A Diverse Village Anchored
in Belonging
We work hard to cultivate an environment where all teammates can thrive and feel a true sense of purpose, connection and belonging. This includes creating a nurturing community where all teammates have opportunities to grow their careers and achieve their full potential.
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Learn more about our Diversity & Belonging (D&B) commitments here.
Diversity at Every Level
We strive to have strong representation of women and people of color across our organization by meeting or exceeding EEO-1 benchmarks across the full teammate population. As of December 31, 2023:
women
people of color
57%
78%
Overall Village Diversity
women
people of color
30%
53%
Leaders with Profit & Loss Responsibility
women
people of color
10%
40%
Board of Directors Composition
women
people of color
40%
78%
Operational Managers who Lead our Dialysis Centers
Since 2018, we have seen a 6% increase in representation of women at the VP level and surpassed 40% women VP representation in 2023. In the same time period, we have seen a 6% increase in the representation of people of color at the VP level, from 16% in 2018 to 22% in 2023. This consistent year-over-year progress demonstrates our commitment to strengthening representation of women and people of color at all levels. As of December 31, 2023, we are meeting or exceeding 64% of EEO-1 benchmarks.
Recruiting for the Future
While representation is essential at every level of our organization, we recognize that intentionally fostering leadership-level opportunities for people from historically underrepresented groups is especially important. By focusing on recruiting practices and intentional development programming, we enable pathways to leadership within the Village to be visible and equitable to all.
Cultivating Belonging
We work proactively to cultivate a sense of belonging for all teammates, patients, physicians and care partners regardless of gender, race, ethnicity or any other factor.
Our Belonging strategy is anchored in three core Belonging Behaviors that set the standard for how we work together in the Village:
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Creating Trust and Safety
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Respecting and Valuing Others
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Providing Fair and Consistent Support
Teammate-Reported Success
We maintained our high scores in teammate sentiment, with 81% reporting they feel like they belong .
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1. Per 2023 teammate survey data
Intentional Belonging Training
Our intensive training for leaders sets the tone from the top, and we continue to expand our suite of resources for all teammates. Our executive team participated in an immersive 9-month Inclusive Leadership training. In 2022, we began scaling this experience to our vice presidents. Thus far, 86% of leaders at the VP level or above have completed this development program to advance our efforts toward creating trust and safety, respecting and valuing others, and providing fair and consistent support. We have adapted this development program into a multi-week intensive course for manager and director level teammates, which launched in the fourth quarter of 2023.
Digital Resources
We offer a dedicated Champion Diversity & Belonging Channel through the DaVita University Digital Experience, providing every teammate access to Basics of Belonging training and a wealth of supplemental resources to promote the knowledge, attitudes and behaviors that nurtures belonging.
Week of Belonging
Our fourth annual Week of Belonging engaged all teammates with activities and education designed to further create a sense of belonging.
Support Resources
We offer resource groups to meet the needs of our teammates and we are proud to have Asian and Pacific Islander, Black, Hispanic/Latino, LGBTQ+, Veterans and Working Parents teammate resource groups.
A Place to Learn and Grow
Helping teammates and leaders reach the next stage in their career and increase their earning potential complements our Employer of Choice strategy. We have a robust set of career development offerings to support teammates in reaching their professional ambitions. We have invested in an end-to-end career development pipeline with programs and initiatives that provide financial, educational and social support to our clinical and operations teammates to help them achieve their higher education and leadership goals.
~60%
of our Facility Administrators and managers have been promoted internally
Transparent Pathways to Success
Our DaVita Ladders program unlocks clarity, competitive pay and transparent career journeys to systematically create more effective leaders. Through DaVita Ladders, the Village can offer teammates and leaders:
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Clarity around role expectations
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A universal language to describe and understand career progression across the organization
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The ability to explore alternative career pathways based on interest, competency and skill
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A package of tools to support all aspects of the talent lifecycle through selection practices, Performance Development Review (PDR) discussions, succession planning, etc.
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Standardization in how we execute performance and talent conversations that are aligned to factors for role success
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Market-informed pay structure, pay design and guidance in line with our pay for performance philosophy
2,300+
teammates actively enrolled in the Bridge to Your Dreams program, as of December 31, 2023
Building an Energized Nursing and Caregiving Workforce
We offer comprehensive programming to help guide our caregivers in their development journeys. DaVita Ladders includes Clinical Ladders for our clinical teammates, and since rolling out Clinical Ladders to our nurse and patient care technician teammates, we have celebrated more than 20,000 promotions. We have now expanded Clinical Ladders to more than 49,000 teammates, with the goal of ensuring all teammates have role clarity and the development opportunities they deserve.
Additionally, we are proud to offer programs that support teammates to increase their earnings potential, like Bridge to Your Dreams, which supports high performing teammates pursuing an associate's degree in nursing with financial assistance, resources and role placement support to become a DaVita nurse. We also offer programs that help develop high potential nurses, clinical coordinators and clinic nurse managers into operational managers, along with programs that prepare and coach operational managers for potential regional operations director roles. These are just some of the many other career development opportunities we have in place for our teammates.
We invest in our nursing workforce through programs providing scholarships to attend nephrology conferences and support their well-being by awarding nurses with experiential awards.
Our goal is to make resources available to teammates at each step of their career paths.
Supporting Lifelong Learning
Through the DaVita University Digital Experience, teammates at all levels have access to an extensive array of personal and professional educational resources. In 2023, we successfully rolled out the platform to all U.S. teammates, and expanded our comprehensive offerings with new courses and content. The new offerings were developed internally by our DaVita University Schools as well as external sources such as LinkedIn Learning and TED@Work.
In 2023, we made intentional investments in developing our leaders and creating new growth opportunities for our teammates. We built and deployed a skills-based learning series for new Facility Administrators (FAs) and leadership success workshops for new Regional Operations Directors.
We also curated comprehensive learning journeys for our Nurses, Patient Care Technicians, and FAs to guide their ongoing development, career growth and earning potential through Clinical Ladders. Finally, we invested in our nursing pipeline through a new and innovative collaboration with Chamberlain University to launch the "Introduction to Nephrology Nursing" curriculum designed to educate nursing students, demonstrate to them the fulfilling aspects of a nephrology career and support our newest nurses with a Transition to Practice program during their first year as a nurse.
We continue to strive to be the Employer of Choice by enhancing our personal and professional education offerings and delivering best-in-class learning experiences that empower teammates to flourish personally and professionally.
Flexible Scholarships and Tuition Reimbursement
We recognize that every person’s professional goals and life circumstances are unique. Therefore, in addition to more structured programs, we also offer tuition reimbursement benefits that meet teammates where they are, and empower them to pursue nursing, business, social work, and dietetics/nutrition opportunities.
6.4M+
total non-mandatory training completions were recorded in our learning platforms in 2023
$3.6M
invested in tuition reimbursement, supporting 1,400+ teammates’ academic ambitions in 2023
Benefits Reflecting Our Culture of Care
We define our culture as “The DaVita Way,” which means caring for each other with the same intensity with which we care for our patients. We look to teammate engagement surveys as one among many ways to assess our teammates’ experience of The DaVita Way.
We are proud to have achieved an engagement score of 80% in 2023.
Total Rewards Program
Our total rewards philosophy and practices are designed to be competitive in the local market and reward strong team and individual performance. We believe merit-driven pay encourages teammates to do their best work, including in caring for our patients, and we strive to link pay to performance so we can continue to incentivize the provision of extraordinary care to our patients and grow our Village.
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To attract, retain and grow our teammates, we have a holistic approach to total rewards that includes financial, physical and emotional support.
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Learn more about our teammate benefits here.
For more information on our 2023 corporate citizenship initiatives, please visit our ESG Reporting Hub or download our full Community Care ESG Report. Unless otherwise indicated, the data included in this report is as of December 31, 2023 for the Company’s consolidated operations.