As one of the nation’s leading health benefits companies, Anthem seeks to attract the best talent to help us achieve our mission to improve lives and communities with innovative solutions to simplify the healthcare experience.
Anthem offers multiple career opportunities for those with a passion for improving access to care and services for the people we serve — so they can take care of their health and well-being. We are proud of a diverse workforce that reflects and understands peoples’ health care and service needs and believe that disability-competent organizations are better for all associates and consumers.
Because diversity matters to us, Anthem fosters a culture of inclusion where different backgrounds, perspectives, talents and life experiences come together to create innovative products and services centered on the needs and expectations of the individuals and families who rely on us, and a culture where all associates can achieve their career goals while transforming health care with trusted and caring solutions.
Inclusion Programs and Goals
In our journey to becoming an inclusive organization, Anthem engages with people with disabilities and partners with our associate resource group ABLE, advocacy organizations and advocates/stakeholders to influence our culture and implement processes and practices that help us recruit and retain people with disabilities, including:
- All associate education about disability literacy, the ADA, the Independent Living Philosophy, Principles of Self-Determination and inclusive hiring best practices.
- Inclusive Internship track for undergraduate and graduate students with disabilities to experience a paid summer internship
- National Disability Employment Awareness Month enterprise-wide events to raise acceptance, increase pipeline of job seekers with disabilities, and build community partnerships.
- Project SEARCH host site with an almost 90% hire rate for the graduates
- Engagement of associates with disabilities and family members through ABLE ARG and other strategic initiatives.
- A dedicated Diversity Pipeline Strategist leading the sourcing and recruitment of people with disabilities.
As a leader in helping companies adopt best practices in diversity, DiversityInc is in a unique position to help advance disability workforce inclusion in corporate America. The core of DiversityInc is The DiversityInc Top 50 Companies for Diversity competition. In 2017, more than 1,800 companies participated. In 2018 and beyond, DiversityInc will elevate what the winning companies have done to advance disability inclusion within their companies. This will include:
- Prioritizing disability on par with other diversity segments in awarding the DiversityInc Top 50 at our annual Spring event, which attracts 1,000 corporate leaders annually
- Announcing best practices that companies on the DiversityInc Top 50 have adopted to advance disability inclusion in their companies
- Sharing specific examples of steps companies have taken to advance disability inclusion in the areas of Talent Pipeline, Talent Development, and Leadership Accountability [the 3 workforce related areas that DiversityInc assesses in determining the Top 50]
- Provide thought leadership and promote awareness of disability inclusion as an important social issue by sharing relevant content on diversityinc.com and in daily newsletters
In addition, DiversityInc is a USBLN certified business and over 30% of its employees are people with disabilities.
The Hershey Company has been a purpose-driven organization since our founding in 1894.
As part of The Hershey Company’s commitment to diversity and inclusion, we continue to advance disability inclusion in our workforce and work to ensure that we have diverse slates of qualified candidates with disabilities in the locations where we do business through partnerships with nonprofits and government agencies.
But inclusion means much more than hiring. To make sure that The Hershey Company is fully inclusive, we are actively developing and scaling a variety of internal programs, including:
- Requiring disability etiquette training for our US managers
- Growing our Supply Chain Abilities First Program
- Emerging emphasis on Universally Designed Workplaces
- Service Animal program
- Chocolate World “sensory friendly” event
- Vocational Rehab partnerships
- High school internship program
The Hershey Company also offers flexible work programs (flextime) and employs a centralized accommodations process and funding mechanism, making it easy for employees to confidentially request the support they need to do their best and bring their whole selves to work.
Hershey’s “Abilities First” initiatives also continue to advance a culture known for disability inclusion.
- National Organization on Disability’s Leading Disability Employer Seal in 2016 and 2017.
- Ranked 33 on DiversityInc’s Top 50 companies for diversity and inclusion, and in the Top 10 by DiversityInc for women in leadership and being an LGBT-friendly employer
- Earned 100% scores on the Human Rights Campaign’s Corporate Equity Index “Best places to work for LGBT equality” for 4 straight years
Peggy Foran, Chief Governance Officer, SVP and Corporate Secretary at Prudential sees the value in inclusion every day. “I’ve always been a big believer that we are a better organization and a better company the more diverse our workforce is.” Watch the video below to learn about how Prudential is Looking Closer.
At PwC, we believe attracting, retaining and developing talented, diverse professionals—including individuals with disabilities—is a business imperative to spur innovation, drive growth and sustain competitive advantage in the marketplace.
When we bring together people with diverse perspectives, it helps us solve important problems in new and creative ways.
Important milestones on our journey include:
- Disability Strategy Partner Council, which provides senior leadership guidance and sponsorship of our firm-wide disability inclusion initiatives
- Professionals with Disabilities and Disability Caregivers Network (PwDN/DCN), which seeks to connect and inspire our people as well as promote belonging and disability inclusion.
- Centralized accommodations process to manage disability-related reasonable accommodation requests for candidates and staff persons across various phases of the employment lifecycle, from recruitment to the everyday enablement of our people having tools and resources they need to work at their best.
- Mandatory disability inclusion training for US talent acquisition team.
- Launch of our Ability Reveals Itself Initiative, which highlights the career stories of our people with disabilities and caregivers and serves as a platform for raising awareness about disability inclusion.
- Connect:Ability mentoring program for PwC interns.
Our ongoing strategic objectives:
- Continue to drive an environment of trust and inclusion through strategic messaging, programming and self-identification efforts.
- Refresh and curate our Professionals with Disabilities/Disability Caregivers leadership teams to nurture and cultivate the effectiveness and relevancy of our inclusion networks.
- Expand our disability-focused talent acquisition efforts by participating in the NOD’s Campus to Careers program.
- Pursue isUD certification for all new PwC offices over 50K sq. ft.
- Expand Connect:Ability mentoring opportunities to current staff.
PwC Ability Reveals Itself program highlights:
AbilityWorks: A streamlined process to provide our people with the tools and resources they need to work at their best. It marshals the resources of our firm to support the needs and requests of professionals with disabilities. Potential accommodations may include ergonomic furniture and equipment, audio-related equipment, software or assistive hardware, facility adjustments, leaves of absence, flexible work arrangements, re-assignment to vacant positions and qualified interpreters, and more. AbilityWorks specialists evaluate accommodation requests on a case-by-case basis to determine reasonable solutions
Connect: Ability: A mentorship program for interns and seasonal staff who have disclosed their disability status and “opt in” to be connected with resources— including a member of PwC’s inclusion network.