Inclusion and Diversity

Humana has been named a 2019 NOD Leading Disability Employer, an award given by The National Organization on Disability (NOD) to honor companies that demonstrate exemplary employment practices for people with disabilities.

Now in its fourth year, this annual recognition is designed to applaud those organizations that are leading the way in disability hiring and encourage additional companies to tap into the many benefits of hiring talent with disabilities. Those benefits include strong consumer preference for companies that employ individuals with disabilities and greater employee engagement across the workforce.

The winning organizations were announced at NOD’s Corporate Leadership Council Annual Forum, Shifting the Talent Paradigm: Inclusive Culture for a Modern Workforce.

“Humana is proud to receive this recognition, on behalf of all of our colleagues with disabilities and their allies,” said Maria Hughes, Senior Vice President and Chief Inclusion and Diversity Officer. “We have a culture that values all of our associates, and we believe in helping everyone realize their full potential. Inclusion drives innovation, and having a diverse group of employees helps us better understand, empathize with and serve our members.”

Humana’s ACCESS Network Resource Group advocates for the inclusiveness of those impacted by disabilities within Humana and among the members we serve. The goal is to equip people with the resources to succeed and live healthy, happy lives.

Humana associates and their leaders emphasize ability and not disability. By doing so, we’re breaking down myths in the workplace, the marketplace and the community. By challenging the status quo and removing barriers, we’re giving everyone the resources to succeed.

The NOD Leading DisabilityEmployer Seal is awarded based on data furnished by companies in response to the NOD Disability Employment Tracker, a free and confidential assessment that benchmarks companies’ disability inclusion programs in the following areas:

  • Climate & Culture
  • People Practices
  • Talent Sourcing
  • Workplace & Technology
  • Strategy & Metrics

While the Tracker is confidential, organizations may opt to be considered for the NOD Leading DisabilityEmployer Seal. Responses are scored, taking into account both disability employment practices and performance. Scoring prioritizes practices that are associated with increased disability employment outcomes over time, and companies receive additional points based on the percentage of people with disabilities in their workforce.

About NOD

The National Organization on Disability (NOD) is a private, non-profit organization that seeks to increase employment opportunities for the 80 percent of working-age Americans with disabilities who are not employed. To achieve this goal, NOD offers a suite of employment solutions, tailored to meet leading companies’ workforce needs. NOD has helped some of the world’s most recognized brands be more competitive by building or enriching their disability inclusion programs. For more information about NOD and how its professional services, Corporate Leadership Council and Disability Employment Tracker can help your business, visit

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Humana has again been named to The DiversityInc list of Top 50 Companies for Diversity, the most rigorous, data-driven analysis of diversity management practices in corporate America. Humana is No. 42 on the list, up from No. 48 last year.

This extensive annual survey recognizes companies that excel in such areas as hiring, retaining and promoting women, minorities, people with disabilities, LGBTQ and veterans. This year’s competition was improved by adding questions that connect talent programs and workplace practices to desired talent results.

“By fostering an inclusive and welcoming work environment, Humana makes it possible for all employees to give 100 percent effort toward improving the health of our members,” said Humana President and CEO Bruce D. Broussard, who attended the awards ceremony in New York and took part in a panel discussion titled “Male CEOs Having a Candid Conversation About Mentoring Women.” “Inclusion and Diversity is a key business imperative for us … it’s one we celebrate too as it brings growth and innovation, and drives greater empathy and understanding of our members and teammates.” 

Humana also was named the No. 7 company for Philanthropy, No. 15 for Veterans, and No. 22 among Companies for Diversity Councils.

More than 1,800 companies are evaluated for the DiversityInc Top 50 list each year, rated in four key areas of diversity management:

  • Talent Pipeline: workforce breakdown, recruitment, diameter of existing talent, structures
  • Talent Development: employee resource groups, mentoring, philanthropy, movement, fairness
  • Leadership Accountability: responsible for results, personal communications, visibility
  • Supplier Diversity: spend with companies owned by people from underrepresented groups, accountability, support

“Our company is committed to a healthy work environment, where all associates are comfortable and confident being their whole selves,” said Tim Huval, Humana’s Chief Human Resources Officer. “We believe that our workplace should reflect the diversity of the communities we serve. By recognizing the potential in all associates, we will retain the best talent and be the employer of choice.”

The DiversityInc Top 50 Companies for Diversity list is derived exclusively from corporate survey submissions, and there is no cost. To be considered for a spot in the DiversityInc Top 50, a company must score above average in recruitment, talent development, senior leadership commitment and supplier diversity. Companies are evaluated within the context of their own industries.

The list began in 2001, at the same time many corporations were beginning to understand the business value of diversity-management initiatives. Like diversity management itself, the list has evolved significantly and continues to be refined and improved to reflect how rapidly companies are adapting these strategies.

This year’s award dinner was well attended by C-suite executives — including 22 CEOs and 24 CHROs — from 28 industries representing more than 3 million US employees.

A panel discussion featured, from left, DiversityInc CEO Luke Visconti, Humana President and CEO
Bruce D. Broussard, SHRM CEO
Johnny C. Taylor Jr., and Clint Wallace,
Head of Human Resources, North America, for Sanofi.
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The Humana stop on the Check Your Blind Spots unconscious bias tour was a huge success, hosting hundreds of associates and advancing our conversation around Inclusion and Diversity.

More than 350 people toured the bus, and 336 people took the I Act On pledge to check their own bias, speak up for others and show up for all. 

“This was an engaging and fun experience,” said Maria Hughes, SVP and Chief Inclusion and Diversity Officer. “It was great to see the strong turnout and hear the buzz among associates as they toured the displays, used the technology, and talked about what they learned. The tour is designed to highlight the biases and blind spots we all have, and to empower all of us to have difficult conversations and learn from one another.”

The bus uses immersive, interactive technologies, including virtual reality and gamification techniques, to expose participants to the nuances of unconscious bias. Elements include:

  • Immerse yourself in virtual reality designed to help you see multiple points of view and learn your blind spots
  • Watch videos and take quizzes explaining the concept of biases that may go unnoticed and ways to work against them
  • Leverage tools that allow you to watch as your reflection fades away to reveal a different person staring back at you

“Our associates come from all different walks of life, all different values, different areas,” said Derrick Carr, a Supervisor in Billing & Enrollment, who toured the bus. “So it’s very important for me to be a part of this to make sure that my blinders are not on and that I’m looking at every side of every angle. Inclusion and Diversity is a strong part of what Humana is trying to do.”

The day’s activities also included information booths for the 9 Network Resource Groups (NRGs) as well as Louisville’s Local Inclusion & Diversity Council. All associates are welcome to join, learn, and serve as advocates for the NRGs

The Check Your Blind Spots tour was created by CEO Action for Diversity & Inclusion, the largest CEO-driven business commitment to improve diversity and inclusion within the workplace in the country. Humana is a proud signatory of the CEO Action coalition.

To read more about the tour, and to sign the I Act On pledge, click here.

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Humana has earned a perfect score of 100 in the Human Rights Campaign Foundation’s 2019 Corporate Equality Index, the national benchmarking tool on corporate policies and practices pertinent to lesbian, gay, bisexual, transgender and queer employees. This is the sixth time Humana has received the honor.

The distinction puts Humana among the “Best Places to Work for LGBTQ Equality.”

The CEI rating has four key pillars:

  • Non-discrimination policies across business entities
  • Equitable benefits for LGBTQ workers and their families
  • Internal education and accountability metrics to promote LGBTQ inclusion
  • Public commitment to LGBTQ equality

“We’re proud of our culture of inclusion,” said Maria Hughes, Senior Vice President and Chief Inclusion and Diversity Officer at Humana. “We’re committed to a healthy work environment, where all associates are comfortable and confident being their whole selves. By fostering an affirming work environment, Humana makes it possible for all associates — including our LGBTQ colleagues — to give 100 percent of their efforts at work as we create innovative and strategic answers to solve the challenges of health care.”

Humana’s leaders are advocates and allies for all associates. President and CEO Bruce Broussard chairs the company’s Executive I&D Council. Humana’s Pride Network Resource Group (NRG) is committed to helping shape an inclusive world – in and outside of Humana.

Pride is a voluntary, self-driven group of Lesbian, Gay, Bisexual, Transgender, Queer and Ally associates from across the organization. The group’s mission is this:  Through influence and inspiration, we aim to support personal well-being so that people can live life fully by being who they are.

That commitment to inclusion translates directly to healthier members and healthier communities. By leveraging associate insights, Humana creates personalized experiences that make it easier for people to achieve their best health.

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Maria Hughes, Humana Senior Vice President and Chief Inclusion & Diversity Officer, has been included on the Black Enterprise list of the 2019 Most Powerful Women in Corporate Diversity.

This prestigious list – featuring only 45 women – appears in the magazine’s First Quarter 2019 issue. Read more in this news release.

Earl “Butch” Graves, Jr., President and Chief Executive Officer of Black Enterprise, called the list an “exclusive roster of the highest-ranking, most influential African American female executives at some of the nation’s largest companies.”

He said it would be “an essential listing for our readers; one that identifies women who are vital to the management of major corporations, from marketing and talent development to procurement spending and financial performance.”

“We’re proud of Maria and her team and the way they cultivate our vibrant culture at Humana,” said Tim Huval, Chief Human Resources Officer. “Inclusion and Diversity drives innovation and thought leadership at our company, meaning everyone is encouraged to speak up and be heard. We reflect our communities, which allows us to connect with our members and provide the best care possible.”

Black Enterprise (BE) “is the premier business, investing, and wealth-building resource for African Americans. Since 1970, BE has provided essential business information and advice to professionals, corporate executives, entrepreneurs, and decision makers.”

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