At Humana, our focus is on improving health outcomes so we can help those we serve achieve their best health. Important to our mission is making a meaningful impact, which is made possible by our employees and by our focus on creating a culture of inclusion and belonging. Each of our employees’ unique qualities and contributions makes Humana a better company. We’re thrilled to be recognized again by DiversityInc.
Diversity is our strength, and the secret driver for our innovation and creativity. We are honored to be acknowledged by DiversityInc for creating a workplace where all employees, no matter who they are, feel like they can be their best selves, bring their full selves to our organization and do their best work. Creating a space of inclusion and belonging, has been, and will continue to be, our commitment to our employees, to the communities we serve, and to our nation overall.
From The Company
2021 was a year of dynamic progress for Humana’s diversity, equity, inclusion, and belonging efforts. Highlights of our progress include:
• Humana CEO Bruce Broussard signed the Disability:IN CEO Pledge, reinforcing our commitment to an inclusive workplace where every employee feels a sense of belonging. This letter announces Humana’s commitment to participating in the Disability Equality Index (DEI) and increasing disability inclusion across the company. Further, it urges other companies to make the same commitment.
• We launched our tenth Network Resource Group (NRG), the Native American & Indigenous NRG. Nearly 15,000 employees now belong to one of our ten NRGs.
• Two new critical leadership roles were created to drive equity both internally and externally – our new Chief Health Equity Officer, Dr. Nwando Olayiwola, and our new Associate Vice President, Workforce and Culture, Chantelle Johnson. Along with our newly hired Chief Inclusion and Diversity Officer, Carolyn Tandy, this team of leaders is driving the charge in advancing Humana’s Diversity, Equity and Inclusion (DEI) goals.
• Humana leadership also announced a refreshed Executive Inclusion & Diversity Council, expanding from nine to 14 members and better reflecting the diversity of employees and communities we serve. The Council is led by our President and CEO and sets companywide inclusion and diversity goals and objectives. The Council’s work is spread across four committees: Workforce, Growth, Culture, and Governance with priorities consisting of leading and informing the strategy to drive the hiring and retention of our full diverse workforce; creating and maintaining an inclusive culture; providing visibility and growth for diverse associates and improving transparency and accountability to sustain outcomes.
• We built on our promise to enhance a diverse talent pipeline. Already a founding partner of OneTen, Humana also joined the Historically Black Colleges and Universities (HBCUs) Partnership Challenge, to promote greater engagement and support between private companies and HBCUs. Additionally, Humana is working to expand its skills-based hiring. Currently, the company is piloting the removal of degree requirements from select open positions where knowledge and skills gained through on-the-job experience can be a better predictor of success in the role.
• We continued advancing our culture of inclusivity through mentoring programs like Catalyst’s Men Advocating Real Change Dialogue Teams (MDT) and Transformational Leadership for Multicultural Women (TL MCW). Over 45 teams enterprise-wide participated in a scaled MDT program, and just over 100 employees graduated from the eight-month, virtual TL MWC program. Coupled with individual mentoring and mentoring circles, these opportunities underscore our commitment to a thriving professional community.
• Our Supplier Diversity Program promotes an inclusive approach to procurement that ensures we invest our dollars in a balance of partnerships with historically underutilized businesses. In 2021, we spent $345 million with diverse suppliers, an almost 9% increase from our spend for the previous year.
• During 2021, we launched a Supplier Diversity Mentor-Protégé program. The program is a 12-month pilot with half-day, onsite seminars featuring leadership from across our organization exploring topics impacting business growth and operations of small and diverse businesses. The program is designed to identify and overcome barriers that typically inhibit or restrict the success of small and diverse businesses and better position them for growth, sustainability and inclusion.
• The Humana Foundation continued its work to cultivate purpose for Humana employees through volunteerism, charitable giving, and scholarships. As always, employees were given paid time off for volunteering, matched charitable giving and incentives and recognition for tracking volunteer hours in the Humana Together platform. In 2021, The Humana Foundation invested approximately $12.9 million in programs to support food security, health equity, natural disaster relief and COVID-19 relief and recovery.