Diversity Annual Wells Point Annual Report 08

2007–2008

Diversity Annual Report

Living our Commitment to Diversity In 2007, Angela Braly became the only woman leading a Fortune 50 company. Within the past year, she was recognized as The Wall Street Journal’s Number One Woman to Watch; ranked by FORTUNE as one of the Top 50 Most Power ful Women in Business; ranked by FORBES as one of The World’s Most Power ful Women; and ranked by MODERN HEALTHCARE as one of the 100 Most Power ful People in Healthcare.

Over the last few years our company has made great strides in the area of diversity, and we are increasingly being recognized in the marketplace for our dedication to build and sustain a diverse and inclusive organization. As we proudly celebrate these accomplishments, we must acknowledge that we can and must do more. Diversity is good business. Focusing on diversity helps us better understand and meet the health benefit needs of the many communities we serve. Strategic diversity management also drives associate engagement and trust, which increases productivity and operational effectiveness. I believe diversity is best achieved when it is embedded in our core values and the behaviors that guide every decision we make. ■ Customer First ■ Lead Through Innovation ■ One Company, One Team ■ Personal Accountability for Excellence ■ Integrity Indeed, the diversity of our associates enables us to better connect with, understand and serve our customers. Diverse perspectives, experiences and ideas allow us to be more innovative. Our collective strengths working toward a common cause are a winning formula. We are a national organization with a focus that remains local. The diversity of our exceptional team of associates better positions us to reach out to the many different communities in which we live and work, and it strengthens the depth of our local presence and leadership. Let’s continue moving in the right direction. The bar is raised higher each year as successful organizations become more deliberate and effective in their efforts to increase diversity. The complex environment in which we do business demands from us excellence in attracting, recruiting, retaining and developing a world-class workforce. And we must leverage the talents and strengths of ALL associates and continue focusing resources on building a diverse leadership pipeline. Combining good values with good business will help us be successful. Our core values and guiding behaviors – and our vision to transform health care and become the most valued company in our industry – remain unchanged. With these as our foundation, our commitment to diversity will allow us to meet the challenges of a changing world.

Angela F. Braly President and CEO

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At WellPoint we find strength in each associate’s individual perspective. We believe that different approaches and views of the world allow us to be more innovative, more creative and, ultimately, more competitive, as we continually strive towards better understanding, representation and responsiveness to the diverse needs of our members, customers, providers, stakeholders, and the communities in which we live and work. Diversity isn’t just a strategic initiative…it’s a 365-days-a-year organizational commitment. The 2007–2008 WellPoint Diversity Annual Report highlights the accomplishments of our diversity initiatives over the past year. More importantly, the report reminds us that diversity is a journey in which all WellPoint associates share responsibility. Its purpose is to celebrate our collective efforts and to bring attention to the challenges that still lie ahead as we move forward in this journey along the diversity continuum. We often say that people are our greatest asset, and it’s true. As we strengthen our diverse workforce, we will be better prepared to meet the needs of a multicultural marketplace. We recognize the business case for diversity and are strategically leveraging our resources to align diversity with our operational goals. We want to provide an environment where all of our associates contribute to the customer experience and drive our growth. We have a solid foundation to continue building upon. Several awards received in recognition of our diversity efforts are highlighted in this report. Yet there is so much more to do. We remain committed to recruiting and retaining a multicultural and multigenerational workforce, as well as developing a pipeline of strong leaders for the future. Actively pursuing opportunities to do business with diverse suppliers benefits and empowers the communities in which we live and work, while providing us with additional knowledge and opportunities for innovation. A socially responsible and profitable organization further motivates each and every one of us to deliver exceptional customer service experiences. We are One Company, One Team with a singular vision for success. WellPoint’s mission, vision and values are rooted in the inherent belief that each individual has unique ideas, skills and talents that will help us to work together to achieve our business objectives.

Linda Jimenez Staff Vice President – Chief Diversity & Culture Officer

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How Do We Define Diversity? WellPoint defines diversity as any collective mixture characterized by differences and similarities and their related tensions and complexities. This definition includes every one of us and recognizes the myriad of characteristics that make up our workforce, our markets, our communities and our families. Differences and similarities are not only based on race, ethnicity, gender, age and culture, but also on dimensions such as family status, education, language, job status, geographic location and physical abilities, just to name a few. Our differences and similarities in all of these aspects of our lives have a tremendous impact on our perspectives, personal values, behaviors and interactions. The Diversity Wheel helps us explain how these dimensions of diversity are expressed at different levels: At an Internal level – through characteristics that are inherent in who we are as individuals. In the Workforce – through the collective differences and similarities that determine our associate demographics. In the Workplace – the myriad of roles, functions and locations in which we serve enterprise-wide. And in the Marketplace – as a result of the role we may play as business partners, customers, members, providers, and stakeholders. Not one single layer – or one isolated dimension or characteristic – determines all of who we are or how we relate to others. Instead, it is the dynamics of the wheel and the multiple possible combinations of these characteristics that make us unique individuals with differences AND similarities.

The Dimensions of Diversity

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Strategic Diversity Management and Our Areas of Focus Strengthening WellPoint’s Employer Brand and Improving Associate Engagement Strategic diversity management focuses on all internal and external diversity mixtures that affect the business.

Workforce

Workplace

Marketplace

“Building a World Class Workforce”

“Creating and Sustaining a Culture of Inclusion”

“Growing our Business”

GOAL: To attract, retain, develop and advance a world class workforce and to be recognized as a premier Employer of Choice.

GOAL: To foster a culture that maximizes talent by leveraging collective ideas, perspectives and experiences for overall organizational effectiveness. To provide associates with opportunities for personal and professional growth.

GOAL: To grow our business within our multicultural markets through superior strategies that help us form, establish and maintain relationships with customers, suppliers and the communities in which we live and work.

What Makes Us WellPoint Our Vision WellPoint will transform health care and become the most valued company in our industry.

Create emotional connections internally and externally, and maximize those experiences.

Our Mission Improve the lives of the people we serve and the health of our communities.

Our Differentiating Strategies ■ Most trusted choice for consumers ■ Leader in affordable quality care

Our Core Values ■ ■ ■ ■ ■

Customer First Lead Through Innovation One Company, One Team Personal Accountability for Excellence Integrity

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Celebrating WellPoint’s Awards and Recognitions Within the last 18 months, WellPoint’s strategic diversity management efforts have resulted in numerous external awards and recognitions. Many WellPoint associates who exemplify our values and our strong commitment to diversity have also earned individual accolades.

2007 Awards

2008 Awards

■ “Best Diversity Company” by Diversity/Careers in Engineering and Information

■ Ranked 42 among the “Top 50 Companies for Diversity” by DiversityInc magazine

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Technology magazine “Top 25 Most Noteworthy Companies for Diversity” by DiversityInc magazine “Diversity in Practice Corporate Award” presented by Indianapolis Diversity in Practice Conference Profiles in Diversity Journal’s 2007 “International Innovation in Diversity Award of Excellence” to our California plan for its case study on “Identifying Performance Variation and Addressing It Through Collaboration” National Eagle Leadership Institute (NELI) “Eagle Award Winner,” Ray Morales, M.D., regional vice present, National Medical Director (Southeast) “Best Company for Blacks in Technology Award,” by the Black Data Processing Associates (BDPA) and WorkplaceDiversity.com Shamla Naidoo, vice president, Security and Compliance, and Lisa Moriyama, vice president, Human Resources, featured as “Women Worth Watching” by Profiles in Diversity Journal “Sam H. Jones Award” presented at the 6th Annual Mayor’s Award for Diversity Luncheon

■ Ranked 14 among the “Top 50 Companies for Diverse Managers” by Diversity MBA

magazine ■ Received a score of 85 (up by 5 points over last year) on the Human Rights

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Campaign’s “Corporate Equality Index,” which rates employers on a scale from 0 to 100 on their treatment of GLBT (Gay, Lesbian, Bisexual, Transgender) employees, consumers and investors “Champion of Women in Business Award” by The Women’s Congress “Corporate Champion of Diversity Award” by Indiana Minority Business magazine Alena Baquet-Simpson, M.D., staff vice president, Health Care Management, recognized as one of “The Top 25 Most Influential Black Women in Business” by The Network Journal Tom Foran, director, product and business development, Life and Disability, selected “Employee of the Year” by Careers and the disABLED magazine

Tony Coelho Award The Americans with Disabilities Act, a landmark legislation, was sponsored by Congressman Tony Coelho of California. This legislation guarantees, among other things, that the more than 50 million Americans with disabilities have access to the same employment opportunities as everyone else. An award bearing his name is presented annually to a senior business executive or government leader who has demonstrated a significant commitment to incorporating people with disabilities into the workplace.

Angela Braly, president and CEO, WellPoint; Mark Boxer, president and CEO of Operations, Technology and Government Services; Congressman Tony Coelho, and Joyce Bender, president and CEO, Bender Consulting.

For more than three years, WellPoint has been working with Bender Consulting to increase our hiring of people with disabilities. Since 2005, we have placed 34 Bender consultants, more than half of them in Information Technology as help desk and network operations professionals, project managers, administrative assistants and e-Business operations experts. As a result of this partnership, 19 Bender consultants have been hired as full-time WellPoint associates.

WellPoint is committed to building a diverse workforce that includes qualified people of all abilities. To achieve this goal, we have partnered with vendors such as Bender Consulting, the United States Business Leadership Network, WrightChoice Consulting, and the National Organization on Disability, which all help WellPoint to secure job opportunities for individuals with disabilities. We celebrated our partnership with these groups when on Oct. 1, 2007, the first day of National

Disability Employment Awareness Month, the Tony Coelho Award was presented to Mark Boxer, president and CEO of Operations, Technology and Government Services. Mark’s active support on behalf of WellPoint to employing people with disabilities in competitive positions and his commitment to influence other business and government leaders in furtherance of WellPoint’s commitment to diversity contributed to this important recognition.

Tom Foran: Careers and the disABLED Award Tom Foran, director, product and business development, Life and Disability, recently received the Employee of the Year Award, presented by Careers and the disABLED magazine. Tom joined WellPoint in 2006 and is responsible for WellPoint’s large group and national accounts disability products and business development. He is a virtual manager whose team is located in both Atlanta, Ga., and Worthington, Ohio. Tom’s contribution

Facts About the Disabled ■ ■ ■ ■ ■

They are the largest American minority group – 53 million, or roughly 1 in 5 (U.S. Census). Almost 38 percent of people with disabilities are employed, compared with almost 80 percent of people without disabilities (Third Annual Disability Status Report, Cornell University). When asked to identify groups for equal opportunity hiring, only 2 percent of employers identified the disabled (Atlanta Workforce Study, 2007). The average cost of workplace accommodation is less than $500 per person (U.S. Department of Labor). The ranks of those with disabilities is expected to grow rapidly as the general U.S. population ages and baby boomers experience sight, hearing and mobility issues.

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Tom Foran named Employee of the Year by Careers & the disABLED.

to our mission to improve the lives of the people we serve is significant. His team designs disability products that bring more resources into the disability management process, so we are able to improve outcomes for employees who acquire a disability while reducing an employer’s disabilityrelated costs.

Tom has more than 25 years of volunteer experience in the disability advocacy field and many years of volunteer work. He has given public testimony before the United States House of Representatives Ways and Means Committee and conducted speaking engagements at many industry conferences.

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Sam H. Jones Award In 2007, WellPoint was honored for the second time by Indianapolis Mayor Bart Peterson with the Sam H. Jones Award for Diversity at the Sixth Annual Mayor’s Celebration of Diversity Awards Luncheon. The Sam H. Jones Award is the top award given to an Indianapolisbased company or organization with the strongest performance in four diversity workplace categories. The award was named after the first president of the Indianapolis Urban League. WellPoint also won the award in 2003.

Who’s Who Publications Several WellPoint associates took the spotlight in the prestigious publication Who’s Who, which is published in a number of cities where WellPoint has offices. These individuals were recognized for demonstrating corporate leadership and for their dedication to improving their respective communities.

As an example, Roderick King, regional vice president, Medicare Outreach and Education, was named in the 2007 list of Who’s Who in Black Indianapolis. A native of Fort Wayne, Ind., King moved to Indianapolis after receiving a degree in Public Affairs from Indiana University in Bloomington. He also holds an MBA from Indiana Wesleyan University. King is responsible for outreach education and provider enrollment, a role that allows him to be directly in touch with our consumers. He is also responsible for internal services and internal training. When he was named in the Who’s Who in Black Indianapolis last year he said, “One of my goals is to make a difference in the lives of others. I feel I have an opportunity to utilize this company to find better ways to do things in this industry. Knowing that I am making a difference is what really drives me every day.”

Workforce: Building a World Class Workforce Highlights As of Dec. 31, 2007: ■ WellPoint’s overall workforce essentially mirrors the DiversityInc Top 50 benchmark for minority representation and exceeds the Top 50 benchmark for African American representation. ■ In 2007, women in management at WellPoint far exceeded the DiversityInc Top 50 benchmark of 36 percent. ■ Racial diversity of new hires at WellPoint was higher than the DiversityInc Top 50 benchmark of 40.2 percent.

Associate Resource Groups In October 2007, WellPoint launched a key component of its diversity management strategy – the Associate Resource Groups program. They are grassroots groups of associates who come together united by a common affinity around a dimension of diversity, like race, gender, cultural background, disabilities, sexual orientation, work status, etc. Recognized as

an employer of choice “best practice” by DiversityInc magazine, associate resource groups are considered by many organizations to be a key initiative to attract and retain diverse talent, build a culture of inclusion, leverage internal diversity expertise, enhance customer connections, and provide leadership development opportunities.

Recruitment: Reaching Out to a Diverse Talent Pool

2008 internal Women’s History Month celebration poster

In 2007, WellPoint was represented at more than 50 recruitment events throughout the country, including professional organizations and conferences and selected college and university career fairs. WellPoint was again present at the Annual National Black MBA Association (NBMBAA) Conference as a high-level sponsor and at the Annual National Society of Hispanic MBA (NSHMBA) Conference as a gold-level sponsor. Our participation at the International Associates for Black Actuaries (IABA), Black Data Processing Associates (BDPA) and National Society for Hispanic Professionals

Women at WellPoint Our president and CEO, Angela Braly, leads many talented and motivated women at WellPoint who make outstanding contributions for our customers and our industry. ■ Dijuana Lewis, president and CEO, Comprehensive Health Solutions, named as one of the Top 15 Women in Business – “The Innovators” by PINK magazine (2008) ■ Alena Baquet-Simpson, M.D., staff vice president and medical director of enterprise care management strategy and program development, Health Care Management, named as one of the Top 25 Most Influential Black Women in Business by The Network Journal (2008) ■ Gabrielle Sansone, director of sales, Nevada Large Group, named among Women to Watch by In Business Las Vegas (2008) ■ Lisa Moriyama, vice president, Human Resources, named in a list of Women Worth Watching by Profiles in Diversity Journal (2007) ■ Shamla Naidoo, vice president, Security and Compliance, named in a list of Women Worth Watching by Profiles in Diversity Journal (2007)

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America and leading business schools with stellar diverse MBA talent. As a patron level sponsor, WellPoint has early access to an experienced, pre-screened talent pool.

(NSHP) conferences also gave us access to a broader talent pool including MBA candidates and alumni. In addition, last year we attended and became a member of Career Opportunities for Students with Disabilities (COSD) in an effort to continue reaching out to an untapped source of talent. As we look for innovative ways to approach MBA talent, last year we started using targeted interactive communications such as video eCards, banner ad placements on NBMBAA.org and NSHMBA.org and college on-campus recruiting efforts. In 2007, these recruiting venues helped WellPoint bring together top MBA talent, 90 percent of diverse cultural heritage, for a two-day leadership summit at its corporate headquarters. During the course of this summit these top-tier candidates were exposed to our leadership, culture and values through exposure to WellPoint associates ranging from WellPoint program managers and Consortium school alumni to top-level executive leadership team members. Candidates

Leadership Summit video

interviewed for a select group of MBA summer intern roles and HIPP (Health Insurance Professional Program) associate roles.

Establishing Key Partnerships: The Consortium for Graduate Studies in Management In 2007, WellPoint established a partnership with The Consortium for Graduate Studies in Management, the country’s premier organization in providing corporate

The WellPoint Foundation awarded The Consortium a three-year grant totaling $90,000 that will support outstanding diverse students who are pursuing their graduate degree in business. In WellPoint’s first year as a sponsor, the company also contributed an additional $60,000 to The Consortium’s Annual Orientation Program and Career Fair, positioning the company at the second highest corporate underwriter level. WellPoint also has a place on The Consortium’s advisory board through its membership. In conjunction with its member schools, sponsoring companies, and an elite group of MBA students and alumni, The Consortium has built a 42-year legacy of fostering inclusion and changing the ethnic and cultural face of American business. Through an annual competition, The Consortium awards merit-based, full-tuition fellowships to America’s best and brightest

2007 Diversity Career Events Attended by WellPoint Indianapolis CareerBuilder Fair Indianapolis, Ind. — 2/21/07

Martin Luther King New York, N.Y. — 4/1/07

Veterans Job Fair West Oxnard, Calif. — 5/17/07

First District Career Fair Saint Louis, Mo. — 6/4/07

Urban League Job Fair Connecticut — 3/1/07

Urban League Spring Event Indianapolis, Ind. — 4/12/07

Women’s Empowerment Series Indianapolis, Ind. — 3/17/07

DOL Job Fair Albany, N.Y. — 4/26/07

Young Women’s Empowerment Conference (grades 6-12 geared toward Inner-City) Columbus, Ohio — 5/18/07

J-Town Career Expo (sponsored by Louisville Urban League) Louisville, Ky. — 6/27/07

The 13th Annual Louisville Career Expo Louisville, Ky. — 3/21/07 Higher Education Resources Employment/Education Fair Jeffersontown, Ky. — 3/22/07

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Bryant and Straton College Richmond, Va. — 4/1/07

2007 Scott Air Force Base Job Fair Scott AFB, Ill. — 5/1/07 AUSA Career Fair Fort Benning, Ga. — 5/1/07 Orange County Job Fair Middleton, N.Y. — 5/9/07 Richmond Times Dispatch Job Fair Richmond, Va. — 5/11/07

NAACP Diversity Job Fair - Mark Wager sponsored event New York, N.Y. — 5/22/07 Community Partnership Conference & Career Fair (by Franklin County Dept of Job and Family Svcs, Veterans First, American Diversity Jobs) Columbus, Ohio — 5/3/07 & 10/07

National Black Nurses Association Conference Atlanta, Ga. — 7/26-28/07 Ventura Star Job Fair Westlake Village, Calif. — 8/16/07

Urban League Fall Event Indianapolis, Ind. — 9/13/07 National Black MBA Association (NBMBAA) Job Fair Orlando, Fla. — 9/13-14/07

Ventura Star Job Fair Ventura Beach, Calif. — 6/28/07 Black Data Processing Association (BDPA) Military recruiting job fair Washington, D.C. — 8/15-18/07 (called TAPS) Boston, Mass. — 7/13/07 Black Family Reunion Job Fair Cincinnati, Ohio — 8/17/07 Indianapolis Black Expo

Annual Hispanic Heritage Month Fair Amsterdam, N.Y. — 9/15/07

Employment Fair Indianapolis, Ind. — 7/19/07

Easter Seals Job Fair/Crossroad Indianapolis, Ind. — 9/21/07

IPIC Job Fair Indianapolis, Ind. — 8/23/07

TAP Program (Military) Dayton, Ohio — 9/20/07 (every 2 months)

diverse candidates. Many of these students may not have pursued graduate school without financial assistance. Comprised of 13 top business schools and more than 80 corporate sponsors, The Consortium’s goal is to expand the pool of exceptional MBAs of color to help alleviate the acute shortage of African Americans, Hispanic Americans and Native Americans in business.

EEO / Affirmative Action Report Our Commitment to Equality WellPoint believes that our success in the marketplace relies on our ability to attract the best qualified person for each position, while making affirmative efforts to broaden our pool of qualified internal and external candidates.

Equal Employment Opportunity Policy Statement WellPoint will recruit, hire, train and promote persons in all job titles without regard to race, color, religion, sex, gender, age, national origin, marital status, sexual orientation, veteran status or disability, or other

dimension protected by applicable law. In addition, all personnel actions such as promotions, compensation, benefits, transfers, staff reductions, terminations, reinstatement and rehire, company-sponsored training, education and tuition assistance, and social and recreational programs will be administered in accordance with the principles of equal employment opportunity. In keeping with these principles, WellPoint is committed to providing all associates with a work environment that is free from all forms of harassment based on race, color, religion, sex, gender, age, national origin, sexual orientation, veteran status, disability, or any other characteristic protected by applicable law. WellPoint is committed to providing reasonable accommodations to qualified individuals with disabilities who can perform the essential functions of the job they hold or desire with or without reasonable accommodation. WellPoint takes affirmative action to ensure equal employment opportunity for females, minorities, individuals with disabilities and covered veterans. Each

US Business Leadership Network (USBLN) career fair Orlando, Fla. — 9/23-26/07

Mayor’s Committee for the Disabled, Job Fair Columbus, Ga. — 10/18/07

VFW (Veterans of Foreign Wars) Job Fair Columbus, Ga. — 11/07

Mayor’s Disability Summit on Inclusive Employment and Job Fair Indianapolis, Ind. — 10/2/07

Nursing Careers Today Indianapolis, Ind. — 10/23/07

Legal Diversity Career Fair Indianapolis, Ind. — 12/5/07

Business Women Forum Event Hartford, Conn. — 10/26/07

Veterans Job Fair Indianapolis, Ind. — 11/07

Schenectady County Job Fair New York, N.Y. — 10/4/07 NSHMBA (National Society of Hispanic MBA) Houston, Texas — 10/4-6/07 Wilberforce University Career Fair Wilberforce, Ohio — 10/16/07

Chicago Annual Diversity Employment Day Career Fair Chicago, Ill. — 10/30/07 Indiana Multicultural Job Fair Indianapolis, Ind. — 10/07 HireVetsFirst Job Fair Greenwood, Ind. — 11/07

facility has an EEO coordinator who is responsible for compliance with applicable regulations regarding affirmative action. In addition, WellPoint’s EEO/AA (Equal Employment Opportunity/Affirmative Action) program consultants have primary responsibility for coordinating and managing the success of the affirmative action program.

If you know someone who is interested in exploring career opportunities with WellPoint, please refer them to wellpoint.com or [email protected]. WellPoint believes that our associates are one of the best vehicles to attract top talent to our organization. Our company offers a generous associate referral program that includes referral bonuses and quarterly drawings, which are designed as a way to say thank you for encouraging top talent to join WellPoint.

“WellPoint encourages people

to express their differences and diverse cultural uniqueness. And that creates an empowered workforce that respects and honors our company.”

Brenda

New York

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“One of the main benefits of WellPoint’s commitment

to diversity is that the workplace becomes a melting pot. Many different people interact with one another, which can result in a broader array of ideas.”

Brian

EEO/AA Highlights of 2007

Role of the EEO/AA Consultants

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This area successfully managed and closed without violation all of the Office of Federal Contract Compliance Programs’ (OFCCP) compliance evaluations scheduled around the country. ■ The first WellPoint EEO Coordinator Forum was held in Indianapolis. More than 30 WellPoint EEO Coordinators from different locations attended this session that included guest speakers from the legal community and the OFCCP. ■ WellPoint hosted an Indiana Industry Liaison Group (ILG) where federal contractors met to network and to discuss EEO/AA compliance. The ILG is an organization that supports EEO and affirmative action and serves to educate and act as a liaison to federal contractors, OFCCP, EEOC and other similar agencies on regulations and legislation related to EEO.

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Management, organization, direction, monitoring and review of WellPoint’s annual and mid-year affirmative action plans Management of WellPoint’s EEO program and RFP (Request for Proposal) process by reviewing and analyzing corporate policies and procedures for compliance with EEO regulatory requirements. Provide coaching and technical support to EEO coordinators Management of OFCCP’s government audits Conduct statistical analysis to document and measure success and areas where improvement is needed under workforce representation Conduct statistical analysis and monitoring of compensation as it relates to EEO/AA Guidance and support to management regarding affirmative action Liaison for enterprise-wide recruiting and monitoring of disability outreach initiatives Management of the Limited English Proficiency Program policy

Indianapolis

Workplace: Creating and Sustaining a Culture of Inclusion Diversity and Workplace Culture Ambassadors (DWCA) Program In alignment with our core value of One Company, One Team, the DWCA program is an innovative approach to weaving diversity, company values and corporate culture into the fabric of the organization. The work of the DWCA focuses on raising awareness and engagement among all our associates enterprise-wide. WellPoint has more than 250 ambassadors nationwide. They represent different business units and job levels, and reflect the diversity of our associate population. The role of the ambassadors is to be advocates and role models of WellPoint’s values and our commitment to diversity and inclusion. At the tactical level, they plan and implement local events and activities in celebration of nationally recognized diversity months and observances. The ambassadors volunteer their time to be champions for creating dialogue, interaction and engagement around our diversity and workplace culture efforts.

These are just a few highlights of the many events championed in 2007 by the DWC ambassadors: ■ The ambassadors played a key role in the success of the enterprise-wide Healthy Helpings canned food drive, held in July 2007. The Diversity, Wellness, and Workplace Culture departments launched this initiative to make a difference in the fight against hunger. This effort benefited more than 200 regional food banks in our communities, which normally have a dwindling supply of canned goods during the summer months. By working together, WellPoint associates contributed more than 20,848 pounds of food! The Rancho Cordova, Calif., location received a special recognition for its extraordinary effort. The 200 associates at this site collected an amazing 2,500 pounds of food! ■ The Middletown, N.Y., DWCA team engaged several local community leaders and experts to participate in workshops throughout the year. As an example, Robin Smith, associate professor of Special Education at S.U.N.Y New Paltz and a person who

is wheelchair-bound herself, presented “Why be Normal? Disability and Daily Life.” More than 400 associates participated in these workshops. ■ The St. Louis, Mo., ambassadors and other DWCA teams hosted a women’s panel discussion during Women’s History Month. ■ The North Haven, Conn., team organized an Arts and Crafts Fair to celebrate Native American Indian Heritage Month (November). Local vendors brought native American pottery, linen paintings, leather work and jewelry. ■ WellPoint associates participated in Gay Pride Festivals in Indianapolis, Ind., Roanoke, Va. and Denver, Colo.

Communication and Education Diversity @ WellPoint.com In July 2007, WellPoint launched a revamped diversity Web site at www.wellpointdiversity.com. The site highlights our organizational commitment to diversity from many dimensions, both internally and externally.

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This site includes: ■ External diversity resources and links to encourage users to increase their understanding and knowledge of the importance of diversity among our workforce ■ Our companies’ commitment to improving coverage for diverse markets and to participating in community initiatives, programs and partnerships also supported by the WellPoint Foundation ■ Testimonials from WellPoint associates reflecting on the value of diversity in our corporate culture ■ Diversity recognition and awards presented to WellPoint external organizations ■ Information about WellPoint’s initiatives for increasing health care awareness and accessibility ■ WellPoint’s Supplier Diversity program and initiatives

Below: 2008 WellPoint Associate Calendar and 2007 internal celebration posters for Native American Indian Heritage Month and Black History Month

Diversity @ WorkNet

Diversity Posters

Our diversity intranet site offers information and resources about our diversity and culture initiatives, including the Diversity and Workplace Culture Ambassadors program; WellPoint’s corporate culture workshops, the associate resource groups and various tools and resources. The site also includes a diversity mailbox for associates to post questions, comments or concerns about diversity and culture. The questions are answered by our chief diversity and culture officer.

These posters are displayed throughout the company to create awareness about diversity celebrations and observances and educate associates on WellPoint’s efforts to be an inclusive and welcoming organization.

WellPoint Associate Calendar The 2008 WellPoint Associate Calendar is the result of a collaborative effort among the Diversity, Health and Wellness, and Ethics and Compliance departments. The calendar combines a focus on health and wellness themes, multicultural celebrations that reflect a variety of ethnic, social, religious and historical events, and a reinforcement of our core value of integrity.

Printed on recycled

July 2008 1 6 7 8 13 14 15 20 21 22 27 28 29

May 2008 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31

June 2008 2

153/366

8

160/366

15

167/366

16

22

174/366

23

29

181/366

5

157/366

155/366

4

156/366

162/366

11

163/366

12

164/366

10

18

170/366

19

20

172/366

17

169/366

171/366

168/366

27

179/366

24

176/366

178/366

175/366

Ethics & Compliance Week/ 2008 Annual Training Kick-Off

161/366

Shavuot (begins sundown 6/8) National Men’s Health Week

165/366

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25

177/366

26

14

166/366

21

173/366

Summer Solstice

Juneteenth

Autistic Pride Day

159/366

Flag Day

Pay Day

Father’s Day

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National Hunger Awareness Day

World Environment Day

Sun Safety Week

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Saturday 158/366

6

3

154/366

3 4 5 10 11 12 17 18 19 24 25 26 31

Friday

Thursday

Wednesday

Tuesday

Monday

Sunday

1

2 9 16 23 30

Pay Day

28

180/366

2008 WellPoint Associate Ca

Stonewall Rebellion Best Friends Day

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Vision Research Month

182/366

Home Safety Month Gay and Lesbian Pride Month

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WELLNESS [email protected]

DIVERSITY [email protected]

ETHICS & COMPLIANCE [email protected]

lendar

paper.

Diversity Hot Topics In 2007, WellPoint launched a new Lunch ‘n’ Learn program for associates called “Diversity Hot Topics.” This monthly program provides a forum to highlight current events or topics of newsworthy interest that affect our workforce, workplace and marketplace. Our first theme for Hot Topics was “Intent vs. Impact,” which discussed the controversy created by Don Imus’ remarks about the Rutgers University women’s basketball team. The series covered other relevant topics such as disability education and awareness and the launch of the Associate Resource Groups program.

Marketplace: Growing our Business ■ Launched Corporate Supplier Diversity Champions

Supplier Diversity WellPoint’s supplier diversity initiative is dedicated to diversifying our supplier base to include certified minorityand women-owned business enterprises (M/WBE). In 2007, we brought increased enterprise-wide awareness of the supplier diversity initiative and continued delivering the message about the alignment between supplier diversity and WellPoint key business objectives. WellPoint’s supplier diversity accomplishments in 2007 included: ■ Exceeded supplier diversity tier I goal by $20 million or 36 percent ■ Exceeded the number of tier II businesses reporting goal by more than 160 percent ■ Launched information technology/supplier diversity summits in Indianapolis and Connecticut; as a result, we increased supply chain by 15 M/WBE vendors or 71 percent of invited vendors

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program in different departments of the organization to involve internal stakeholders as supplier diversity advocates Established required supplier diversity language in all RFPs Commissioned vendor data review to ensure integrity of data (goods/services) Commissioned vendor data review of provider vendors (California pilot) Initiated collaboration with national government services to leverage the opportunity to share and refer M/WBE suppliers between WellPoint’s commercial and government business sectors Played key role by ensuring the supplier diversity requirements in State Sponsored and National Accounts RFPs were met, resulting in awarding of WellPoint contracts

Community Representation ■ Sponsor of Indiana Business Diversity Council ■ ■ ■ ■

Opportunity Fair Sponsor of Southern California Business Diversity Council Opportunity Fair Sponsor of Indiana Minority Business Magazine Awards Presentations Sponsor of Indiana Black Expo Business Conference Brenda Burke, director, Supplier Diversity: • Selected to Board of Indiana Business Diversity Council • Selected Membership Chair of NMSDC Healthcare Industry Group • Selected as panelist at National Purchasing Conference • Selected speaker at 2007 and 2008 Indianapolis Women’s Brenda Burke, director, Empowerment Series Supplier Diversity

“WellPoint’s workplace environment not only welcomes, but encourages diversity. As a result, our workforce is truly reflective of the broad range of communities we serve.”

Ernest

California

“In my experience with diversity at other

companies, WellPoint’s focus is number one. The programs and training confirm that I work for a company that cares about its employees and the people we serve.”

Akilah

New York

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According to a study published in the American Journal of Public Health, one in five of the nation’s uninsured was a noncitizen immigrant, the majority of whom are Latino.

“Diversity in our workforce promotes diversity in

thoughts and ideas. As a result, we are a stronger, more dynamic organization – always striving to meet and exceed our customers’ needs.”

Source: DiversityInc May 2006 issue

Anand

WellPoint’s Presence in Local Communities

■ Services for the uninsured and underinsured at the ■

Women’s Empowerment Series In 2007 and 2008, WellPoint was the title sponsor of this growing Indianapolis event that annually attracts hundreds of women who come to participate in informational seminars and exhibitions under the theme of “Self, Wealth and Health.” As part of the sponsorship, WellPoint associates receive free admission to the event. The event offers a platform for WellPoint female leaders to be featured as guest speakers. Shamla Naidoo, vice president, Security and Compliance; Stephanie Moss, pharmacist program manager; Brenda Burke, director, Supplier Diversity; and Lisa Moriyama, vice president, Human Resources.

Other Community Events WellPoint’s initiatives in local communities are both practical and personal. They include: ■ Anthem Healthy Living Tips on Hispanic station, WIIH ■ Indiana Black Expo

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■ ■ ■ ■

■ ■ ■

■

Indiana University Schools of Optometry and Dentistry Grant to provide medical services to approximately 15,000 African immigrants Indianapolis Urban League Equal Opportunity Day INROADS educational activities that provide opportunities to promising young people of color Sponsorship of Martin Luther King, Jr. Day Grant to the Colorado Hospital Association to develop a consumer-oriented hospital report card comparing quality of Colorado hospitals Foundation grants for Miles for Smiles programs in Nevada, Colorado and Maine Partnership with the California Association of Health Underwriters and the Foundation for Health Coverage Education to develop “Get Covered,” a campaign to inform Californians about their health care coverage options Partnership with the Los Angeles Dodgers Dream Foundation to highlight information needed to obtain health coverage and showcase the “Get Covered” campaign

Connecticut

■ Partnership with the states of California and

Wisconsin focusing on enrolling uninsured children and adults eligible for health coverage

Reaching Out to Diverse Customers The most recent U.S. Census confirmed that our country is becoming more diverse than ever. Our health care system reflects this diversity since patients represent a broad range of social and cultural backgrounds, which shape their perspectives regarding health and well-being. In 2007, WellPoint launched several programs and initiatives that enhanced our ability to reach out to diverse audiences in many ways, including: Spanishlanguage Web sites; provider directories, online health information tools; a provider portal with new cultural tools to make communications easier with patients of various ethnicities; decision support tools for seniors considering Part D coverage, and support tools for beginning conversations with younger family members about end-of-life care.

46 million adults of all races and ethnicities in the United States are uninsured, with another 16 million underinsured (having inadequate insurance to protect against catastrophic healthcare expenses), which in total comprises 21 percent of the U.S. population. Source: DiversityInc May 2006 issue

Here are some specific accomplishments that help create a more inclusive health care system: ■ Health plan in California launched the Web site called

NuestroBien (“Our Well Being”) to help promote health and wellness in the state’s Latino community. Located at www.nuestrobien.com, the site provides educational content that focuses on prevention, nutrition and early detection of health issues. “NuestroBien is an important outreach by our organization to the Latino community, which has been historically underserved,” said Charlene Maher, vice president and general manager, Individual Services. Latinos comprise more than half of the 6.6 million Californians who lack health insurance, even though they constitute only 31 percent of the state’s population. (Source: Insure the Uninsured Project: 2006 Overview of the Uninsured”) Available in both English and Spanish, Nuestrobien.com contains facts about the leading health care problems for Latinos, tips on improving health, and links to the health plan Web site. In addition, a

“Kids Center” contains games and animated clips on how the human body works. More than 600 healthrelated articles for parents, teens and kids are available. ■ A new secure health assessment in Spanish helps

enable members to complete a health questionnaire and receive a personalized report in Spanish, with recommendations on how to manage their personal health risks. The health assessment helps our members to identify and understand their personal risk factors, including family history and lifestyle behaviors. Upon completing the online questionnaire, members will receive a personalized, easy-to-understand report that allows them to compare their overall health status with the national average and with their peers. The report also provides personalized recommendations to help members effectively manage, reduce or eliminate personal health risks and embrace healthier lifestyle behaviors -- for example, enrolling in a smoking cessation program, exercising regularly and getting preventive screenings.

“This is especially important within the Hispanic community, where men and women are affected disproportionately by several health conditions, including diabetes and stroke. The health assessment is an easy-to-use tool that gives our members greater control of their health and health care,” said Ray Morales, M.D., regional vice present, National Medical Director (Southeast). ■ An innovative Web site just launched by WellPoint

provides physicians with a comprehensive set of cultural and linguistic tools for understanding and addressing racial and cultural health disparities in their communities. The new site is housed on the provider home page of WellPoint health plans and is available to all health care professionals. The new resource offers physicians the latest research on health care disparities, tools for communicating with diverse populations, links to training courses, and information on federal guidelines for providing culturally and linguistically appropriate services.

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One of WellPoint’s goals is to significantly reduce health disparities among segments of the population by 2010. These new Web tools are designed to help us achieve this goal. They also reflect our commitment to work with providers to help ensure all members have access to the best care available.

Culture and Health Research shows that “socio-cultural” differences between patients and their doctors and other health care professionals clearly influence communication and clinical decision-making. In fact, effective providerpatient communication is directly linked to improved patient satisfaction, adherence and, subsequently, better health outcomes. Research conducted by the U.S. Department of Health and Human Services and the Institute of Medicine has demonstrated that culture and language can affect the way that patients view illness and disease, as well as their attitudes toward health care providers. In addition,

a report by the Agency for Healthcare Research and Quality revealed other significant findings: ■ Minorities are more likely to be diagnosed with late-

stage breast cancer and colorectal cancer compared with Caucasians. ■ Patients of lower socioeconomic status are less likely to receive recommended diabetes services and more likely to be hospitalized for the condition and its complications. ■ Many racial and ethnic minorities, as well as people of a lower socioeconomic status, are less likely to receive childhood immunizations, screening and treatment for heart risk factors. ■ Many racial and ethnic groups are more likely to report poor communication with their physicians. This is also an issue among poor and less educated patients. WellPoint’s new online resource center will help address these findings. The site includes health education and disease-specific materials in both Spanish and

Some of the print advertisements that run in various 2007 multicultural marketing campaigns

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Chinese, as well as materials written specifically for low-literacy readers. It also offers resources and tips for the provision of language translation during an office visit and links to assessment tools that will help physicians better understand the demographics and psychographics of the populations they serve. In addition, to ensure that we support our associates in providing the best service to our diverse member population, WellPoint launched an enterprise-wide training program to help our physicians, nurses and other clinical associates learn cross-cultural communications skills. The program, called Quality Interactions: A PatientBased Approach to Cross-Cultural Care, is an online training that features real cases where associates “interact” with members in a virtual clinical setting. The training builds a framework to help WellPoint’s clinical associates master how to integrate clinical information with cross-cultural information from the individual patient to improve quality of care and reduce disparities.

Looking at 2008 and our Areas of Focus In 2008 we will continue to improve our strategic focus on diversity and inclusion and enhance our reputation as a leader in strategic diversity management by focusing our efforts on the following areas: ■

Strengthen partnerships with key diversity sourcing and recruitment organizations and maximize our presence at recruitment events targeted at diverse talent. ■ Leverage the impact of associate resource groups for women in leadership; African Americans; Hispanics; people with disabilities; gay, lesbian, bisexual and transgender (GLBT), and veterans. Ensure integration of this program to ongoing company efforts focused on recruitment, retention, advancement, education and customer relations. ■ Develop mentoring solutions targeted at women and ethnic minorities with the purpose of strengthening our diverse pipeline.

■

Launch diversity management and leadership training (e-learning modules and classroom training). ■ Implement initiatives to educate associates around the different dimensions of diversity: people with disabilities, cross-cultural understanding, religious diversity, etc. ■ Strengthen the Diversity and Workplace Culture Ambassadors program through the incorporation of resources and tools to better equip the ambassadors to fulfill their important mission.

“We judge ourselves by what we feel capable of doing, while others judge us by what we have already done.” – Henry Wadsworth Longfellow

Above left, front row: Linda Jimenez, staff vice president and chief diversity and culture officer; Monica Frias, diversity program manager. Back row: Cathy Gregg, affirmative action program consultant; Donna Stout, executive administrative assistant, and Alicia Wallace, EEO program consultant

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At WellPoint we believe that diverse and talented people, united by meaningful goals and values, enabled by their leadership and culture, committed to making a difference, CAN and WILL transform health care and be better for the experience.

The Diversity Team Linda Jimenez, staff vice president and chief diversity and culture officer 317.488.6637 Monica Frias, diversity program manager 614.880.3463 Cathy Gregg, affirmative action program consultant 317.488.6019 Alicia Wallace, EEO program consultant 317.488.6205

Comments/Feedback We welcome your comments about this report. Please contact us at: E-mail: [email protected] Fax: 317.488.6936 Mail: Chief Diversity and Culture Officer, WellPoint, Inc. 120 Monument Circle Indianapolis, IN 46204 Visit our Web site at: www.wellpointdiversity.com

WellPoint’s Corporate Office in Indianapolis, Ind.

Produced by a certified Woman Owned Business Enterprise (WBE) © 2008 WellPoint, Inc. All rights reserved. Printed in the U.S.A. Printed on recycled paper.