CARES Employee Resource Group Helps Parents and Caretakers Connect at Newfront

As summer begins to wind down and families start looking toward the school year beginning again, many caretakers and parents have mixed emotions. For some, they may feel anxious about their children entering a new grade or school, and others may be ready to return to the school-time routine. 

Principal and Commercial Insurance Broker Sheri Jamme knows these struggles all too well – her sons Jackson (11) and Julian (9) are both transitioning to new experiences this fall. “My older son starts true middle school with different teachers and periods, and my youngest is changing school as well. We’ll have some learning curves this year, but I’m excited to see them take on new responsibilities.”

Fortunately, at work, Sheri has some built in support through these bittersweet times. Newfront’s CARES Employee Resource Group (ERG), which stands for Caretakers & Allies Raising Emotional Support, aims to provide a safe space and platform for Newfront caretakers to connect, collaborate and receive communal support.

Studies show that an increasing number of children are experiencing mental health issues, especially since the pandemic began. However, “most kids are pretty resilient, and although they may express some concerns or separation anxiety, they are usually able to successfully navigate the transitions of a new school year,” says Ken Jones, a psychologist and director of behavioral health at Texas Health Arlington Memorial. 

Undoubtedly, having access to communities and groups like ERGs can help parents and caretakers through these changes, according to Sheri.

“It’s always comforting to know people understand where you are coming from,” she said. “Having the CARES ERG shows Newfront’s commitment to supporting employees, understanding life challenges, and fostering community. I’m proud to work at a company that offers the opportunity to engage in these groups.”

Sheri, who joked she’s anticipating seeing “several kids that are now taller than me since school let out in June,” is looking forward to volunteering in her sons’ classrooms – and sharing her tales with fellow CARES ERG members.

“The challenges of today’s environment, especially since the pandemic, make it easy to feel disconnected, so it's nice to have a community to relate with,” she said. “When I am happy and my family is thriving I do my best work. I think it's important for all of us to feel connected and part of a community that cares about them.”

The CARES group is one of seven Newfront ERGs, including Amplify AAPI, which just launched in May.

Newfront’s CARES Employee Resource Group  aims to provide a safe space and platform for Newfront caretakers to connect, collaborate and receive communal support.

From workshops on allyship to welcoming the world-famous Tik Tok star Mercury Stardust (the Trans Handy Ma’am!), Newfront had a packed agenda to honor Pride. Hosted by our company’s emerge Employee Resource Group (ERG), June’s activities focused on offering time to reflect and remember, encouraging support for important causes, educating those around us, and most importantly, celebrating the LGBTQ+ community. 

Team Member Spotlights: For the first time ever, we interviewed Newfront team members of the LGBTQ+ community and championed them on our social media networks to increase representation, challenge expectations, and champion inclusivity. Meet Certificates Operations Associate Christopher Mejia, P&C Managing Senior Account Manager Jenn Meimerstorf, Vice President and Retirement Plan Advisor Jeremy Stoker, Executive Vice President and Regional Managing Director Linde Hotchkiss, and emerge Founder and Newfront CIO Brent Rineck, who we honored posthumously. Authenticity rang through each quote along with expressions of the importance of being supported by their Newfront family.  

Workshops: Hosting workshops is essential to ensure the LGBTQ+ members of our team feel safe at Newfront. Since we’re building a community of allies, we wanted to provide content that would help educate and raise awareness on several topics.

Blurred Lines: How to Navigate the Fluid Boundaries of Gender. In Blurred Lines we addressed the “blurred lines” around gender that can cause confusion and awkward situations in the workplace. Attendees discussed gender identities and simple language that can be used to build awareness and minimize unconscious bias. The workshop helped educate us while bringing focus around the issues and steps each of us can take to address this growing concern.

Over the Rainbow: Tools to Be An Authentic Ally. Over the Rainbow participants learned how to become advocates and allies towards the LGBTQ+ community, focusing on pronouns, inclusive language, and serving as an “upstander not bystander”. 

Tik Tok Superstar: In addition to our workshops, we spent a morning with Tik Tok superstar Mercury Stardust – The Trans Handy Ma’am. Mercury was candid about personal experiences, shared experiences as an LGBTQ+ member in the workforce and in a traditionally male dominated industry, and she opened up space for Q&A. Newfront team members filled our session with questions and an overwhelming response of support and appreciation for her raw and honest conversation. 

While the parades are over and the rainbows are fading from corporate logos until next year, Pride doesn’t stop in June. Support is vital year-round and change must come from within. That’s why, as a company, we recognize our differences and through our ERGs set the foundation to celebrate and value the differences of one another, so that we may all grow and succeed together. 

Newfront pledges to keep the momentum going throughout the year. We are actively auditing our own policies, procedures, and benefit packages to submit our organization for the Human Rights Campaign Corporate Equality Index – hoping to gain 100% and qualify as a “Best Place to Work for LGBTQ+ Equality.” This is the beginning of ensuring that Newfront is a top workplace for all team members, especially those most marginalized in our country.

Speaking of marginalization, I’d be remiss if I didn’t mention the recent SCOTUS ruling. Women around the country are grieving as reproductive health and safety rights have been lost. 

With this brings fear of what’s to follow. 

We are watching additional rulings that may follow. In a passage blasting jurisprudence around the 14th Amendment, Justice Clarence Thomas said abortion was not a form of “liberty” protected under the due process clause. Thomas expressly names cases that guaranteed the rights to contraception, same-sex relations, and marriage equality — Griswold v. Connecticut (1965), Lawrence v. Texas (2003), and Obergefell v. Hodges (2015), respectively — as being appropriate for the court to “reconsider” given they relied on similar reasoning. “We have a duty to ‘correct the error’ established in those precedents,” Thomas wrote.

We cannot be silent. It is time for action. emerge is here for all.

A look at how Newfront celebrated Pride Month and plans to continue to support important causes and educate those around us year-round.

As we come into summer and another June and another pride month, I reflect on the notion of pride and my personal journey. I can’t say that I am “proud” to be a member of the LGBTQ+ community. This may sound odd as I am visible and out, but I always only wanted to fit in and be normal (whatever that is).  I am however proud of my values and how I show up in this world. I am proud of the accomplishments of my wife and those on my team. I am proud of the environment at Newfront we have created – one that encourages employees to feel safe to be their authentic selves. I am proud of our brave employees who take the first step in sharing who they are in our employee resource groups (ERGs) and with each other.

Early in my career, I was a Global CFO for a business unit of a major broker in New York City. I was at the table for all strategic discussions, but never at the table for the senior leadership dinners with spouses – I heard from someone that they were afraid of who I might bring. This added to my self-loathing from not fitting in, being normal, or just “being”. I spent so much energy in covering that could have been constructively used for work deliverables or for building real, deep, trusted relationships with others. The stress and energy of needing to hide who I am, play the pronoun game, and the fear that a mistake could derail my career was exhausting. 

Fast forward to 9/11 where I was supposed to be in a meeting on the 98th floor. I was not there that fateful morning, but it impacted me in so many ways. I value life differently and seek real connections that are precious. I moved to the west coast to be closer to my brother Jason and worked hard to start each day from a place of gratefulness. I have also shed that self-loathing and stepped into showing up as my authentic self. I seek to create safe spaces where people can move beyond just being themselves to a place of belonging. 

When I joined this organization, I was encouraged by a mentor to work my wife into early conversations – and I received an unexpected response. Both Kurt deGrosz, Executive Chairman and Brian Hetherington, President were visibly excited and shared with me their individual DE&I journeys as well as the culture they were building. When I joined the firm, I felt like I was coming home, but also that I was a million miles away from my experience at that large broker in New York so many years ago. 

It is important that we celebrate how far we have come and create safe spaces. Diversity is about counting heads and inclusion is about making heads count. Said another way, diversity is a data driven exercise and inclusion is a choice. Please join Newfront, emerge and me in choosing to elevate our end game to creating an environment where everyone belongs.

It is important that we celebrate how far we have come and create safe spaces. Diversity is a data driven exercise and inclusion is a choice.

The newest employee resource group (ERG) at Newfront has come together to do exactly what its name implies: Amplify AAPI. By uplifting and supporting one another, the group of Asian American Pacific Islanders (AAPI) and allies are giving voice to our community while continuing to build on Newfront’s foundation of diversity, equity, and inclusion.

“Being part of a community that relates to the challenges I had growing up and being able to share stories is such an amazing opportunity,” said Heidi Clubb, a co-lead of Amplify AAPI and Senior Account Manager at Newfront. “It wasn’t until I was an adult where I realized there were many people who were in the same boat as I was. I wasn’t alone after all. I just didn’t know where to find fellow friends and colleagues with a safe space to connect.”

Amplify AAPI joins six other ERGs at Newfront, all with a common theme to help employees find a community that not only creates a sense of belonging, but also provides an opportunity to support the professional development and growth of its members.

“In the AAPI community, many of us were taught not to speak up or to blend in so that we can assimilate into the American culture,” said Vivian Le, the founder of Amplify AAPI and Benefits and Wellbeing Manager at Newfront. “These innate characteristics may spill into our workplace. 

“Amplify AAPI was created to break the barrier and uplift our voices, our members and our allies.”

As a fellow co-lead of Amplify AAPI, I have already experienced the power our members have to amplify our voices, which gave me the courage to take on a leadership role and to introduce our ERG to the entire Newfront community at a Town Hall meeting on May 4.

“I am inspired to see the diversity of AAPI cultures and life experiences being shared,” said Winnie Van, Executive Sponsor of Amplify AAPI and Chief Legal Strategist at Newfront. “In the sharing and allyship, there is power, compassion and greater community. This ERG looks to further amplify and elevate its members and Newfront.”

Honoring Our Diversity During AAPI Heritage Month

The May launch of Amplify came at a pivotal time for the community as we honor our diverse cultures and share our experiences during Asian American and Pacific Islander Heritage Month.

“When the ERG was approved, I felt very honored, humbled, a sense of belonging, and proud to be an employee of Newfront,” said Alaine Gallanosa, an inaugural member of Amplify AAPI and Senior Client Representative at Newfront. “Celebrating this month is important to me because it also reminds us to be proud of who we are and how our culture and values have contributed to our success in life.”

Throughout AAPI Heritage Month, Newfront is featuring Amplify members to help showcase their views and the community’s diverse cultures, including Andrew Pham, Senior Business Analyst for the Wholesale Benefits division at Newfront, who said: “I’m a proud first-generation Vietnamese American. Growing up in Hawaii where there’s a large population of Asian Americans, I was able to share my Vietnamese culture as well as embrace other cultures." 

As Amplify AAPI continues to build momentum, we hope to provide a deeper understanding of the collective cultures and experiences within the AAPI community through educational programming, holiday celebrations, workshops and more.

“When there’s a holiday, we want to bring the cultural celebrations to all,” said Heidi, whose parents immigrated from Hong Kong. “Traditions in my family were all based on the Lunar calendar, which all symbolizes family, which is the heart and soul of my life.” 

Celebrating and Educating with Amplify AAPI

The broad diversity of the AAPI community encompasses more than 20 different countries with more than 40 different ethnic subgroups. However, there is one common thread that seems to bring us all together: the celebration of food. 

“My favorite memory growing up in a Vietnamese household was all about the food,” Vivian said. “There are so many memories I have with my family and the dishes we had together. Food brought us all together while we created memories laughing, storytelling, and being silly together.”

Our shared love of food inspired a kickoff event in May on making Cantonese dumplings – a class that is sure to spark curious (and perhaps competitive!) discussions about the diversity of dumplings within AAPI cultures and throughout the world.

Many in the Newfront AAPI community also came together in 2021 to provide support for one another amid a spate of hate crimes related to the COVID-19 pandemic. Those fears continue for many of us, and we know our allies often feel as helpless as we do when we witness or are a victim of racism.

To launch our educational series, Amplify AAPI is also building on that foundation by planning Bystander Training to Stop Anti-Asian/American and Xenophobic Harassment, a powerful workshop that is geared toward helping the entire Newfront community better understand how to respond safely.

“I’m really looking forward to this Bystander Training, which will empower not only myself but others and allies in the AAPI community,” said Chastity Wilson, a co-lead of Amplify AAPI and Account Manager at Newfront. “I want to be prepared to stand up for what is right.” 

We’re excited to bring to more opportunities to share and learn about one another's cultures, and through it all, we know the entire Newfront community will be right there beside us as we uplift one another and Amplify AAPI.

The newest employee resource group (ERG) at Newfront has come together to do exactly what its name implies: Amplify AAPI.

Newfront Launches ERG to Amplify its Asian American Pacific Islander Community

Newfront is thrilled to participate alongside the International Women’s Day community, today and throughout the month of March. At Newfront we are committed to fostering a culture of inclusion and belonging – a culture in which each member of the Newfront team feels they are treated fairly, respected, and represented.

At Newfront, we've sought a better way forward for clients, colleagues, and the communities in which we live and serve. We said that people come before policies, and we said that we would build our firm on “we”, not “I”. We believe that together is the only way forward – indeed, “In This Together” is one of our core values. As we made diversity, equity, and inclusion a priority, we recognized that DE&I is an extension of our values. DE&I is part of our DNA.

Newfront’s DE&I Council created our DE&I Charter, including our process for establishing Employee Resource Groups (ERGs), and launched our first ERG, our Women’s ERG, NewHER.

NewHER aims to play an active role in creating a more equitable and inclusive environment for all women at Newfront by elevating each to reach their highest potential and to break down biases and barriers that stand in the way. COVID-19 has certainly highlighted some of these biases and barriers, where working mothers, in particular, are feeling immense pressure balancing needs at work and needs at home. These pressures have led many women to leave the workforce. This is a problem we must address through creative solutions. For example, why not try to match up team members to support and back up each other based on scheduling needs? It is imperative that we show women in the workplace how much we value them by creatively addressing the challenges they face in both the expectations and the demands that are placed on them.

At Newfront, we celebrate the trailblazing women of our team and challenge gender bias and inequality across our industry. While women make up 60% of the insurance workforce, just 12% of top officer positions are women. It is incumbent upon each of us to challenge these gaps – in our workplaces and our community.

Throughout the month of March, we are taking the opportunity to celebrate some of the many women and allies of women who inspire us at Newfront. We hope you enjoy meeting them and reading their stories and inspiring messages. Join us as we embrace Newfront’s “Work, Love, Play!” ethos to help women in the workplace realize true equity, achieve balance, and enhance their wellbeing.

Newfront is thrilled to participate alongside the International Women’s Day community, today and throughout the month of March. At Newfront, we are committed to fostering a culture of inclusion and belonging – a culture in which each member of Tour team feels they are treated fairly, respected, and represented. 

International Women’s Day: Committing to Balance

Madam C.J. Walker – the first Black woman to become a self-made millionaire. Born Sarah Breedlove, the first child in her family born into freedom, orphaned at the age of seven, Madam Walker created an opportunity for herself with seemingly nothing on her side.

Creating her own line of hair care products and popularizing the hot comb, Madam Walker used her accomplishments and fortune as a job creator and philanthropist empowering an estimated 25,000-40,000 “Walker Agents” set up through Black institutions during the early 20 century.

With her products, Madam Walker set out to benefit Black women, never to change them. Always urging clients to shampoo frequently, following her trusted “Walker System”, use her hair grower system, oils, and hot combs, enabling the production of healthier, stronger hair.

When African women were brought to America during the slave trade, their heads were shaved as a way to strip them of their identity and culture (Essence). Once in the United States, intricate braids women used to wear had to evolve into simple and easy-to-manage styles. These new braids became more functional and developed a new level of importance – enslaved people used braids as a form of communication to relay messages of freedom.  When enslaved people gained freedom on June 19, 1865, women started to abandon their braids and began to straighten their hair to conform to societal “norms” – and the standard of beauty they felt pressures to uphold.

The pressures to uphold a standard of “beauty”.

There was a recent story in the news about a woman who used an industrial strength glue on her hair to smooth it, instead of her usual hairspray. Whether she used reasonable care when reading the disclaimer or not, or whether it was a mistake in ordering the products that bears a similar name to an actual haircare product popular with Black women isn’t important – what strikes me, is why she felt compelled to use this product in a pinch. Is the racism that Black women face their entire lives, the conformity to spend hours using painful relaxers to be “neat” or “professional” (code: white) what drove this woman to the extreme?

Hair discrimination may sound extreme and for many – insert an eye roll and wonder, “does everything have to be about race”? For those who question, they don’t understand the long-standing history of Black hair, microaggressions surrounding Black hair and punishment, while watching the cultural appropriation of Black hairstyles in Hollywood from white counterparts with a freedom to express themselves as they please. It’s about more than hair – it’s taking back freedom, history, and building inclusive beauty.

In 2019, the CROWN Act was introduced. First signed in California by Governor Newsom, the bill prohibits discrimination against workers and students based their natural hair. California’s passage of the bill has led to other states to consider similar bills banning hair discrimination as well as a bill proposed at the federal level by U.S. representative Cedric Richmond and U.S. senator Cory Booker. As of May of 2020, seven states: California, New York, New Jersey, Virginia, Colorado, Washington, and Maryland, have passed laws prohibiting discrimination based on hair texture. In September 2020, U.S. representative Ilhan Omar announced the passage of the Crown Act in the House of Representatives, which would prohibit racialized hair discrimination nationally if enacted.

As a Black mother working in the state of California, I am no stranger to the racism behind hair discrimination. I, however, want to embrace the correlation between my hair and my culture. Teach my daughter to love her hair, and like Madam C.J. Walker set out to accomplish and embrace the beauty we’re all born with.

Hair and beauty choices of Black women were prominent during the Civil Rights movement, women began to show their devotion to their culture, ethnicity, and identity – letting their hair down, leaving scarves and wraps behind, going natural, becoming visible for who these women truly were. I see women in my community and social groups embracing this again now. Black women who once felt compelled to chemically straighten their hair, cover the beautiful curls they’ve been told to keep under wraps, women are now taking back their hair – letting it “go natural” or even cutting it short. The way a woman feels can be tangled within her hair, but the liberation of owning your hair is pretty remarkable.

BLACKfront is an Employee Resource Group (ERG) at Newfront.  Via this ERG we aim to enhance the Black employee experience by creating opportunities for development, advancement, leadership, and cultural awareness. I have to admit, when I first heard about the unfortunate incident the woman faced with the potentially toxic glue in her hair, I was upset. Upset with the ridicule she faced. Upset that she was the punchline of professional platforms and talk show banter, upset that most people who said her name or laughed at her expense, have no idea how social “norms” are racist and require Black women and men to alter appearances to be deemed “professional”. I wanted to use this unfortunate event to teach and embrace a positive figure in Black History.

I recently spoke to one of my mentors, Alvin Tillery, Social Scientist, DEI Evangelist, and Director, Center for the Study of Diversity and Democracy at Northwestern University. He shared:

 “The US was founded upon a racial hierarchy that assigned citizenship rights and social standing based on skin color and other characteristics that drew hard distinctions between whites and people of color. While we have made great strides in overturning the old ways of thinking, bias against women of color over their appearances is a major problem in all women of color. Sadly, we also know from social science studies that some of these biases around appearance have been internalized by women of color themselves.”

As we see strong, confident women, such as Stacey Abrams, Lupita Nyong’o, and Rachel Cargle wearing natural hair, I hope we continue to see more women embrace their hair. I hope to see more states continue to prohibit discrimination based on hair texture. I hope we see more thought and consideration, less appropriation, and even more compassion for those who make a choice incomprehensible to most.

Madam C.J. Walker – the first Black woman to become a self-made millionaire. Born Sarah Breedlove, the first child in her family born into freedom, orphaned at the age of seven, Madam Walker created an opportunity for herself with seemingly nothing on her side. 

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Articles on DE&I

CARES Employee Resource Group Helps Parents and Caretakers Connect at Newfront

Wrapping Up Pride Proud

Inclusion is a Choice

Newfront Launches ERG to Amplify its Asian American Pacific Islander Community

International Women’s Day: Committing to Balance

Black History Month: Inclusive Beauty

Newfront for Businesses

Newfront for Employee Benefits

Newfront for Private Clients

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Articles on DE&I

.css-13o7eu2{display:block;}CARES Employee Resource Group Helps Parents and Caretakers Connect at Newfront

Wrapping Up Pride Proud

Inclusion is a Choice

Newfront Launches ERG to Amplify its Asian American Pacific Islander Community

International Women’s Day: Committing to Balance

Black History Month: Inclusive Beauty

Newfront for Businesses

Newfront for Employee Benefits

Newfront for Private Clients

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CARES Employee Resource Group Helps Parents and Caretakers Connect at Newfront