Top 10 | 2018 50 Out Front

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Health Care Service Corporation

sponsor-hcsc

RANK NO. 7: Health Care Service Corporation
LOCATION OF HEADQUARTERS: Chicago, IL
# OF EMPLOYEES: 22,000

CEO: Paula Steiner

CDE: Manika Turnbull

MISSION STATEMENT FOR DIVERSITY AND INCLUSION

HCSC aims to foster a diverse work environment where all employees are valued and enabled to positively contribute to our business objectives and are recognized and rewarded accordingly. Our vision, uniting talent from all lines of difference to benefit all lines of business, recognizes the value each employee’s perspective contributes to creating better solutions and greater outcomes for our members.

OVERVIEW OF CURRENT D&I EFFORTS

Our diversity and inclusion efforts revolve around a four-pillar strategy geared towards supporting and sustaining our enterprise-wide D&I initiatives, and further elevating our company to remain an employer and insurer of choice. The four-pillar strategy is focused on:

  • Building culture and capability through our employee groups and educational initiatives;
  • Growing the business through connecting with our diverse communities and building our diverse supplier base;
  • Enhancing our brand through external recognition; and
  • Developing our talent through our diverse talent framework and STEAM (Science, technology, engineering, Art and Math) initiatives.

Our impact can be seen through the following:

  • We currently have nine active business resource groups (BRG), 44 chapters, with approximately18 percent of our workforce involved with one or more BRG. Our BRGs are positioned to serve as a useful tool in recruiting diverse talent, raising awareness of various cultures, fostering business relationships with clients and suppliers, while further engaging our employees in diversity and inclusion efforts.
  • HCSC’s Supplier Diversity department undertook an economic impact analysis project in 2017. A goal of the project was to provide company management with information on how company spend impacts diverse communities and diverse suppliers. HCSC collected data from diverse suppliers that account for 77 percent of its total 2016 diverse spend between February and May of 2017.
  • We have been recognized externally through awards such as: GI Jobs: Military Friendly® Employer Bronze
  • designation, 2018 Best Employers for Women, Diversity MBA 50 Out Front: Best Places for Women and Diverse Managers to Work. HCSC has also been awarded a score of 100 on the USBLN’s Disability Equality Index and HRC’s Corporate Equality Index. Most recently HCSC was recognized by “Forbes” as a Best Employer for Diversity and a Best Employer for Women.
  • Our STEM program transitioned to STEAM to include the “Arts,” opening up many future opportunities for partnering. Our current partner programs such as TutorMate, Girl Scouts of Northeast Texas and the Work Study Program with Cristo Rey/Christ the King Schools continue to grow and enhance the lives of local youths in the communities in which we serve. The Blue Cross and Blue Shield of Texas Silver Linings Patch Program allows Girls Scouts of Northwest Texas to learn more about health and wellness issues to improve the lives of residents in nursing homes, assisted living facilities and adult day care facilities. Between 2016 and 2017 the troop was awarded a Silver Linings Patch for positively impacting more than 5,900 seniors.

Our vision, uniting talent from all lines of difference to benefit all lines of businessSM, recognizes the value each employee’s perspective contributes to creating better solutions and greater outcomes for our members.

OBSTACLES ENCOUNTERED AND HOW THEY WERE OVERCOME

HCSC has a strong history of D&I initiatives, including required education, engaged BRGs, and support for external events, organizations and suppliers. As our member base increasingly diversifies, the need to ensure that our workforce is reflective of the customers we serve is paramount. One challenge we’ve encountered is in our continued efforts to develop a pipeline of diverse future leaders. Our D&I and Talent Solutions teams partnered to create a robust D&I talent strategy to address identified gaps, with a distinct focus on leadership. We are able to reduce these gaps by cultivating high potential internal talent and leveraging diverse strategic partnerships to identify top external talent.

INNOVATIONS THAT PROVED TO BE EFFECTIVE

At HCSC, STEAM education and careers are vital aspects of our community and our business. Our STEAM programming grew out of the need to think long-term about our future talent. As part of our multiyear planning efforts, we identified that focusing on attracting STEAM talent, building a STEAM pipeline and positioning ourselves as a STEAM organization would serve us well. Our STEAM programs and partnerships help impact communities and reduce education inequalities. They also provide youth with opportunities pursue STEAM studies and careers. A great example of our success with our STEAM initiative is the Work- Study program with Cristo Rey/Christ the King Jesuit High Schools in Chicago, IL and Richardson, TX. HCSC is the second largest corporate partner in the country hosting students; having hosted more than 110 students in our 12-year partnership. We are proud that more than 95 percent of the work-study program students meet or exceed expectations in the workplace and 100 percent of the students graduate and attend college.