AETNA
19
PROFILES 11–20
MARK T. BERTOLINI
• CEO AND PRESIDENT
etna’s move up 11 spots on the list is very well deserved.
Former CEO and chairman Ron Williams’ strong com-
mitment to diversity management as a business driver
is being accelerated under new CEO and President
Mark Bertolini, whose belief in diversity is personal
and deep-rooted. The tireless efforts of Vice President and Chief
Diversity Officer Raymond Arroyo have enabled Aetna to emerge as
a true diversity-management leader.
Specifically, Aetna has broken new ground in its use of employee-resource groups both for workplace-diversity goals, especially employee engagement, and for outreach to clients. Aetna’s ERGs for younger
workers and teleworkers are a model for other organizations as ways
to increase enthusiasm, innovation and talent development. For these
remarkable ERG achievements, Aetna was named DiversityInc’s Top
Company for ERGs at our November 2010 event.
Aetna is very metrics-driven and assesses its executive compensation linked to diversity goals through a comprehensive scorecard, used
to assess how goals are met. Its diversity council, led by Bertolini, has
four focus areas: workforce demographics, workplace culture, supplier
diversity and marketplace diversity.
Aetna is also very cognizant of its role in the community and the
need to give back. The company supports many local and multicultural
nonprofits, and the Aetna Foundation has been a strong voice in the
battle to end healthcare disparities.
INDUSTRY
Health Insurance
MAIN COMPETITORS
CIGNA,
UnitedHealth
Group, WellPoint
U. S. HEADQUARTERS
Hartford, Conn.
U. S. EMPLOYEES
33,748
GLOBAL EMPLOYEES
35,258
GLOBAL REVENUE
$34.25 billion
COMPANY FAC TS
PROFILES 21–30
RAYMOND ARROYO
• VICE PRESIDENT AND
CHIEF DIVERSITY OFFICER
NO.
4
The DiversityInc
Top 10 Companies
for LGBT
Employees
NO. 4
The DiversityInc
Top 10 Companies
for People With
Disabilities
DIVERSITYINC LISTS
COX COMMUNICATIONS
20
PROFILES 31–40
PAT ESSER
• EXECUTIVE VICE
PRESIDENT AND CHIEF
PEOPLE OFFICER
Under the guidance of President Pat Esser and Executive Vice President and Chief People Officer Mae Douglas, Cox Communications continues to show unwavering commitment to improving diversity and inclusion in its workplace, its diversity leadership with vendors, and its
dedication to the communities it serves.
Last year, 15 percent of Cox’s gross revenue was spent on philanthropy, and 43 percent of that was directed toward ethnic, LGBT or
disability nonprofits, including the Human Rights Campaign, the
National Urban League, National Council of La Raza, Boys & Girls
Clubs of America and National Association of Multi-Ethnicity in
Communications.
Cox recently implemented a new tracking tool that automates philanthropic giving. This new process results in better tracking of dollars
and allocation to ethnic, LGBT and disability nonprofits. The commitment to community is not just in dollars; 30 percent of the company’s
senior executives sit on the boards of multicultural nonprofits.
Esser, who also leads the company’s national executive diversity
council, meets with employee groups every quarter. Management compensation is tied to successful diversity initiatives, and diversity goals
are part of executive performance reviews.
COMPANY FAC TS
INDUSTRY
Telecommunications
MAIN COMPE TI TORS
Verizon
Communications,
AT&T
U.S. HEADQUARTERS
Atlanta
U.S. EMPLOYEES
21,000
GLOBAL EMPLOYEES
22,350
GLOBAL REVENUE
$9.10 billion
NO.
7
The DiversityInc
Top 10 Companies
for Supplier
Diversity
NO.
2
The DiversityInc
Top 10 Companies
for Blacks
DIVERSITYINC LISTS
READ MORE
To read the extended company profiles, visit
www.DiversityInc.com/top50
