Annual Inclusion Report
As one of our core values, Evolent stands firm behind our commitment to equal employment opportunity, non-discrimination, and a culture where we “foster inclusion.” We will continue to invest in these efforts with our people, through our programs, and alongside our partners to enhance our ability to attract and retain top talent, regardless of background or geography.
How we define our inclusion commitment
We endeavor to create a culture where our employees feel valued, respected, and empowered to contribute to Evolent’s mission to change the health of the nation. This is our annual inclusion report, reflecting on the company's progress and ongoing commitment in this space.
I deeply believe that the best companies and the strongest missions emerge from inclusive environments that welcome different perspectives regardless of background or geography. Our commitment has been clear and unchanging in our need for varied voices and skillsets around the table because no single person has all the answers. Our commitment to equal employment opportunity and building an inclusive culture with varying perspectives is—and always will be—a part of our foundation for success.
People are our most valuable asset, and when we foster inclusion, their unique contributions elevate our business and power our mission. That value drives innovation by surfacing new ideas, strengthening decision-making, and deepening our empathy so we can better serve the communities where customers’ members live. While our work is ongoing, inclusion will remain a core value at Evolent — just as it has for the past decade.
Having a global presence makes Evolent a stronger partner to the communities we serve. When we create spaces for connection and belonging, we bring diverse perspectives together, strengthen collaboration, and build a culture where people feel valued and empowered to do their best work. The diversity of our geography drives better ideas, deeper empathy, and more inclusive solutions. I’m proud of our Evolent International team and the role we play in Evolent’s mission, from strengthening specialty care to serving our neighbors.
*Disclaimer: The dashboards above display diversity numbers at Evolent, 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 our human resources information system. Metrics around race/ethnicity and self-identification with certain other groups describe domestic employees only. All other data includes employees located in India and the Philippines.
So there is no misunderstanding, both the law and Evolent policy prohibit making employment decisions based on gender, race, ethnicity, religion, or other protected characteristics. Likewise, inclusion efforts that we undertake do not negate our overall non-discrimination obligations as an organization. We simply use diversity metrics to be self-reflective. And our metrics and inclusion efforts are designed to ensure we are effectively opening opportunities to everyone throughout the company, regardless of background, consistent with our legal responsibilities.
These results reflect data collected as of December 31, 2025.
Who we are
The Average Evolent Employee
Is Likely:
42 years old on average
Has Worked for Evolent for:
4.4 years on average
Likely Lives in:
Illinois, Texas, Florida, California or Missouri
Likely Answers to:
Jennifer, Michelle, Jessica, Rahul, Snehal
Acts Charitably:
51,344 Total Personal Impact Hours* Logged in 2025
*As an employee benefit, Evolent offers paid Personal Impact Days that may be used to participate in social action activities, cultural holidays, celebrations, or other events where time off is not currently provided by Evolent.
How we deliver on our inclusion commitment
Evolent’s inclusion work is grounded in three pillars:
We strive to build an inclusive workforce and celebrate the unique contributions of our employees.
We aim to create an inclusive employee experience that attracts top-tier talent and values current employees.
We endeavor to integrate inclusion principles into our business practices in pursuit of our ultimate mission.
See how we are advancing our commitments through the 2025 programmatic highlights below.
Keep Austin Healthy
How one Evolent employee uses her Personal Impact Days to build community health
For nearly a decade, Aurora Trahan (Managing Director, Strategic Accounts), has helped power the Volunteer Healthcare Clinic (VHC) in Austin, Texas, a nonprofit providing free, high-quality care to uninsured neighbors. As a longtime VHC board member and governance leader, she brings strategic focus to a volunteer-driven organization staffed by 500+ people and just five full-time employees. Using Evolent’s four paid Personal Impact Days, Aurora can join daytime workshops and guide planning that keeps the clinic moving forward. Her commitment has also inspired colleagues to volunteer, including a team visit to support patient and donor outreach. For Aurora, VHC is more than volunteer work — it’s a way to build community health, strengthen skills, and live Evolent’s mission to improve how healthcare is delivered.
Two Groups, One Goal
How two of Evolent’s Affinity Groups came together to raise awareness
Last fall, Evolent’s Wellness and Women of Evolent (WoE) affinity groups teamed up for a virtual walk to raise awareness for breast cancer and domestic violence, specifically to honor survivors, advocate for change, and strengthen connections across a virtual-first workforce. Building on years of breast cancer programming, WoE expanded the event in 2025 to include domestic violence after members courageously shared their own experiences. The goals for the event were straightforward: shine a light on both causes, create a safe and supportive space for people currently struggling or healing from past experiences, and build community. The affinity groups collaborated with Evolent partners for a multiplier effect. Participants later shared that the walk helped them feel less alone, more willing to speak openly, and more connected to Evolent’s mission and culture of compassion and inclusion.
National Cancer Survivors Month
Putting Evolent’s mission into action to create more cancer survivors
In June 2025, Evolent observed National Cancer Survivors Month by supporting employees touched by cancer and by reflecting the same commitment we bring to our oncology work. Throughout the month, more than 200 colleagues joined a survivorship panel led by Evolent oncology experts, blending prevention guidance with personal stories to help teammates advocate for their health. Employees also shared and honored cancer journeys on an internal Honor Wall, received daily resources related to the cancer experience, and were encouraged to use Personal Impact Days and comprehensive benefits options to schedule cancer screenings. At Evolent, you don’t have to walk alone with a cancer diagnosis.
Looking to the Future, Staying True to our Values
How Inclusion is Evolving at Evolent
For years, Evolent’s BRGs (Business Resource Groups), our employee affinity groups, served as powerful engines of both inclusion and innovation, creating supportive and safe environments for new ideas and deeper conversations. Across 2025, we reflected on the BRGs’ key contributions to our culture and how we can preserve those contributions while enhancing our model to better serve our colleagues.
As we entered 2026, our BRGs evolved into two distinct structures to give our inclusion efforts the foundation, resources, and support to succeed and grow:
Employee Inclusion Groups (EIGs): Open, identity-based groups with designated leadership and defined goals that foster cross-functional connection, cultural celebration, and inclusive dialogue; and
Chat-Based Communities (CBCs): Interest-based groups that offer open, safe places for conversation and connection amongst like-minded Evolent employees.
We are excited that this new structure expands the range of ways our employees can engage in our inclusion work, from our EIGs driving quarterly programming and community initiatives to our CBCs providing low-pressure, high-potential forums to ask for advice, share ideas, celebrate wins, and bond. We hope that these varied offerings allow our teammates to benefit from the deep and diverse experiences that make our culture unique.
Award Highlights
ParityList 2025
Evolent was included on the 2025 ParityList for 6th consecutive year. This distinction is bestowed on organizations that have policies, benefits, and programs that create conditions “in which all employees have an equal shot at advancement and success".
Corporate Equality Index 2025
Evolent scored a perfect 100 on the Human Rights Campaign Foundation’s 2025 Corporate Equality Index, which measures corporate policies and practices related to LGBTQ+ inclusion. This is the 6th year Evolent has achieved a score of 85+ on the index.