1
Consistent and exceptional employee experience
Across diverse groups, employees feel similarly engaged, respected and represented
2
Leader-led culture of diversity, equity, inclusion and belonging
From the top down, diverse groups are supported through leading programs, policies and practices
3
Diverse workforce across all levels of the organization
Across all levels, we are closer to representational parity for women and people of color
We are the leader. We shall lead.
Our commitment to DEI inspires us to reimagine healthcare systems and structures to improve every aspect of provider performance.
It is critical to our ability to innovate and serve our customers, understand the patients who enter providers’ doors and create solutions to address health inequities.
We’ll continue to approach DEI with the same objectivity, strategic thinking and evidence-based rigor that we bring to the rest of our business by following the data and intentionally adapting our approach.
Eight areas of focus
Each plays an integral role to living out our DEI aspirations
We’re shifting our strategic implementation and accountability into our business units. With new business unit councils focused on DEI, we’re integrating this work throughout the enterprise to engage business leaders and people managers to chart the course.
The Culture, Diversity and Impact (CDI) Outlook is distributed organizationally to ensure our employees are up to date on what’s going on within DEI. We showcase upcoming events, success stories and opportunities for our employees to get involved.
This past year, 436 employees on average participated in each of our 8 DIVE Ins tackling the complexity of identity and experience. We continue to see a groundswell of support and participation, especially as we return to hosting more in-person events.
Our enterprise behavioral standards are designed to support our values, providing new ways to think about and apply these values in our day-to-day interactions with each other, providers, partners and suppliers.
We’ve invested the time and resources to find highly qualified and diverse candidates with at least one woman or person of color advancing to final rounds for executive positions – and from there, hiring the best. In 2023, 77% of candidate slates were diverse.
Our robust DNA program expanded this year to include two new groups: Asian Pacific Islander and Desi American (APIDA) & Hispanic/Latinx.
Our enterprise-wide scorecard is published annually on our intranet and reflected in this report. The purpose of the scorecard is to help create accountability to our strategy and show progress at a high level. Our scorecard has a particular focus on increasing representation at the leadership levels. We also ensured the CEO’s direct reports team stayed updated with timely and transparent executive recruitment updates via our quarterly dashboard.
We acknowledge the unique cultural and identity-specific barriers that different groups and individuals face on their path. Through strategic partnerships, we connect employees to leadership development programs designed to address common barriers and provide equitable growth opportunities for our people to thrive.