At The Cigna Group, our individual differences such as race, ethnicity, nationality, military or veteran status, disability, age, religion, sexual orientation, and gender identity or expression represent a mosaic of backgrounds, experiences, and perspectives that enable us to innovate and create solutions that resonate with our customers, partners, and communities.

Through our diversity, equity, and inclusion (DEI) efforts, we aim to advance a culture that elevates the next set of diverse leaders, strives to ensure every employee feels a sense of belonging, and values the unique differences and talents we each bring in service to our mission: to improve the health and vitality of those we serve.

As a core part of our DEI strategy and commitment to transparency, we release an annual Diversity Scorecard, which includes our progress relative to aspirational goals and the actions we’re taking to make meaningful change in the key areas of culture and coworkers, clients and customers, and communities.

“Our Diversity Scorecard is a tangible example of our commitment to DEI leadership and transparency across every level of our company.“Eliana Nunez, vice president of DEI at The Cigna Group

“Knowing where we’re going and tracking our progress along the way are key steps on the path toward delivering real, sustainable change,” said Nunez.

Below we look at some of the most impactful programs, initiatives, and progress from our 2022 Diversity Scorecard, which we published in July 2023.

Culture and coworkers: Building inclusion and belonging

Building a strong workforce culture of inclusion and belonging enables and encourages different perspectives, points of view, and ideas, which ultimately helps us better serve our stakeholders and the communities in which we live, work, and play.

• We’re proud to be named #14 on Fair360’s Top Companies for Diversity, up 10 spots from last year.
• 90% of our external job requisitions for manager-level positions and above had a diverse candidate slate in 2022, which yielded 64% diverse hires (women, ethnic minorities, or both).
• We aspire to improve the representation of ethnic minorities in management and senior leadership roles, and reach gender parity in our leadership pipeline by increasing the representation of women at our director and senior director levels to 50% by the end of 2024. At the end of 2022, nearly 48% of these roles were filled by women.
• We measure employee well-being and how DEI is experienced at The Cigna Group through our DEI Index, a subset of questions in the company’s annual engagement survey of all employees. Our 2022 DEI index rating of 79% outperforms other companies by more than 12 points.
• As part of our efforts to drive a culture of belonging, we aspire to increase the membership in our 11 Enterprise Resource Groups (ERGs), which had a membership of approximately 13,000 employees at the end of 2022.

Clients and customers: Embedding health equity in all we do

The Cigna Group has long been dedicated to ensuring all people can achieve their full health potential regardless of social, economic, or environmental circumstances. We actively engage with key stakeholders and communities to promote the identification of health disparities and initiatives to close gaps. Below are just a few of our many efforts that helped us advance our health equity goals in 2022.

• Our maternal health pilot helped to reduce disparities in birth outcomes for African American and Black mothers. The pilot offers free prenatal vitamins with home delivery by The Cigna Group’s home delivery pharmacy, Express Scripts, comprehensive risk screening to identify mothers at risk for preterm birth, screening for prenatal and postpartum depression and anxiety, and transportation to and from prenatal medical appointments. The pilot also works with providers to reduce bias in maternal care through training and education.
• By leveraging MDLIVE's virtual care model and its broad and diverse provider network, we have expanded access to care for individuals who face barriers to in-person care, such as lack of transportation and copay costs. MDLIVE and Evernorth partnered to promote virtual care and increase utilization of acute episodic care in communities with high social needs.
• To eliminate health disparities in the incidence, management, and progression of diabetes, we launched the Tech-Empowered Community Health Worker Pilot to identify, engage, and empower customers living with diabetes in communities at higher risk due to social determinants of health (SDOH). Knowledge of diabetes, healthy eating, scheduling, and transportation to appointments are some common barriers the pilot addresses.
• To address health disparities faced by the LGBTQ+ community, we expanded our digital provider directory to include an indicator for self-identified medical and behavioral health providers with LGBTQ+ health experience and interest.

Communities: Making an impact in the communities we serve

The Cigna Group and our employees are committed to making a positive impact in the communities we serve through our charitable giving programs, our Building Equity and Equality Program (BEEP), our education and workforce initiatives, and our supplier diversity and innovation programs.

The Cigna Group demonstrates giving in three ways: The Cigna Group Foundation, corporate giving through nonprofit sponsorship, and employee giving through individual donations and volunteerism. Our combined charitable giving reached nearly $54 million in 2022.

• The Cigna Group Foundation funded approximately $16.5 million toward health and well-being, education and workforce development, community and social issues, military and veterans, first responders and disaster relief, and employee-driven giving programs.
• Through Healthier Kids for Our Future, our five-year, $25 million global initiative focused on improving the health and well-being of children, we continued to partner with nonprofits to help address childhood hunger and mental health concerns. In 2022, this initiative awarded nearly $5.5 million in financial support to innovative programs in 19 states.
• The Cigna Group’s charitable giving, with a focus on health equity and SDOH, helps to create more vibrant, healthy, and equitable communities. In 2022, The Cigna Group Foundation funded 152 grants, 90% of which supported efforts to address SDOH.
• During 2022, U.S.-based employees volunteered for more than 700 causes, equating to approximately $2.8 million in volunteer-engagement value.

The Cigna Group believes the success of minority- and women-owned businesses and other under-represented suppliers adds to our success and to that of the communities we serve. By partnering with these suppliers, we can foster the growth of these businesses while ensuring the long-term growth of the company. We’ve committed to spending $1 billion annually with diverse suppliers by 2025, representing nearly 20% of our $5 billion annual spend in the United States. We’re on track to meet this target, with $921 million in diverse supplier spend in 2022.

We have a long-standing and deep commitment to DEI, and we are committed to fostering a culture of belonging and equity among our workforce. This culture supports better decision-making, greater innovation, and higher levels of engagement within our company to help us meet the needs of our highly diverse global customer base. There is much work to be done, but we are proud of the progress we’ve demonstrated through our DEI strategy and through the actions we’ve taken on behalf of our 70,000 employees around the world.  This work is at the heart of who we are as a company, and advances our mission to improve the health and vitality of those we serve.