From the workforce to the workplace to the marketplace, diversity is a concept that touches every aspect of business at WellPoint. It's also a guiding principle in the relationship between our associates, partners and consumers, particularly in the communities in which we live and work.

For us, it's not about quotas or physical descriptors. We see diversity as a unique approach to solving business challenges, communicating with our various audiences and learning from our differences and similarities.

From our Board of Directors, to our thousands of talented associates, diversity plays a vital role at every level of our organization. The result is a better understanding of the challenges we face, and a greater ability to create solutions that improve health care and quality of life.

Diversity Annual Report (PDF)

Associate Resource Groups (ARG): Grassroots groups of associates that support diversity initiatives aimed at addressing barriers and closing gaps for targeted groups. There are currently six ARGs at WellPoint: African American, Women in Leadership, LGBT (Lesbian, Gay, Bisexual and Transgender), Hispanic, Veterans and Associates with Disabilities.

Diversity and Workplace Culture Ambassadors: An innovative approach to weaving diversity and workplace culture into the fabric of our organization. More than 200 associates from our different sites across the country volunteer their time to promote awareness and understanding of WellPoint's diversity and culture efforts. They plan activities and events to celebrate diversity observances and company sponsored celebrations.

Diversity Training: At the core of our Diversity initiative are our diversity training and education programs. All new leaders go through diversity awareness during their New Leader Orientation Conference to ensure they understand and embrace WellPoint's philosophy about diversity and inclusion. Associates have access to a comprehensive diversity online learning course (KnowledgeStart) and to an online diversity toolkit that provides practical tools on how to create dialogue about and effectively manage diversity-related situations.

Ombudsman: An Ombudsman is an informal, confidential resource for anyone who needs to discuss an issue outside the normal HR or management channels. Following is the Ombudsman code of ethics that may be helpful: The Ombudsman, as a designated neutral, has the responsibility of maintaining strict confidentiality concerning matters that are brought to his/her attention unless given permission to do otherwise. The only exceptions, at the sole discretion of the Ombudsman, are where there appears to be imminent threat of serious harm. The Ombudsman must take all reasonable steps to protect any records and files pertaining to confidential discussions from inspection by all other persons, including management. The Ombudsman should not testify in any formal judicial or administrative hearing about concerns brought to his/her attention. When making recommendations, the Ombudsman has the responsibility to suggest actions or policies that will be equitable to all parties. WellPoint's current Ombudsman is Pattiann Gavaghan.

Outstanding Achievement: 2009 CEO Diversity Leadership Award

Read WellPoint's Equal Employment Opportunity Statement