Meet Tanner M., senior learning and development consultant
Like most interns, when I began work in 2015 at Principal®, I took my time getting the lay of the land. Which room, exactly, did “GA109” refer to? Which parking lot was which? And where could I find a cup of coffee?
But beyond the ins and outs of the building, commute, and caffeine, I also had questions about the culture at Principal as someone who identifies as queer. I wanted to find out how much of my true self I could bring to work every day.
That became especially important when I became a full-time employee. A leader encouraged me to attend employee resource group (ERG) meetings that aligned with my interests. I remember going to an event that brought in an external speaker who was a psychiatrist specializing in helping elderly LGBTQ+ patients. In the context of a financial services company, it was an interesting conversation to have at work, and it made me realize that there was an inclusion lens at Principal.
My experience gave me insight into how Principal addresses, and continually updates, its commitment to inclusion. We have champions and advocates at every level showing that we’re not just saying we’re committed—we’re acting. d use and navigating the challenge with the same traits I’ve used all my life: endless curiosity and boundless energy.
Principal commitments, internal and external
As I gained tenure at Principal, I realized I could be myself at work, too. I present as white and male, so my status as queer isn’t as evident on a surface level. There’s an openness to intentional conversations. You can shed some of the layers and show up the way you are, not the way you think you’re expected to be.
Externally, I know Principal questioned how to align its sponsorship efforts more closely with our company values. Historically, due to fewer sponsorship and advertising dollars, there have been fewer opportunities for women to play professional sports. But in recent years, Principal has committed to a presence at both NCAA women’s and men’s basketball tournaments and through individual awards.
Professional opportunity, personal comfort
As part of the talent acquisition team, I took on a role as internship program manager. When I was a resident advisor as a college student, I realized that I love being able to connect with this age group. It was my pipeline to Principal and to understanding the culture here.
There’s lots of information to share with any new hire, including interns, but I think the Principal inclusion proof points make a particular impact.
I’m happy with the internal mobility I’ve found. This is a place where I can really grow and continue to develop.
That professional opportunity comes alongside personal comfort, too. What brought me and kept me at Principal were opportunities to be inclusive, to engage with others through ERGs, and to intentionally connect with people because of my identity. Inclusion itself is additive in every sense of the word. People who feel included feel like they belong, and people who belong are active contributors. One of my favorite phrases is, instead of calling people out, it’s better to bring people in.
