Jornaya, a Verisk business and the leading provider of consumer behavioral data and intelligence with a proprietary view of more than 400 million consumer journeys every month, is committed to taking action in the ongoing fight against social injustice, racism, and discrimination. In early June, our leadership spoke out about their commitment to support justice and equality

We are committed to doing what we can in the ongoing fight against social injustice, racism, and discrimination—wherever and however it exists,” wrote Jornaya COO Todd Nelson in early June after George Floyd’s murder and resulting human and civil rights reawaking. “We are committed to doing all we can with our voice, our finances, and our action to support black and brown communities and will foster a company culture that deeply values and respects diversity and inclusion.”

Similarly, Jornaya CEO Ross Shanken shared: “I’m resolved to use my voice, and the resources I can influence personally and with Jornaya, to be a part of the change that needs to happen in this country and in this world. Finally, we’re committed to examining our recruiting, hiring and growth practices to ensure we are providing the fullest opportunities for all.

Task Force Assembled 

The Jornaya Diversity, Equity, & Inclusion (DE&I) Task Force was assembled with a mission to celebrate and honor every unique individual member and the multifaceted experiences brought to our workplace and community. As the mission reads: 

We believe that embracing our diversity leads to social, emotional, and professional excellence. We seek to understand the complex and rich identities of self and others and to lean into difficult topics related to diversity, equity, and inclusion. In doing so, we believe that this enables an opportunity to be contributing members of an increasingly diverse and global world.

The Jornaya DE&I task force is a group of Jornayas that acts on behalf of the company to jumpstart and manage the diversity, equity, and inclusion process. The task force works closely with senior leaders to ensure alignment with the organization’s overall business strategy and to help institutionalize practices that support and accelerate our DE&I initiatives. The DE&I task force helps create strategic accountability for results, provides oversight on diversity efforts, and promotes company-wide communication on progress. 

Making a Difference Together 

One of the goals is to lead efforts in fostering real organizational change, establishing a dedicated focus on diversity, equity, and inclusion priorities, and managing the DE&I program. 

We strive to foster an inclusive work environment,” said Nelson. “We aspire to have each and every one of our colleagues love their work and feel that they belong. Working to provide platforms for overseeing and assessing the effectiveness of our DE&I efforts, the task force is introducing change when, where, and how it’s needed and appropriate.”

The Jornaya DE&I Task Force has created opportunities for employees to have meaningful engagement with one another to promote cultural inclusivity and discuss issues relating to equity in the workplace. A recent idea exchange during an all hands meeting resulted in ways to build diversity within the organization, which will be implemented in 2021. 

The task force has also iIdentifies opportunities for the organization to engage with its broader communities to promote equity, social justice, and inclusion (i.e. community volunteer activities, corporate social responsibility initiatives, etc.). The team raised money for three social justice organizations and welcomed a diversity speaker during an all hands events.

Our Promise

Jornaya’s diversity initiatives are applicable—but not limited—to practices and policies on:

  • Recruitment + Selection
  • Compensation, Promotions, Separations + Benefits
  • Professional Development + Training
  • Social + Recreational Programs

We have a responsibility to treat others with dignity and respect at all times and exhibit conduct that reflects inclusion during work, at work functions, and at all other company-sponsored and participative events. Our efforts will persist—we see this not as a sprint effort but a marathon. We are committed to making the change incrementally.”