Life at Evolent

2020 Diversity, Equity & Inclusion Annual Report

Why Diversity, Equity & Inclusion Matters

Head of Diversity, Equity and Inclusion (DE&I) Naprisha Taylor explains what DE&I means for Evolent Health—and how 2020 solidified our commitment to employees and beyond.

Executive Summary

Evolent Health stands firm behind its commitment to diversity, equity and inclusion (DE&I) and overall non-discrimination. 2020 was a year where DE&I challenges weighed heavily on the nation, as a deadly pandemic, civil unrest and threats to personal protections yielded a need for both dialogue and action.

This year marks our third DE&I annual report. This report reflects data over the last few years and includes a dashboard that tracks our progress and insight as we continue to work towards our 2021 DE&I goals. Since our ultimate goal is to continue to create a culture where all people are valued, celebrated and connected to the mission, we’ve grounded our work in three pillars:


People

We aim to recognize and
celebrate the diversity of our
workforce and those we serve.


Programs

We aim to produce inclusive
programs that enable us to attain
and retain top talent.

 

 

Partnerships

We aim to integrate DE&I into our
business practices to deliver the most innovative and holistic solutions.


The data in this report demonstrates our progress on numerous DE&I objectives from 2020. They represent outcomes of a subset of the various programs and activities we have in place that help us ensure diversity and inclusion in all the work we do.

 

Key Takeaways: Successes

46% 87% 1,600 49.8%
Nearly half of our leadership positions are held by women; more than a quarter (28%)
are held by minorities.

Employees gave Evolent
an 87% on our first inclusion score measuring employee feelings of value and belonging.

CEO Seth Blackley joined
1,600 CEOs worldwide and signed the CEO Action for Diversity & Inclusion Pledge.

Nearly half of Evolent’s workforce is of racial and
ethnic minority representation.

From CEO and Co-Founder: Seth Blackley

“At Evolent, fostering inclusion is one of our core values, and we live by it. We understand that to achieve this, it takes more than just putting out a statement of support. It means digging in every day, listening to the voices of our team and those we serve, and having tough conversations. In the end, we know our business will find continued success when all voices are heard at the table.”

Data Dashboard

This dashboard reveals diversity numbers at Evolent Health. The diversity numbers are self-identified and provided on a voluntary basis.  Thus, the numbers reported may not reflect the full breadth and depth of diversity at Evolent. This data is confidentially collected in Workday, our Human Resource Information System, and through Evolent Health’s twice annual employee engagement survey. Leadership, self-identified and race/ethnicity data is for domestic employees only. All other data includes employees located in India.

This is data collected as of December 2020.

Global Representation
Gender

67% 33%
Women

Men

U.S. Representation
Racial and Ethnic Minorities % of Staff

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

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.

Employee Self Identification
 

LGBTQ+

 

VETERAN

 

DISABLED INDIVIDUAL

4.6%

6.8%

2.4% 2.6% 4.3% 5.1%
2019

2020

2019

2020

2019

2020

 

Data collected for the first time in the Fall 2020 employee engagement survey.
The purpose of the collection is to foster an inclusive environment.

From Head of DE&I: Naprisha Taylor

“Our goal is to fortify our unique and inclusive culture to drive positive change for our employees, partners, shareholders and communities. When we celebrate individuality, respect unique perspectives and cultivate a culture of fairness and belonging, our solutions are more innovative and drive indisputable value. It takes all of us to make an impact. Evolent will make organizational commitments while employee actions can bridge the everyday employee experience.”

2020 Lookback

Inclusion Score

  • Action: Added a new measurement tool for tracking employees’ feelings of belonging and value.
  • Result: The inaugural fall inclusion score was 87% globally and 85% domestically.

Recruitment

  • Action: Revamped our recruiting processes including creating gender balanced job descriptions, diversifying sourcing channels and better educating managers on unconscious bias.
  • Result: We created a monthly report of our diverse interview and hiring results for both our talent and business leadership teams to review and internalize in order to keep ourselves accountable to our diversity recruitment goals.

Internal Mobility

  • Action: Stopped sharing internal candidates’ current salaries with hiring managers so offers were closer to market rate; used our Learning Center to better educate and encourage internal candidates to apply for open positions.
  • Result: Saw an increase in internal hires for the director+ levels with 64% of those hires being women and 61% of them being underrepresented minorities, both up from 2019.

Supplier Diversity Policy

  • Action: Assessed our vendor network to increase minority-owned and women-owned business contacts with our partners in Illinois. 
  • Result: Since 2016, Evolent has spent more than $5M in vendor work with minority- and women-owned businesses. 

External Partners

  • Action: CEO Seth Blackley joined 1,600 CEOs worldwide and signed the CEO Action for Diversity & Inclusion Pledge, the largest CEO-driven business commitment to advance diversity and inclusion in the workplace.
  • Result: Evolent earned a perfect score on the Human Rights Campaign Foundation's Corporate Equality Index, Parity.org named Evolent to its “Best Company for Women to Advance List 2020,” and Evolenteers helped nearly two dozen employees register to vote as part of our partnership with When We All Vote.

Looking Forward to 2021

While we are proud of the progress we’ve made, we acknowledge that our DE&I efforts must remain a constant part of our business in order to continue to make a lasting impact. The challenges around DE&I are abundant and, in turn, we have numerous opportunities to affect changes in the lives of our employees and those we serve.

In the year ahead, we will maintain our focus on the three foundational pillars of our DE&I work and will work toward the following goals:


People

Increase racial diversity
at the most senior levels.

 


Programs

Focus on global inclusion
and employee support.


Partnerships

Ensure DE&I work is hardwired
into our business.


Our DE&I work allows us to acutely understand the needs and challenges of these populations to better serve them. To that end, in 2021 we will continue to work with our partners to weave DE&I into our offerings and value proposition.

Forums for Action: Business Resource Groups
 

 

Cancer Fighters provides advocacy and support to all individuals who have been affected and impacted by cancer through education, communications and resources.

Evolent Emerging Leaders seek to empowering all Evolenteers to become leaders by facilitating and encouraging opportunities for learning, collaborating across departments and developing Evolent leadership competencies.

PRIDE supports our LGBTQ+ Evolenteers and allies to foster an environment of openness and support; we are a resource to connect members to build their professional networks and help staff grow personally and professionally.

Safe Space Ambassadors is a formal Safe Space Ambassador program that allows members of Evolent's community to serve as liaisons between employees and leadership.

 

Supporting Evolent's Reservists and Veterans supports Reservists, Guard Members, and Veterans at Evolent as well as providing support to the Talent team in their veteran recruiting and retention efforts.

Team Pune focuses on the culture of our India office and works to strengthen connection across the organization.

Underrepresented Minorities increase and sustain the representation of underrepresented minorities throughout Evolent by creating an inclusive environment defined by access to equitable opportunities.

Women of Evolent is an inclusive group of employees who are passionate about creating an equal workplace for all genders.

 

Our Values

In 2021, Evolent released its refreshed company values, and in doing so added the new principle of “foster inclusion.” This addition solidified our commitment to DE&I and our journey to instill inclusivity into the daily actions of Evolenteers.

View our 2019 Diversity and Inclusion Annual Report