Learn more about progress made in 2020 and 2021 toward our DEI commitments and accomplishments.

Great healthcare starts with compassion.

Our commitment to diversity and inclusion

Sherri Neal
Sherri Neal
Chief Diversity Officer

At HCA Healthcare, we believe excellence in healthcare starts with a foundation of inclusion, compassion and respect for our patients and each other.  We are committed to fostering a culture of inclusion across all areas of our organization and do not discriminate on the basis of age, gender, disability, race, color, ancestry, citizenship, religion, pregnancy, sexual orientation, gender identity or expression, national origin, medical condition, marital status, veteran status, payment source or ability, or any other basis prohibited by federal, state or local law.

We are devoted to promoting an inclusive culture that embraces and nurtures our patients, colleagues, partners, physicians and communities. We continue to deliver on this promise through the following accomplishments of our diversity and inclusion efforts:

  • We expanded the role of our Chief Diversity Officer, Sherri Neal, who now leads a 16-person team responsible for advancing diversity, inclusion, equity and cultural competence initiatives across HCA Healthcare. Our program now encompasses patients, colleagues, suppliers, boards, community partnerships
  • The Diversity and Inclusion team has developed multiple award-winning models, including: the Cultural Inclusion Series, the Culturally Competent Care Resource Guide, and the Cultural Insights Project. Recently, the group unveiled its BRAVE Conversations program, an ‘outside the box’ platform designed to facilitate interactive, inclusive, innovative and safe ways for our employees to share their thoughts on issues that may be difficult to discuss. The program won the “2018 Innovations in Diversity Award” by the Profiles in Diversity Journal.
  • We established an Executive Diversity and Inclusion Council, whose ten members meet quarterly to inform critical strategic decision making, monitor progress against goals and objectives, and serve as visible and vocal sponsors of diversity & inclusion efforts across the organization.

Patient-centered, effective communication

When patients and their families understand and participate in healthcare decisions, they have better outcomes and a better healthcare experience. HCA Healthcare is committed to delivering culturally competent healthcare to increasingly diverse populations. Our Chief Diversity Officer leads a team of more than 500 Equity of Care coordinators, dedicated to strengthening efforts to ensure equitable care for everyone, including those who might be deaf or hard-of–hearing, blind or have low vision, have limited English proficiency or have service animals.

A patient’s communication needs, cultural perspective of health and healthcare, and previous experience with the healthcare system all influence how she or he will respond to care. Our access to services efforts result in innovative, pragmatic, compassionate, patient-focused solutions and resources throughout our facilities.

To deliver on our promise to ensure every patient we serve is able to effectively communicate with caregivers and easily access care-related information, HCA Healthcare partners with multiple vendors to offer essential language services for patients. Our goal is to always provide the highest quality patient-centered communication through the use of interactive translation and interpretation tools, including qualified face-to-face, telephonic and video remote interpreting. Access to language services advances our goal: to give all people the care they deserve.

Cultivating an inclusive organization

We understand that our continued success depends on the collective strengths of our colleagues and we are dedicated to attracting, retaining and rewarding the performance of our diverse workforce to best meet the needs of our patients and the communities we serve.

We are proud that women currently comprise nearly 80% of our workforce and people of color comprise nearly 41%. Our diversity and inclusion strategy, based on internal and external research, helps us support the advancement of women and people of color into leadership roles.

We make it a priority to recruit diverse candidates at all levels of our workforce through a variety of venues and diversity programs. These include:

  • Participation and partnership in diversity job fairs with a number of national diverse organizations including the Institute for Diversity in Healthcare, 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 Latino/Latina healthcare leaders, respectively.
  • Offering internships to targeted diverse groups. We are proud to provide scholarships and internships to support the next generation in achieving their educational goals. In 2019, we launched the HCA Healthcare Scholars program at Fisk University to provide scholarships, career planning and internship opportunities for high achieving undergraduate students. HCA has committed $1 million to the program over the next four years.

Our recruiting process for leadership positions also focuses on promoting diversity. For instance, our Key Talent Recruitment and Development team, which is responsible for recruiting and hiring C-suite and leadership roles, works closely with our diversity and inclusion team to develop our diverse recruitment strategy and manage related partnerships.

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’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.

A place for veterans and military spouses

HCA Healthcare has been nationally recognized as a military-friendly employer and military spouse-friendly employer for ten consecutive years and was named a “2019 Military Friendly Employer and Military Friendly Spouse Employer.” Since 2012, we’ve hired more than 29,000 military veterans and military spouses. Through the Patriot Partnership Program, we collaborate with the U.S. Army to provide specialized training to our organization’s medical residents and fellows. And as part of the Hiring 100,000 Military Spouses Coalition, we’ve committed to hiring 1,100 military spouses in both 2020 and 2021. We were awarded the “Annual Hiring of Our Heroes Award” by the U.S. Chamber of Commerce Foundation.