Evolent Health is committed to its mission to change the health of the nation by changing the way health care is delivered. In striving to make an impact for patients – by reducing the cost of care while improving its quality – we also are firmly committed to promoting diversity, equity, and inclusion across our business.
Diversity, Equity, and Inclusion
At Evolent, fostering inclusion is one of our core values. We focus on listening to the voices of our team and those we serve, embracing tough conversations, and celebrating diversity across our workforce.
In 2020 we began to regularly monitor and employ diverse sourcing channels for all roles where we found a deficit of diverse candidates in the direct applicant pool, and we created a monthly report of diverse interview and hiring results for our talent and business leadership teams to review and internalize. Additionally, through the work of the PRIDE business resource group, Evolent earned a perfect score on the Human Rights Campaign Foundation's Corporate Equality Index.
Diversity Dashboard
(as of December 31, 2020)
The data presented below demonstrates our progress on numerous DE&I objectives from 2020. They represent outcomes of a subset of the various programs and initiatives we have in place that help us advance diversity and inclusion in all the work we do. To read Evolent’s full 2020 Diversity, Equity, & Inclusion Annual Report click here.
Global Representation
Gender (% of Employees) |
| 67% |
33% |
| Women |
Men |
U.S. Representation
Racial and Ethnic Minorities (% of Employees) |
| 23.7% |
11.6% |
11.2% |
2.8% |
0.3% |
0.2% |
| Black or African American |
Asian |
Hispanic or Latino |
Two or more races |
American Indian or Alaska Native |
Native Hawaiian or Other Pacific Islander |
| U.S. Leadership Representation* |
| Females in Leadership |
Minorities in Leadership |
| 41% |
44% |
46% |
25% |
27% |
28% |
| 2018 |
2019 |
2020 |
2018 |
2019 |
2020 |
*Leadership is defined at Evolent Health as Managing Director level and above.
Engagement and Inclusion
| 2020 Average Overall Engagement
|
2020 Inclusion Score*
|
| 84% |
87% |
*Based on internal survey. Used to quantify Evolent employees’ feelings of belonging and acceptance. Methodology described in DE&I report.
Forums for Action
Fostering an inclusive and open work environment is core to Evolent’s success. The following Business Resource Groups are available for employees to provide advocacy and support:
- Cancer Fighters
- Evolent Emerging Leaders
- PRIDE
- Safe Space Ambassadors
- Supporting Evolent’s Reservists and Veterans (SERV)
- Team Pune
- Underrepresented Minorities (URM)
- Women of Evolent
Supplier Diversity
Evolent assesses its vendor network to see where we can reinforce diversity and equity – by emphasizing within Evolent and our suppliers the importance of spending with local small businesses as well as minority- and women-owned businesses. In 2020, in collaboration with a partner in Illinois, we developed a program that required all suppliers to that partner to meet 35% of total spend with minority-owned and women-owned businesses in Illinois.
Data Privacy and Security
Evolent is committed to maintaining an environment that protects its information resources from unauthorized use, modification, disclosure, or destruction. Employees complete annual compliance training inclusive of privacy and security and business conduct.
At Evolent, information security policies and procedures are:
- A cornerstone of maintaining public trust – safeguarding the confidentiality, integrity, and availability of Evolent information and protecting the interests of Evolent, its employees and clients
- Primarily a business issue – not just a technology issue
- Risk-based and cost-effective
- Aligned with Evolent’s priorities, contractual obligations, industry-prudent practices, and government requirements – earning Evolent compliance and certifications, such as SOC 2 and New Century Health’s HITRUST CSF®️ Certification