At Farmers Insurance, 80 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 1324 employee surveys, with a 90% confidence level and a margin of error of ± 2.19. It was published on Sep 11, 2017. 8935 Visitors

What Employees Say

I am given the resources and equipment to do my job.
90%
 
I feel good about the ways we contribute to the community.
90%
 
People care about each other here.
88%
 
I am able to take time off from work when I think it's necessary.
87%
 
Management is honest and ethical in its business practices.
87%
 

What They Do

We asked Farmers Insurance to explain what they do. Here is what they had to say.

We have an unwavering commitment to uphold our founding ideals to provide industry-leading insurance products and first-rate services to the customers we're privileged to serve.

About this Company

Website: https://www.farmers.com/ Industry: Financial Services & Insurance
US Headquarters: Woodland Hills, California, 91367 US Sites: 196
Major Locations: Phoenix, Arizona, 85053; Caledonia, Michigan, 49316; Oklahoma City, Oklahoma, 73412; Olathe, Kansas, 66061; Austin, Texas, 78727 US Employees: 20,794
US Revenues: $19,700 million Worldwide Revenues: $19,700 million
Corporate Structure: Private Founded: 1928

Farmers employees volunteering to paint a wall at a local elementary school

Perks and Programs

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

  • Farmers® Family Fund: Farmers® employees have a history of giving their time and money to help support others, including their co-workers in need. The Farmers® Family Fund was designed to respond when employees experience significant and immediate financial hardship caused by an emergency outside of their control. The Fund has been able to provide close to $1,500,000 in grants and positively impact the lives of nearly 700 employees. 
  • Employee Resource Groups: The foundation of Farmers culture is inclusion. Our culture supports employees in bringing their whole selves to work. Employee Resource Groups (ERGs) are groups of employees who join together at Farmers® based on shared characteristics, interests, or life experiences. The nine ERGs created at Farmers are assembled to build strategic relationships internally and externally with key groups and individuals to support business growth outcomes.
  • Farmers® Insurance Open: The Farmers® Insurance Open is an opportunity through golf to showcase the Farmers brand.  Throughout the tournament, players and fans have the opportunity to engage with the brand.  Spectators, which include the general public, and Farmers agents and employees can thank their favorite teacher at the Thank America’s Teachers® bus, learn about the unbelievable but true claims Farmers has covered at the Claim Game, experience the Farmers Social Clubhouse, hear about  working at Farmers from one of our recruiting representatives, and take a tour of the Farmers Mobile Claims Center.  Farmers Roadside Assistance is also on-site to help attendees with any untimely vehicle issues in the parking lots.
  • Caring for the Community: Since Farmers founding, we have a commitment to serve the communities where our customers and employees live, work, and play. We care for the community through Farmers Cares Week, Thank America’s Teachers®, and Suits for Soldiers. Farmers Cares Week is a time to celebrate what makes our organization special and recognize how our employees care for our customers and communities. Inspired by the great work and dedication of teachers, we created the Thank America’s Teachers® initiative. Farmers will donate more than $1 million in our educational grants to our nation’s teachers. Suits for Soldiers is representative of our commitment to veterans. Farmers has donated more than 70,000 pieces of business attire to help active duty military personnel while they transition to the civilian workforce.
  • Onsite Perks: Farmers onsite amenities include cafes that are designed according to the preferences of employees. Based on an employee preference survey, the cafes include a grill, salad bar, deli, and made-to-order and on-the-go offerings. Dining, collaboration and relaxation spaces are also available to employees. Additionally, employees have ongoing, multiple opportunities to get involved in fitness activities. These include yoga and other exercise classes, as well as our complimentary gym and locker room facilities at some locations.
  • Focus on Learning: The University of Farmers® is an award winning resource for building careers at Farmers® and is available to all employees. The claims training facility has a two-story full-sized mock house that provides participants with hands-on training, video feedback skill-practice rooms, a mock auto bay that can house up to 20 damaged automobiles, and audio visual technology. Farmers also provides tuition assistance for undergraduate or graduate courses at regionally accredited colleges and universities. Tuition assistance also covers specialized designations. Currently, the maximum amount of tuition assistance available per person, per calendar year is $5,250. Farmers will pay 90% of tuition, 100% of books and exams, subject to eligibility requirements.
  • Catastrophe Response Team: Formed on Sept. 1, 1996, the Catastrophe Response Team marks 20 years of outstanding response to catastrophes. Developed to more efficiently respond to large claim events after the Northridge earthquake in California in 1994, Catastrophe Response Team members are committed to assisting our customers nationwide whenever and wherever they are needed. Since that time, the Catastrophe Response Team has helped customers who experienced wildfires in California; tornadoes in Joplin, Missouri and Moore, Oklahoma; Hurricanes Katrina, Ike, Rita, Harvey and Irma and hundreds of other events. The team also frequently volunteers while deployed to disasters, giving back to communities in any way they can.
  • Props: Props! is Farmers' official program for honoring the performance of stand-out employees and teams. Recognition is a key driver of employee engagement at Farmers as we know engaged employees are the foundation of our success. Props! is not only a platform, it’s a philosophy for recognizing and rewarding employees.  Props! is an interactive and social recognition site allows us to celebrate our employees, earn points to redeem for merchandise, event tickets and travel, and honor Service Anniversaries in different and fun ways.
  • Health Screenings: Health and wellness is important at Farmers. The organization offers voluntary annual on site flu shots and biometric screenings to all benefits-eligible employees. The screenings keep employees updated on their blood pressure, glucose and cholesterol levels and body mass index. Employees also get results of a thorough panel C blood analysis. Completing their screening not only can help make employees knowledgeable about their health, but it also earns them $100. One of our Employee Resource Groups, Farmers Fit, provides resources to help employees become smarter about fitness, join challenges and expand their network, all while celebrating their fitness passions.

COMPENSATION BY THE NUMBERS

100% Match of employee’s 401(k)/403b contribution up to 6% of salary81% Company-paid health coverage for employees (for The overall percentage above applies to all employees. Variances from the average are due to the selected plan and tier coverage.)
81% Company-paid health coverage for dependents (for The overall percentage above applies to all dependents. Variances from the average are due to the selected plan and tier coverage.) 81% Company-paid health coverage for part-timers
20 or more hours per week hours Weekly hours required for part-timers to receive health insurance $1,520 Average Tuition Reimbursement
$5,250 Maximum Tuition Reimbursement
A demonstration on the VR technology being used to train claims adjusters in the Farmers innovation lab

WORK-LIFE BALANCE BY THE NUMBERS

28 days Paid time off after one year of full-time employment 28 days Paid time off after one year of part-time employment
21 Days Paid time off as of first day of full-time employment 21 days Paid time off as of first day of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Telecommute option (17% use it)
  • Compressed work weeks
  • Subsidized On- or Off-site Fitness (40% have access)
  • Onsite Amenities (fitness centers, credit unions, mother's rooms, food services, company stores, car wash, mail services, dry cleaning, sick rooms, game rooms, libraries, ride share programs, holiday events, inside and outside walking paths, outdoor recreation, e.g. basketball, free parking)

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave (including FMLA/STD) 25 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
30 days Average length of maternity leave new mothers take60 days Job-protected paternity leave (including FMLA)
$4,000 Adoption benefit60 days Job-protected parental leave for adoptive parents (including FMLA)*
10 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.

FAMILY CARE PROGRAMS

  • 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)

Community and Environmental Impact

$4,400,000 Philanthropic donations in last year $200,000 Total company-matched employee donations in last year
1 LEED certified building(s) Yes Sustainable commuting program
Yes Renewable energy program Yes Recycling program

Diversity

  • Head of Talent Acquisition 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: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees; Disabled employees; Speakers of English as a second language
  • 18 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

Leadership Diversity

 

Workforce Diversity

 
2017 “We Came. We Saw. We Covered” Rose Parade Float won Grand Marshal’s trophy of excellence in creative concept and design

DEMOGRAPHICS

 
Farmers employees committed to rebuilding homes after the Hurricane Sandy disaster

How to Get Hired

We asked Farmers Insurance 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?

Farmers looks for passionate, forward thinking, self-starter characteristics in prospective employees. We are constantly striving to differentiate ourselves by driving transformation and look for prospective employees that have the motivation to help shape the industry. The culture at Farmers lives and breathes around its customers. We look for those who have a desire to help customers so they can protect the things that matter most, and help support customers during hardships. Our community involvement is just as important as we encourage our employees to volunteer and provide the opportunities to do so. We continue to seek employees that want to help improve and strengthen our culture by having these common traits: intelligence, integrity, empathy, straightforward, supportive nature, and a proactive approach to serving our customers.

What can prospective employees do to get your attention?

Prospective employees can get our attention by actively participating in industry, technical and leadership networks. We value relationships and seek out future employees who share that value. Actively participating in community based initiatives as a leader and supplementing your technical skill set is a key differentiator for us. Additionally, actively displaying the behaviors that align with our values, and making yourself discoverable through professional networking online sites or professional networks can be helpful. Excellence: We aim for the highest quality and strive for continuous improvement. We have the courage to go where no one else has gone and see failures as an opportunity to learn and improve. We value curiosity and action. We demonstrate passion by constantly questioning the status quo to innovate and improve. We do so with fairness, diversity, trust and mutual respect.

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

Since customer centricity is at the heart of all we do, we continually seek candidates to join our efforts in serving our customers. Because technology plays a key factor in transforming our work of the future, we are looking for professionals with critical technology skill sets or those who have engineering and data science in their backgrounds. We look for a wide range of levels of experience, perspectives and skill sets. As our industry evolves, we also look for progressive thinkers who can see the future of the insurance industry.

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

Farmers takes pride in the informality of our culture and encourages professional networking, mentoring, and outside-in views. We encourage employees of all levels to actively recruit the best talent. Therefore, as a candidate, we encourage you to find whatever resources are available to you. We encourage asking for a cup of coffee or a lunch to get to know us better before even beginning the interview process. All of our open positions are posted on our career site and we are active members on professional networking online communities.

hiring Outlook

5,000 Forecasted positions to fill in coming year 0% Job Growth
7 Average applicants per opening 38,000 Total job applicants
23% New hires by employee referrals 39% Openings filled by current employees
9% 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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