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84%

of teammates say they
feel they belong on their teams.

​​​​​

82%

of teammates say that their
manager creates a sense of
belonging on their teams.

Hear From Our Teammates

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I found my second family here when I started at DaVita Labs. Everyone was welcoming and full of life. I've seen nothing but love from my teammates. I love you all and I'm looking forward to having more fun and memories with all of you.
Keyona Shepard
Administrative PA
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We're stronger because of the unique perspectives our teammates have to offer whether that's based on their gender, ethnic background, sexual orientation, or any other facet of their identity. And while there is room to do better, I'm proud to see our Village living our Core Value of Continuous Improvement in our journey to create an even more diverse workplace at all levels.
Derek Lee
Director, Revenue Strategy and Operations
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Belonging is a state of mind that all are responsible for - what is awesome about DaVita is that we continue to make this actionable, both within the Village and the communities we serve.
Megan Fahrenholtz
Manager, Guest Services and Quality Assurance 
At DaVita, we are conscious that each teammates' backpack carries different experiences, perspectives, and ideas. For the first time in my career, I bring my whole self to work. I am personally committed to making space for underrepresented groups, thoughts, and conversations.
Jarrett Arrington
Senior Manager, Strategic Sourcing
DaVita encourages us to be a rainbow: each one with our own diverse color and yet together we Belong. My team received my experiences without judgement but rather to see what changes (albeit minor ones) they needed to make to accommodate and acknowledge me. My team reminded me that for our 'Rainbow' to glow, our colors had to be showcased.
Mwai Baliruno
Analyst
My teammates at DaVita are my second family. They are always there to be my cheerleader for all of my celebrations. They have also been there to give me a shoulder to cry on when I have lost a loved one. I know that I can always count on them through the good and the bad times with a smile or a hug, I never feel alone.
Hope LaMonica
Care Coordinator
My teammates at DaVita are my second family. They are always there to be my cheerleader for all of my celebrations. They have also been there to give me a shoulder to cry on when I have lost a loved one. I know that I can always count on them through the good and the bad times with a smile or a hug, I never feel alone.
Hope LaMonica
Care Coordinator
What I love about working for DaVita is that there is no 'right' path that leads to management. In my case, I obtained my degree in Business Administration and held positions that allowed me to problem solve with a strategic focus on operational goals, shifting priorites, and growth.
Monifa Kopano
Regional Program Manager & Facility
DaVita has always had strong Core Values. My goal as a leader in my clinics is to not only set high expectations, but to lead by example. From the cleaning staff to the Medical Director, every person plays a signifigant role in making sure our patients recieve the best care possible.
Ferrol Billowitch
Facility Administrator
How We Create BelongingAccording to Maslow’s Hierarchy of Needs, belonging is a universal desire – every one of us has a powerful need to belong. We’re focused on belonging instead of inclusion because inclusion can make it seem like there are insiders and outsiders and that the outsiders must be “included”. We expect our Village to be a place where everyone is an insider – where everyone feels valued and a sense of belonging.
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Empowering all teammates to create belonging
Belonging starts with each one of us. We all have the opportunity, through small everyday actions, to help others feel like they belong. Below are a few ways we support our teammates as they seek to create belonging with each other:
  • Belonging Teammate Guide: Shares ideas, activities and resources to help teammates connect with one another. 
  • Belonging Leader Guide: An extension of the Belonging Teammate Guide, teaching leaders about the five elements of belonging, common unconscious biases, strategies to recognize and mitigate bias and diverse hiring best practices. 
  • Expanding our suite of learning content: We have a proprietary suite of learning content including online and facilitated courses on belonging, unconscious bias and conversations on race. We're continuing to build additional training to support teammates in learning about more complex D&B topics.
  • Dedicating time to coaching: Our executive team sets the tone at the top, prioritizing D&B by committing to more than 200 hours in a 9-month program to cultivate personal growth and drive authentic, transformational change. 

Our most recent surveyshowed that:

Our Focus & Strategy

At DaVita, we strive to be a community first and a company second. Our vision is, "A diverse Village where everyone belongs." To realize ourvision we take a collaborative, leader-led and teammate-driven approach to building our Diversity & Belonging (D&B) program. To learn more, click here to read our inaugural 2021 Diversity & Belonging report
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Our Four Pillars

Last year, we expanded our scope beyond D&B to include economic mobility and health equity. Here is how we bring our strategy to life:
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Diversity

We strive to have strong representation of women and people of color in our Village by meeting or exceeding EEO-1 benchmarks for all levels.1​​​​​​ 

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Belonging

We aspire to create a sense of belonging for all teammates, patients, physicians and care partners regardless of gender, race/ethnicity or any other factor.​ 

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Economic Mobility

We are committed to supporting teammates to increase their earnings potential through career development and educational opportunities.

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Health Equity

We are dedicated to contributing to equitable health care access and outcomes for the patient communities we serve. ​​​​​​​​​​​​​​

1EEO-1 is the average representation of people by gender and race/ethnicity for all US industries. 

Our Representation

At DaVita, we recognize there are many dimensions of diversity that contribute to our unique perspectives. This includes gender identity orexpression, race/ethnicity, sexual orientation, veteran status, socio-economic status, education, background, work experience and many other elements. Below is our overall representation of women and people of color for our Village and our board of directors.2

78%

of teammates 
are women

53%

of teammates are
people of color
​​​​​​​ 

44%

of board of directors
​​​​​​​are women

33%

of board of directors
​​​​​​​are people of color

2Data includes US teammate population as of Dec. 31, 2020.

We support strong representation of women and people of color by:
  • Investing in our teammates: We have a diverse and broad suite of specialized development programs that allow teammates to learn, grow and reach their full potential. This includes coaching and mentoring programs, cohort learning and individual development plans customized to each teammate. 
  • Building a diverse leadership pipeline: Our external recruiting efforts include striving for a diverse candidate slate and interview panel whenever possible, diverse sourcing strategies and partnerships with diverse student organizations at universities. ​​​​​​​


Creating Health Equity for Our Patients

3Data includes US teammate responses as of June 2020. 

  Supporting our Teammates' Economic Mobility

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To us, focusing on economic mobility means supporting teammates to increase their earnings potential through career development and educational opportunities. Helping teammates reach the next stage in their career, and thereby increase their earnings potential, is foundational to our Village. We’re investing in economic mobility by offering career development programs, educational scholarships and internship programs.
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Contributing to equitable health care access and outcomes for the patient communities we serve is near and dear to our hearts. As a health care provider addressing a disease that disproportionately affects minority populations, we have the unique opportunity to close a number of health equity related gaps. We are working with a number of experts like American Diabetes Association, National Kidney Foundation and Renalytix to increase education and equal access to kidney care. We are also striving for equitable representation in home dialysis by addressing bias in selection and improving modality education.​​​​​​​

Read more about the work we are doing in each of these pillars in our 2021 Diversity & Belonging report