DIVERSITY & INCLUSION I 2016 I ANNUAL UPDATE. Being at Highmark Health Be aware. Be engaged. Be committed.

Transcription

1 DIVERSITY & INCLUSION I 2016 I ANNUAL UPDATE Being at Highmark Health Be aware. Be engaged. Be committed.

2 Being at Highmark Health Table of Contents Welcome From the Vice President of Diversity & Inclusion 2 Letter From Our President and Chief Executive Officer 3 Diversity & Inclusion at Highmark 4 Highmark Adopts the Rooney Rule 6 Inclusion Begins With: Engagement 8 Awareness 8 Commitment 8 Our Partners 11 Our Employees 12 1

3 Welcome From the Vice President of Diversity & Inclusion Letter From Our President and Chief Executive Officer INCLUSION BEGINS WITH YOU! This Diversity & Inclusion summary report provides a snapshot of how the Highmark Health enterprise brings diversity and inclusion to life through collective efforts to positively impact our workplace, marketplace and community. We have a commitment to an inclusive culture, and we believe an inclusive work environment starts with awareness, grows to engagement and continues with commitment. There are many things we can do on a day-to-day basis that impact our culture and inclusiveness in the workplace, marketplace and community. This report highlights some of the efforts of our partners (business resource groups, executive sponsors, board members and community partners) and the work they contribute toward a more inclusive workplace, providing our customers, members and patients with a differentiated health experience. We hope you enjoy reading about our efforts and we welcome your feedback at inclusion@highmarkhealth.org. Remember, creating an inclusive culture where all kinds of diversity can thrive cannot be done alone. It takes all of us and, most importantly, it takes you. Be aware. Be engaged. Be committed. Sincerely, When people ask me what diversity means to me, I often say, Diversity starts at the bridge of your nose. That means two distinct but important things. It means that different races and ethnicities have different bridges on their noses. I know this from the many years that our Visionworks team has been making glasses that meet the diverse needs of our customers across the United States. It s our job to understand our customers and deliver products that meet their needs. That s just good business. It also means that diversity is all about your perspective. Each of us bring our own set of experiences, skills, talents and beliefs to our jobs. This diversity of perspective is the foundation for an organization that s focused on the needs of its customers if we are our customers, then we can better understand and deliver what they need. We have made great strides in building a culture across the Highmark Health enterprise that is focused on meeting the needs of our customers and that represents the communities we serve. I look forward to developing that culture even further in the years to come. For our employees, being at Highmark Health means they can bring their whole selves to work each day and do their part to build the health care of the future for our customers. Sincerely, Sara Oliver-Carter, Vice President, Diversity & Inclusion Highmark Health David Holmberg, President and CEO Highmark Health 2 3

4 Diversity & Inclusion at Highmark Diversity and inclusion bring value to our business by supporting Highmark Health s goal in providing a differentiated health experience to all customers, members, and patients. The office of Diversity & Inclusion drives collaboration and inclusion, creating an environment and culture where employees, leaders, and communities work together. Talent The office of Diversity & Inclusion supports talent management and development through counsel and education, and collaborates on strategies that attract, retain, and elevate diverse talent. Education By delivering training in key diversity and inclusion fundamentals and concepts, the efforts of the office of Diversity & Inclusion support and advance an inclusive and diverse work culture and business practices. 4 5

5 Highmark Adopts the Rooney Rule We ve talked extensively about putting our customers first and that means that we understand their needs and have walked in their shoes. The more diverse perspectives we have inside the building, the better we ll understand the perspectives outside the building, says David Holmberg, president and CEO, Highmark Health, explaining the imperative need for diversity. Across our enterprise, we have various diversity programs and initiatives to grow our efforts and help us reflect and best serve our customers. Last year, David Holmberg asked our senior leaders to go one step further by implementing the Rooney Rule. The more diverse perspectives we have inside the building, the better we ll understand the perspectives outside the building. David Holmberg President and CEO, Highmark Health The Rooney Rule, named after Pittsburgh Steelers Chairman Dan Rooney, was first instituted within the Steelers organization and later across the entire National Football League. Rooney believed that to truly grow his organization, he would need to bring in new perspectives. His rule required that at least one minority candidate be part of the candidate pool for all coaching and front office job openings. At Highmark Health, our top leaders are committed to interviewing at least one diverse candidate for any open position at the director level and above. A diverse candidate is someone who differs from the makeup of the particular hiring group. He or she could be a person of a different gender, from a different ethnic, cultural, or generational background, a veteran, or a person with a disability. By implementing the Rooney Rule at Highmark, we ensure that we are building leadership that reflects the diverse consumers, patients, and members we serve. 6 7

6 Inclusion Begins With Engagement: Education at Highmark Diversity and inclusion education at Highmark includes key fundamental concepts, such as Unconscious Bias, the Trusted Ten, Honoring Differences, and Embracing Diversity to Achieve Organizational Objectives. Through these key learnings, the office of Diversity & Inclusion works to equip employees and leaders with the tools and best practices in building, engaging, and working in a diverse workforce and delivering to a diverse marketplace. Inclusion Begins With Awareness: Communication at Highmark This year, the office of Diversity & Inclusion launched the Inclusion Begins With You campaign to promote an inclusive workplace and business practices. In partnership with our corporate communications team and social media, our efforts in educating and increasing awareness through communication support better performance outcomes for our employees, customers, members, and patients. Our communications span a number of platforms, including our internal website, traditional print, Facebook, Instagram, Twitter, LinkedIn, and our Highmark blog. These platforms house content about the diversity efforts, initiatives, and programs of our business resource groups, partners, employees, and leaders. It is not just what we communicate, but how we communicate that is critical to the engagement of our employees, customers, and community. As part of our work and partnership with the business, our business resource groups and our team consult on diverse communication in language, accessibility, and cultural nuances. Inclusion Begins With Commitment: Culture at Highmark Highmark is committed to creating a caring and inclusive environment, ensuring that individual differences are valued at every level of the organization and support a more diverse and inclusive culture that benefits customers, members, patients, and the communities we serve. Highmark was recognized as a 2014 Best Places to Work company in the first annual Disability Equality Index survey. This year, in 2016, we earned the same distinction, scoring 100 points on the survey. The index is a new national benchmark established jointly by the American Association of People with Disabilities and the US Business Leadership Network. Points were awarded on the basis of four criteria, including culture and leadership, enterprise-wide access, employment practices, and community engagement and support services. We are proud to be recognized for our efforts through the Disability Equality Index and the Best Places to Work designation, said Sara Oliver-Carter, vice president, Diversity & Inclusion, Highmark Health. And we thank our own leadership and our Abilities Business Resource Group that support and are allies of people with disabilities for helping to chart our successful course marked a second successful year for our Highmark BRG Toastmasters Chapter. Toastmasters International is a world leader in communication and leadership development. Members improve their speaking and leadership skills by attending one of the 15,400 clubs in 135 countries around the world. In Toastmasters, members regularly give speeches, gain feedback, lead teams, and guide others to achieve their goals in a supportive atmosphere. There are many levels of awards that can be achieved in communication and leadership, as well as a variety of tracks for specific interests in speaking. Last year, our group earned the Distinguished Club designation, the Select Distinguished Club designation, and the Beat the Clock award for membership. Several of our members have achieved competent communicator and competent leader statuses, and are currently working on advanced program tracks. We thank our own leadership and our Abilities Business Resource Group that support and are allies of people with disabilities for helping to chart our successful course. Sara Oliver-Carter Vice President, Diversity & Inclusion, Highmark Health 8 9

7 Inclusion Begins With Our Partners The Inclusion Advisory Council is composed of executive leaders across the enterprise who collaborate with the office of Diversity & Inclusion to guide their respective business units in implementing and sustaining successful Diversity & Inclusion practices. They lead by example and consistently work to ensure that Highmark Health demonstrates a best-in-class culture of inclusion that will enable us to meet the needs of our diverse employees, customers, and communities. Through partnership, counsel, and support, they assist in driving Diversity & Inclusion initiatives that enhance and are aligned to the mission, vision, and values of Highmark. The Diversity and Inclusion Committee of the Board of Directors of Highmark Inc. includes board members and executive leaders who oversee the work of our corporate Diversity & Inclusion team, assist in the development of goals and strategy, and establish accountability for results related to those efforts. Highmark Health s Business Resource Groups (BRGs) are inclusive groups of employees with shared interests who work together to advance the organization s workplace, marketplace, and community capabilities by leveraging the unique perspectives of its people. BRGs play a critical role in the Diversity & Inclusion strategy by serving as cultural catalysts, focus groups, community partners, educators, and innovative program and initiative pioneers. Highmark Health currently has seven business resource groups, including a most recent addition of V.E.T.S. Voices of Employees That have Served. Inclusion Advisory Council Christine Bertha, Vice President, HR Client Engagement, Human Resources Timothy Constantine, Executive Vice President, Commercial Markets, Health Markets James Fawcett, Senior Vice President, Medicaid Markets Lonie Haynes, Director, Diversity & Inclusion Rhonda Moore Johnson, Senior Medical Director QM, Health Equity & Quality Services Deborah Linhart, Vice President, Women s Health Initiatives, West Penn Allegheny Health System Lisa Marsh, Client Strategy Development Consultant, Clinical Consult & Analytics, WV Cynthia Lester Moody, Director, Operations Delivery, Commercial Claims Operations Jane Nicholson, Senior Counsel, Health Business Sara Oliver-Carter, Vice President, Diversity & Inclusion Tija Hilton Phillips, Director, Regulatory Affairs Tracy Saula, Vice President, Transformation Lori Schoonmaker, Senior Vice President, National Markets, National P&L Carl Shuman, Senior Counsel, Corporate Business Teresa Vorsheck, Director, Caring Place, Highmark Caring Foundation Michael Warfel, Vice President, Government Affairs 10 11

8 Inclusion Begins With Our Employees Business Resource Groups (BRGs) came to Highmark Health in 2008 when our enterprise had an imperative business need for a better understanding of our African American and LGBT (Lesbian, Gay, Bisexual, Transgender) population. In the following years, five more BRGs have launched to lead and implement programs and initiatives that impact our workplace, marketplace, and community. Since program inception, BRGs have served as internal focus groups for various lines of business and customer products, acted as cultural change agents, and created opportunities for professional learning and development. Read more about their accomplishments here: highmarkhealth.org/hmk/pdf/ diversitybiannualreport.pdf Abilities BRG In 2015, the Abilities BRG continued programs in mentoring students with disabilities in the summer and fall. National Disability Mentoring Day was held in Pittsburgh and Camp Hill last year, in which students had the opportunity for one-onone mentoring with Highmark employees and participated in career-related learning. The group also hosted Volunteers of America Project for Freedom, another career and employment training program for high school students, and provided a similar learning experience. In the workplace, the group authored and piloted an Effective Communications Guide and hosted a Working Together: Deaf and Hard of Hearing presentation. Black BRG (BNet) Last year, BNet participated in several projects with community partners and was honored as the outstanding partner of the year by the National Black MBA Association in October. Additionally, they hosted another successful year of their Mentoring Matters professional development series, which is led by senior executives within the organization. For Black History Month, the group commissioned a communications series following the national theme of Hallowed Grounds, which highlighted the rich history of our cities of operation. As a keynote event, the group hosted NAACP president and CEO, Dr. Cornell Brooks, in our Pittsburgh Penn Avenue Place auditorium. The event drew an audience of 100 community leaders, executives, and politicians. Generation BRG (GenNEXT) GenNEXT had a successful year in 2015 as they launched their Associate Program, which pairs current employees (associates) with new hires. To positively impact retention, the program s aim is to initiate a relationship in which new hires can begin to build their network in the enterprise, and learn and acclimate to the Highmark culture. Additionally, the group hosted a successful career path and development panel, and served as a focus group for internships and recruiting millennials. LGBTA BRG (Lesbian, Gay, Bisexual, Transgender, Ally) The LGBTA BRG organized and led Highmark s presence in Pittsburgh and Central PA Pride for the eighth year in a row. The group was able to collect valuable demographic data at the Pittsburgh event and engaged a record number of people at the festivals. SALUD BRG (Strengthening Awareness of Latino culture Using and understanding Diversity) SALUD dedicated 2015 to strategic planning, gaining new executive sponsors and champions, and identifying new development program opportunities. The group continued its work as a focus group and resource for marketing and communicating with Latino and Hispanic communities. We look forward to sharing our BRGs 2016 accomplishments in our next summary report. V.E.T.S. BRG (Voices of Employees That have Served) Last year marked the V.E.T.S. BRG inaugural year, in which they organized Veterans Day recognitions across the enterprise. In Pittsburgh, Camp Hill, and West Virginia, employees had the opportunity to sign cards for veterans overseas, donate to Toys for Tots, and honor veteran and military friends and family. Additionally, the group began working closely with executive leadership on an enterprise-wide veteran and military strategy. Women s BRG The Women s BRG had another successful run of their Paths to Success series, which features career development topics presented by a variety of leaders and guests. Going into 2016, the group expanded the focus into Paths to Wellness, which featured presentations on various health and wellness topics. Thank you for reading and remember, Inclusion Begins with You Be Aware. Be Engaged. Be Committed

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