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 our vision 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.

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

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.

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 seems 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.

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 survey³showed that:

Hear From Our Teammates

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."

Our Four Pillars

Our Representation

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

Supporting our Teammates' Economic Mobility

Creating Health Equity for Our Patients

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

Check Out Our Tools

Hear From Our Teammates

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."

Our Four Pillars

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​​​​​​

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.​

Economic Mobility

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

Health Equity

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

Our Representation

78%

53%

44%

33%

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

84%

​​​​​

82%

Supporting our Teammates' Economic Mobility

Creating Health Equity for Our Patients

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

Check Out Our Tools

Hear From Our Teammates

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

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.

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

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