Diversity, Equity, and Inclusion

Together we’re fostering a culture of belonging and equity that positively impacts our people and the communities we serve.

Diversity and Inclusion

Our Diversity, Equity, and Inclusion Promise

To advance an inclusive culture that is powerfully diverse, strives for equity, and values the unique differences and talents we each bring in service to our mission.

At Cigna, diversity is a priority and an important part of our inclusive culture. We believe that diversity is more than what is on the outside, and that we grow stronger from different perspectives and experiences.

Knowing where we’re going and tracking progress along the way is a key step on the path toward delivering real, sustainable change. That’s why we’re increasing our transparency through this Diversity Scorecard Report, which we plan to publish annually going forward. It reflects our goal-oriented approach and targeted actions we’re taking to make meaningful change in three key areas – colleagues, clinical, and communities. Learn more about the scorecard

Group of friends talking at a table

Hear from Our Leaders

“Cigna’s commitment to diversity and inclusion (D&I) is reflected in every area of our business, and firmly rooted in our company’s values. D&I is also a critical cornerstone of our mission–to improve the health, well-being, and peace of mind of those we serve, inclusive of our customers, patients, and colleagues. The only way we can achieve this is by respecting and celebrating that which makes us all unique and important as individuals.”

David M. Cordani, President and CEO

“Bringing together a diverse workforce means we’re better able to meet the needs of our 180 million customer relationships. And when we address broader societal needs through a diversity and inclusion lens, we can solve business problems critical to our mission.”

Susan Stith, VP DEI, Civic Affairs, and Foundation

How We’re Making It Happen

Here’s how we’re making progress on our commitment:

We seek to elevate leadership by requiring diverse candidates for all senior manager and senior advisor roles and above. We’re also working to increase ethnic minority and females in leadership positions. One of our goals is to increase gender equality in these roles to 50% by 2024.

We want every employee to feel a sense of belonging so they’re able to reach their fullest potential. We strive for this with required unconscious bias training and added diversity and inclusion learnings into our leadership development programs.

We proactively monitor our people processes and programs to ensure fair outcomes. With the goal of furthering our connection with diverse suppliers, we’re doubling our spending to $1B by 2025. And, we continue to monitor our compensation programs for potential disparities.

Review our Equal Employment Opportunity (EEO-1) data, representing our U.S.-based employees as of December 2020. View the data

We showcase the impact of diversity, equity, and inclusion with our colleagues, customers, clients, and communities. In October 2019, we hosted our eighth annual Experience Diversity Summit where hundreds of employees, leaders, and community partners explored differences and similarities through storytelling.

Cigna’s Enterprise Resource Groups (ERGs)

Another way diversity, equity, and inclusion is brought to life is through our Enterprise Resource Groups (ERGs). Our 11 ERGs provide a positive place for support, development, and cross-cultural understanding to more than 10,000 employees. Our ERGs include:

  • ABLE (Achieving Better Lives for Everyone)
  • African American/Black
  • Aspire (Asian/South Asian)
  • Generations (multi-generational)
  • Juntos (Hispanic/Latino)
  • Pride (LGBTQ+)
  • Salute (veterans/military)
  • UpLift (interfaith)
  • UpNext (career mobility)
  • Virtual
  • WIN (Women Influencing and Networking)

And as a company, we continue to work to help improve health equity for all. This includes programs that address social determinants of health (SDOH) and offer solutions that make quality, affordable health care available for everyone.

Two colleagues talking to each other

We’re Standing Together

Accelerated by the tragic death of George Floyd and the national protests that followed, Cigna is taking action to create meaningful change. We’re making a clear, strong stance against racism, and advancing our culture of inclusion, diversity, and equity.

Zero tolerance of racism of any kind by anyone and toward anyone.
Racism is absolutely unacceptable at Cigna and in our society. It goes against everything we stand for as a responsible global organization and health service leader.

Full acceptance of differences and understanding of diversity.
Investing in the health of our communities is critical to our mission. We are focused on pursuing health equity for all by eliminating unfair and unjust barriers in health care.

Finding common ground through inclusion to help create a better world.
We’re committed to ensuring people feel comfortable being themselves, both inside and outside of work. The more we understand each other and treat each other with dignity and respect, the stronger we will be.

Our Building Equity and Equality Program

Our five-year initiative was created to grow and accelerate our efforts to support diversity, inclusion, equality, and equity for communities of color. We’re doing this by focusing on improvements to health, well-being, peace of mind, and governance.

Through the Cigna Foundation, we will continue to make grants available to help eliminate barriers to health and make it easier to get care. This includes addressing needs amplified by COVID-19 through our Healthier Kids For Our Future® program that focuses on the needs of children.

To further address health disparities, we have piloted a program for minority- and women-owned small and mid-size businesses in Los Angeles. By offering customized health plans and dedicated support, we’ll help improve the health and well-being of their workforces.

Additionally, we work with Congress and the Administration to address and eliminate racial and ethnic disparities in health care. We will continue to share insights and solutions that address SDOH and strengthen the well-being of all communities.

Racism and bias impact health and overall well-being. We believe that no one should feel the need to confront racism and bias alone.

We are standing together by inviting our 75,000+ employees to sign a commitment of inclusive behavior. We are also encouraging our team members to collectively donate 100,000 volunteerism hours every year. These hours will support social justice, health equity, diversity and inclusion, and community outreach.

And we now require unconscious bias training for all employees, and are planning cultural competency training for all managers. We also offer regularly scheduled, inclusive discussions about systemic racism in America.

We recognize that financial health gives more peace of mind, and that racism has a negative economic impact on people of color. That’s why we are taking steps to help current and future generations by partnering with Howard University and The School Superintendents Association.

Together, our goal is to create educational opportunities and improve school district leadership in our nation's urban areas. We’ll do this by funding fellowships for those on a career path to becoming an urban public school superintendent.

And, we will expand the Cigna Supplier Mentor Protégé Program by pairing minority suppliers with Cigna executives to help participants learn ways to strengthen and grow their businesses.

Our Enterprise Diversity, Equity, and Inclusion Council will oversee all parts of our program and report progress to the Chief Executive Officer and Chief Human Resources Officer. We will also develop and publish an annual diversity scorecard to advance the principles of diversity, equity, and equality.

Offering Ongoing Support

Cigna is committed to helping advance the race dialogue around diversity, equity, and inclusion, and address the many emotions that racial injustice can bring on. That’s why we have created Advancing the Race Dialogue. This online hub is available to everyone and offers resources to help maintain well-being and build a better understanding of others.

The increased awareness of systemic racism in the United States is also fueling anxiety and stress among the workforce, according to the Cigna Resilience Index.1 We are committed to helping Americans build resilience and find ways to G.R.O.W. in the face of challenges.

Circle of people greeting each other

Our Partners and Recognition

We’re proud of the work we’ve accomplished, and setting our sights on achieving more.

Recognition we’ve received for our leadership in diversity and inclusion:

  • Top 50 honor from DiversityInc #332
  • 100% on the Human Rights Campaign Foundation’s Corporate Equality Index–eight years in a row (2022)3
  • 100% on Disability:IN’s Disability Equality Index–seven years in a row (2020)4
  • Military Times Best for Veterans–20215
  • Military Friendly® Employer–20226
  • Seramount Best Company Lists
    • 100 Best Companies (2021)7
    • Best Company for Dads (2021)8
    • Top Company for Executive Women (2021)9

We’re proud to work with these external partners to help address the diverse needs of our employees.

  • CEO Action for Diversity & InclusionTM
  • Disability:IN
  • Gay & Lesbian Medical Association
  • Hispanic Association on Corporate Responsibility
  • Human Rights Campaign

1 Cigna Resilience Index, September 2020, https://cignaresilience.com/wp-content/uploads/2020/10/Cigna_ResilienceReport_FINAL.pdf.

2 2021 Top 50 Companies For Diversity List, DiversityInc.

3 2022 Corporate Equality Index, Human Rights Campaign Foundation.

4 2021 Disability Equality Index, the American Association of People with Disabilities (AAPD) and Disability:IN.

5 2021 “Best for Vets” list, Military Times.

6 2022 Military Friendly® Gold Employer list, VIQTORY.

7 2021 100 Best Companies, Seramount.

8 2021 100 Best Companies for Dads, Seramount.

9 2021 Top Companies for Executive Women, Seramount.