2021 Diversity, Equity & Inclusion Report
DE&I: Our Keystone For Connection
Executive Summary
This is our fourth annual Diversity, Equity and Inclusion (DE&I) Report. Year by year, our DE&I work has not only expanded but has been strengthened by everyday commitments in an attempt to drive positive change for our employees, partners, shareholders, patients and communities. In 2021, we continued to show that our DE&I work goes further than just broadening representation and embodies our mission in action. Our work in this area is ongoing. We strive to continue to create a culture where all people are valued, celebrated and connected to our company mission. We aim to become leaders in the area of inclusion and seek to maintain a values-driven culture that attracts and retains top talent.
Key Takeaways
Half of our leadership (managing director and above) self-identify as women
Close to a third of our leadership self-identify as minority
Nearly 9 in 10 Evolenteers report that they feel valued and belong
More than half of our U.S. workforce identify as racial or ethnic minorities
2021 Highlights
PEOPLE
Recognize and celebrate the diversity of our workforce and those we serve.
Start from the top
- Action: Increased diversity among our board of directors.
- Result: Blue Cross Blue Shield of North Carolina’s Dr. Tunde Sotunde and Blue Cross Blue Shield Association’s Kim Keck joined the Evolent Health board of directors in 2021.
Retain top diverse talent
- Action: Formalized our Leader’s Circle Program focused on director+ level, high-potential minority employee retention efforts.
- Result: Hosted 1:1 retention interviews with cohort, hosted a kickoff lecture with an external expert, and engaged a consultant to help design programming with high impact.
Build connection and community with employees
- Action: Continued to shape Evolent policy and culture through diverse and active business resource groups.
- Result: Grew our business resource groups (BRGs), which now engage 700+ employees.
PROGRAMS
Produce inclusive systems that enable us to source, attain and retain top talent.
Cultivate a culture of learning
- Action: Increased DE&I educational programming.
- Result: Evolent launched our first Day of Understanding, organized by CEO Action for Diversity and Inclusion, with a theme around allyship. This launch resulted in 1,093 views of eight educational videos focused on increasing perspective and fostering inclusion of all Evolenteers. Evolent BRGs also celebrated and educated the company on a variety of holidays and observances throughout the year, including Hindu and Islamic observances, LGBTQ+ celebrations and reflection days for those with disabilities.
Grow corporate citizens to have a multiplier effect
- Action: Introduced Evolent Cares, our umbrella program for our social impact campaigns.
- Result: In its first year, the program raised more than $87,000 for the Evolent Cares Fund to help employees in financial need. For Evolent Cares for Causes, a program to support Evolenteers’ top charities, Evolent Cares Fund donated a total of $21,000 to 21 organizations.
Celebrate success
- Action: Continued advancement of policies to champion our LGBTQ+ and female employees.
- Result: Our 2021 recognitions included:
- 50% score on the Human Rights Campaign Foundation’s Corporate Equality Index
- One of the Best Companies for Women to Advance by Parity.org.
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Received 100% score on Human Rights Campaign's Corporate Equality Index, 2020 and 2021 |
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| Named as one of the Best Companies for Women to Advance |
PARTNERSHIPS
Integrate DE&I into our business practices to deliver innovative and holistic solutions.
Focus on supplier diversity
- Action: Evolent Health Services partnered with a minority-owned business to staff a member contact center to help one of our leading partners advance its diversity spend. Our contact center work is one of our main functions in aiding our Chicago-based partner.
- Result: Increased the minority spend of the biggest health plan provider in Cook County, Ill., by approximately $9 million, while hiring within the community to advance their supplier diversity goals.
Support community engagement
- Action: Partnered with faith-based leaders in Cook County to promote vaccine education.
- Result: Reached up to 1 million Black and Latinx congregants with vital COVID-19 vaccine information.
Leverage patient data to address potential disparities in treatment
- Action: Collaborated with health plan clients of Evolent’s specialty care business, New Century Health, to collect patient demographics, in accordance with privacy regulations, to better identify disparities in the treatment phase of cancer and cardiovascular care.
- Result: Used that knowledge to begin to focus on potential treatment gaps and to drive better and more equitable patient outcomes.
Integrate DE&I into our business and advise current and future partners
- Action: Expand our reach by acquiring advance care planning organization Vital Decisions.
- Result: In acquiring Vital Decisions, Evolent not only increased its service offerings to include end-of-life care but was also able to expand on Vital’s health equity work.
We’ve reached a point where we can now dive deeper into the meaning behind our DE&I work and how it connects with our mission. DE&I is woven into Evolent Health’s fabric, from the policies that help our employees feel valued and accepted, to delivering for our partners, to collecting important demographic data that can advance health equity. I’m inspired to keep our work both innovative and inclusive and, that said, our ambition is to go beyond ‘good’ and become a DE&I leader in health care. We approach this goal with a sense of restlessness and excitement for the changes to come.
Seth Blackley, Chief Executive Officer & Co-Founder
Data Dashboard
This dashboard reveals diversity numbers at Evolent Health, based on voluntary surveys in which employees can self-identify as belonging to designated groups. Thus, the reported numbers may not reflect the full breadth and depth of diversity at Evolent. This data is confidentially collected in Workday, our human resources information system, and through Evolent Health’s annual employee engagement survey. Metrics around leadership, race/ethnicity and self-identification with certain other groups describe domestic employees only. Employees with job titles of managing director and above are categorized as leadership. All other data includes employees located in India.
We compile and analyze demographic data to ensure we are striving to create an environment that promotes diversity of backgrounds and thought while embracing our overall mission to change the health of the nation by changing the way health care is delivered. Goals and programs that surround these dashboard numbers are aspirational, intended to cultivate an inclusive workplace.
These results reflect data collected as of December 31, 2021.
GLOBAL GENDER REPRESENTATION
Women
Men
U.S. REPRESENTATION OF RACIAL AND ETHNIC MINORITIES, % OF STAFF
LEADERSHIP REPRESENTATION
WOMEN IN LEADERSHIP
2019
2020
2021
MINORITIES IN LEADERSHIP
2019
2020
2021
Leadership is defined at Evolent Health as managing director level and above.
ENGAGEMENT SCORE
2020
2021
INCLUSION SCORE
2020
2021
OTHER EMPLOYEE SELF IDENTIFICATION, AS OF MAY 2021
Forums For Action: Business Resource Groups (BRGs)
At Evolent Health, our business resource groups are voluntary, employee-led affinity groups that help to foster a diverse and inclusive workplace and attract, retain and support individuals who reflect the wide range of patients that we serve and the communities in which we work.
Andrea Stratton, PRIDE BRG
Erick Kandl, Parent & Caregiver BRG
Kuldeep Jain, Team Pune BRG
Dominic Hauser, SERV BRG
Cancer Fighters
Fights against the second-leading cause of death in
the U.S. and provides advocacy and support to individuals
who have been affected and impacted by cancer, through education, communications and resources.
Evolent Emerging Leaders
Empowers Evolenteers to become leaders by facilitating and encouraging opportunities for learning, collaborating across departments and developing Evolent leadership competencies.
EvolentAble
Creates an interactive, supportive space for
team members with disabilities and their allies.
Parent & Caregiver
Fosters a supportive network to help Evolenteers who provide care to others.
Pride
Supports our LGBTQ+ Evolenteers and allies to foster an environment
of openness and engagement. Pride also serves as
a resource to help members build their professional
networks and grow personally and professionally.
Safe Space Ambassadors
Allows its ambassadors to enhance dialogue between employees and leadership regarding DE&I topics and challenges.
SERV (Supporting Evolent’s Reservists & Veterans)
Provides an educational resource for Evolenteers on life in the military, events and
opportunities, while supporting reservists, veterans
and Evolent employees who currently serve or have
served in the U.S. armed forces.
Team Pune
Focuses on the culture of our India office and works to strengthen connections across the organization.
Underrepresented Minorities
Advances, supports and sustains the representation of underrepresented
minorities throughout Evolent by creating an inclusive environment and focusing on providing
increased access to equal opportunities.
Women of Evolent
Champions policies that create an equal workplace for all genders.
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:
Create a values-driven culture, be recognized as a top destination for talent and have an increasingly diverse talent workforce.
Build connection among our hybrid workforce across the globe.
Focus on health equity to deliver quality outcomes.
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.
