Diversity & Inclusion


People define health and well-being in various ways including their physical, emotional, social and financial needs. Among our stakeholders — employees, customers, partners, suppliers and communities served — there are many different cultures, beliefs and values represented. We define diversity in all of the ways we are different, yet similar, including race, gender, veteran status, ability, preferred languages, work styles, generational and cultural facets, sexual orientation and gender identity.

Diversity is who we are and inclusion lets us leverage a world of insights, perspectives and experiences to make a difference for both our customers and our employees.


Our Diversity and Inclusion strategy is an enabler of Cigna's Go Deep, Go Global, Go Individual business strategy and focuses on four areas:

  1. 1
    Optimizing workforce composition, development and engagement
  2. 2
    Differentiating the customer connection and enhancing value to clients
  3. 3
    Developing culturally competent partnerships
  4. 4
    Creating value in emerging communities

We recognize that our continued success depends on the collective strengths of our employees. As such, we are committed to Equal Employment Opportunity (EEO) and Affirmative Action (AA). We recruit, hire, train and promote persons in all job titles and ensure that all other 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.


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

Cigna's Chief Diversity Officer manages our diversity strategy, goals, and initiatives and reports directly to our Chief Human Resources Officer. Twice annually, the Cigna Board of Directors or a committee of the Board reviews our Diversity & Inclusion programs and progress.

Additionally, several teams support our commitments 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 who leverage cultural insights and connections to deliver innovative approaches and solutions to enable increased engagement, performance, and improve outcomes at work and in life
  • Health Equity Council
    A team of multidisciplinary leaders who work collaboratively to provide research, testing, and piloting solutions to mitigate the prevalent health disparities and chronic diseases in underrepresented groups


Cigna's nine Colleague Resource Groups (CRGs) offer employees the opportunity to support, empower and celebrate diverse communities within our own company while connecting us at a fundamental level to the communities we serve.

Cigna's CRGs, supported by more than 3,300 employees, activate actionable insights, and innovate products and services that are culturally relevant and appropriate in meeting the needs of emerging, influential consumers of health services. Our CRGs provide important leadership in enabling diversity to drive business capabilities and differentiated results that serve to attract and retain talent, as well as empower Cigna customers and the diverse communities they represent.

Our nine CRG groups are:

  1. 1
    African American / Black
  2. 2
    Asian / South Asian
  3. 3
    Hispanic / Latino
  4. 4
  5. 5
    Lesbian, Gay, Bisexual, Transgender (LGBT) & Allies
  6. 6
    People with Different Abilities
  7. 7
  8. 8
    Virtual Communities
  9. 9
In 2015, we saw a 16% increase in CRG employee participation from the previous year.

The CRGs meet regularly to discuss challenges to the health and well-being of their respective constituencies. CRGs launch initiatives that increase the understanding of particular needs within our customer segments. Highlights include:

  • The African American CRG worked to, increase networking opportunities for its members and provide greater exposure and opportunities for career development education.
  • The Women's CRG piloted Lean In Circles to provide the power of peer support through guided education and peer mentoring.


Approximately four percent of the U.S. population identifies as lesbian, gay, bisexual, or transgender (LGBT). For Cigna to meet our mission of improving the health and well-being of all the people we serve, it's vital that we understand this community and work to close the gaps in care. For the LGBT community, health disparities are particularly prominent around issues of mental health, access to care, physical health and social factors.

Responding to the unique needs of transgender plan participants and the 2015 U.S. Supreme Court marriage equality ruling, Cigna's LGBT & Allies CRG brought together a wealth of expertise and resources to help clients, customers, partner organizations and Cigna employees address these new challenges and opportunities.

At the ReAct Forum in New York City held early in 2016, presentations were delivered from Cigna's Diversity Team, an external law group and a first-hand account from Cigna's Dr. Renee McLaughlin, Sr. Medical Director. These experts reviewed LGBT gaps in care, legal obligations, workplace policies and answers to commonly asked questions received from human resources staff on such topics. The afternoon also included a panel discussion, including perspectives from our expert presenters as well as the Human Rights Campaign, Cigna's Chief Diversity Officer, and many client employers.


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

  • Scored 100 on the Corporate Equality Index from the Human Rights Campaign, for the fourth consecutive year
  • Scored 90 percent as a pilot company for the Disability Equality IndexSM Award from U.S. Business Leadership Network®
  • Scored 90 percent on the Hispanic Association on Corporate Responsibility's Corporate Inclusion Index, a five point increase from prior year
  • Ranked among the 'Best for Vets' by Military Times magazine
  • Awarded the distinction as a 'Military Friendly Employer' from GI Jobs
  • 2015 Freedom Award presented by the Employer Support of the Guard and Reserve (ESGR), a Department of Defense office, for our commitment to supporting our employees in the National Guard and Reserve. (This is the highest award which can be given at the Connecticut-state level.)
  • Recognized as a 2015 Latino 100 Company


Diversity and Inclusion is an ongoing strategic process that supports Cigna’s business objectives and is essential for our continued success as an organization. To support our business objectives, we continually look for opportunities to create value in emerging communities by cultivating relationships with stakeholders. For example, in addition to our current partnerships, we will be partnering with the Mazzoni Center as lead sponsor of the Philadelphia Transgender Health Conference in 2016. Additionally in 2016, we will be sponsoring the Diversity Women’s Conference and participating in the Hispanic Health Council.