TOP ORGANIZATIONS
CVS Health spans multiple healthcare sectors through health insurer Aetna, CVS Pharmacy and pharmacy benefit manager CVS Caremark, among other units. Under board and executive leadership, CVS Health has:
Launched a new Clinical Trial Services business to improve representation of diverse patients, given that individuals from diverse communities are highly underrepresented in clinical research.
Established the Health Zones strategy focused on six key areas—housing, access to food, transportation, education, workforce training, and healthcare access. The program ties together community partnerships and CVS Health’s commercial business assets in an integrated approach to support underserved communities by addressing the key social determinants of health.
Expanded the reach of Project Health, which has helped to increase access to vital health services in communities with large diverse and under- or uninsured populations.
Henry Ford Health, an academic medical center based in Detroit, includes five hospitals and facilities for complex cancer care and other specialized medicine. Under board and executive leadership, Henry Ford Health has:
Created the “Let’s Talk About Bias, Discrimination and Racism” course, a series of two-hour interactive training sessions designed to deepen leader knowledge of unconscious bias, examine how bias can impact business decisions and set the stage for future discussions.
Developed several apprenticeship programs for healthcare-related positions, including pharmacy technician, nurse assistant and eyecare assistant, aimed at providing career development opportunities for new hires and existing team members to advance their careers. The one-year apprenticeships advance DEI efforts by increasing awareness of healthcare careers that would otherwise not be familiar to some populations.
Established 12 diverse employee resource groups.
Medtronic is a global healthcare technology company and medical device maker with headquarters in Dublin, Ireland, and U.S. offices in Minneapolis. Under board and executive leadership, Medtronic has:
Implemented a leader-led model: Each vice president and above is responsible for developing an individualized plan to drive diverse representation and foster belonging on their teams—in ways that prioritize the unique needs and local context of their business, region or functions.
Created meaningful financial incentives and governance processes for delivering DEI results, starting with top leadership.
Set new representation goals to accelerate diverse representation in management and above. By fiscal 2026, the goal is for women to hold 45% of manager-and-above positions globally and people from ethnically diverse groups to hold 30% of manager-and-above positions in the U.S.