At Stewart, our commitment to sustainability is rooted in a "Culture of Caring" that prioritizes the well-being of our people, the strength of our communities and the integrity of our operations. We believe that our success is measured not only by our financial performance but by the positive impact we have on the world around us.

This section of our sustainability hub explores the diverse ways we bring this commitment to life. From empowering our workforce to providing critical support to those in need, Stewart is committed to ensuring a better home for all.

A Career at Stewart

Joining Our Company

Together, we are committed to building a workforce where everyone belongs and has an equal opportunity to succeed beginning the day they join our organization. To ensure every new hire feels valued and supported, over the past several years we’ve launched a series of programs to streamline the process, simplify transitions, and equip new employees with the tools they need to thrive. Some examples include: 

• Holding new hire welcome sessions
• Sending surveys to measure the quality of the onboarding experience
• Providing enhanced onboarding support resources
• Giving a robust new hire learning journey.

By continually investing in our onboarding practices, we ensure every new hire has the support, resources, and sense of belonging needed to succeed.  A great employee experience starts with great onboarding, and we’re committed to making every new hire’s journey a successful and fulfilling one.

For more information on our hiring and recruiting practices, visit our Careers page.

TRAINING AND DEVELOPING OUR TALENT

We are continuing our journey to become the premier title services company by nurturing the continuous learning of our employees. Even before a new hire joins Stewart, we work behind the scenes to ensure a high-quality onboarding experience, including a comprehensive new hire learning plan that focuses on both organizational priorities as well as role-specific content. 

Our focus on development continues throughout the entire employee lifecycle, from hire to retirement. As part of our talent strategy, we invest in a variety of resources and programs designed to strengthen employee capabilities and equip them with the knowledge and skills needed to succeed. 

Some of our learning resources include: 

• Technical and business skills training 
• Leadership development 
• Mentorship programs 
• Regulatory and compliance courses 
• Curated learning paths 
• Assessments and coaching

WeIn addition to leadership and role-specific development, as well as our LinkedIn Learning partnership, our Essential Learning Activities program aligns global learning priorities to deliver critical training for a comprehensive learning experience. This approach ensures employees receive frequent, easily digestible learning tied to organizational goals. Regular training topics include the Code of Business Conduct and Ethics, Harassment Prevention, Workplace Safety, Human Rights, Security Awareness, Wire Fraud Prevention, Anti-Bribery, Antitrust, and more.   also empower our employees to take ownership in their development through our collaboration with LinkedIn Learning. More than 90% of our global employees actively engage with courses and videos on the platform, demonstrating that real-time, bite-sized learning is an effective way to support their growth and success in their roles. 

Career Growth

Stewart’s internal career development programs go beyond simple training – they empower employees to navigate and own their career journey. Our Goals and Performance philosophy, combined with global learning resources, encourage development and growth across the organization in the ways that matter most to our employees.

We provide guidance and support by: 

• Offering a robust goal setting process 
• Creating ongoing opportunities throughout the year for employees and managers to discuss goals, progress, and performance 
• Aligning employee job expectations for success 
• Providing visibility to development opportunities

We know that prioritizing employee development helps us achieve our goals, improves retention and employee engagement, and leads to stronger performance overall. While we actively seek top external talent, we’re just as committed to supporting and promoting internal mobility. Whether it’s learning new skills, stepping into a different role, or taking on stretch assignments to prepare for future opportunities, we promote career growth in many forms.

Advancing Leadership Development

Over the last several years we’ve enhanced our foundational leadership development programs and introduced new discipline-specific leadership offerings. Our programs focus on building leadership skills, deepening business understanding, aligning to organizational priorities, and equipping leaders with training and resources to effectively grow teams and our business. 

To support the advancement of leaders in critical operations roles, we launched Leadership Excellence in our Direct Operations function, a program that connects leaders nationwide to strengthen skills in talent attraction and retention, financial and market acumen, strategic decision-making, and profitable growth. 

We also introduced Leadership Rising, a program for high potential operations-focused employees, fostering connections among future leaders through experience sharing, mentoring, and development resources, as they continue in their development journey. This program continues to evolve to meet the needs of talent across the Stewart organization.

Our Focus on Underwriting Talent 

Underwriting is central to the value we provide our customers. To develop Stewart’s underwriting talent, the Underwriter Mentorship Program (UMP) supported its fourth cohort in 2024, [SM3.1] offering mentorship and learning resources. UMP fosters a strong underwriting community by emphasizing knowledge transfer and meaningful connections.

We continuously enhance the Underwriter Mentorship Program and are proud to share the latest cohort gave it a 100% satisfaction score. Here’s what participants are saying:

“The program provided a welcoming environment to ask questions and raise concerns. Having worked for another national title insurer without a program like this, I truly appreciate Stewart for offering it, as it made my transition much easier.” 

To compliment the Underwriter Mentorship Program, we also offer additional learning activities through our Enhance U learning program, the go-to resource for advancing technical skills in underwriting. Led by seasoned underwriters, the self-paced learning program offers comprehensive training to help underwriters expand their expertise and deliver exceptional customer service. 

Essential Learning Activities 

In addition to leadership and role-specific development, as well as our LinkedIn Learning partnership, our Essential Learning Activities program aligns global learning priorities to deliver critical training for a comprehensive learning experience. This approach ensures employees receive frequent, easily digestible learning tied to organizational goals. Regular training topics include the Code of Business Conduct and Ethics, Harassment Prevention, Workplace Safety, Human Rights, Security Awareness, Wire Fraud Prevention, Anti-Bribery, Antitrust, and more.

Early Career Development 

Stewart’s internship program, a key part of our talent strategy for over nine years, helps invest in students’ success while introducing a diverse pool of college and university talent to the title insurance industry. Over the last several summers we’ve hosted our largest and most diverse intern classes to date, since the launch of the program almost 10 years ago, reinforcing our commitment to early career development and excellence. [SM4.1] Interns gain hands-on experience through meaningful projects, tailored development, and mentorship, helping them transition from college to professional life while building lasting industry connections. 

Our interns come from a wide variety of backgrounds and university programs, with annual recruitment from the University of Houston, Houston Christian University, Prairie View A&M, South Texas College of Law, Texas Southern University, and other Texas-based schools. We’re proud of our partnerships with Historically Black Colleges and Universities, Hispanic-Serving Institutions, and national programs like Fannie Mae.

(HOW DO WE PLACE PROPOSAL)

EMPLOYEE QUALITY OF LIFE

At Stewart, employee quality of life means creating an environment where employees feel supported in managing both work and life with confidence.  Our benefits, programs and concierge services promote well-being, offer meaningful choice, and provide support through both everyday needs and significant life events.

Stewart Wellness Program

Employee health and well-being are top priorities at Stewart. Our comprehensive global wellness program supports physical, mental, social, emotional and financial wellness, while creating opportunities for team connection. Built on four core pillars, energy, focus, drive, and health, it gives employees the flexibility to prioritize what matters most.

The program supports our mission to improve healthcare affordability by encouraging participation in wellness activities that allow U.S. employees to save on medical premiums. Stewart fully funds the program, reinforcing our commitment to employee well-being as a critical component of our benefits program.

A few of the exciting wellness benefits include:

• Global wellness challenges employees to engage in healthy activities 
• Self-guided courses to build healthy habits 
• Monetary rewards for completing and tracking healthy habits 
• Personalized nutrition and sleep guides 
• Gym and fitness equipment reimbursement and discount programs* 
• Medical premium credit after completing action-based wellness activities*  
• One-on-one coaching and goal-setting opportunities on wellness topics* 

*U.S. Employees only 

We are extremely proud to offer these wellness resources, reinforcing our commitment to employee well-being and making Stewart an incredible place to build a career.

Paid Time Off Program

Stewart values employee feedback, and one key area of focus was making our paid time off program more flexible. Our time off program for U.S. employees to provides greater ease of use and broader accessibility. Our expanded our definition of “family” in relation to time off, has been critical to ensure our employees can take full advantage of the time they need, when they need it, in ways that matter most to them. 

Our Leave and Support Programs 

We offer a comprehensive suite of benefits designed to support our employees and their families through every stage of life. Our childbirth and bonding paid leave program exceeds U.S. requirements, providing expanded paid time off when welcoming a child into their family. 

In addition to paid leave, we provide robust support programs focused on family planning, pregnancy and postpartum care, and women’s health conditions. With a large female employee population, we’re committed to continuously improving healthcare access, enhancing the quality of care, and delivering a positive and inclusive employee experience.

We are proud to offer medical plan participants smart ways to save on both medical premiums and out-of-pocket costs as well as access to top-rated providers through a variety of programs. 

To further strengthen financial protection in the case of injury or illness, we provide   company-paid short-term disability coverage for eligible employees. Our program is designed to maximize support by eliminating the waiting period for hospitalization and injury and reducing the waiting period for sickness, ensuring employees receive timely protection when they need it most. 

Financial Well-Being 

Through our comprehensive financial wellness offerings – including retirement savings, our employee stock purchase plan, and additional support such as 529 education savings, debt counseling, Medicare guidance, and service discount programs – we provide employees with more choice in what matters most to them to help meet their evolving financial needs. 

Retirement Savings 

Stewart offers a competitive 401(k) retirement savings plan for eligible employees to support them in planning for long-term financial security. The company actively invests alongside employees by matching contributions, adding more than $11.5 million to employees’ retirement accounts in recent years.  Another way we celebrate and reward our employees is through an employer contribution to their 401(k) accounts when they reach each five-year milestone anniversary. The financial well-being of our employees remain a priority for Stewart, and we continuously evaluate opportunities to enhance our retirement benefits, expand our financial planning resources, and provide education and support that help employees make informed decisions about their future.

Employee Stock Purchase Plan 

Stewart’s employee stock purchase plan (ESPP) gives employees in the United States and Canada the opportunity to buy Stewart stock at a discount twice a year. Contributing a percentage of after-tax earnings lets our employees become company shareholders, save for their personal financial goals and actively participate in the growth and success of the company. The plan continues to grow as our employees realize and appreciate the value of the program and the potential for our stock’s appreciation. 

Employee Assistance Program 

We offer a fully funded employee assistance program (EAP) to all Stewart employees and members of their household, providing confidential support for a wide range of personal and family needs. This program is designed to promote overall well-being by offering access to counseling and a broad set of resources.

Our EAP includes support for financial and legal matters, mental health, nutrition, childcare and other health and wellness interests.  In addition, the program provides convenience services such as pet care support, relocation assistance, and home repair resources, helping employees manage both everyday challenges and unexpected life events.

Through this comprehensive offering, we remain committed to supporting the whole employee, at work and at home, by providing timely access to trusted, confidential assistance when it matters most.