Celebrating diverse backgrounds and creating an environment of inclusion is at the heart of Humana. We take intentional steps to nurture a culture where all employees, no matter who they are, feel like they can be their best selves and do their best work. Only then can we make the best decisions for our customers to ensure that they all have a fair and just opportunity to be as healthy as possible.

In 2021, for the fourth year in a row, Humana made the DiversityInc Top 50 Companies for Diversity list, ranking No. 13, moving up from No. 25 last year. Reinforcing our commitment to an exclusive workplace where every employee feels a sense of belonging. Humana CEO Bruce Broussard signed the Disability: IN CEO Pledge, and our Network Resource Groups (NRGs) ranked No. 1 in Top Companies for Employee Resource Groups, moving up from No. 13 last year. Almost 15,000 employees now belong to an NRG, including our tenth Network Resource Group, the Native American & Indigenous NRG, which launched in November 2021.

Statistics for diversity of Humana employees.
30% of Humana employees are in a Network Resource Group, 72% of all employees are women, 1,909 are veterans.

Reinforcing our commitment to an inclusive workplace where every employee feels a sense of belonging, Humana CEO Bruce Broussard signed the Disability: IN CEO Pledge.

Humana also created critical leadership roles in 2021 to drive equity both internally and externally. Our new Chief Health Equity Officer, Dr. Nwando Olayiwola, and our new Director of Diverse Talent Strategy, Chantelle Johnson, join our newly hired Chief Inclusion and Diversity Officer, Carolyn Tandy, in advancing Humana’s Diversity, Equity and Inclusion (DEI) goals.

Carolyn Tandy, Humana Chief Inclusion and Diversity Officer.

Humana leadership also announced a refreshed Executive Inclusion & Diversity Council, expanding from nine to 14 members and better reflecting the diversity of employees and communities we serve. The council is led by our President and CEO and sets company-wide inclusion and diversity goals and objectives with priorities consisting of:

  • leading and informing the strategy to drive the hiring, developing, promotion and retaining of our full diverse workforce
  • creating and maintaining an inclusive culture
  • reviewing our supply base and spend for diversification opportunities
  • improving transparency and accountability to sustain outcomes.

We built on our promise to enhance a diverse talent pipeline as a founding partner of OneTen, an initiative with a shared goal to train, hire and advance 1 million Black Americans into family-sustaining jobs over the next 10 years. Humana also joined the Historically Black Colleges and Universities (HBCUs) Partnership Challenge, an effort to promote greater engagement and support between private companies and HBCUs. These and other local and national partnerships are critical for discovering and recruiting the diverse talent we need to meet the needs of our customers.

Our 2020 Inclusion & Diversity Annual Report highlights our continued commitment to strengthening our culture.

We continued advancing our culture of mentoring through programs like Catalyst’s Men Advocating Real Change Dialogue Teams (MDT) and Transformational Leadership for Multicultural Women (TL MCW); over 500 men and women across the enterprise participated in a scaled MDT program, and just over 100 employees graduated from the 8-month, virtual TL MWC program. Coupled with individual mentoring and over 2,700 mentoring circles this year, these gains underscore our commitment to a thriving professional community.

Additional employee demographics from this page: Associate experience Inclusion & Diversity 2020 (humana.com)

Ethnicity statistics.
Ethnicity statistics for Humana employees: 54.6% White, 18.4% Hispanic, 17.5% Black/AA, 2.4% 2+, 1.4% Did not identify, 0.3% Native American, 0.2% Native Hawaiian or PI.

EEO-1 Policy Statement/Report
Humana files an EEO-1 Report with the Equal Employment Opportunity Commission (EEOC), mandated by Title VII of the Civil Rights Act of 1967, as amended by the Equal Employment Opportunity Act of 1972. The EEO-1 Report is a mandatory data collection that requires employers to submit demographic workforce data including race/ethnicity and gender by specific job categories. Please refer to our most recent EEO-1 Reports and trend analysis, PDF.

Humana’s 2021 Impact Report

Our impact report features activities, progress, metrics and performance for how Humana is advancing health equity, addressing needs in our communities and driving sustainable change with shared value. Download the 2021 Impact Summary here, PDF or download the full version below.