July 2019BCBSRI celebrated the graduation of six project SEARCH interns, our 4th

cohort of interns since BCBSRI became a partner. Project SEARCH provides real life work experience combined with training in employability and independent living skills. The program helps young adults with disabilities make successful transitions from school to productive adult life with the goal of competitive employment. This is the first year that program participants achieved 100% employment within one year of graduating.

January 2019We proudly launched the newest EBRG: Black Council @ Blue! The mission of this new group is to promote

diversity, culture, and inclusion for all associates by cultivating, sustaining, and maintaining an energized network of professionals in support of individuals of African descent at BCBSRI.

The Black Council @ Blue EBRG presented a special breakfast discussion honoring Martin Luther King, Jr. Day with guest speaker Angela Bannerman Ankoma, executive vice president and director of community investment at United Way of Rhode Island.

Blue pRIde - BCBSRI received a perfect score of 100% for the fifth consecutive year on the Corporate Equality Index (CEI), a national benchmarking survey and report on policies and practices related to LGBTQ workplace equality. The 2019 CEI also evaluated our non-discrimination workplace protections, domestic partner benefits, transgender-inclusive healthcare benefits, competency programs, and public engagement with the LGBTQ community.

June 2019Diversity Week 2019: “Celebrating & Daring to Imagine” was a celebration of how far we’ve come to make diversity, equity, and inclusion part of the fabric of BCBSRI, while daring to imagine how much more can be done. The Diversity Council teamed up with our EBRGs to cover thought-provoking topics such as the neuroscience of biases, the experience of a two-spirited fancy shawl dancer from the Narragansett Tribal Nation, and unemployment among people living with disabilities.

August 2019The Emerging Blue Talent EBRG created Blue MIC (Mastering Intentional Communication), a public speaking workshop series. They collaborated with the public relations and organization development teams to build the foundation for this three-part

program that will launch in January 2020, offering tools to transform associates into more confident presenters and BCBSRI brand ambassadors.

November 2019BCBSRI Safe Zone program certified a record number of new sites this year, bringing the total of Safe Zone sites in Rhode Island to 29. In the years to come, the LGBTQ Safe Zone program will continue to expand beyond medical facilities, and integrate other dimensions of diversity.

September 2019The 2019 Hispanic Heritage Month theme was “Hispanic Americans: A History of Serving Our Nation.” Aligning with this theme, Latin@Link EBRG hosted a discussion

with educator Kyle Quadros on the impact of childhood trauma and its direct link to heart disease, obesity, and early death. We also featured a series of paintings from local contemporary artist Pablo Youngs, whose artwork and designs reflect heavy influence from his childhood surrounded by Mexican, Latin American, and Native American patterns and imagery.

October 2019

The Parents @ Work EBRG hosted their very first “Take Your People to Work Day,” an evolution from the

past years’ “Take Your Child to Work Day.” Associates came to work with their children and/or their parents for a half-day program. The program was kicked off with a breakfast and a chat with President & CEO Kim Keck, followed by a fun, substantive, conference-style experience, as well as a community service component.

The Blue pRIde EBRG represented BCBSRI at the RI Pride festival as well as the illuminated parade in downtown Providence. More than a dozen Blue pRIde members and other associates took part in the festivities.

Military Services EBRG hosted a performance about opioid addiction and recovery in

collaboration with COAAST (Creating Outreach About Addiction Support Together) and the Health Story Collaborative. The performance shed light on the harrowing path one must take to seek treatment and recovery from a disease that has ravaged our state and the nation.

2019 Diversity & Inclusion Events and MilestonesThroughout the year, our Office of Diversity & Inclusion (D&I), in collaboration with our employee business resource groups (EBRGs), presents or sponsors a number of events showcasing our commitment to embracing the diversity of—and inclusion and equity among—all associates at Blue Cross & Blue Shield of Rhode Island. This gives us a richer perspective and helps us better serve all of our members and our communities across Rhode Island. This timeline highlights several key D&I initiatives of 2019.

February 2019The Black Council @ Blue EBRG presented a variety of inspiring and thought-provoking events in celebration of Black History Month. These included a musical

performance by Michelle Cruz, a Black Council @ Blue lunch “meet and greet,” as well as an important

panel discussion on race, advocacy, and wellness with a diverse panel of community leaders.

The Latin@Link EBRG piloted the BCBSRI Internship Roadshow at Rhode Island College (RIC). Six of our diverse, talented associates from various areas of the company spoke with RIC students about different internship opportunities at BCBSRI, as well as their unique experiences in the ever-changing healthcare field.

The Emerging Blue Talent EBRG kicked off the “Lunch with Leaders” series, which for the first time in 2019 featured BCBSRI leaders exploring the definitions and qualities of leadership.

March 2019 Four years after becoming the second Project SEARCH site in Rhode Island, we successfully launched the Project SEARCH mentoring program. Our interns were matched with associates at all levels—including the ELT—and expected to meet for at least an hour each month.

May 2019 BCBSRI LGBTQ Safe Zone program certified its first elder care facilities, Aldersbridge Communities in East Providence, Providence, and Woonsocket. This program identifies practices that provide safe, affirming, and inclusive care to the LGBTQ community. Requirements include staff training specific to the care of LGBTQ people; protection for patients and staff from discrimination based on gender identity or expression; gender neutral bathrooms; inclusive forms and procedures; and a public commitment to serving the LGBTQ community.

Latin@Link has also contributed to our business by coordinating numerous Spanish translations of our content, including bcbsri.com, Healthcare Basics, and most recently, our brand and advertising campaigns.

500 Exchange Street • Providence, RI 02903-2699Blue Cross & Blue Shield of Rhode Island is an independent licensee of the Blue Cross and Blue Shield Association.

2019 Diversity & Inclusion DashboardThis snapshot provides a current picture of our D&I progress at BCBSRI “by the numbers,” including an overview of our associate population by characteristics such as gender, race/ethnicity, turnover, generation, and more. While we’ve made steady progress, there is still work to do as we strive to become a more diverse and inclusive workplace.

GenderDuring the past five years gender breakdown remained relatively constant at approximately 70% females and 30% males.

New Hire Race/Ethnicity 2019The top three ethnicities for new hires reflected the active population as follows: White, Black or African American, and Hispanic.

GenerationLargest percentage of associates is comprised of Gen Xers. The Silent Generation is not shown as its representation is minimal.

MilitarySeven active associates classify themselves as veterans.

DisabilityEleven active associates identify as having a disability.

Enterprise Supplier Diversity2019 Spend

Diversity Spend to Total Enterprise Spend ($ Millions)

Turnover ratesThis turnover rate accounts for voluntary and involuntary separations and job eliminations (excludes customer service).

Race/EthnicityPeople of Color (POC) made up almost 20% of the total workforce, and 9% of associates in management roles.

Gender by LeadershipFemale/male ratio was similar across leadership levels except among supervisors and the senior leadership team. There were approximately twice as many men in senior leadership positions, and four times as many women in supervisory roles.

Boomers, 1946–196473–55 years

Gen X, 1965–1979 54–40 years

Gen Y, 1980–2000 39–19 years

Gen Z, <19 years

Direct Expense$208.9 98.2%

Diverse Spend$5.2 1.8%

Please note spend percentage has decreased YOY due to multiple diverse suppliers being bought out by larger non diverse companies, and outsourcing of facility services.

ELT

SLT

Mng. Directors

Directors

Managers

Supervisors

Gender

Total

Female71%

Male29%

Female75%

Male25%

2% Asian (not Hispanic or Latino)

8% Black or African American (not Hispanic or Latino)

7% Hispanic or Latino

2% Two or more races (not Hispanic or Latino)

81% White (not Hispanic or Latino)

4% Asian (not Hispanic or Latino)

12% Black or African American (not Hispanic or Latino)

12% Hispanic or Latino

4% Two or more races (not Hispanic or Latino)

68% White (not Hispanic or Latino)

50% 50%

36% 64%

61% 39%

54%

53%

46%

47%

82%

55% Women in Management9% People of Color in Management

18%

13%

POC Non-POC

9%

23% 39% 35% 3%

Total

New Hires