How are we prioritizing diversity, equity and inclusion?

To achieve our five-year goals, we’re focused on key areas of focus – providing a strategic framework to transform our employee experience and workplace culture with defined goals and key measures. This framework is our guide for determining the right next steps that will power this work

Our people are our strength and strategic advantage. Research shows the highest performing organizations are both diverse and inclusive. We’re committed to attracting and retaining the best talent. We begin our DEI journey with an understanding of the diversity of our employees and what makes them who they are.

That includes reviewing the representation of different dimensions of diversity in our employee population and working to make sure they feel they can contribute and belong in all our workplaces.

We believe equity is the pathway to true inclusion. Equity levels the playing field – addressing barriers and disadvantages to ensure all employees are treated fairly / without bias and have what they need to succeed.

As an organization, we’re conducting ongoing evaluation of all current and future policies, programs and practices to reduce systemic bias and barriers – ensuring all employees have access to opportunities and resources to succeed and grow.

Be inclusive. It’s the company value that best describes the path we are forging to deepen our employees’ sense of belonging and mine new business strategies. We must be intentional about inclusion and set behavioral expectations companywide.

Inclusion fosters a sense of belonging. And we hold ourselves accountable to creating a culture of inclusion for all employees, members and suppliers.

Our company values guide our citizenship approach. The Vizient Supplier Diversity Program fosters economic inclusion for minority-, woman-, disability-, LGBT-, and veteran-owned businesses.

Research shows that hospital supplier diversity programs contribute to profitability, and that businesses that embrace diversity and inclusion in general are more profitable than those that do not.

Making DEI a company priority propels our business, influences the future of healthcare and fuels our continued success.

As we move forward, we’ll continue to focus internally on recruiting and developing a more diverse workforce; creating an inclusive workplace where all employees feel like they belong (strengthening retention) and designing programs for women to support their advancement and growth in the organization.

Externally, we will continue to expand our work with diverse suppliers that strengthen their local communities and equip members with the resources and insights they need to work toward equitable health outcomes for all.

Advancing DEI along all facets of our business allows us to positively impact the social determinants of health of our employees while also effectively empowering our members to deliver more equitable health outcomes to the communities they serve.

We’re committed to attracting and retaining diverse talent, ensuring equity and building an inclusive culture for our employees. We evolve along with our members and suppliers to meet their increasingly diverse needs – helping them achieve sustainable results.

See our inaugural DEI Annual Report to learn more.

Culture

Culture

We’re committed to attracting, retaining and developing diverse experts to help members deliver on their missions to improve the health of their communities.
Our values drive our culture. We encourage our employees to: Be Bold | Be Accountable | Be Inclusive | Be Purposeful

Diversity

Diversity

We seek to understand, accept and value all dimensions of differences among people.
And it’s our diverse backgrounds and unique perspectives that allow us to deliver performance improvement results members can’t find elsewhere.

Equity

Equity

Equity levels the playing field to ensure all employees are treated fairly and without bias.
We’re committed to creating a more diverse, equitable and inclusive environment for our employees, members and suppliers so we can achieve sustainable results, together.

Inclusion

Inclusion

Inclusion is our organizational efforts to make employees of all diverse backgrounds feel they belong and are treated fairly.
We are committed to upholding a welcoming, collaborative, supportive and respectful environment that increases engagement and contribution of all employees.

Meet our Diversity Networking Associations (DNAS)

Our DNAs (often known as ERGs) are designed to raise awareness around issues faced by specific demographics (including race, gender and sexual identity, to name a few) and advocate for a more inclusive workplace as well as socially responsible business practices. See below to learn about each DNA and how our organization supports both employees and communities nationwide.

Ability@Vizient

Promotes awareness around the fullness of every person’s abilities and health – including physical, neurodiverse and mental health – to eliminate stigmas and ableism by highlighting various dimensions of diversity, like those that aren’t necessarily visible. See how we’re committed to supporting individuals with disabilities nationwide.

Black@Vizient

Brings awareness to the practices, processes, behaviors and actions where systemic and structural barriers and racism exist and focuses on achieving racial equity for Black employees at Vizient. See how we're committed to supporting our Black colleagues and communities.

Dimensions@Vizient

Promotes awareness around intersected identities and elevates the voices of all employees with a particular focus on the elements of each person’s identities and lived experiences.

Pride@Vizient

Brings awareness to and helps Vizient attract, develop and retain LGBTQ+ community members and allies by fostering a culture of inclusion that enables employees to be their authentic selves. See how we're committed to supporting our LGBTQ+ colleagues and communities."

Veterans@Vizient

Supports volunteerism benefitting veterans and veteran organizations, fosters employee connections and serves as a resource to veteran and military-related matters at Vizient. See how we're committed to supporting our veteran colleagues and communities.

Women@Vizient

Promotes awareness around the importance of creating pathways for career advancement and a more equitable work environment for all employees who identify as women. See how we're committed to gender equality at Vizient and in our communities.

Our commitment 

It’s not enough to be committed to diversity and inclusion.

Instead, it must be woven into the fabric of our culture – supporting everything we do to execute our shared mission.

Our strength is our people.

Our employees come from all different backgrounds with a vast range of experience and expertise. It’s our unique perspective and insight that continue to drive us forward so we can accomplish great things, together.

We are a best place to work.

Our organization was thrice recognized by Modern HealthCare as one of the Best Places to Work in Healthcare. And the Ethisphere Institute has honored Vizient as One of the World’s Most Ethical Companies – six years running. Learn more.

We believe

our success is measured by our members’ success. We evolve along with members to meet their increasingly diverse needs – helping them achieve sustainable results.

We serve

a diverse membership ranging from academic medical centers and community hospitals to large integrated delivery networks and non-acute health care providers.

We challenge

each other to think differently, practice agility and lead with innovation throughout all areas of our business – unlocking potential for each other, our members and the broader health care community.

Annual pay equity review

We take pay equity seriously at Vizient. With the assistance of external counsel, we run an annual pay equity study to ensure employees are paid fairly and equitably and pay scales in our industry align with our compensation plans. The review includes:

  • Salary offers to external and internal hires
  • Salary increases requested to recognize growth and performance
  • Salary increases that are part of a promotion

We review leadership demographics

This allows us to identify talent potential and strong performance with our leadership team.

  • We’re able to drive greater parity by analyzing leadership demographics to inform our inclusion strategy.
  • With a formalized process in place, we assess year-over-year leadership talent potential and performance statistics with a future-forward mindset.

Members look to us to help them attain their diversity goals.

We offer an extensive portfolio of diverse suppliers to help members reach target objectives.

  • Our Supplier Diversity Program supports the development of minority-, woman-, disability-, LGBT- and veteran-owned business enterprises that meet high-quality standards.
  •  Our Chief Diversity Officers Network offers a forum for participants to network and develop solutions supporting the triple aim of achieving supplier diversity, addressing patient SDOH and promoting employee inclusion and engagement.