A Winning Strategy
As a fast-growing company, Under Armour Inc. naturally has to keep on top of any number of potential exposures that could pop up — and Susan Hiteshew helps her firm do just that with her New Business Venture Global Insurance & Risk Management playbook.
“In a young company that grows as quickly as we do, you can’t wait for things to happen — you have to be proactive,” said Hiteshew, who came on board in 2011 as the company’s first traditional risk manager.
Founded in 1996 as a fitness apparel retailer, Under Armour has logged 20 percent-plus quarterly revenue growth for years, as it extends its global reach and product base to include more fitness technology solutions.
In 2014, the company made its first acquisition, the fitness-tracking application MapMyFitness. As the firm began to integrate the new purchase, Hiteshew shrewdly realized that the organization needed a playbook to learn how her team could integrate and add value.
“When we built the playbook, we tried to think about our internal stakeholders — what is important to them — and how the work we do can help them get to the goal line faster and smarter,” she said. “But one of the biggest challenges of risk management is getting a seat at the table at the right time, and so instead of risk management chasing down information, we found a way to facilitate the flow of information to us.”
The playbook details exactly how Hiteshew’s team could add value to any new project, and how the team should be looped into any project at the onset, so that risk management could help to “reduce the likelihood of surprises in their businesses operations.”
“In a young company that grows as quickly as we do, you can’t wait for things to happen — you have to be proactive.” — Susan Hiteshew, senior manager, global insurance and risk financing, Under Armour Inc.
In drafting the playbook, Hiteshew’s team conducted extensive research, pulling themes from certain underwriting applications, timelines that are important to the organization, and key strategic areas of focus.
The team then asked its broker team at Aon, led by Charlie Skinner in Baltimore, to review and add input to the playbook before the materials began to be distributed internally in 2015. Since then, the playbook continues to be upgraded as the company grows.
The playbook has been particularly helpful in dealing with challenges created by fast growth, including coordinating communication between multiple facilities, Hiteshew said.
“We’re now decentralized between Baltimore, our European headquarters in Amsterdam, our team in Shanghai and Guangzhou, and our Latin American headquarters in Panama,” she said. “This document has helped us concisely communicate our involvement.”
Jonathan Schwartz, the firm’s vice president of global risk management, said Hiteshew excels at strategic thinking and communications.
“At Under Armour, change is constant, and playing catch-up with the business is a losing proposition,” Schwartz said. “Susan has kept insurance and risk management proactive and strategic by effectively keeping pace with UA’s growth and change.” &
Just months into David Jewell’s tenure as vice president-risk management for Dollar Tree, senior management handed him a mammoth task: Cost-effectively manage the risks of a bulked-up organization that would generate more than twice the revenues through more than two-and-a-half times as many stores and with two-thirds more employees.
This titan, North America’s largest discount retailer, would emerge from Dollar Tree’s $9.2 billion acquisition of rival Family Dollar, a deal announced in July 2014 and scheduled to close by that year’s end.
But the merger would be delayed repeatedly as the government scrutinized the market implications and Family Dollar weighed a competing offer.
The delays created a moving target for Jewell as he toiled to synch up the retailers’ competing risk management philosophies to achieve the synergistic savings senior management expected.
Dollar Tree was far more risk averse than Family Dollar, transferring risk to insurers where possible to take advantage of low rates. Conversely, Family Dollar was comfortable assuming high deductibles and self-insuring its workers’ compensation exposure in 18 states.
Based on a mountain of metrics, Jewell recommended a middle-ground approach. “It was a challenge finding the right sweet spot,” he said.
To combine both retailers’ risks into a single insurance program, required partial-year policy extensions in some cases and cancellations in others, since the policy renewal dates did not align.
Jewell accomplished that without guaranteeing insurers how big a role, if any, they would have in the redesigned risk management program.
Despite the merger-closing delays, there was insufficient time to determine whether the insured or self-insured workers’ comp approach would be more cost-effective. Jewell and his broker persuaded an insurer to both cover the insured risks and underwrite the excess coverage for the self-insured risks.
When the deal closed in early July 2015, the cost savings were nine times greater than senior management’s target.
That was “an extreme challenge,” Jewell said, because the organization would have insured and self-insured workers’ comp risk in many states.
Another challenge was lining up sufficient cyber risk coverage at a time when high-profile breaches at large retailers were making headlines.
When the deal closed in early July 2015, the cost savings were nine times greater than senior management’s target, according to Jewell.
“We blew it away.”
Referring to the obstacles the risk management team encountered, Lynn Jekkals, resident managing director for Aon in Grand Rapids, Mich., observed: “Dave had to keep them engaged and keep their eye on the prize.”
Stephen Hackenburg, Aon’s New York-based chief broking officer, national casualty, attributed Jewell’s success to his decisiveness as well as his unique ability to both push for synergies and treat people fairly. &
Your Workers’ Safety May Be at Risk, But Can You See the Threat?
Deadly violence at work is covered extensively by the media. We all know the stories.
Last year, ex-reporter Bryce Williams shot and killed two former colleagues while they conducted a live interview at a mall in Virginia. In February of this year, Cedric Larry Ford opened fire, killing three and injuring 12 at a Kansas lawn mower manufacturing company where he worked. Also in 2015, 14 people died and 22 were wounded by Syed Farook, a San Bernardino, California county health worker, and his wife, who had terroristic motives.
Active shooter scenarios, however, are just the tip of the iceberg when it comes to violence at work.
“Workplace violence is much broader and more pervasive than that. There are smaller acts of violence happening every day that directly impact organizations and their employees,” said Bertrand Spunberg, Executive Risks Practice Leader, Hiscox USA. “We just don’t hear about them.”
According to statistics compiled by the FBI, the chance that any business will experience an active shooter scenario is about 1 in 457,000, and the chance of death or injury by an active shooter at work is about 1 in 1.6 million.
The fact that deadly attacks — which are relatively rare — get the most media attention may lead employers to underestimate the risk and dismiss the issue of workplace violence as media hype. But any act that threatens the physical or psychological safety of an employee or that causes damage to business property or operations is serious and should not be taken lightly.
“One of the core responsibilities that any organization must fulfill is keeping employees safe, and honoring that duty is becoming more challenging than ever,” Spunberg said.
“Workplace violence is much broader and more pervasive than that. There are smaller acts of violence happening every day that directly impact organizations and their employees. We just don’t hear about them.”
— Bertrand Spunberg, Executive Risks Practice Leader, Hiscox USA
Desk Rage and Bullying: The Many Forms of Workplace Violence
Bullying, intimidation, and verbal abuse all have the potential to escalate into confrontations and a physical assault or damage to personal property. These violent acts don’t necessarily have to be perpetrated by a fellow employee; they could come from a friend, family member or even a complete stranger who wants to target a business or any of its workers.
Take for example the man who killed three workers at a Colorado Spring Planned Parenthood in April. He had no affiliation with the organization or any of its employees, but targeted the clinic out of his own sense of religious duty.
Companies are not required to report incidents of violence and many employees shy away from reporting warning signs or suspicious behavior because they don’t want to worsen a situation by inviting retaliation. It’s easy, after all, to attribute the occasional surly attitude to typical work-related stress, or an office argument to simple personality differences that are bound to emerge occasionally.
Sometimes, however, these are symptoms of “desk rage.”
According to a study by the Yale School of Management, nearly one quarter of the population feels at least somewhat angry at work most of the time; a condition they termed “chronic anger syndrome.” That anger can result from clashes with fellow coworkers, from the stress of heavy workloads, or it can overflow from family or financial problems at home.
Failure to recognize this anger as a harbinger of violence is one key reason organizations fail to prevent its escalation into full-blown attacks. Bryce Williams, for example, had a well-documented track record of volatile and aggressive behavior and had already been terminated for making coworkers uncomfortable. As he was escorted from the news station from which he was terminated, he reportedly threatened the station with retaliation.
Solving Inertia, Spurring Action
Many organizations lack the comprehensive training to teach employees and supervisors to recognize these warning signs and act on them.
“The most critical gap in any kind of workplace violence preparedness program is supervisory inertia, when people in positions of authority fail to act because they are scared of being wrong, don’t want to invade someone’s privacy, or fear for their own safety,” Spunberg said.
Failing to act can have serious consequences. Loss of life, injury, psychological harm, property damage, loss of productivity and business interruption can all result from acts of violence. The financial consequences can be significant. In the case of the San Bernardino shootings, for example, at least two claims were made against the county that employed the shooter seeking $58 million and $200 million.
Although all business owners have a workplace violence exposure, 70 percent of organizations have no plans in place to avoid or mitigate workplace violence incidents and no insurance coverage, according to the National Institute for Occupational Safety & Health.
“Most companies are vastly underprepared,” Spunberg said. “They don’t know what to do about it.”
Small- to medium-sized organizations in particular lack the resources to develop risk mitigation plans.
“They typically lack a risk management department or a security department,” Spunberg said. “They don’t have the internal structure that dictates who supervisors should report a problem to.”
With its workplace violence insurance solution, Hiscox aims to educate companies about the risk and provide a solution to help bridge the gap.
“The goal of this insurance product is not so much to make the organization whole again after an incident — which is the usual function of insurance — but to prevent the incident in the first place,” Spunberg said.
Hiscox’s partnership with Control Risks – a global leader in security risk management – provides clients with a 24/7 resource. The consultants can provide advice, come on-site to do their own assessment, and assist in defusing a situation before it escalates. Spunberg said that any carrier providing a workplace violence policy should be able to help mitigate the risk, not just provide coverage in response to the resultant damage.
“We urge our clients to call them at any time to report anything that seems out of ordinary, no matter how small. If they don’t know how to handle a situation, expertise is only a phone call away,” Spunberg said.
The Hiscox Workplace Violence coverage pays for the services of Control Risks and includes some indemnity for bodily injury as well as some supplemental coverage for business interruption, medical assistance and counseling. Subvention funds are also available to assist organizations in the proactive management of their workplace violence prevention program.
“Coverage matters, but more importantly we need employees and supervisors to act,” Spunberg said. “The consequences of doing nothing are too severe.”
To learn more about Hiscox’s coverage for small-to-medium sized businesses, visit http://www.hiscoxbroker.com/.
This article was produced by the R&I Brand Studio, a unit of the advertising department of Risk & Insurance, in collaboration with Hiscox USA. The editorial staff of Risk & Insurance had no role in its preparation.