2020 Diversity, Equity & Inclusion Report
Why Diversity, Equity & Inclusion Matters
Head of Diversity, Equity and Inclusion (DE&I) Naprisha Taylor explains what DE&I means for Evolent Health—and how 2020 solidified our commitment to employees and beyond.
Executive Summary
Evolent Health stands firm behind its commitment to diversity, equity and inclusion (DE&I) and overall non-discrimination. 2020 was a year where DE&I challenges weighed heavily on the nation, as a deadly pandemic, civil unrest and threats to personal protections yielded a need for both dialogue and action.
This year marks our third DE&I annual report. This report reflects data over the last few years and includes a dashboard that tracks our progress and insight as we continue to work towards our 2021 DE&I goals. Since our ultimate goal is to continue to create a culture where all people are valued, celebrated and connected to the mission, we’ve grounded our work in three pillars:
People
We aim to recognize and celebrate the diversity of our workforce and those we serve.
Programs
We aim to produce inclusive programs that enable us to attain and retain top talent.
Partnerships
We aim to integrate DE&I into our business practices to deliver the most innovative and holistic solutions.
Key Takeaways: Successes
At Evolent, fostering inclusion is one of our core values, and we live by it. We understand that to achieve this, it takes more than just putting out a statement of support. It means digging in every day, listening to the voices of our team and those we serve, and having tough conversations. In the end, we know our business will find continued success when all voices are heard at the table.
Seth Blackley, Chief Executive Officer & Co-Founder
Data Dashboard
This dashboard reveals diversity numbers at Evolent Health. The diversity numbers are self-identified and provided on a voluntary basis. Thus, the numbers reported may not reflect the full breadth and depth of diversity at Evolent. This data is confidentially collected in Workday, our Human Resource Information System, and through Evolent Health’s twice annual employee engagement survey. Leadership, self-identified and race/ethnicity data is for domestic employees only. All other data includes employees located in India.
This is data collected as of December 2020.
GLOBAL GENDER REPRESENTATION
Women
Men
U.S. REPRESENTATION OF RACIAL AND ETHNIC MINORITIES, % OF STAFF
Black or African American
Asian
Hispanic or Latino
Two or more races
American Indian or Alaskan Native
Native Hawaiian or Other Pacific Islander
LEADERSHIP REPRESENTATION
FEMALES IN LEADERSHIP
2018
2019
2020
MINORITIES IN LEADERSHIP
2018
2019
2020
Leadership is defined at Evolent Health as managing director level and above.
EMPLOYEE SELF IDENTIFICATION
LGBTQ+
2019
2020
VETERAN
2019
2020
DISABLED INDIVIDUAL
2019
2020
Data collected for the first time in the Fall 2020 employee engagement survey.
The purpose of the collection is to foster an inclusive environment.
From Head Of DE&I: Naprisha Taylor
Our goal is to fortify our unique and inclusive culture to drive positive change for our employees, partners, shareholders and communities. When we celebrate individuality, respect unique perspectives and cultivate a culture of fairness and belonging, our solutions are more innovative and drive indisputable value. It takes all of us to make an impact. Evolent will make organizational commitments while employee actions can bridge the everyday employee experience.
2020 Lookback
Inclusion Score
- Action: Added a new measurement tool for tracking employees’ feelings of belonging and value.
- Result: The inaugural fall inclusion score was 87% globally and 85% domestically.
Recruitment
- Action: Revamped our recruiting processes including creating gender balanced job descriptions, diversifying sourcing channels and better educating managers on unconscious bias.
- Result: We created a monthly report of our diverse interview and hiring results for both our talent and business leadership teams to review and internalize in order to keep ourselves accountable to our diversity recruitment goals.
Internal Mobility
- Action: Stopped sharing internal candidates’ current salaries with hiring managers so offers were closer to market rate; used our Learning Center to better educate and encourage internal candidates to apply for open positions.
- Result: Saw an increase in internal hires for the director+ levels with 64% of those hires being women and 61% of them being underrepresented minorities, both up from 2019.
Supplier Diversity Policy
- Action: Assessed our vendor network to increase minority-owned and women-owned business contacts with our partners in Illinois.
- Result: Since 2016, Evolent has spent more than $5M in vendor work with minority- and women-owned businesses.
External Partners
- Action: CEO Seth Blackley joined 1,600 CEOs worldwide and signed the CEO Action for Diversity & Inclusion Pledge, the largest CEO-driven business commitment to advance diversity and inclusion in the workplace.
- Result: Evolent earned a perfect score on the Human Rights Campaign Foundation's Corporate Equality Index, Parity.org named Evolent to its “Best Company for Women to Advance List 2020,” and Evolenteers helped nearly two dozen employees register to vote as part of our partnership with When We All Vote.
Looking Forward To 2021
While we are proud of the progress we’ve made, we acknowledge that our DE&I efforts must remain a constant part of our business in order to continue to make a lasting impact. The challenges around DE&I are abundant and, in turn, we have numerous opportunities to affect changes in the lives of our employees and those we serve.
In the year ahead, we will maintain our focus on the three foundational pillars of our DE&I work and will work toward the following goals:
People Increase racial diversity | Programs Focus on global inclusion | Partnerships Ensure DE&I work is hardwired |
Our DE&I work allows us to acutely understand the needs and challenges of these populations to better serve them. To that end, in 2021 we will continue to work with our partners to weave DE&I into our offerings and value proposition.
Looking Forward To 2022
In 2022, we look to deepen our DE&I work and expand on the strong foundation we’ve created. By maintaining focus on our three foundational pillars, we strive to make progress in the following areas:
Spotlight
Our Values
In 2021, Evolent released its refreshed company values, and in doing so added the new principle of “foster inclusion.” This addition solidified our commitment to DE&I and non-discrimination and our journey to instill inclusivity into the daily actions of Evolenteers.
