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At Cigna, we stand for diversity, equity, and inclusion, and we are committed to respecting differences, treating each other fairly, and standing together. At Cigna, we take an expansive view of diversity, including race, ethnicity, nationality, gender, veteran status, ability, sexual orientation, and gender identity. We believe that diverse perspectives and different ways of thinking help us anticipate and meet our customer needs in new ways.
Our inclusive culture allows us to look at problems differently, and makes Cigna a more innovative and stronger partner for our clients and customers. Among our stakeholders, including more than 70,000 employees, many diﬀerent cultures, beliefs, and values are represented. We take great pride in our diverse and talented workforce, which spans ﬁve generations.
Our Diversity, Equity, and Inclusion Commitment
Strategy and Focus Areas
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.
The four pillars of our 2020 DEI strategy:
- Leadership Accountability: We are creating accountability in hiring by requiring diverse candidate slates for all senior manager and senior advisor roles and above. We are also committed to elevating the next set of diverse leaders, and have set aspirational goals to increase gender equality in our leadership pipeline by increasing the number of women at our director and senior director roles to 50 percent by 2024. In 2021, Diversity, Equity, and Inclusion (DEI) was added as an area of focus for the strategic priorities measure of our Enterprise Incentive Plan. Quantitative measurements of this strategic priority focus include internal, employee-focused goals, including engagement survey responses related to diversity, equity, and inclusion; progress against our goals to improve representation of racially and ethnically diverse individuals and women in our leadership pipeline; and goals relative to social determinants of health.
- Inclusive Culture: We want every employee to feel a sense of belonging so they are able to reach their fullest potential. We strive for this with required unconscious bias training and the addition of DEI workshops into our leadership development programs.
- Organizational Commitment: We proactively monitor our people, processes, and programs to ensure equitable outcomes in hiring, promotions, and compensation. For example, we routinely review our compensation programs for potential disparities. We are also strengthening our partnerships with diverse suppliers, with a goal of doubling our diverse supplier spend to $1 billion by 2025.
- Mission Alignment: We showcase the impact of DEI with our colleagues, customers, clients, and communities. Our five-year Building Equity and Equality Program 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.
CEO Action for Diversity and Inclusion
Since 2017, Cigna has been a signatory to the pledge for CEO Action for Diversity and Inclusion (CEO Action), the largest CEO-driven business commitment to advance diversity, equity, and inclusion (DEI) within the workplace. CEO Action focuses on four main areas: creating a safe workplace environment for dialogue, mitigating unconscious bias, sharing learnings and best practices, and sharing DEI strategic plans with our Board of Directors in order to prioritize and drive accountability around DEI.
To further our commitment, in 2020, Cigna partnered with CEO Action on their Racial Equity Fellowship, which provided an opportunity for the company to work collaboratively with other CEO Action signatories to address systemic racism, social injustice, and societal well-being through public policy and corporate strategies.
In 2020, we established a bold goal: We aspire to reach gender parity in our leadership pipeline by increasing the number of women at our director and senior director levels to 50 percent by 2024. To further this commitment, we joined Paradigm for Parity and the United Nations' Women's Empowerment Principles, initiatives that provide strategies and focused actions to advance gender parity. In addition, we launched a Women Sponsorship Program pilot, in partnership with Tenshey, Inc., for a group of high-performing, mid-career women. The program was designed with an emphasis on building for the future, leveraging learning opportunities to promote diversity, and cultivating a culture of sponsorship across Cigna. To further understand and address the unique experiences and needs of women, we participated in McKinsey’s 2020 Women in the Workplace study that tracked the progress of women in corporate America. And in 2021, leveraging both internal and external insights, we will host our inaugural Cigna Global Women’s Leadership Summit to further Cigna’s commitment to empowering and advancing women on their leadership journeys.
We’re Standing Together
Our work to create meaningful change by advancing a culture of DEI within Cigna was accelerated by the tragic death of George Floyd and the national protests that followed. In reaction to these events, our company took a strong stance against racism, making clear that, as a company, we are aligned with the following values:
- Zero Tolerance of Racism: Racism of any kind is unacceptable at Cigna and in our society. It goes against everything we stand for as a responsible global organization and health service leader.
- Investing in Health Equity: 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 are 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.
- Building Equity and Equality Program: Launched in 2020, the Building Equity and Equality Program was created to expand and accelerate our efforts to support diversity, inclusion, equality, and equity for communities of color. Please see Case Study on Building Equity and Equality Program.
Our Vice President of Diversity, Equity, Inclusion, Civic Affairs, Corporate Responsibility, and the Cigna Foundation oversees Cigna’s diversity strategy, goals, and initiatives. The Vice President of Diversity, Equity, Inclusion, Civic Affairs, Corporate Responsibility, and the Cigna Foundation 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 (PRC) of Cigna’s Board of Directors is updated by management on our DEI programs and progress. Additionally, several teams support our commitment to DEI:
- Business-Market-Led Inclusion Councils: Composed of employees, managers, and senior leaders, this Council helps our business units leverage DEI to address local market strategies, customer experience, and business capabilities. We have Inclusion Councils across the company.
- Enterprise Resource Groups (ERGs): Encompassing employee groups that play a critical role in the company’s commitment to DEI, ERGs encourage all employees to bring their whole selves to work. ERGs also 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.
- Diversity, Equity, and Inclusion Council: In 2021, we are launching our Enterprise DEI Council, which will oversee all parts of our program. The Council will be chaired by the Chief Executive Officer and Chief Human Resources Officer. Also in 2021, we will develop and publish an annual diversity scorecard to advance the principles of diversity, equity, and equality.
Recruitment and Development
Evolving Our Recruitment Strategy
People are at the core of Cigna’s business model. 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 have dedicated ourselves to being an employer of choice for diverse talent, and we 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 to all hiring teams.
Cigna works to form and strengthen our partnerships with historically black colleges and universities (HBCUs) as a highly valued source of top diverse talent for all of our functions. We participate in a variety of events including student engagement, student and career development, and networking. Additionally, we have HBCU alumni across our organization who volunteer to partner with our talent acquisition team on engagement and recruitment efforts of early career talent.
In 2020, our talent acquisition team launched a Diversity Speaker Series. This series discusses current topics of interest and is marketed to university students, with significant outreach to diverse student populations. Our goal is to engage students through meaningful and relevant content and introduce Cigna as an employer of choice. Topics included resilience in communities of color and bringing your whole self to work.
In 2020, we continued to strengthen our relationships with the following organizations:
- Anita Borg Foundation
- Atlanta University Center Consortium
- Campus Philly
- Forte Foundation
- Grace Hopper Celebration
- Hartford Youth Scholars
- Historically Black Colleges and Universities (Howard, North Carolina Agricultural and Technical State University, and more)
- International Association of Black Actuaries (IABA)
- MBA Veterans
- National Association of Colleges and Employers
- National Sales Network (NSN)
- Reaching Out MBA
- Starkloff Disability Institute
- The Consortium
- University of Missouri – St. Louis
- Urban League of Philadelphia
- Urban League of St. Louis
In addition, each of Cigna’s ERGs has dedicated recruitment leads who participate in bi-monthly Recruitment Alliance 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 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 ERGs play a key role in sourcing talent.
Some activities from the recruitment leads and the Recruitment Alliance Council include:
- Employee referral program
- Internal communication of current job postings
- LinkedIn participation, including internal career mobility tips
- Military 101 (a guide to help recruiters and hiring managers understand military-specific resumes)
- Resume review/mock interviews
Additionally, we are committed to inclusive hiring processes designed to ensure our workforce reflects the diversity of our customers and to address underrepresentation. In 2020, we implemented a mandatory diversity of candidate slate process for externally posted manager level and above positions. A diverse candidate slate must have no fewer than three qualified candidates and is required to have at least one female and one racial/ethnic minority candidate. Requiring a diverse slate of qualified candidates helps mitigate unconscious bias, or the natural inclination to surround ourselves with people who think, act, and look like us. By mitigating unconscious bias, we can continue to improve gender and race/ethnic representation within our workforce.
Leadership Development and Training
Unconscious Bias and Specialized Diversity Training
Our commitment to an inclusive, diverse, and equitable culture where racism and discrimination are not tolerated took on a greater sense of need and urgency in 2020. We addressed current and ongoing events, reaffirmed our zero-tolerance for racism and discrimination, trained employees to address unconscious bias, and helped combat systemic racism in health care by deepening our work on social determinants of health.
Our five-year Building Equity and Equality Program was created to grow and accelerate our efforts to support diversity, inclusion, equality, and equity for communities of color. We are doing this by focusing on improvements to health, well-being, peace of mind, and governance.
Other initiatives launched in 2020 in support of our commitment to standing together include:
- Inspiring Inclusive Conversations: An initiative that creates a safe space for our employees to have complex – and sometimes tough – conversations about DEI topics. These conversations are open to all employees interested in these topics and provide employees with the opportunity to listen to each other, share experiences, and strengthen relationships. Topics covered in 2020 included allyship, tolerance, acceptance, privilege, discrimination, and microaggressions; intersectionality; inclusive leadership; and equality, equity, and inclusion. Over 10,000 employees attended our Inspiring Inclusive Conversations sessions in 2020.
- Unconscious Bias Training: In 2020, we launched required Conscious Inclusion unconscious bias training 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. In addition, the course is connected to the Cigna competencies – the desired behaviors for all employees. This training is now a part of our onboarding for all incoming hires in the U.S. In 2021, we are rolling out the Conscious Inclusion training to our international employees.
- We Stand Together: Lessons in Diversity & Inclusion: This program consisted of curated, optional learning and development opportunities on a number of topics, including the role unconscious bias plays in racism and discrimination, effective allyship, and inclusive leadership.
- Enterprise Commitment to Inclusion: Employees were invited to make a personal commitment to embody inclusive behavior in everyday life - “I commit to be inclusive, treat others fairly, respect differences, and speak up for others to keep Cigna free from discrimination and racism – because when we explore and understand what makes each of us unique, we all can create better futures for those we serve, together.”
- Creation of an Online Hub with DEI Resources: Cigna.com Better Together is an internet site available to all Cigna employees that offers resources that promote well-being, advance the dialogue around DEI and race, and promote a better understanding of others.
- Advancing the Conversation on Systemic Racism: In 2020, we invited our clients to join us for a discussion about systemic racism and pervasive inequality in America. Featured panelists included Earvin “Magic” Johnson, Chairman and CEO of Magic Johnson Enterprises; Dr. Valerie Montgomery Rice, President and Dean, Morehouse School of Medicin; and Cigna CEO and President David Cordani. The discussion, moderated by DiversityInc CEO Carolynn Johnson, focused on how people of all races can be effective allies to create both equality and equity for Black, Brown, and other minority communities.
Leadership Development for Multicultural Women and Minority Employees
Cigna offers targeted networking and professional development opportunities for underrepresented talent through internal and external leadership programs including: CALIBR, McKinsey Black Leadership Academy, and our Transformational Leadership program, which is designed to expand our leadership talent pipeline by addressing the unique challenges of multicultural women (MCW) at Cigna. These programs focus on helping participants accomplish critical learning objectives:
- Develop capabilities, mindsets, behaviors, and networks needed to achieve their professional aspirations.
- Navigate the unwritten rules of business and take ownership of their career progression.
- Increase awareness of the most typical setbacks for leaders and how to move past them.
- Expand skills for leading teams with critical nuances for MCW and minorities in presence, dealing with pushback, strategic relationships, and more.
- Create their own community and network of support to draw upon – long after the program ends.
Lean In Circles @ Cigna
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. Lean In Circle participants meet monthly to encourage and support each other in an atmosphere of conﬁdentiality and trust.
In 2020, Cigna continued its expansion of Lean In Circles by offering new Circles and piloting an internship forum. Six new Circles were launched at an ERG event, and three Circles were rolled out to our finance summer interns. To date, the program has reached over 1,400 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 that is sought after to advise other partners in their program development.
Cigna is committed to fairness in pay and opportunity for all of our employees, regardless of gender, race, or ethnicity, and our recruiting, training, and compensation programs are 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.
We also proactively monitor our compensation programs for potential disparities, including conducting a regular annual review of compensation to identify differences in pay among similarly situated employees that cannot be explained by objective factors, such as geography and time in role. Outside counsel directs the annual review process and analysis. Following our evaluation of the results, we take action as warranted to address unexplained differences, and report on our progress to the People Resources Committee of the Board of Directors on an annual basis.
Our most recent pay equity analysis, conducted in 2020, showed that in the U.S., female employees at Cigna earn 99.9 cents for every dollar earned by similarly situated male employees, and employees from underrepresented groups (which includes Black/African American, Hispanic or Latinx, Asian, Pacific Islander, American Indian/Alaskan, and employees who identified as two races or more) earn 99.7 cents for every dollar earned by similarly situated white employees.
2020 Diversity by the Numbers
Below is a snapshot of our workforce:
|Percentage Within Job Category Employed by Cigna 2020(1)|
|EEO-1 Category||Women||White||Ethnic Minorities(2)|
|Administrative Support Workers(5)||90%||48%||52%|
|Total Cigna Workforce(4)||76%||63%||37%|
- 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 2021 that will be reported on an EEO-1 filing in May/June 2021, when the EEOC begins 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.
- Totals do not include employees who chose not to identify race/ethnicity.
- Chart updated on Dec. 21, 2021 due to category transposition error.
Enterprise Resource Groups
Cigna’s 11 Enterprise Resource Groups (ERGs), supported by more than 21,000 employees, provide employees with opportunities to learn, grow, and connect across diverse experiences and encourage employees to bring their whole selves to work every day. They are employee led and governed and sponsored by Cigna executives. Cigna’s ERGs continually build on a successful record of contribution to the workforce with strong employee engagement, targeted networking, career development, impactful community volunteerism, and customer focus – bringing increased value to our clients and partners. Our ERGs help create cross-cultural understanding, contributing to our focus on building an inclusive culture. ERG members also lend their expertise to assist in recruiting diverse talent to Cigna and partner with teams across the company to help with business needs as they arise. Our ERGs saw a 45 percent increase in membership in 2020 and played a vital role in keeping employees connected during the pandemic.
ERG members also have access to an exclusive mentoring program – Engaging and Mentoring ERG Employees (EMERGE). 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. Over 1,000 mentee/mentor pairs were matched in 2020, and over 8,000 mentoring hours were recorded.
Cigna 2020 Enterprise Resource Group Highlights
- Cigna’s talent acquisition team and ABLE work closely with Disability:IN as part of our commitment to hire people with disabilities and learn about new ways to engage employees with diverse abilities. In 2020, during National Disability Employment Awareness Month, ABLE partnered with Disability:IN on a Disability Etiquette webinar, ensuring participants understand that respectful communication and interaction with people with disabilities can help make individuals feel more comfortable, and that good etiquette can help us as a company better serve our clients, customers, and communities. We also continue to have employees volunteer to mentor students with disabilities through Disability:IN’s NextGen Leaders program.
- In 2020, our president and CEO signed Disability:IN’s CEO Letter on Disability Inclusion, reaffirming our commitment to advancing a diverse, equitable, and inclusive culture and to being a champion for all abilities.
- In 2020, the AA/B ERG created and launched a COVID-19 giving campaign, Combating Racial Disparities and Food Insecurity. ERG members, in combination with the Cigna Foundation’s two-for-one matching gifts initiative, donated over $37,000 to 13 food banks in 11 states with the highest number of African American cases and deaths from COVID-19.
- The AA/B ERG offered several programs to assist with mental health wellness in response to COVID-19 and racial and social injustice, including a 10-week Gratitude Challenge, Circles of Trust groups, and a Resilience in Challenging Times webinar in partnership with Cigna’s Employee Assistance Program (EAP). The ERG also launched a new Allyship workgroup to build advocacy and assist colleagues in their growth and understanding of issues of racial and social injustice. In addition, the ERG partnered with Cigna’s EAP to launch Coping with the Impact of Racial Injustice and Coping with Racial Trauma, webinars designed to help with maintaining well-being in response to the impact of racial injustice. These webinars are available to employees, as well as our clients, customers, and the community.
- In 2020, the Aspire ERG partnered with Cigna’s Health Equity Council on a South Asian Health Disparities white paper, a cumulative review of current literature on how health disparities affect the South Asian community, including trends in cardiovascular disease (CVD), diabetes, cancer, stress, and mental health.
- Aspire partnered with all ERGs to coordinate and execute the annual ERG Innovation Tournament (iTournament), an opportunity for employees to tackle health care and business challenges while expanding their skillsets and network. The 2020 program focused on unmet behavioral/mental health needs in the market. The three-part program included the iTournament, where employees pitched their ideas to a group of leaders from across the company; the iBootcamp, an idea accelerator to help iTournament participants take their ideas to the next stage by identifying pathways to idea adoption; and iEducation, an innovation talk and meetup series to help employees learn new concepts, get exposure to emerging technologies, and meet like-minded innovators.
- Collaboration with other ERGs was a key driver in delivering value to Generations members. Together with the Virtual ERG, Generations won two external awards (2020 Above and Beyond Award from Diversity Best Practices and Top 10 Enterprise-Wide ERG Diversity Impact Award from the Association of ERGs & Councils) for the Power of Connections wellness circles, a program designed to help reduce social isolation and increase connections among colleagues. In collaboration with ABLE, Salute, and WIN, Generations provided support to family caregivers on topics such as financial planning, working while caregiving, and the role of caregiver during COVID-19.
- Generations launched the Parent Partnership Program, initiated through an online experience, to help match colleagues based on child age ranges and topics of interest. There are more than 40 topics of interest, and to date this ERG has paired more than 250 colleagues, with engagement continuing to grow.
- 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.
- Working with other multinational brands across the country, as well as nationally recognized Hispanic/Latino thought leaders, Juntos elevated their virtual Hispanic Heritage Month events in 2020 and delivered powerful new programming that contributed to over a 30 percent lift in membership.
- In 2020, Pride engaged employees through virtual panel events that included having discussions with executive leaders, showcasing Transgender Day of Visibility, understanding the perspective of LGBTQ+ seniors, and partnering with the AA/B ERG on a “Transgender People of Color” discussion. In lieu of local Pride parades and in-person events, Pride leveraged virtual workshops delivered by LGBTQ+ partner organizations. Cigna also celebrated Pride Month virtually through weekly blog posts encouraging members to share pictures and favorite Pride memories, add pronouns to email signatures, and more. While all celebrations were held virtually, Cigna flew the Pride flag at numerous locations, including our headquarters in Bloomﬁeld, Connecticut.
- In our effort to improve the customer experience, Pride provided specific training on LGBTQ+ health issues to over 600 Cigna clinicians and team members. We also shared helpful resources to in-network health providers on the Cigna website and collaborated internally with cross-functional partners to introduce an LGBTQ-friendly indicator for providers appearing in the myCigna directory in 2021. The latter allows Cigna customers to search for health care providers in their area who are culturally competent in the unique health needs of the LGBTQ+ community, and makes it easier for transgender and gender diverse customers to identify in-network providers who perform gender-confirmation surgeries and treatments.
- 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 members and the community at large.
- Salute partnered with Cigna’s talent acquisition team on Military 101, a guide to help recruiters and hiring managers understand military-specific resumes. The guide also provides access to employee veterans from all branches of the military if additional support is needed. In addition, Salute led an effort to get a “military spouse” self-identification indicator added to our human resources management system, which allows Cigna to report on the number of military spouses it employs.
- In 2020, UpLift implemented celebrations to highlight many holidays and days of observance, including Ramadan and Eid al-Fitr in June, the Jewish High Holy Days in September, Native American spirituality in November, and Hanukkah, Bodhi Day, Kwanzaa, Yule, Ghambar Maidyarem, and Christmas in December.
- In response to the events of 2020, UpLift launched Moments of Hope, a virtual quiet room that incorporated silent reflection, prayer, and wisdom sharing. This platform enabled the ERG to support all employees while working virtually, and provided a safe space for employees to engage on various topics, such as racial injustice, and focus on togetherness and healing.
- UpNext held the third-annual ERG Development Dash, coordinating development sessions hosted by all ERGs. This multi-week event was geared toward helping all 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.
- UpNext launched a new dedicated community partnership with UPchieve, an organization that provides online tutoring for low-income high school students, creating virtual volunteer opportunities for all members. UPchieve’s mission is to democratize access by providing free, virtual academic support so that all students have an equal opportunity to finish high school, attend college, and achieve upward mobility.
- Connecting colleagues at Cigna is a focus for the Virtual ERG through providing a social forum for colleagues to ﬁnd best practices, connect with others across the business, learn new skills, contribute to the community, and support their health and wellness. COVID-19 brought an immediate need to support Cigna's workforce when employees who are not worksite dependent transitioned to working from home in early 2020. The Virtual ERG provided a solid foundation for Cigna to navigate this transition with speed and efficiency, providing employees with critical tools, support, and guidance.
- The Virtual ERG supported awareness of men’s health through a social and funding campaign in partnership with Movember. Movember is the leading charity changing the face of men’s health, and it focuses on suicide prevention, prostate cancer, and testicular cancer. The social campaign inspired participation via personal stories, health education, executive leadership sponsorship, and competitions. The campaign raised over $12,000, supporting Movember’s efforts to influence men’s health research and transform how health services reach and support men.
- 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 provided unique insights to help shape Cigna’s market oﬀerings, messages, and engagement with our current and prospective clients, customers, and brokers. Additionally, WIN provides women at Cigna with professional development, mentoring, and networking opportunities.
- In 2020, in response to the COVID-19 pandemic and social unrest, WIN held a series of open dialogue discussions designed for members to share their feelings, listen, and learn from the experience of others, and provide ongoing support.
Recent Cigna DEI Awards and Recognitions
Recent awards and recognitions for Cigna's DEI program include:
- Black EOE Journal – Best of the Best 2018, 2019, 2020, and 2021
- Hispanic Network – Best of the Best 2018, 2019, 2020, and 2021
- Latino 100 Company, Best Companies for Latinos (Latino Magazine) – 2019
- Hispanic Association for Corporate Responsibility (HACR), scored 5 out of 5 stars in the Employment and Governance pillars and 4 out of 5 stars in the Philanthropy and Procurement pillars – 2020
- Corporate Religious Equity, Diversity and Inclusion (REDI) Index Top 10 – 2021
- Human Rights Campaign (HRC) Corporate Equality Index, Scored 100%, Best Places to Work for LGBTQ Equality – 2021 (Ninth Consecutive Year)
People with Diﬀerent Abilities
- Disability:IN and American Association of People with Disabilities (AAPD) Disability Equality Index, Scored 100 percent, Best Place to Work for Disability Inclusion – 2020 (Sixth Consecutive Year)
- DIVERSEability Magazine Top Companies – 2018, 2019, and 2020
- National Organization on Disability (NOD) Leading Disability Employer – 2020
- Professional Woman’s Magazine – Best of the Best 2018, 2019, 2020, and 2021
- Military Times Best for Vets Employer (Top 40 Company) – 2019 and 2020
- Military Friendly Employer – 2018, 2019, 2020, and 2021
- Military Friendly Spouse Employer – 2019 and 2020
- Top 50 Companies for Diversity – 2019 (Express Scripts)
- Top 15 Companies for People With Disabilities – 2019 (Express Scripts)
- Top Companies for LGBT Companies – 2019 (Express Scripts)
- Top 50 Companies for Diversity – 2020 (Cigna)
- Top Companies for LGBTQ Employees – 2021 (Cigna)
- Top Companies for Employee Resource Groups – 2021 (Cigna)
- Top Companies for Environment, Social, and Governance - 2021 (Cigna)
- Top 50 Companies for Diversity – 2021 (Cigna)
Diversity Best Practices 2020 Above and Beyond Awards
- Generations and Virtual ERGs – Special Recognition Award (Power of Connections wellness circles)
- African American/Black ERG – Community Impact Award, Honorable Mention (health care disparities for African American women with breast cancer)
The Association of ERGs & Councils 2020 Diversity Impact Awards™
- Generations and Virtual ERGs – Top 10 Enterprise-Wide ERG Award (Power of Connections Wellness Circles)