Raymond J. Arroyo

VP, Chief Diversity

Officer / Robert O’Brien,

National Practice Lead

for Higher Education,

Aetna

December 9, 2011

Diversity Management: A Business & Employee Strategy

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Aetna’s Diversity Journey

Deeper consumer insights lead to increased customer satisfaction with Aetna’s products and services

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Aetna’s Diversity Definition

Diversity

At Aetna, Diversity is an attitude of respect and inclusion.

Diversity is also a business strategy that engages employees and drives business growth by helping us better understand the needs of the people we serve.

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Articulated by management, reinforced via the planning process and linked to company strategy and individual rewards

Reflected by investing appropriately in its initiatives

Embraces all types of diversity and is expressed in all aspects of the work

Monitored and shared on an on-going basis

Supports our company goals and positively impacts our business results

Aetna’s Values Link to Diversity

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Aetna’s Diversity Strategy and Goals

Aetna’s Diversity Strategy Statement

Aetna will be a recognized global leader in diversity. We will leverage the benefits of our diversity to deliver the highest valued services to each of our population segments through an agile workforce that understands the unique needs of our customers.

Pillars of Aetna’s Diversity Strategy

Inclusive Culture – Create and sustain a positive work environment that will enable us to attract, develop and retain the highest performing talent in an increasingly global and diverse marketplace.

Community Partnerships – Broaden and deepen partnerships that amplify and strengthen our contributions to the communities we serve.

Business Partnerships – Leverage our employees, suppliers and community partners to develop products and services that meet the needs of our customers and create profitable growth.

Pillars of Aetna’s Diversity Strategy

Leverage our diversity focus to drive business growth.

Vault into DiversityInc’s “Top 10” List by 2013.

Leverage our diversity strategy and relationships to help us enhance our reputation in a post healthcare reform environment.

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Employee Resource Groups (ERGs):

Intelligence to Support Differentiation and Preference

Attraction and Retention

Business Talent

• Product Design• Marketing• Distribution

• Targeted Sourcing• Development/Learning• Benefits Design/Pay

15 ERGs with more than 14,000 are members (more than 12,000 employees)

Company-supported and employee-managed groups comprised of employees who share an affinity, a common background or a similar set of experiences

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Aetna’s 15 ERGs

Aetna Families Employee Resource Group

Caregivers Employee Resource Group

Aetna African American Employee Resource Group

Aetna Hispanic Employee Resource Group

Aetna Native-American Employee Resource Group

Asian-American Employee Resource Group

Aetna Women's Employee Resource Group 

Aetna Veterans Employee Resource Group 

Employees with Disabilities Employee Resource Group

Aetna Employee Resource Group of Gay, Lesbian, Bisexual and Transgender Employees

Christian Employee Resource Group

Boomers Employee Resource Group

Gen X Employee Resource Group

Gen Y Employee Resource Group 

Telework Community Employee Resource Group

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High Expectations for ERGs

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Angle ERG developed alliance with CABO, bringing new customers to Aetna

ERG member focus groups helped Aetna better tailor its products to market segments, including LGBT, Hispanic and Asian consumers

ERG Support of Business Strategy

ERGs participated in pilots to inform the company’s approach for using social and business networking sites, as well as the use of mobile technology to engage members

Building Careers at AetnaFor Gen Y

Gen Y ERG members helped develop a workforce strategy to attract and retain Gen Y, including a recruiting video

ERG members participated in Medicare referral program and plan sponsor open enrollment meetings

15 ERGs / 14,000 employees

ERGs

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Strategic Business Partnerships Enhance Diversity Strategy

Aetna and Magic Johnson Enterprise (MJE) have formed an alliance to improve health literacy, wellness and racial and ethnic equality in healthcare. Working together, both companies are striving to empower businesses and ethnically diverse communities to make informed choices about health care options.

Aetna was selected to provide individual products and services to AARP members ages 50-64 and their families

Partnership supports goal of increasing access to affordable, high quality coverage

Aetna’s faith-based organization initiative was created based on the connection between healthy businesses and healthy communities

Customized solutions for faith-based organizations help clergy and lay workers reach optimal physical, emotional and mental health

Aetna Foundation supports efforts of faith-based organizations to serve the needs of the uninsured and combat obesity

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How We Measure Success

Enterprise 2011 Diversity Scorecard

Goal Metric

Improve workforce representation of ethnic/racial minorities and Generation Y employees

Enterprise % people of color and Gen Y representation

Create a more inclusive work environment

Diversity survey index results

Increase expenditures in supplier diversity

Percent of enterprise spend with minority-owned, women-owned, LGBT and small businesses

Customer care index / increase share of the marketplace

Customer care index

(customers with disabilities, LGBT, women, and people of color)

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Recognized as an Industry Leader

DiversityInc Top 50 Companies for Diversity Top 10 Companies for Employees

with Disabilities Top 10 Companies for Gays/Lesbians Top Company for Community

Development Top Company for ERGs

National Academy of HR and Society of HR Management

G.I. Jobs – Top Company for Military Friendly Employers

Some of the Accolades

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2010 Aetna Diversity Annual ReportView the web version: http://www.aetna.com/diversityannualreport

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Discussion

Diversity Management = Relationships = Margin

Questions &

Answers