2020 Highlights

Below are some 2020 highlights of our environmental, social, and governance efforts and accomplishments.

Responsible Business

Fast Facts:

  • Several of Cigna’s Board of Director leadership positions are held by diverse directors, and more than half of our independent directors are diverse.
  • In 2020, Cigna created and deployed a new employee dispute resolution process known as the Be HEARD (Helping Employees and Resolving Dispute) program. The Be HEARD program is designed to foster open communication between employees and management and includes an open door policy, anonymous reporting options, and a process to review disputes regarding disciplinary action and other workplace issues.
  • In 2020, Cigna created the Navigating Social Issues Advisory Team focused on reviewing social issue complaints and updating the company’s policies and processes using a social justice lens.
  • We are committed to maintaining a globally compliant privacy and information protection program that aligns with international best practices and standards, including the Cybersecurity Framework of the National Institute of Standards and Technology (NIST) 800-53, ISO 27001, and ISO 27002.
  • As part of Cigna's Social Responsibility and Sustainability Program, in order to be considered a potential supplier, a company must read and attest that they comply with Cigna's Supplier Code of Ethics. The attestation is standard in Cigna’s supplier contracts and no supplier is exempt.

Impact Metrics:

7 directors have joined Cigna’s Board since 2018, including 4 who previously served on the Board of Express Scripts.

Cigna uses a “3 Lines Model” approach to risk management.

Cigna set an ambitious target to achieve $1 billion in diverse supplier spend by 2025 as part of the Building Equity and Equality Program.

Around $975 million in economic contributions delivered through 3 supply chain spend channels, an increase of roughly $135 million over the past year.

Slightly more than 3,150 jobs supported at small and diverse suppliers.

Health and Well-Being

Fast Facts:

  • Our formula for change is focused on making health care simple, affordable, and predictable.
  • In 2020, we strengthened our commitment to behavioral health through our transformative model of health care, which elevates whole person health and puts the patient at the center.
  • Our approach is straightforward: We leverage data, advanced analytics, and technology to improve health and to create more connectivity between the individual, their health care provider, and the health care system.
  • Cigna Ventures, our strategic corporate venture capital fund, has committed $250 million to fund promising startups and growth-stage companies that are making groundbreaking progress in three strategic areas: insights and analytics, digital health and experience, and care delivery and enablement.
  • EvernorthSM is Cigna’s new brand for the company’s high-performing health services business and is built on four core capabilities that are critical drivers of value for clients, customers, and partners: pharmacy, care coordination, benefits management, and intelligence.
  • In 2021, Cigna will continue to work closely with clients, customers, and providers in the public and private sectors to address social determinants of health that negatively affect our customers and communities, eliminate barriers, and improve access to care for our customers.

Impact Metrics:

Achieved a nearly 92 percent success rate in limiting first-time adult opioid users to a 7-day supply (or less) of short-acting opioids.

Prevented 4.5 million days’ worth of opioid pills from being dispensed as of the end of 2020.

Through 2019, in our priority markets, a total of approximately 46 percent of total spend goes through Accountable Care programs with approximately 17 percent of value-based spend tied to Hospital Care Collaboration programs.

In 2020, more than 7 million customers enrolled in the Patient Assurance Program and approximately 100,000 participating patients with diabetes received financial relief totaling roughly $16 million. We expect total participating patient savings in 2021 to reach approximately $35 million.

Approximately 200,000 customer COVID-19 assessments were completed on Buoy Health’s COVID-19 symptom checker across all Cigna platforms. Through these interviews, the program was able to help users determine whether or not in-person care was required. Across all Cigna platforms, 77 percent of users did not require in-person care, saving nearly $3.7 million.1

We called approximately 148,000 Medicare Advantage customers with the goal of mitigating loneliness during the COVID-19 pandemic as part of our Social Connector Program.

13 companies comprise Cigna Ventures’ direct investment portfolio.

2.9 million Cigna customers were in value-based care arrangements and received quality care in a timely manner in 2020.

Environment

Fast Facts:

  • Cigna set ambitious next-generation environmental performance targets, which include water, waste, and emissions goals. The latter includes achieving carbon neutrality for Scope 1 and Scope 2 emissions at facilities by 2040 and reducing scope 1 and scope 2 emissions from the 2019 baseline by 2030.
  • Cigna exceeded its 2020 Environmental Targets in water, waste, and greenhouse gas emissions.2
  • The findings from our most recent portfolio-wide water risk assessment allowed us to better understand which locations within our global real estate portfolio have the highest levels of water stress and other water-related challenges.
  • We intend to roll out recyclable coolers across our fulfillment centers throughout 2021 and into 2022, with the end goal of eliminating the use of EPS/Styrofoam coolers across our pharmacy sites.
  • In 2020, the employee-led environmental action-oriented program, GreenSTEPS, launched a new internal communications campaign to engage employees in environmental sustainability efforts.
  • Last year, Cigna was officially registered as a participant of the U.S. Environmental Protection Agency’s SmartWay Partnership Program. As a participant, Cigna will be recognized as a SmartWay Transport Partner for the 2020 and 2021 calendar years.

Impact Metrics:

Slightly over 3,100 tons of carbon emissions are expected to be reduced through Cigna’s long-term energy-efficiency investments at its headquarters. This is the equivalent of removing around 600 cars from the road or powering approximately 300 homes for a year.

23 LEED®-certified buildings are in Cigna’s integrated global real estate portfolio, a nearly 10 percent increase over 2019.

Over 50 percent of Cigna’s locations are currently enrolled in the U.S. Environmental Protection Agency's ENERGY STAR® program.

Nearly 68 million paper statements and envelopes were avoided between 2019 and 2020 through Cigna’s paperless options offerings.

We diverted over 900 tons of debris from landfills, which represents over 65 percent of debris generated from the construction projects at our headquarters and a data center.

Diverted 1,195 metric tons of waste to landfills across the portfolio in 2020 as a result of Cigna promoting a 100 percent Paper Shredding Policy.

Recycled nearly 1,800 tons of pill bottles and cardboard and over 3,000 wooden pallets as part of Cigna’s specialty recycling program at our four pharmaceutical fulfillment centers.

6 different Cigna locations donated 1,585 pounds of prepared foods to local nonprofits across the United States to reduce food waste and food insecurity.

Community

Fast Facts:

  • Cigna’s Healthier Kids for Our Future program, which is a $25 million five-year global initiative committed to improving the health and well-being of children, entered its second year.
  • The Brave of Heart Fund launched in 2020, a little over a month after the COVID-19 pandemic was declared, with $25 million in support from both the Cigna and New York Life Foundations.
  • Cigna ranked first in the Insurance Industry on the Top 100 U.S. Companies Supporting Healthy Communities and Families list compiled by JUST Capital™.
  • Cigna empowers employees to volunteer with nonprofits in their communities through paid time off with the “Use Your 8” program.
  • In 2020, the Cigna Foundation continued its long-term focus on advancing health equity. Moving forward, helping individuals overcome barriers of social determinants of health (SDoH)3 will remain at the forefront of our Foundation’s strategy.
  • We are committed to skills-based volunteering through board service, pro bono work, and a unique community service sabbatical program.

Impact Metrics:

Over $81 million4 in combined Cigna Giving went to nonprofits in 2020.

More than $1.8 million5 was contributed to the community through the 2020 United Way Campaign, Cigna’s first-ever internal campaign focused on health equity.

57,211 hours of volunteer service were contributed by Cigna employees.

$2.3 million6 was invested into the community through 5 signature employee programs, including Cigna Foundation Matching Gifts Program, Board Member and Pro-Bono Services, and Community Service Champions.

$327,0007 was raised through Cigna’s March of Dimes campaign to help improve health outcomes for moms and babies; it engaged employees in 25 locations.

48 percent8 of Cigna Giving comes from the Cigna and Express Scripts Foundations, 46 percent9 comes from Cigna Charitable Giving, and 6 percent10 comes from Employee Volunteerism and Giving.

31,000 Cigna employees participated in the company’s Global Wellness Challenge, where colleagues around the world join together for our annual fitness challenge. When employees collectively surpassed the challenge activity goal, the Cigna Foundation donated $30,000 to 3 global charities – the World Food Programme, CARE, and Volunteers of America.

200 Cigna interns volunteered with 3 charitable organizations: Letters of Love, Together We Rise, and the Happy Hope Factory.

Our People

Fast Facts:

  • Cigna has committed to reaching gender parity in our leadership pipeline by increasing the number of women at our director and senior director levels from 45 percent to 50 percent by 2024.
  • Our talent strategy, which we updated in 2021, reinforces our mission, strategy, and values and consists of four strategic pillars: Focus on Critical Talent Capabilities; Anticipate the Workforce of the Future; Build a Phenomenal Career Experience for All; Diversity, Equity, and Inclusion.
  • We launched required unconscious bias training in 2020, Conscious Inclusion, for all U.S.-based employees. The Conscious Inclusion course was designed to help our workforce recognize what biases are, learn where biases come from, and understand how individuals can take action to be more inclusive.
  • Tending to our employees’ health, well-being, and peace of mind is more than just our mission – it is a critical business imperative for our company. At Cigna, we believe that the provision of health and wellness benefits for our employees is our responsibility as an employer and should not be outsourced to the government or other third parties.
  • In order to provide more accessible mental health treatment to employees in 2020, we expanded our Employee Assistance Program and launched a training for managers on identifying struggling employees and connecting them to support. We also began offering “Mental Health First Aid” training to employees, which provides guidance on how to support individuals struggling with an immediate mental health crisis.
  • Cigna’s established work-at-home and flexible work schedule programs allowed us to quickly transition in-office resources to Work At Home settings in response to the COVID-19 pandemic in 2020.

Impact Metrics:

11 Enterprise Resource Groups regularly engage 21,000 employees across the company, a 45 percent increase in membership over 2019.

Over 30 Inspiring Inclusive Conversations sessions were offered over a month-long period, reaching nearly 9,000 employees.

100 percent score on the Human Rights Campaign’s Corporate Equality Index and Disability:IN's Disability Equality Index.

59 hours of training completed, on average, by each Cigna employee.

Cigna invested approximately 17 percent of total payroll in health, well-being, and other benefits, including life and disability programs, 401(k) contributions, and retirement-related benefits, for its employees in the United States.

Cigna extended job offers to 71 percent of interns in 2020, and 88 percent of those offers were accepted, which illustrates that our various internships programs are a true talent pipeline.11,12

83 percent of our employees stated that they feel inspired to “go above and beyond” their normal job duties.13,14

89 percent of the global Cigna employee population are active users of myUniversity. myUniversity is a central resource for employee learning that rapidly mobilizes relevant learning by giving employees access to content in multiple formats that leverage formal, informal, and social learning modalities.

137,500 hours is an estimate based on assumed 7.5-minute average visit.

2Express Scripts was integrated into our real estate portfolio in 2019 and was not part of the energy and water reduction efforts within the Cigna facilities from 2013-2019. Express Scripts properties are not included in the 2013 baseline that we measured our progress against. However, they are included in our data collection and will be included in our new baseline for our next generation targets.

3Social Determinants of Health (SDoH) are conditions in the environments in which people are born, live, learn, work, play, worship, and age that affect a wide range of health, functioning, and quality-of-life outcomes and risks. They include factors that influence our daily lives, such as economic stability; educational attainment; infrastructure (including housing and transportation); food access; access to health care; and community and social environment (with related factors including loneliness, stress and discrimination). Research shows that these factors play a significant role in health behavior and health status, utilization of care and health outcomes – even more so than clinical care.

4Includes 2020 Cigna Foundation and Express Foundation grants (over $38.7 million, including $25 million to the Brave of Heart Fund), Employee Volunteerism and Giving (over $5.2 million), Cigna Charitable Giving (over $17.7 million), and Undertaking payments ($10.7 million) to nonprofits in CA and NY, which were precipitated by Cigna’s combination with Express Scripts in late 2018. This figure also includes charitable giving from Cigna LINA Korea business to the LINA Foundation in Korea, which totaled $9.2 million in 2020. In past years, the LINA Foundation funding included in this figure was described as giving from this Foundation. This note clarifies the giving total is from the business to the charitable LINA Foundation.

5In 2020, the Cigna United Way campaign invested more than $1.8 million in communities through corporate gifts ($675,000) and employee contributions ($1,183,741).

6In 2020, the Cigna Foundation funded $2.3 million in support of the following employee-driven programs: matching gifts ($2,257,133), healthy lifestyles ($105,500), community service champions ($49,000), and volunteer of the year ($7,500).

7In 2020, the Cigna March of Dimes campaign invested more than $327,000 in communities through corporate gifts ($217,500), matching gifts ($30,000), and employee contributions ($80,000).

8Includes 2020 Cigna Foundation and the Express Scripts Foundation program grants (over $13.7 million) and Brave of Heart Fund ($25 million).

9Includes 2020 Civic Affairs support (over $4.7 million), Corporate Charitable Contributions (over $13 million), and funding to the LINA Foundation ($9.2 million). It also includes Undertaking payments ($10.7 million) to nonprofits in CA and NY, which were precipitated by Cigna’s combination with Express Scripts in late 2018.

10Includes Employee Volunteerism and Giving (over $5.2 million).

11Intern conversion rate is determined by dividing the number of accepted offers by the number of conversion-eligible interns and multiplying by 100. Conversion-eligible interns are those who are in, or entering, their senior year of college.

12According to the NACE (National Association of Colleges & Employers) 2020 Intern and Co-op Survey Report, data, the average intern conversion rate was 55.5 percent.

13There was no difference between men’s and women’s responses to this question.

14Cigna received an over 83 percent response rate from employees in 2020.