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At Cigna, we take an expansive view of diversity to include race; ethnicity; nationality; gender; veteran status; ability; preferred languages; work styles; generational and cultural facets; sexual orientation; and gender identity. Among our stakeholders and more than 70,000 employees, many diﬀerent cultures, beliefs, and values are represented. And while diversity is the broad mix of people, inclusion is making the mix work. Cigna takes great pride in our diverse and talented workforce, which spans ﬁve generations.
In our eﬀorts to better understand our workforce and customers, we take an active, strategic approach, factoring in our individual and collective experiences, diﬀerent ways of thinking, and diverse communication styles. An inclusive environment enables us to see people’s potential, innovate, and solve important business problems that are critical to our mission.
Our Diversity and Inclusion Commitment
Since 2017, Cigna has been a signatory to CEO Action for Diversity and Inclusion, which is the largest CEO-driven business commitment to advance diversity and inclusion (D&I) within the workplace. CEO Action focuses on three main areas: creating a safe workplace environment for dialogue, mitigating unconscious bias, and sharing learnings and best practices.
Strategy and Focus Areas
Our 2019 D&I strategy focused on four areas:
- Optimizing workforce composition, development, and engagement
Led by a dedicated D&I team that reports directly to the Executive Vice President, Chief Human Resources Oﬃcer, we strive for an inclusive environment that values all aspects of diversity. Supported by 11 Enterprise Resource Groups (ERGs) and integrated with Talent Management, we strive toward a culture of belonging. We track key metrics, including hiring; turnover; promotion; participation in leadership development programs; engagement surveys; and other key indicators of D&I.
- Diﬀerentiating the customer connection and enhancing value to clients
Our D&I work goes beyond our employees to how we achieve our business mission. Award-winning work to reduce health disparities extends the lens of diversity to improving health outcomes and better enabling culturally competent care for our customers. Our employee diversity informs this work. Examples include the Hispanic/Latino White Paper on Health; Asian/South Asian Diabetes Reference Guide; and LGBTQ+ Health Access information now found on our Cultural Competency Training page.
- Developing culturally competent partnerships
We can’t do it alone. Partnerships with diverse suppliers, professional associations, education institutions, and others help us achieve our objectives. We also provide cultural competency training to our network of physicians and health care providers that helps them better serve their diverse patients – our customers.
- Creating value for emerging communities
By leveraging our partnerships and our global workforce, we work to open doors to education and opportunity in communities that have experienced systemic disadvantage. Our Supplier Diversity Program creates economic impact for women and minority-owned businesses by using a diverse supplier base in the procurement of goods and services. We also act on our commitment to create the next generation of diverse leaders.
In 2020, as a combined company, we refreshed our D&I commitment, which is "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."
We will deliver on this commitment through a targeted strategy focused on the following:
- Leadership Accountability: We seek to elevate the next generation of diverse leaders.
- Inclusive Culture: We work to foster an inclusive culture where every employee is able to reach their fullest potential.
- Organizational Commitment: We align our people, processes, and programs to support equitable outcomes.
- Mission Alignment: We showcase the impact of D&I to our colleagues, customers, clients, and communities.
Our Vice President of Diversity, Inclusion, Civic Aﬀairs and the Cigna Foundation oversees Cigna’s diversity strategy, goals, and initiatives. She reports directly to our Executive Vice President, Chief Human Resources Oﬃcer, and acts as the Executive Sponsor for the Cigna Connects Corporate Responsibility Governance Council. The People Resources Committee of Cigna’s Board of Directors is updated by management on our D&I programs and progress. Additionally, several teams support our commitment to D&I:
- Business/Market Led Inclusion Councils: A balanced team of employees, managers, and senior leaders who help our business units leverage D&I to address local market strategies, customer experience, and business capabilities.
- Enterprise Resource Groups (ERGs): Employee groups that play a critical role in the company’s commitment to D&I by encouraging all employees to bring their whole self to work. The ERGs provide opportunities for networking, mentoring, personal and professional development, and community service, while building enterprise capabilities to address the needs of our diverse clients, customers, and communities.
- Health Equity Council: A team of multidisciplinary leaders that collaborates in research, testing, and piloting solutions to reduce prevalent health disparities and chronic diseases in underrepresented groups.
- Cross Cultural Diversity Forum: Overarching goal is to educate all staﬀ across our Consumer Health Engagement area on cultural diversity so they may better engage, understand, and service our customers.
In 2020, these teams will continue to build on our integrated company’s D&I strategy by evaluating the work done prior to integration and identifying best practices to deliver advanced D&I capabilities to our stakeholders. We will also leverage the community orientation of Civic Aﬀairs and the Cigna Foundation to drive deeper connections and positive impact to underrepresented groups.
Recruitment and Development
Evolving Our Recruitment Strategy
At the core of Cigna’s business model is people. Employees, customers, vendors, and community partners keep us balanced, focused, and driven. At Cigna, our individual diﬀerences help drive our successes. As such, we are committed to Equal Employment Opportunities and Aﬃrmative Action. We are proud of our recruiting, hiring, training, and development across all job levels and job titles. The success and growth of our company depends on the fullness of the employee experience – we bring our best selves to work every day. We have dedicated ourselves to being an employer of choice for diverse talent, and continue to conduct internal audits and regular monitoring of our eﬀorts, which target the recruitment, retention, and promotion of diverse employees.
We also partner and build relationships with numerous organizations supporting the inclusion and advancement of underrepresented groups. Our goal is to build strong relationships with each organization and sustain a pipeline of diverse talent for opportunities across the enterprise. We seek to recruit diverse candidates at all stages of their careers and through a variety of venues and programs, including at national conferences for diversity organizations. Additionally, we aim to give our current employees and leaders an opportunity to support and give back to the communities and organizations they value. We leverage our internal talent to support various diversity conferences and organizations through opportunities to participate in career development, speaking engagements, training, and recruitment. Diversity awareness training, compliance training, and toolkits are reviewed annually and made available for all hiring teams.
In 2019, we continued to strengthen our relationships with the following organizations:
- Ascend National Conference and Career Fair
- Atlanta University Center Consortium
- Consortium for Graduate Study in Management
- Grace Hopper Celebration
- Hartford Youth Scholars Student Development Day
- Health Career Connections
- Chattanooga Health Career Connection Internship Fair
- Historically Black Colleges and Universities (Howard and North Carolina Agricultural and Technical State University)
- International Association of Black Actuaries (IABA) Annual Meeting
- MBA Veterans Career Conference
- National Sales Network (NSN) Student Sales and Marketing Conference
- Prospanica local events (Philadelphia, Connecticut, Houston, etc.)
- Reaching Out MBA Conference
- Simmons Leadership Conference
- Urban League of Philadelphia
- Undergrad Vets Career Conference
Our ERGs are employee-led organizations with executive leadership team sponsorship. Each Cigna ERG has dedicated "Recruitment Leads" that participate in monthly Recruitment Council meetings to discuss upcoming recruitment conferences and engagement opportunities. Each Recruitment Lead’s mission is to partner with the Talent Acquisition team to share information; participate in national, regional, and local recruiting events; and to participate in panel discussions as they arise. Each Recruitment Lead is also available to help facilitate employee referrals. Employee networks are the best source of talent and at Cigna, our ERG’s play a key role.
Some activities derived from the Recruitment Leads and the Recruitment Council include:
- Employee Referral Program
- Internal communication of current job postings
- LinkedIn and internal career mobility tips
- Military 101 – Resume Help Tree for recruiters (Military veterans help recruiters understand military-speciﬁc resumes)
- Resume review/Mock interviews
- Bring a Friend to Learn webinars
Additionally, our leadership team has committed to processes designed to yield diverse candidate slates. In 2020, we will implement a mandatory diversity of candidate slates process for the manager level and above for externally posted jobs.
Leadership Development and Training
Inclusive Leadership Development for Women and Minority Employees
The Inclusive Leadership Program (ILP) is an immersive two-day initiative to accelerate the development of underrepresented employees by giving them and their supervisors an opportunity to explore unconscious bias and the practice of cultural awareness. The program also gives visibility to diverse senior leaders, creates mentoring relationships, and expands networks.
Program participants are high-potential diverse employees, also known as Emerging Leaders, who have been nominated by their manager or Human Resources business partner. By including managers as well as participants, we aspire to create a more inclusive culture in which managers recognize some of the challenges employees from diverse backgrounds face in managing their careers; become advocates for the ongoing support and resources needed to develop the careers of emerging leaders from underrepresented backgrounds; and leverage D&I tenants to optimize business results.
Unconscious Bias and Specialized Diversity Training
Unconscious bias training and courageous conversations continued to be a focus for us in 2019. We held training and discussion series designed to ensure that decisions around hiring and promotions were focused on abilities and qualiﬁcations as well as the mitigation of unconscious bias in the hiring process. Initially, this program was available to D&I and Talent Acquisition team members, and in 2019, we expanded this program to hiring managers.
The D&I team has also developed business area-speciﬁc training for audiences throughout the enterprise. The courses have been designed to develop competencies for working in a multicultural, multigenerational environment. Through these facilitated sessions, topics such as unconscious bias, team building, and challenges relevant to speciﬁc business areas and local markets are addressed.
Cigna Lean In Circles
Lean In Circles, small peer groups that are focused on supporting career development, were established at Cigna to meet our goal of developing an inclusive culture and changing the conversation about gender equity by supporting our employees in their professional development through peer-to-peer mentoring. Cigna meets monthly to encourage and support each other in an atmosphere of conﬁdentiality and trust.
In 2019, Cigna continued its expansion of Lean In Circles by elevating the group to a stand-alone enterprise D&I program. Thirty-one new Circles were launched at an enterprise-wide event. The program has reached over 1,300 women and men who are educated on gender bias and empowered through peer mentoring to support each other in an atmosphere of conﬁdentiality and trust. Cigna continues to be a Lean In Corporate Partner who is sought after to advise other partners in their program development.
Other examples of programs and partnerships designed to strengthen our commitment to D&I include:
- "Check Your Blind Spots" Mobile Tour – In 2019, Cigna hosted the "Check Your Blind Spots" unconscious bias mobile tour at our corporate headquarters.
- Cigna University – Learning and development opportunities for employees to expand their D&I knowledge and skills.
- Experience Diversity Summit – At this annual summit, we host nationally recognized thought leaders and champions who share best practices, leading research, and stories related to overcoming challenges and adversity in their personal and professional lives.
- In 2020, we plan to host our inaugural Women’s Leadership Summit to further Cigna’s commitment to empowering and advancing women on their leadership journeys.
We proactively monitor our compensation programs for potential disparities, including conducting a regular annual review of pay equity. Outside counsel directs the annual review process and analysis. The annual review considers multiple factors as determinants of compensation. We evaluate the results and take action as warranted, in addition to reporting our progress to the People Resources Committee of the Board of Directors on an annual basis. We are committed to continuing to ﬁnd ways to prevent bias, monitor our pay practices, and diligently address any disparities that may not be explained by objective factors.
We are also committed to reaching gender parity in our leadership pipeline by increasing the number of women at our director and senior director levels from 45% to 50% by 2024.
Our most recent analysis of pay equity of Cigna, which illustrates our continued commitment to pay equity and includes employees who joined Cigna through the combination with Express Scripts, analyzed gender and race pay equity. Based on a review of job classiﬁcations and relevant nondiscriminatory factors, we found no material diﬀerences in our pay data related to gender or race.
Cigna’s recruiting, training, and compensation programs are also designed to prevent gender pay diﬀerences. We recruit diverse candidates at all stages of their careers through a variety of venues and programs; do not inquire about previous compensation on job applications; and rely heavily on market and benchmarking data in setting our compensation structure. The compensation programs at Express Scripts were designed, similar to those at Cigna, to prevent gender pay diﬀerences and avoid disparate treatment based on gender, among other factors.
In 2019, we continued our eﬀorts to review and manage pay equity and mitigate bias in our compensation and promotion processes by committing to Paradigm for Parity and the United Nations' Women's Empowerment Principles. These initiatives provide strategies and focused actions to advance gender parity and will inform work in 2020 to increase representation of women and ethnic minorities, particularly in middle and senior management roles.
2019 Diversity by the Numbers
Below is a snapshot of our workforce:
|Percentage Within Job Category Employed by Cigna 2019(1)|
|EEO-1 Job Category||Women||White||Ethnic Minorities(2)|
|Executive/Senior Oﬃcials and Managers||31%||90%||10%|
|First/Mid-Level Oﬃcials and Managers||57%||78%||22%|
|Administrative Support Workers||81%||54%||46%|
|Total Cigna Workforce||77%||66%||34%|
- Due to COVID-19, the U.S. Equal Employment Opportunity Commission (EEOC) has delayed the collection of data for Employee Information Reports (EEO-1) until filers have resumed more normal operations. Data included in the table reflects combined company internal data as of January 2020 that would have been reported on an EEO-1 filing in March 2020 had the EEOC been collecting data.
- "Ethnic Minorities" includes Black/African American, Hispanic or Latino, Asian, Pacific Islander,American Indian/Alaskan, and employees who identified as two races or more.
- "All Other" includes EEO-1 job categories for technicians, operatives, and service workers
Enterprise Resource Groups
Cigna's 11 Enterprise Resource Groups, supported by more than 15,000 members, empower employees to recognize the talents and distinct cultural attributes and needs of diverse communities within our own company, while also connecting us at a fundamental level to the communities we serve.
Cigna’s ERGs continually build on a successful record of contribution to the workforce with strong employee engagement, targeted networking and career development, impactful community volunteerism, and customer focus – bringing increased value to our clients and partners. Our ERGs have expanded their focus to include creating more cross-cultural understanding, contributing to our focus on building an inclusive culture. Members also lend their expertise to assist in recruiting diverse talent to Cigna.
ERG members also have access to an exclusive mentoring program – EMERGE (Engaging and Mentoring ERG Employees). This nine-month program provides mentors and mentees with increased ownership and engagement in their professional development, an expanded network, exposure to more growth and opportunities, and much more.
Cigna 2019 Enterprise Resource Group Highlights
- In 2019, the African American/Black (AA/B) ERG continued their “Setbacks to Success” and “Can We Talk?” speaker series, hosting numerous sessions featuring prominent leaders from across the organization. In addition, the AA/B Mentorship Program successfully matched 82 mentors and mentees, with over 5% of mentees reporting that they were promoted or took a new role as a direct result of participating in the program.
- The AA/B ERG partnered with Ascension St. Thomas Health Hospital, the American Cancer Society, and Mount Zion Baptist church in the Nashville community for a “Stronger Together” breast cancer initiative. The goal of this initiative was to improve health equity by raising awareness and improving breast cancer screening rates of African American/Black women in the Nashville area. The initiative oﬀered free health and wellness screenings through partnerships with eight health providers, access to no-cost mammogram screenings, and education counseling opportunities to close the gap in breast cancer screenings.
- Aspire was selected as a ﬁnalist for Asia Society’s Best Asian Paciﬁc American Employee Resource Groups Award, which recognizes companies that have created successful models for leadership development and the advancement of Asian Paciﬁc American (APA) employees. In addition, Aspire received Diversity Best Practices’ Above and Beyond Innovators Award, which recognized their work within Cigna and our communities to drive innovation and inclusion.
- Aspire created and hosted an Innovation Tournament, which resulted in multiple ideas added to Cigna’s 2019 customer oﬀerings in the areas of chronic diseases, healthy pregnancy, and behavioral health.
- Juntos provides our Hispanic/Latino employees with opportunities for growth, learning and development, and meaningful connections with our colleagues, clients, and the many communities we serve. They aim to create a diverse and inclusive environment that showcases the contributions of our Hispanic/Latino employees and allies, and inspires positive evolution and success – personally and professionally.
- Juntos works closely with local markets across the U.S. to expand support of Hispanics/Latinos. In 2019, Juntos established a national partnership with the National Alliance for Hispanic Health and will look to build on this new relationship in the years to come.
- Generations provides a home base for collaboration, networking, mentoring and support for a diverse network of Cigna employees spanning ﬁve generations, who oﬀer a deep pool of life learnings that can enrich our personal and professional lives. They create an inclusive and supportive work environment by leveraging the knowledge and life experiences of all generations, oﬀering an opportunity for all members to develop, grow and feel valued. The group is focused on three areas: caregiver support, parenting and family, and working in a multigeneration workplace.
- Generations also provides additional information on internal services available to employees that support caregiving, and oﬀers resources and information for work-life balance and parenting as children age. They also provide thought leadership on multigeneration topics such as reciprocal mentoring and networking within Cigna.
- In 2019, Cigna participated in 10 local Pride events across the country through employee participation in Pride parades and our Health Improvement Tour. In addition, they ensured the Pride ﬂag was ﬂown during Pride Month at numerous locations, including Cigna’s headquarters in Bloomﬁeld, CT.
- Pride partnered with the Health Equity Council to design a transgender inclusion awareness training for our employees. This training was created to assist our colleagues on how to serve our transgender customers in a more culturally sensitive manner. This training also provided education on Cigna’s responsibility to comply with federal and state laws which broadly prohibit sex discrimination.
- Cigna’s Talent Acquisition department and ABLE work closely with Disability:IN as part of our commitment to hire people with diﬀerent abilities and learn about new ways to engage employees. We attended their annual conference and took part in the onsite interviewing sessions, and we continue to have employees volunteer to mentor students with disabilities through Disability:IN’s NextGen Leaders program. In 2019, during National Disability Employment Awareness Month, ABLE launched an I Am ABLE campaign to celebrate a workforce with all abilities. The campaign, which highlighted Cigna employees of all abilities, was designed to reduce stigma surrounding disabilities and make Cigna a more inclusive and diverse place to do business. I Am ABLE celebrated the rich tapestry of people who make up Cigna’s workforce, and the strengths, talents, and inspiration they bring to Cigna each day.
- As a leader in the U.S. health care system, and a proud employer of veterans, Cigna is committed to helping veterans. To show our appreciation for veterans’ sacriﬁces, Cigna established the Veteran Support Line and Mindfulness for Vets program. The Veteran Support Line is available 24/7/365 and provides a wide range of assistance for veterans, as well as their caregivers and families. The Mindfulness for Vets program provides training in mindful stress management, acceptance, and compassion. Both programs are open to Cigna and non-Cigna members.
- Salute supports numerous organizations in the community that support our veteran population, including Honor Flight, Wreaths Across America, Breaking Bread Tour, and the Marine Corps Marathon, to name a few.
- In 2019, Cigna launched UpLift, an interfaith ERG that encourages all employees to bring their whole selves to work regardless of religious or non-religious beliefs, practices, or backgrounds. In 2019, UpLift hosted celebrations in observance of Ramadan and Eid al-Fitr in several locations.
- UpLift partnered with D&I to establish quiet rooms in multiple locations. These quiet rooms provide employees with a place for quiet meditation, prayer, and reﬂection in accordance with their faith and/or belief systems.
- UpNext coordinated the annual ERG Development Dash with all 11 ERGs. This week-long event is geared toward helping ERG members achieve their overall career goals while celebrating the positive impact a diverse workforce has on our company and society overall. This virtual event, open to all ERG members, is comprised of breakout sessions designed to develop ERG members as future leaders, empower members to take ownership of their career, and provide opportunities for members to experience what each ERG has to oﬀer.
- For the past ﬁve years, UpNext has hosted a quarterly book club that allows members to connect with peers in a small-group setting, apply new tools and tactics from leadership-focused books, and increase exposure to books, media and ideas. 2019 saw a signiﬁcant increase in participation, expanding our reach to more UpNext members than ever before.
- Connecting colleagues at Cigna is a focus for the Virtual ERG through providing a social forum for colleagues to ﬁnd best practices, connect with other across the business, learn new skills, contribute to the community, and support their health and wellness.
- The Virtual ERG partnered with Generations, the Health Equity Council and our EAP on a “Power of Connection Circles” pilot, which was inspired by the results of Cigna’s 2018 Loneliness Index that identiﬁed a collective need for making meaningful connections. The goal of the pilot was to help Cigna employees learn strategies and techniques to build deeper, more meaningful relationships and work toward improved overall health and well-being. Over 140 employees participated in the six-month pilot, with the majority of participants expressing that this experience was valuable and they would recommend it to others.
- The WIN ERG – Cigna’s largest – ensures that our female employees’ voices and contributions are heard, understood, and positioned eﬀectively among our many stakeholders. WIN has also provided unique insights to shape Cigna’s market oﬀerings, messages, and engagement with our current and prospective female clients, customers, and brokers.
- In May 2019, WIN partnered with the Technology Early Careers Development Program (TECDP) and numerous ERGs (AA/B, Aspire, Salute, and Virtual) on the Women’s Health Supply Drive during National Women’s Health Week. The drive was supported by more than 160 volunteers across 20 diﬀerent sites and collected over 13,000 personal hygiene items for 29 total shelters.
Recent Cigna Diversity and Inclusion Awards and Recognitions
Recent awards and recognitions for Cigna's D&I program include:
- Black Enterprise 50 Best Companies for Diversity 2018
- Black EOE Journal Magazine – Best Place to Work 2019 & 2020
- Latino 100 Company, Best Companies for Latinos (Latino Magazine) 2019
- Top 5 Companies for Hispanic Diversity by Latino Leaders 2018
- Hispanic Association for Corporate Responsibility (HACR) Scored 5 out of 5 stars in the Employment, Philanthropy, and Governance pillars and 4 stars in the Procurement pillar (4th Consecutive Year)
- Human Rights Campaign (HRC) Corporate Equality Index, 2020 Scored 100%, Best Places to Work for LGBTQ Equality (8th Consecutive Year)
- Top Corporations for LGBT Economic Empowerment
People with Diﬀerent Abilities
- Disability:IN and American Association of People with Disabilities (AAPD) Disability Equality Index, 2019 Scored 100%, Best Place to Work for Disability Inclusion (5th Consecutive Year)
- DIVERSEability Magazine Top Companies 2019
- Women Magazine – Top Places To Work 2019
- Military Times Best for Vets Employer (Top 40 Company) 2019
- Military Friendly Best Places to Work Award 2018, 2019, & 2020
- Military Spouse Best Places to Work Award 2019 & 2020
DiversityInc. (Express Scripts)
- Top 50 Companies for Diversity 2019
- Top 15 Companies for People With Disabilities 2019
- Top Companies for LGBT Companies 2019
- Top 50 Companies for Diversity (Cigna) 2020