Inclusion & Diversity
Anthem’s commitment to inclusion and diversity makes us a stronger organization. Our culture is essential to attracting talent that understands and connects with our consumers. It creates spaces where different perspectives and experiences are valued; it lets us develop innovative thinking and unifies our associates behind our mission—to improve lives and communities and make healthcare simpler.
Associate Resource Groups
More than 10,000 associates from every corner of our organization—including nearly a quarter of Anthem’s leaders—participate in at least one of our nine associate resource groups (ARGs). These groups offer associates meaningful opportunities to connect, collaborate and grow. They add cultural insight to Anthem’s business initiatives and help us cultivate deep ties with our communities.
ABLE • Disability Inclusion Network
ACE • Asians Committed to Excellence
APEX • African American Professional Exchange
MERGE • Multigenerational ARG
PRIDE • Promoting Respect, Individuality, Diversity & Equality
SOMOS • Hispanic/Latino ARG
VOA • Veterans of Anthem
W@VE • Working @ Anthem in a Virtual Environment
WIN • Women’s Inspired Network
Inclusive and Diverse Leaders
We are proud of the tremendous progress we’ve made in creating a culture that embraces and values diversity of backgrounds, experiences and perspectives. Our sustained commitment to these values has garnered external recognition that highlights our accomplishments in such areas as employment of veterans and people with disabilities; LGBTQ inclusion; and advancement of women and minorities.
This external acknowledgment inspires us to continue to diversify at all levels, particularly among top leadership, and to implement inclusive management practices that refine our approach to hiring, developing and retaining leaders who represent the diversity of our communities and our consumers.
Building an Inclusive Culture
In the last several years, we’ve been expanding our focus on unconscious-bias mitigation, especially in critical decision-making that affects our associates and consumers. Since we launched the eLearning experience “Decide: The Neuroscience of Breaking Bias” (designed by the NeuroLeadership Institute) in 2017, some 2,500 Anthem leaders have learned how to identify, label and minimize workplace bias. The program offers a common language for acknowledging and addressing bias in team settings, and simple strategies to build better decision-making habits.
As the demographics of our country and our consumers continue to change, we expect our associates to perform their roles in a culturally competent way.
Since 2015 almost all Anthem associates have completed “Becoming Culturally Competent,” an eLearning program about how cultural backgrounds and diversity of experiences affect the needs and expectations of our healthcare consumers. All new associates are asked to take this training as they join our organization.
We educate associates and leaders about transgender inclusion—from practices that facilitate gender transition in the workplace to transgender healthcare awareness. This equips associates to interact with transgender colleagues and consumers in a thoughtful and caring way. This course was developed in partnership with transgender associates who belong to our PRIDE associate resource group.
Anthem’s commitment to offering all associates an inclusive environment and equitable opportunities to develop their careers and advance in our organization extends to our compensation philosophy and pay practices. The roles our associates play and their performance, experience and geographic location—not gender or ethnicity—are what drive our compensation programs.
Being a leader in inclusion and diversity requires our sustained commitment and the willingness to challenge ourselves continually to find ways to improve. We recently partnered with an independent third party to conduct a complex gender/pay-equity analysis that confirmed that the factors noted above are the main predictors of annual pay at Anthem. To prevent unexplained pay gaps and ensure that Anthem remains a champion of pay equity for all associates, we will continue to monitor our pay practices and will diligently address any cases that cannot be explained by objective factors.
Attracting Diverse Talent
To support Anthem’s commitment to hiring a diverse workforce, we partner with external organizations, colleges and universities, our nine internal associate resource groups and other internal associates to recruit, retain and develop top talent.
Anthem’s Talent Acquisition team uses a variety of resources to reach out to a diverse pool of candidates. Throughout the year, we attend career events, work with professional organizations, post our positions on diversity job boards, participate in career conferences and visit a wide array of colleges and universities.
Our nine associate resource groups (ARGs) actively collaborate with Talent Acquisition and participate in targeted career events, providing insight to recruiters and managers. To help solidify our partnership with our ARGs, we have enhanced our Associate Referral Program to facilitate conversations about referring candidates for a diverse workforce. Our Diversity Recruitment team consistently collaborates with these internal groups.
Internships and College Recruitment
Anthem is developing a talent pipeline that reflects the communities we serve. We partner with key colleges and universities to find and recruit students via career fairs, company presentations and on-campus interviews.
Our Sales Diversity Internship Program (SDIP) focuses on improving the racial diversity of our workforce by offering students experiences to develop critical sales skills. Since it began in 2012, SDIP has hosted 41 ethnically diverse interns and hired 16 for full-time positions.
In 2015, Anthem joined the United Negro College Fund Corporate Scholar Program in providing scholarships, internships and mentoring for rising college juniors, seniors and graduate students of various cultural and ethnic backgrounds. Anthem has already awarded 15 academic scholarships and has offered SDIP internships to 12 students.
Anthem recently launched an internship program designed for individuals with disabilities. The inaugural group of interns includes 13 graduate and undergraduate students. Aided by mentors, these interns completed an 11-week curriculum focused on critical skills for those beginning their careers.
Veterans and People with Disabilities
Anthem continues to focus on recruitment, retention and collaboration with organizations that promote employment efforts for veterans and individuals with disabilities. Our inclusive culture focuses on our associates’ abilities and the contributions all of us can make to transforming healthcare, and we’ve been recognized for our efforts in this area.
We also partner with such organizations as the U.S. Business Leadership Network (USBLN), the American Association of People with Disabilities (AAPD) and the National Organization on Disabilities. Anthem is a founding member of the Disability Equality Index, a joint initiative of the USBLN and the AAPD.