Embracing and championing diverse talent

HCA Healthcare is committed to ensuring equity from the inside out by strengthening our diversity and fostering a culture of inclusion. Our robust diversity and inclusion strategy supports colleagues in the work they do every day, creates opportunities for connection and dialogue, and enables us to better attract, engage and develop diverse talent.

Our commitments to colleagues and actions include:

  • Colleague Networks are affinity groups that provide opportunities for colleagues to convene around shared commonalities or experiences and create space to discuss issues of importance. Our Colleague Networks include:

    • Black Colleague Network
    • Hispanic/Latinx Colleague Network
    • Asian Colleague Network
    • LGBTQ+ Colleague Network
    • Veterans Colleague Network
    • Women’s Colleague Network
    • Young Professionals Colleague Network
    • Diversability Colleague Network
    • Mental Health and Wellness Colleague Network

  • BRAVE Conversations is an award-winning program that provides colleagues an opportunity to confront and discuss difficult topics through a safe, immersive and transforming dialogue experience. Past topics included mental health, celebrating LGBTQ+ pride and advocating for change, building bridges with the deaf and hard-of-hearing community, and honoring our veterans.

  • HCA Healthcare Black Senior Leadership Council is comprised of a group of Black senior leaders who meet with CEO, Sam Hazen, to engage in transparent and bold discussion, work together to develop strategic solutions, and ultimately drive lasting and meaningful change related to HCA Healthcare’s support of our Black colleagues and community.

  • HBCU/HSI Partnerships — We have committed to investing $10 million over the next three years in expanding strategic partnerships with Historically Black Colleges & Universities (HBCUs) and Hispanic Serving Institutions (HSIs). In addition to our existing partnerships with Fisk University, Meharry Medical College, and Tennessee State University, we have identified an initial cohort of HBCUs and HSIs with whom we will pursue partnerships across our enterprise.

  • Diverse talent acquisition — We strategically partner with a number of national organizations focused on diverse talent, including the National Urban League, the National Association of Health Services Executives and the National Association of Latino Healthcare Executives, which promote the advancement and development of Black and Latinx healthcare leaders, respectively.

  • Military affairs — HCA Healthcare has been nationally recognized as a military-friendly employer and military-spouse friendly employer for 10 consecutive years, hiring more than 40,000 veterans, active-duty personnel and military spouses since 2012. In 2020, we received recognition from Military Times as one of the country's best employers based on our veteran and military spouse employment programs, benefits and support efforts. We are a recipient of the 2021 Social Secretary of Defense Employer Support Freedom Award.

  • Data-driven strategy — Our diversity, equity and inclusion strategy, based on internal and external research, helps us advance people of color and women into leadership roles.

    We are proud that people of color currently comprise nearly 41% of our workforce and women comprise nearly 80%.

  • Leadership development — We are establishing formal mentorship and sponsorship opportunities for diverse talent, and are committed to developing more diverse leaders through individual career planning, diverse slate standards and increasing representation in leadership development programs.

  • Resource hub — From cultural perspectives and changing demographics, to generational diversity and unconscious bias — all of our education and training resources are designed with a framework and focus around building an inclusive organization for our colleagues and a compassionate, culturally competent healthcare environment for our patients.

  • Conscious inclusion — We created an award-winning conscious inclusion training experience to equip leaders to recognize and mitigate different types of unconscious biases and prepare them with practical day-to-day skills and resources to engage and support our colleagues. In 2021, all colleagues will receive conscious inclusion training as part of their required annual code of conduct training.

We are committed to pay equity

We believe our colleagues should be paid equitably for their work. Equitable pay is integral to our commitment to our colleagues and our compensation philosophy, and we demonstrate this commitment through our initiatives and practices and balance a variety of internal and external factors aligned with our organization culture and values. Our compensation is competitive and our processes for determining compensation are designed to promote pay equity and avoid disparate treatment.

  • We base our compensation structure on objective factors including experience, skills, education, and individual and team performance.
  • We have eliminated prior compensation inquiries from job applications.
  • We rely heavily on market and benchmarking data in setting compensation structure and practices, which are positioned relative to the external labor market to facilitate the attraction and retention of diverse talent.
  • We regularly monitor our compensation programs for potential disparities based on race, gender or ethnicity, and we are committed to addressing any disparities that may not be explained by objective factors.

We are always looking to improve

We believe that our policies and programs described above foster a culture of inclusion and seek to prevent pay disparity based on race, gender and ethnicity. However, we are aware that there is always room for improvement. That is why we have multiple systems in place that help us to review our own performance in meeting our goals and obtain feedback from employees.
  • We have an annual salary planning process for each business unit that allows leaders and Human Resources to evaluate pay based on experience, skills, education, and individual and team performance.
  • We have multiple channels for colleague input and feedback, including our semi-annual Employee Engagement Survey, which provides our colleagues with the opportunity to express concerns to management.
  • We also have an Ethics Hotline and other processes in place to allow colleagues to bring concerns to HCA Healthcare's Ethics and Compliance Department or Human Resources professionals that are not their direct managers.
  • Both the Employee Engagement Survey and the Ethics Hotline allow colleagues to submit their concerns anonymously to help solicit frank and honest feedback.