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Diversity and Inclusion

Among our stakeholders—employees, customers, partners, suppliers, and communities—there are many different cultures, beliefs, and values represented. We define diversity in all of the ways we are different, yet similar, including race, ethnicity, nationality, gender, veteran status, ability, preferred languages, work styles, generational and cultural facets, sexual orientation, and gender identity.

Cigna takes great pride in our diverse and talented workforce that spans 5 generations. In our efforts to better understand our workforce and customers, we take an active, strategic approach to appreciate our individual and collective experiences, different ways of thinking, and diverse communication styles.

Cigna's Strategy and Focus Areas

Our diversity and inclusion strategy focuses on 4 areas:

  • Optimizing workforce composition, development, and engagement
    Led by a dedicated Diversity and Inclusion team that reports directly to the Executive Vice President, Chief Human Resources and Services Officer, we strive for an inclusive environment that values all aspects of diversity. Supported by 9 Colleague Resource Groups and Talent Management leaders, we strive towards a culture of belonging. We track key measures, including hiring, turnover, promotion, participation in leadership development programs, engagement surveys, and other key indicators of diversity and inclusion.
  • Differentiating the customer connection and enhancing value to clients
    Our Diversity and Inclusion 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, and we leverage the strength of our diversity. Examples include the Hispanic/Latino White Paper on health, Asian/South Asian Diabetes Reference Guide, and the LGBTQ+ Health Access information now found on the 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 training to our network of physicians and health care providers on important topics that yield insights into better serving 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, partnering with organizations like Hartford Youth Scholars, an organization that prepares underserved students in Greater Hartford to access and excel in college and beyond.

Recruiting and Development

We recognize that our continued success depends on the collective strengths of our employees. At Cigna, individual differences represent a mosaic of opportunities, and diversity and inclusion as a long-term business strategy will help drive the future success of the company. As such, we are committed to Equal Employment Opportunity and Affirmative Action. We recruit, hire, train, and promote persons in all job titles and work to ensure that all personnel actions are administered without regard to an employee's race, ethnicity, gender, sexual orientation, religion, color, age, disability, veteran status, national origin, ancestry, gender identity, marital status, citizenship status, medical condition (including pregnancy and childbirth), or any other such characteristics as specified by the applicable laws.

Evolving Our Recruitment Strategy

We have dedicated ourselves to being an employer of choice for diverse talent, and continue to conduct internal audits and regular monitoring on our efforts to recruit, retain, and promote diverse employees. We also continue to partner and build relationships with numerous organizations supporting the inclusion and advancement of underrepresented groups. Our goal with these key partnerships is to build strong relationships with leaders and members within each organization and sustain a pipeline of diverse talent for key roles and 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 various 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 by providing opportunities for them to participate in career development, speaking engagements, training, and recruitment opportunities. In 2018, we continued to strengthen our relationships with the following organizations:

  • AfroTech
  • Ascend National Conference and Career Fair
  • Atlanta University Center Consortium
  • Chattanooga Health Career Connection Internship Fair
  • Grace Hopper Celebration
  • Hartford Youth Scholars Student Development Day
  • Health Career Connections
  • Historically Black Colleges & Universities (Howard & North Carolina A&T)
  • International Association of Black Actuaries (IABA) Annual Meeting
  • MBA Veterans Career Conference
  • National Black MBA Association National Conference
  • National Sales Network (NSN) Student Sales and Marketing Conference
  • Prospanica various local events (Philadelphia, Connecticut, Houston, etc.)
  • Reaching Out MBA Conference
  • Simmons Leadership Conference
  • Urban League of Philadelphia
  • Undergrad Vets Career Conference
  • US Business Leadership Network Conference and Career Fair

Leadership Development and Training


Since 2014, we have offered a Gender and Leadership program for our high-potential female leaders and their managers. This program emphasizes the importance of personal brand, awareness of unconscious bias, and techniques to stimulate career progression and acceleration. In 2018, the promotion rate of women to senior leadership roles more than doubled as a result of our strategic efforts to advance high-potential women leaders.

People of Color

After our leadership development programs’ success at increasing the progress of women’s careers within the organization, we conducted a study which revealed that African Americans have smaller networks. As a result, we committed to finding a specialized solution to advance high-potential African American leaders, using best practices from our women’s initiative.

In 2018, we launched a program, entitled “Inclusive Leadership”, as part of our Advancing African American/Black Talent Initiative. During the course of this two-day workshop, employees and their managers cultivate a more diverse leadership pipeline. This training program develops strategies to empower our leaders to better support underrepresented talent in our organization and prepare them to thrive in leadership roles. In 2019, we plan to increase the number of sessions offered to employees. We are also focused on expanding professional development opportunities to other underrepresented identity groups within our organization.

Unconscious Bias and Specialized Diversity Training

Unconscious bias and courageous conversation continued to be a focus for us in 2018. We launched a training and discussion series designed to ensure that decisions around hiring and promotions are focused on abilities and qualifications and how to mitigate unconscious bias in the hiring process. Initially, this program was available to Diversity & Inclusion and Talent Acquisition team members. In 2019, we plan to expand this program to hiring managers.

The Diversity and Inclusion training 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 multi-cultural, multi-generational environment. Through these facilitated sessions, unconscious bias, team building, and specific challenges to relevant business areas and local markets are addressed.

Equitable Compensation

Cigna is committed to pay equity. We understand that our continued success depends on the collective strengths of our employees and we are dedicated to attracting, retaining, and rewarding the performance of our diverse workforce to best meet the needs of our customers.

We proactively monitor our compensation programs for potential disparities, including by 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. We report our progress to the People Resources Committee of the Board on an annual basis. We are committed to continue to find ways to prevent bias and to monitor our pay practices and diligently address any disparities that may not be explained by objective factors.

Cigna acquired Express Scripts on December 20, 2018. With this combination, Cigna’s employee base has grown significantly—from approximately 46,000 employees to 74,000 employees. Work to integrate the 2 companies’ different career architecture structures has begun, but will likely take through 2019. Our most recent analysis of job classifications and relevant non-discriminatory factors, prior to integrating Express Scripts, analyzed gender and race pay equity. We found no material differences in our pay data related to gender or race. We intend to conduct this analysis again on the combined company after integration and are committed to addressing any concerns.

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, removed compensation inquiries from job applications, and rely heavily on market and benchmarking data in setting our compensation structure. The compensation programs at Express Scripts were designed, similarly to Cigna, to prevent gender pay differences and avoid disparate treatment based on gender, among other factors.

2018 Diversity by the Numbers

Below is snapshot of our workforce:

 EEO-1 Job CategoryPercentage Within Job Category Employed by Cigna (2018)(1)
WomenWhiteAll Minority(2)
Executive/Senior Level Officials 35% 83% 17%
First/Mid-Level Officials and Managers 52% 81% 19%
Professionals  72% 76% 24%
Sales Workers 55% 78% 22%
Administrative Support Workers 83% 66% 34%
All Other(3) 89% 61% 39%
Total Cigna Workforce 73% 73% 27%

(1) Data from the Company’s most recent Employee Information Report (EEO-1) as filed with the U.S. Equal Employment Opportunity Commission.

(2) Includes Black/African American, Hispanic or Latino, Asian, Pacific Islander, American Indian/Alaskan, and employees that identified as two races or more.

(3) “All Other” includes EEO-1 job categories for technicians, operatives, and services workers.

How We Deploy Programs Across the Enterprise

Our Vice President of Diversity, Inclusion, Foundation, and Civic Affairs oversees Cigna’s diversity strategy, goals, and initiatives. She reports directly to our Chief Human Resources Officer. Cigna’s Board of Directors, or a committee of the Board, is updated routinely by management on our diversity and inclusion programs and progress. Additionally, several teams support our commitment to diversity and inclusion:

  • Enterprise Leadership Council: Senior executives who work to ensure workplace programs reflect global, cultural, and business goals
  • Business Leadership Councils: A balanced team of employees, managers, and senior leaders who help our business units leverage diversity and inclusion to address local market strategies, customer experience, and business capabilities
  • Colleague Resource Groups (CRGs): Employee groups that leverage cultural insights and connections to innovate approaches and solutions to increase engagement, performance, and career mobility, while building enterprise capabilities to address the needs of diverse customers
  • Health Equity Council: A team of multidisciplinary leaders that collaborates in research, testing and piloting solutions to mitigate the 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.

An inclusive environment enables us to see people’s potential, innovate, and solve important business problems. In 2019, we will build on our integrated company’s D&I strategy together 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 Foundation to drive deeper connections and positive impact to underrepresented groups.

Colleague Resource Groups

Cigna's 9 Colleague Resource Groups, supported by over 4,800 employees, 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 Colleague Resource Groups (CRGs) continually build on a successful record of contribution to the workforce with strong employee engagement, targeted mentoring, impactful community volunteerism, and customer focus--bringing increased value to our clients and partners. Our CRGs have expanded their focus to include creating more cross-cultural understanding, contributing to our focus on creating an inclusive culture. Members also lend their expertise to assist in recruiting diverse talent to Cigna.

Case Study: Cigna's Support of People with Different Abilities

According to the Institute on Disability, “If people with disabilities were a formally recognized minority group, at 19% of the population, they would be the largest minority group in the United States.”
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Case Study: Day of Understanding to Support our CEO Pledge

Since 2017, Cigna has been a signatory to the CEO Action for Diversity & Inclusion, which is the largest CEO-led alliance to champion the business community to advance diversity and inclusion within the workplace by working collectively.
Read more

Cigna 2018 Colleague Resource Groups Highlights

  • The “Setbacks to Success” speaker series provides an opportunity for African American/Black CRG participants to learn from key leaders who have found success in their professional careers despite prior career setbacks. This series was developed by the Advancing Black Leaders work stream of the African American/Black CRG.
  • In 2018, the African American/Black CRG launched a new series, “Can We Talk?”, which provides participants an opportunity to build dynamic and interactive relationships that support an active, engaging, and thriving work environment. The series supports Cigna's development of diverse talent by providing a comfortable setting to share social and cultural experiences that contribute to a sustainable career journey.
  • The ASA CRG, in partnership with Health Equity Council and Cigna University, developed a customized training: Diabetes among South Asians, a three-part cultural competency training series, which was released and promoted to Cigna providers including medical, behavioral, and dental networks. The training was also made available to Cigna's internal clinicians/health coaches to help raise awareness on the burden of diabetes and review of culturally tailored lifestyle intervention to improve self-management of type 2 diabetes among South Asians.
  • The Asian/South Asian Colleague Resource Group (CRG) at Cigna was recognized with an Above and Beyond Award for community impact from Diversity Best Practices, a division of Working Mother Media. The Above and Beyond Awards pay tribute to organizations who demonstrate exceptional contributions to the community. Recipients have established best practices in diversity and inclusion to drive impact and improvement in the community's well-being.
  • The Hispanic/Latino CRG has worked closely with local markets across the U.S. to expand support of Hispanics/Latinos in the communities we serve with a significant focus in Austin, Dallas, Phoenix, Hartford, and Houston.
  • In 2018, the CRG provided a series of professional development programs to members including topics like mindfulness, building a culture of feedback, change management, career development, and many others to support professional and personal development.
  • The newest of our CRGs, this group provides support and networking related to the challenges and opportunities that arise with 5 generations actively at work.
  • In 2018, the Multi-generational CRG launched four distinct focus areas: caregiving support, family and parenting, financial planning, and working in a multi-generational workplace.
  • The PRIDE CRG partnered with clients/vendors to provide transgender training for employees of clients.
  • The PRIDE CRG also helped to participate in and support organizations and events such as the Gay and Lesbian Medical Association, Philadelphia Transgender Health Conference, Hartford Gay & Lesbian Health Collective, Pride, and Out and Equal.
    • Cigna works closely with Disability:IN as part of our commitment to source disability-owned business enterprises (DOBEs), hire people with different abilities, and learn about new ways to engage employees. We continue to have employees volunteer to mentor students with disabilities.
    • PWDA members create snapshots on specific health conditions to help staff better identify with customers and caretakers. Snapshots include guidance on conversation etiquette along with summaries of the conditions with links to more information by trusted resources.
    • This CRG is a part of the “Stamp out Stigma” movement. This is an initiative spearheaded by the Association for Behavioral Health and Wellness (ABHW) to reduce the stigma surrounding mental illness and substance use disorders. We joined the Twitter Chat and had conversations around addressing suicide amongst veterans and active duty members.
    • A $120k grant was presented to USC Center for Innovation & Research on Veterans & Military Families as part of the Opioids Reduction Project through the Veteran’s CRG.
    • The "The Good, the Bad, and the Better of Working Virtually" event provided an opportunity for Virtual CRG and Finance organization team members to learn from key leaders what has worked well and what they have learned from working virtually. The event featured the perspectives of working remotely, managing remote employees, and working with business partners or team members that don’t work in the same office location.
    • The 5-part Centered Leadership series inspired Career and Networking members to reflect on their strengths and values in order to align themselves more strongly with their current role and teach them how to lead with impact, resilience, and fulfillment at work and in their lives.
    • The Women’s CRG–Cigna’s largest–ensures that our female employees' voices and contributions are heard, understood, and positioned effectively among our many stakeholders. This CRG has also provided unique insights to shape Cigna's market offerings, messages, and engagement with our current and prospective female clients, customers, and brokers.
    • Cigna’s Women’s CRG continued to expand its Lean In Circles to provide the power of peer support through guided education and peer mentoring. This framework empowers, educates, and supports women in their career development at Cigna. Lean In Circles meet monthly to encourage and support each other in an atmosphere of confidentiality and trust.

    2018 Diversity & Inclusion Awards and Recognition

    Recent awards and recognitions for Cigna's diversity and inclusion program include:

    African American/Black
    • Black Enterprise 50 Best Companies for Diversity 2018
    • Black EOE Journal Magazine–Best Place to Work
    • Latino 100 Company, Best Companies for Latinos (Latino Magazine) 2019
    • One of the Top 5 Companies for Hispanic Diversity by Latino Leaders
    • HACR–Hispanic Association for Corporate Responsibility Scored 5 out of 5 in 3 of the 4 pillars: 5 stars for Employment, Philanthropy, Governance, and 4 stars for Procurement
    • Human Rights Campaign (HRC) Corporate Equality Index, 2018 Scored 100%, Best Places to Work for LGBT Equality
    • Top Corporations for LGBT Economic Empowerment
    People with Different Abilities
    • Disability Equality Index Best Places to Work (United States Business Leadership Network and American Association of People with Disabilities), Scored 100
    • DIVERSEability Magazine Top Companies
    • Women Magazine–Top Places To Work
    • Military Times Best for Vets Employer (Top 40 Company)
    • Military Friendly Best Places to Work Award 2018 & 2019
    • Military Spouse Best Places to Work Award 2019

    Disclaimer: The report covers calendar year 2018 and unless otherwise noted, excludes the combination with Express Scripts, which closed on December 20, 2018.