David casey cvs health

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Beyond diversity to inclusion. Share Linkedin Twitter Facebook. Diversity, Equity, and Inclusion Consulting. Bill Bradley speaks with David Casey, vice president of workforce strategies and chief diversity officer at CVS Health, about building an inclusive company culture.

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View more. Casey as its first chief inclusion and social impact officer as the industry hires more figureheads to signal it's prioritising diversity and inclusion.

The company has spent the last two years ramping up its diversity and inclusion initiatives. In February it partnered with the Black in Fashion Council Active Allyship Pledge, which aims to secure the advancement of Black individuals in the fashion and beauty industries.

Tapestry has also tied 10 per cent of its annual incentive compensation to equity, inclusion and diversity goals. The owner of Coach, Kate Spade and Stuart Weitzman raised its full-year outlook after beating analyst expectations due to record holiday sales and momentum in the US. By Maliha Shoaib. Major luxury players have been steadily formalising diversity and inclusion efforts with dedicated programmes and, in some cases, hiring chief diversity and inclusion officers, since the rise of the Black Lives Matter movement in In particular, brands that are publicly traded and those that have come under fire for missteps are likely to see value in a chief diversity and inclusion officer.

Having a figurehead is often also useful for brands who are looking to signpost that diversity and inclusion is a core value. The executive also sits on the board of a number of organisations including Disability:in and the American Lung Association.

Comments, questions or feedback? Email us at feedback voguebusiness. The F1 effect: Can autobrands be mega-luxury lifestyle brands too? By Kati Chitrakorn. By Madeleine Schulz.

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CVS Health has a dedicated Workforce Initiatives team which partners with state and federal workforce agencies to provide employment services and training to underserved communities. It has helped thousands of people access meaningful employment opportunities.

It also works with schools, churches, universities, and faith-based and community organizations to hire people with diverse backgrounds. Will you provide an overview of the role of a chief diversity officer and your key areas of focus?

As part of my role, I lead a team to develop workforce representation, inclusion and belonging, talent systems and marketplace diversity strategies, with a focus on measurable results aligned to our business objectives. The breadth and depth of the scope of work touches every business unit and department across the company. As a healthcare innovation company, the diverse perspectives and experiences of our , colleagues are essential to staying ahead of the needs of our customers, patients, members and clients.

We have a four-pillar framework for strategic diversity management which is designed to engage every colleague in the process and enable every business function to deliver on both our near- and longer-term goals. While many annual initiatives evolve to meet the dynamic needs of the customers, patients and communities we serve, these longer-term objectives provide a consistent and methodological framework:.

Workforce Representation — a workforce reflective of the customers, patients, members and communities it serves. Inclusion and Belonging — an inclusive culture whereby every colleague has a voice, a seat at the table and authentic caring for one another. Talent Systems — equitable access to growth and development, regardless of background. Marketplace Diversity — meeting and exceeding the needs of all customers, clients, communities and external constituents.

At CVS Health, we work to educate, equip and empower all of our nearly , colleagues across the organization to deliver on our strategic objectives. This approach is anchored by both a top-down and bottom-up model. Merlo, and his direct reports serve as the Diversity Management Steering Committee.

Shoring up this extended organizational chart are more than 20, colleagues participating in CRGs and a host of business unit, market-driven and departmental diversity councils. When you are focused on hiring the best talent, does that bring with it a certain level of diversity or do you need to include systems in your recruitment process in order to make sure you are reaching your diversity goals?

He was also Regional Director of Business Development for Bernard Hodes Group, where he consulted with regional, national and international clients. He has a B. CVS Health cvshealth. The company has more than 9, retail locations, approximately 1, walk-in medical clinics, a leading pharmacy benefits manager with approximately 92 million plan members, a dedicated senior pharmacy care business serving more than one million patients per year, expanding specialty pharmacy services, and a leading stand-alone Medicare Part D prescription drug plan.

CVS Health also serves an estimated 38 million people through traditional, voluntary and consumer-directed health insurance products and related services, including rapidly expanding Medicare Advantage offerings. CVS Health has a dedicated Workforce Initiatives team which partners with state and federal workforce agencies to provide employment services and training to underserved communities.

It has helped thousands of people access meaningful employment opportunities. It also works with schools, churches, universities, and faith-based and community organizations to hire people with diverse backgrounds. Will you provide an overview of the role of a chief diversity officer and your key areas of focus? As part of my role, I lead a team to develop workforce representation, inclusion and belonging, talent systems and marketplace diversity strategies, with a focus on measurable results aligned to our business objectives.

The breadth and depth of the scope of work touches every business unit and department across the company. As a healthcare innovation company, the diverse perspectives and experiences of our , colleagues are essential to staying ahead of the needs of our customers, patients, members and clients. We have a four-pillar framework for strategic diversity management which is designed to engage every colleague in the process and enable every business function to deliver on both our near- and longer-term goals.

While many annual initiatives evolve to meet the dynamic needs of the customers, patients and communities we serve, these longer-term objectives provide a consistent and methodological framework:. Workforce Representation — a workforce reflective of the customers, patients, members and communities it serves.

Inclusion and Belonging — an inclusive culture whereby every colleague has a voice, a seat at the table and authentic caring for one another. Talent Systems — equitable access to growth and development, regardless of background. Marketplace Diversity — meeting and exceeding the needs of all customers, clients, communities and external constituents.

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