Inclusion and Diversity

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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Louisville is among cities harnessing the collective power of community-based organizations, local government, and nonprofits to become a more equitable place where everyone can thrive.

Two Metro Louisville government leaders driving these efforts were guest speakers for Humana’s celebration of the life and legacy of the Rev. Martin Luther King Jr. This year’s theme: Unity in Community.

Maria Hughes, Humana SVP and Chief Inclusion and Diversity Officer, with Mayor Greg Fischer at the Lean Into Louisville kickoff event.

Kellie Watson, Louisville’s first Chief Equity Officer, and the Rev. Dr. Vincent James Sr., the city’s first Chief of Community Building, discussed the state of our nation and the city of Louisville. The speakers also highlighted Humana’s partnership with Lean Into Louisville, a city-wide effort that will provide an unprecedented series of presentations, conversations, activities, and art exhibits to explore and confront the city’s legacy of discrimination and inequality.

Ms. Watson provides strategic, visionary planning and oversight to advance racial equity throughout Louisville Metro Government. She oversees the Departments of Human Resources and the Human Relations Commission.

Watson is leading the city on an “equity journey,” joining national partners and other cities to learn how government can make a difference. A top goal: Rooting out structural racism, institutional racism, and implicit bias. This requires raising awareness, investing in marginalized communities, and helping people navigate difficult terrain together.

She shared a startling fact about how black income continues to lag behind white income: “Black wealth is at $5.04 for every $100 that a white family has. That’s $5 for every $100. Those are the inequities that government helps perpetuate that we need to fix.”

“How does government break down the institutional barriers around racism?” she asked. “How does government break down those systems that continue to perpetuate the barriers that keep people from reaching their full potential? And as we all know, government has perpetuated a lot of those barriers throughout history.”

“Governments,” she observed, “must be intentional about fixing such things.”

Each Louisville Metro Government department now has a “racial equity liaison.” These high-ranking leaders have authority to represent issues effectively within their areas.

To evaluate proposed policy changes, Ms. Watson and her team use a “racial equity toolkit.” It provides questions to help define desired outcomes, highlight relevant data, and identify community stakeholders so they are represented.

There were 8,500 victims of hate crimes in the United States in 2017. Ms. Watson gave a powerful, personal account of Louisville’s efforts to reduce these crimes, noting that recently she and her family have been victims.

Rev. James also spoke about being called to serve, saying he was horrified and inspired to act after a triple homicide near his church. He arrived at the scene to find two young people whom he had mentored among the dead.

“I said I never wanted to see another young person die in our streets,” he said. “I asked what would happen to them if I don’t help. I volunteered for everything.”

James left his corporate career to become Chief of Community Building. He focuses on the city’s comprehensive public safety strategy, supervising departments including the Office for Safe & Healthy Neighborhoods, Public Health & Wellness, Youth Detention Services, the Louisville Zoo, and Parks & Recreation.

He serves as the Faith and Community Based Coordinator in the Office for Safe & Healthy Neighborhoods, which works to address the root causes of violence through community engagement and programs such as Pivot to Peace and mentorship.

James is also pastor of Elim Baptist Church in Louisville’s Parkland neighborhood, and he has been involved in multiple non-profit community-building initiatives.

He said the work that he, Watson, and Mayor Greg Fischer are doing is “helping us understand how we got here, that we didn’t just arrive at this point in time in our country, but it was through systems and government policies and individuals who wanted to keep things the way they were without allowing others to have full access to opportunities. Years and years of divesting from our communities have led to what we see.”

The goal, he said, is to bring equity to all communities.

“Why is it that if you lived in one zip code versus another, there is a 12-year lifespan gap?” he asked. “That’s injustice.”

“When you give people jobs and hope, and they have the opportunity to receive an education, it changes history. That’s the work that we’re in. We’re in the people-changing business.”

After a Q&A session with associates, Maria Hughes, Chief Inclusion and Diversity Officer, closed the session with a quote from Dr. King: “We must accept finite disappointment, but never lose infinite hope.”

Learn more about Lean Into Louisville. Learning opportunities will be available throughout Louisville.

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Forbes has recognized Humana for cultivating a culture that welcomes and supports all workers.

The magazine partnered with market research company Statista to create their second annual ranking of America’s Best Employers for Diversity. The list was compiled by surveying 50,000 Americans working for businesses with at least 1,000 employees.

Read the story and see the list here.

 

 

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Humana’s David Best, Senior Talent Management Professional and Veteran Hiring Initiative Leader, recently spoke with DiversityInc. about Humana’s military recruitment and outreach efforts.

“Humana has a deep commitment to the veteran and military spouse population,” David said. “As a longtime partner to the Department of Defense’s TRICARE program, Humana currently administers health benefits for more than 6 million active duty military and retirees as well as their families across 32 states.

“Since the inception of TRICARE in 1996, Humana has worked to improve the lives entrusted to our care by partnering with the Government to create the right access, better health outcomes, and simplified experiences.

“As part of our relationship, we actively seek veterans and military spouses because we understand they’re part of a distinct and highly skilled professional talent pool.”

He added, “To help maintain our commitment, we have a talent manager dedicated to veterans and military spouses. This role provides national outreach through partnerships with organizations serving veterans and military spouses. We send a list of open roles twice monthly to our partners as well as provide career coaching, resume and interview assistance, and advocacy to recruiters and hiring managers. The talent manager works with recruiters and hiring managers to bridge the gap on translation of military skills to the corporate environment.”

He also noted the importance of Humana’s Veterans Network Resource Group (VNRG).

“Our VNRG is instrumental in promoting the hiring of veterans and military spouses,” he said. “Members act as ambassadors wherever they are located and refer veteran/military spouse talent to the program manager of the veterans hiring initiative. We also invite members to attend career events with the talent acquisition team as well as represent Humana at veteran events.”

David said, “I directly credit our VNRG for helping me to have a solid second career. The networking opportunities, the volunteering opportunities and the relationships have inspired me to become more involved. Because of my involvement with our VNRG, I’ve been able to pay back what has been given to me during my time here at Humana.”

Read the full interview here.

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