employees are eligible for parental leave benefits.

FAMILY CARE PROGRAMS

  • On-site or near-site backup childcare center
  • Lactation room(s)
  • Paid sick leave to care for a child or relative

HEALTH INSURANCE COVERS

  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
  • Fertility treatments

Community and Environmental Impact

8 hours Paid time off to volunteer $4,264,891 Philanthropic donations in last year
Vice President, Facilities Support Leads environmental impact team Self-Conducted Environmental impact audit
1 LEED certified building(s) Yes Sustainable commuting program
Yes Renewable energy program Yes Recycling program
Yes Locally-sourced food program

Diversity

  • Vice President of Human Resources is responsible for the success of formal recruiting and retention diversity goals
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Women
  • 11 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Leadership Diversity

 

Workforce Diversity

 
Employees are treated to special photo sessions with the Aflac Duck.

DEMOGRAPHICS

 
Aflac U.S. President Teresa White explains the details of Aflac’s corporate strategy during a town hall meeting.

How to Get Hired

We asked Aflac Incorporated for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

Aflac's approach to finding employees is “Hire for attitude, train for aptitude.” If you're interested in working here, you can expect hiring managers to ask questions about six core competencies that are important to the business: being action-oriented and adaptable, having a customer focus, demonstrating ethics and values, working with integrity and trust, and listening. These competencies reflect Aflac’s culture and will ensure a good match.

What can prospective employees do to get your attention?

At Aflac, everything we do is focused on being there for our customers in their time of need. Whether we’re recruiting for an application developer, accountant or customer service representative, we’re looking for candidates focused on exceeding customer expectations and who can share how their role enables us to deliver on the promise we’ve made to our policyholders.

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

Aflac has openings across the organization, including but not limited to opportunities in its Financial Services, Marketing, Sales, Information Technology, Operations, Customer Service and Strategic Sourcing divisions. We are always looking for candidates who have an analytical skillset along with creative problem-solving abilities.

What should interested candidates do to find out more and get started?

Interested candidates should visit Aflac’s career page, www.aflac.com/careers, to create a new user career profile. There, candidates can search and apply for open positions.

Aflac recruiters attend college job fairs, and for those still in school, they can apply for our summer internship program. In the past year, the company also filled approximately 59 percent of its open positions with external candidates.

Once they're on board, new hires can sign up for 19 needs-based courses to learn professional, technical and administrative skills. Industry education opportunities include on-site examinations. Some departments provide a cash award for successful completion of each course.

hiring Outlook

600 Forecasted positions to fill in coming year 1% Job Growth
23 Average applicants per opening 28,116 Total job applicants
21% New hires by employee referrals 47% Openings filled by current employees
28 Recent graduates hired 6% Voluntary turnover for full-time employees
25% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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