00.02.924.1 E (3/11)

2010 DivErsity AnnuAl rEport

Embraced. Empowered. Engaged.

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Table of contents

Executive Messages 4

Embraced 6

Empowered 14

Engaged 18

Demographics 23

At Aetna, diversity is embraced in its full breadth and richness

Through it, employees are empowered to impact the future of the workplace and the community

Aetna is engaged in making diversity a force for business growth and expanded opportunities

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Executive Messages

the challenge of continually increasing our value to customers, shareholders and communities requires creativity and insights that only a diverse workforce can deliver.

When I joined Aetna in 2003, the company already had a strong track record of merging diversity leadership with business excellence. Since then, I have been privileged to work with Ron Williams, who recently retired as Aetna’s chairman, to strengthen this commitment.

“ As a company, we have transformed our employee resource groups into true business assets. We have gained a competitive advantage by working with targeted suppliers and other partners. And we have enhanced health care access and affordability for the underserved.”

Our company’s evolution as a leader in diversity reflects and responds to changes in the markets we serve. At Aetna we actively harness the diversity of our employees to gain a better understanding of the communities we serve. This allows us to stay ahead of the curve by reshaping our business to better serve all customers with responsive, tailored health-related products and services.

I look forward to working with Aetna employees and our many partners to continue to explore how diversity can embrace, empower and engage people – and to make quality health care more affordable and accessible.

– Mark T. Bertolini, Chairman, Chief Executive Officer, and President, Aetna

Mark T. Bertolini

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Diversity is at the heart of Aetna’s business

thank you for taking the time to learn about Aetna’s diversity journey and to review Aetna’s 2010 Diversity Annual report.

This year’s report demonstrates that our continued commitment to diversity has delivered positive and wide-reaching benefits to our employees, communities and business partners. Our employees are more engaged, the local communities see us as a trusted partner, and our business partners benefit from consulting with us.

Aetna’s diversity strategy focuses on empowering our employees and maximizing their contributions, while integrating diversity into how we do business every day. This integration adds measurable value to the organizations that entrust the health and financial security of their employees to Aetna.

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While this report chronicles many successes, it also serves as inspiration: to strengthen and broaden our efforts to make diversity a singular priority and a spark for progress. In doing so, Aetna’s leaders and employees across the country will continue to forge a path between today’s accomplishments and tomorrow’s aspirations.

– Raymond J. Arroyo, Chief Diversity Officer, Aetna

“ Aetna’s diversity strategy focuses on empowering our employees and maximizing their contributions, while integrating diversity into how we do business every day.”

Raymond J. Arroyo

EmbracedEmployee resource groups play critical role at Aetna

Aetna has been a pioneer in engaging employees and leveraging their knowledge through internal organizations called employee resource groups (ERGs). Aetna’s ERGs are company-supported and employee-managed, and are comprised of people who share an affinity, a common background or a similar set of experiences. ERGs also offer an opportunity for employees to learn about and better appreciate employees whose backgrounds may be different from their own.

Open to all employees, Aetna’s ERGs provide employees with opportunities to apply their expertise, give back to the community, share perspectives with senior management, and learn career-building skills. Increasingly, ERG members are helping Aetna to meet business objectives by providing valuable insights that help the company create more effective products, services and marketing approaches.

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Aetna embraces diversity in all its dimensions. The company understands that when people join together to create change, their deepest insights emerge from both common and uncommon ground. Their greatest contributions arise from the way they live their lives, where they come from, what they treasure, and what they understand about our world.

Aetna’s Employee resource Groups (ErGs)

■ AAErG – African American ERG

■ AetnAbilities – Employees with Disabilities ERG

■ Aetvets – Veterans ERG

■ AHErG – Aetna Hispanic ERG

■ Anative – Aetna Native-American ERG

■ AnGlE – Aetna ERG of Gay, Lesbian, Bisexual, Transgender and Ally Employees

■ Asianet – Asian-American ERG

■ BoomErGroup – Baby Boomers ERG

■ Caregivers ErG

■ Christian ErG

■ EnrGy – Generation Y ERG

■ Families@Work – Working families ERG

■ tCn-ErG – Telework Community Network ERG

■ WErG – Aetna Women’s ERG

■ X-Factor – Generation X ERG

The strategies and activities of ERGs are innovative and varied. For example, Aetna’s AetVets ERG, which is comprised of military members, veterans and supporters, rallied in 2010 to help active military members and veterans alike. In May, they served food to sailors and marines at New York’s Fleet Week celebration. In June, they supported a Connecticut Veteran’s Home effort to help homeless and needy veterans. And, in November, their pride and support were on display in the Connecticut Veteran’s Parade.

Today, Aetna’s 15 ERGs bring together the talents and insights of more than 14,000 employees across the country.

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the 2010 Diversity Annual report offers a clear picture of how diversity and business strategy converge to initiate change and build success.

As executive sponsor of this year’s report, it has been my privilege to help a very talented team bring Aetna’s diversity story to life, both within these pages and – for the first time – through a dedicated web site. Bringing our story to the web is a major step because now more people can see and understand Aetna’s commitment to advancing diversity inside and outside its walls.

sponsoring this report has confirmed my belief that Aetna’s focus on affordable, quality health care is wholly intertwined with our commitment to diversity. We must tailor our products and services not only for mass markets, but for diverse families and cultures. And to achieve the innovation such tailoring requires, we must draw on the deepest insights of each Aetna employee.

We hope you enjoy this year’s report. please also visit our companion web site at www.aetna.com/diversityannualreport and share the link with others who are interested in diversity’s role in shaping business and social progress.

– Jeff D. Emerson, Senior Vice President and Head of Aetna Health Care Management and the Regions

“ I have gotten involved with some of the many diverse organizations within the company, such as the Aetna Women’s Network and the African American Employee Resource Group. Aetna is such a melting pot of diverse people. It’s good to know that, no matter who you are, you feel welcomed.”

– Angela Jackson, Administrative Unit Head

AetVets at Fleet Week 2010 in NYC

AetVets at Connecticut State Veterans Home

new ErG illuminates role of faith in creating more inclusive workplace

Across the nation, people of various faiths work together every day, yet rarely discuss their beliefs openly – mainly because few companies acknowledge their employees’ faith or encourage dialogue about its importance.

In early 2010, Aetna created its first avenue for faith-based engagement by launching the Christian Employee Resource Group (ERG), which is the newest of Aetna’s 15 ERGs.

The new ERG provides an opportunity for Christian employees to integrate their faith, work and relationships to increase employee engagement and foster an inclusive environment. In May, for example, Christian ERG members and other employees joined in observance of the National Day of Prayer. This annual day of observance, designated by the U.S. Congress, encourages people "to turn to God in prayer and meditation."

The Christian ERG has quickly gained popularity. Since its inception, 17 chapters of the ERG have sprung up in 15 states, comprising about 400 members. The ERG has launched several volunteer initiatives to join with its members – and all Aetna employees – in nurturing stronger communities.

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“ It’s great that Aetna recognizes the importance of faith in the lives of many of its employees. It is also timely as we look to provide our services in various faith-based communities.”

– Joe Black, Head of Corporate Purchasing, Executive Sponsor of the Aetna Christian ERG

out & Equal™ Workplace Advocates presented Mark Bertolini with their “Champion Award,” which recognizes a non-lesbian, gay, bisexual, or transgender (lGBt) person who has played a pivotal role in championing equal treatment of lGBt employees on the job and has demonstrated a significant commitment to lGBt workplace rights.

Aetna was also honored by out & Equal™ Workplace Advocates as one of four finalists for the “Workplace Excellence” Award that recognizes an employer that has made a historic and ongoing commitment to pursuing and executing workplace equality for lGBt employees.

Black Enterprise magazine named Aetna to its 2010 list of the “40 Best Companies for Diversity,” the fifth consecutive year that Aetna earned this distinction.

Aetna was named as one of the top Companies for Executive Women for 2010 by the National Association for Female Executives. the list spotlights corporations whose commendable practices and employment records demonstrate that women matter to the bottom line. Aetna has been named on the list since 2002.

Aetna was named to DiversityInc’s “2010 top 50 Companies for Diversity®” list for its demonstrated use of measurable diversity best practices and results. Aetna made significant progress, moving up 11 spots to 19th place this year. in addition, Aetna was named top Company for Employee resource Groups, and ranked in the top ten of companies for lGBt employees and for employees with disabilities.

LatinaStyle magazine has named Aetna to its 2010 top 50 Companies for latinas list. Aetna has been named on the list since 2000.

Aetna received New York Urban League’s Champions of Diversity Award in February 2010. the Award salutes companies that understand the need for diversity in the job market.

Aetna has earned the top rating of 100 percent in the 2010 Corporate Equality Index, an annual Human rights Campaign survey. it’s the 9th consecutive year Aetna has received a perfect score for service to lGBt employees and consumers.

Awards

Aetna commits $1.5 million to build opportunities for philadelphia’s latinos

In Philadelphia’s Hunting Park neighborhood, Aetna’s business goals and its enduring commitment to diversity are converging to give Latino families new options for education, training and home ownership.

“ Aetna deeply values the relationship we have built with Esperanza in Philadelphia … and we’re looking forward to helping Esperanza create more homes, more jobs and more hope for a community that sorely needs it.”

– Patrick Young, President of Aetna’s Pennsylvania and Delaware Markets

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In April 2010, the company announced that it would contribute $1.5 million over the next six years to support community development efforts by Esperanza, the nation’s largest Hispanic faith-based development corporation, which also is an Aetna customer. The funds will be used to expand Esperanza’s services under the Pennsylvania’s Department of Community and Economic Development.

Esperanza’s work in Hunting Park includes helping residents with home rentals and purchases, assisting with commercial development that will create local jobs, and creating educational, training and referral services to better equip people to succeed in these jobs.

Rev. Luis Cortés Jr. and the Hispanic Clergy of Philadelphia founded Esperanza in 1987 to respond to challenges in the Hispanic community. Aetna’s financial commitment expands on an existing relationship: earlier the company supported “Tu Eres La Respuesta” (“You Are the Answer”), an HIV/AIDS awareness program, as well as the National Hispanic Prayer Breakfast and Conference.

obesity and the grocer’s shelf

With the help of a $250,000 Aetna Foundation grant, the university of pennsylvania’s African American Collaborative obesity research network is launching an innovative study on how food prices, grocery store access and marketing of high-calorie, low-nutrient foods and beverages are impacting the consumption patterns of African-American women. the study will shed new light on how supermarkets and marketing practices impact health behaviors.

“ The dollars provided by Aetna will increase the number of individuals positioned for improved employment opportunities and home purchase, allowing them to strengthen their commitment to the neighborhood and to purchase within the corridor.”

– Reverend Luis Cortés Jr., President of Esperanza

lights! Camera! Action! Gen y group shows Aetna’s true colors

For young people considering where to launch their careers, Aetna can at first seem a bit daunting with its 150-year-old legacy, massive brick headquarters and highly complex businesses.

Yet, Aetna’s Generation Y employees – particularly those active in the company’s Gen Y Employee Resource Group (EnRGY) – know that behind the company’s venerable veneer is a dynamic enterprise with opportunities for personal and professional growth that make it a highly attractive place to launch a career.

In 2010, members of EnRGY, which has chapters across the country, decided to clarify and update the image of Aetna among younger job seekers. How? By telling the Aetna story themselves in a video.

Working with Aetna’s recruiting team, several EnRGY members stepped in front of the camera to share their views of the company’s unique career opportunities. The resulting video – Building Careers at Aetna for Generation Y – is both spirited and informative.

The video went live on Aetna’s web site in July 2010, and is being used by the company’s University Relations team for recruitment activities on university campuses.

What’s it like to be a Gen y employee at Aetna?

Check out the video:

http://www.aetna.com/about-aetna-insurance/aetna-careers/video_recruitment.html

teleworkers ErG helps to pioneer Aetna’s virtual wellness initiative

For customers and employees alike, Aetna has been a leader in inspiring healthy behaviors, whether through product designs, targeted programs, or even on-site fitness centers for staff. And with 45% of Aetna’s employees teleworking the company is exploring high-tech approaches to fitness with help from one of Aetna’s leading employee resource groups (ERGs).

In 2010, members of the 6,000-strong Telework Community Network (TCN) enthusiastically participated in Aetna’s Virtual Wellness and Online Training pilot, which uses technology to bridge the distance between fitness instructors and employees. The teleworkers were linked via videoconferencing with a fitness instructor in Hartford who provided both written exercise programs and one-on-one training – often from hundreds of miles away. TCN members offered invaluable suggestions for refining the approach, an important step as the company considers how to package virtual wellness as a service for plan sponsors.

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“ We wanted to convey that even though Aetna has been around for more than a century we have young employees – and we take care of them by providing great benefits, opportunities, training and room to grow.”

– Ivette Sanchez, Talent Acquisition Project Manager

“ Our members are helping Aetna to get [teleworking] right. We’re the ideal group to identify ‘pain points’ that get in the way of success, and to test whether policies or programs are working.”

– Cyndee Ward, Leader of Aetna’s Teleworkers ERG

in Dubai, employee resource group builds unity, business momentum

Situated in the heart of the Middle East, the city of Dubai is among the most “global” places on earth: virtually everyone living and working there is from another country.

This is true of Aetna’s Dubai office, where roughly 100 professionals from India, Pakistan, Sri Lanka, the Philippines and other countries work together to administer health management programs and services to local outpatient care practices. Engaging employees and building team unity in such a workplace is critical to business success. Cultural differences among staff and a sense of isolation – from family and community and from Aetna itself – must be acknowledged and addressed.

Fortunately, for the past year, the office has been developing Aetna’s first international employee resource group (ERG) – the Dubai Families@Work ERG. The new ERG focuses on boosting employee engagement and creating a greater sense of community. Leaders of the US-based Families@Work ERG reached out to the Dubai staff in 2009 to explain the ERG concept and provide

Cyndee Ward, a teleworking business continuity consultant, has led TCN for the past three years. She and other TCN members have been instrumental in helping Aetna adopt better methods for selecting, motivating and equipping teleworkers for success. TCN shares best practices via an online database and publishes a regular newsletter with a particular focus on wellness and good nutrition. In 2010, Ward was the recipient of the Aetna Way Gold Award for Diversity, in recognition of her work in advancing teleworkers’ success across the country.

Aetna’s new Virtual Wellness Center

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guidance. Two medical professionals in Dubai, Stella George and Ruchika Mukherjee, both from India, took the lead in building the ERG branch, with help from Aetna Global Benefits and human resources staff.

Because the ERG concept was completely novel to staff in Dubai, the ERG started by helping with the most practical of issues, such as where to find a good pediatrician or dentist, or ideas for healthy children’s lunches. As the year progressed, the ERG was better able to provide resources and training for staff. For example, the ERG realized that many employees wanted to improve their Microsoft Office skills, but were reticent to use online training tools. In response, the ERG organized training programs led by “power users” in the office, which boosted skills of both trainers and students.

Now more than a third of the office’s roughly 100 employees are part of the ERG, and the group is excited to continue its pioneering work as Aetna’s flagship international employee group.

“ The ERG has helped employees from different parts of the world to open up a little, to get that trust going. It starts with the realization that it’s okay to just be yourself.”

– Ruchika Mukherjee, Quality Consultant

Women’s heart health is focus of Aetna’s “Go red” commitment

What kills more women than any other disease, including cancer? It’s heart disease — and Aetna in 2010 and 2011 is deepening its commitment to helping women learn about and fight against this deadly, silent killer.

Aetna is a Signature Sponsor for the Go Red For Women movement in Connecticut, which is part of a national effort by the American Heart Association (AHA) to inform, empower and rally women to stop heart disease. Beyond stemming an increase in suffering, the AHA warns of rising costs in treating heart disease and stroke, recently predicting that these costs will increase in the next 20 years, to $818 billion. In addition to its signature sponsorship, Aetna is supporting regional Go Red initiatives and AHA heart healthy movements taking place across the country.

For example, throughout 2010, Aetna supported the AHA in organizing successful “Start! Walking Programs” — which encourage people to lace up and start walking – in cities such as Chicago, Charlotte, Dallas, Nashville, Jacksonville and Greater Washington. Aetna is encouraging its employees to continue supporting nearby Start! walks — and walking regularly themselves to keep their hearts healthier.

promoting wellness for vietnamese women business owners in California

in 2010, vietnamese women business owners in los Angeles and orange County learned more about important health topics and trends at the Aetna-sponsored Wellness summit for Women in Business. the event, which drew 150 attendees, featured presentations on health, wellness and health care reform – and their impact on small business owners. the presentations were translated into vietnamese as they were delivered. the event grew out of Aetna’s ongoing work with the institute for Women Entrepreneurs, a nonprofit located in santa Ana, California.

In December 2010 Aetna hosted a “Go Red for Women – BetterU” event in its Hartford headquarters for all of its Connecticut employees. The event featured company executives Kay Mooney and Deanna Fidler, co-chairs for the 2010-2011 Go Red For Women movement of North Central Connecticut, and other speakers. Employees took part in a range of activities – including a 15-minute high-energy stretch break – and tasted healthy snacks. To sustain the event’s momentum, Aetna is also sponsoring an online BetterU, a free program that helps men and women stay healthy through small, simple choices.

“ Heart health isn’t a sprint, it’s a marathon, and it’s important to stay motivated. Finding a ‘Heart Buddy’ can help people stay focused, stay motivated, and enjoy healthy activities.”

– Deanna Fidler, Head of Business Advisory Services

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“ Nationwide, 76 percent of Aetna employees are women, so it’s crucial for all the 25,000 women who support our business, our customers and our members to understand what it means to “Go Red.”

– Kay Mooney, Head of Strategic Development and Product, Local Employers and Consumers

Kay Mooney and Deanna Fiddler

Drawing on these grants, Weller initiated a community-based nutrition and fitness program for families and children in Allentown and Bethlehem. Niños en Acción (Kids in Motion) targets childhood obesity and is tailored to reflect the cultural norms of this largely Hispanic population.

Beyond the significant funding, Aetna and its employees are deeply involved in working with Weller to address childhood obesity. For example, the Allentown Chapters of the Aetna African American and Hispanic American Employee Resource Groups (ERGs) sponsored four Fun Nights in spring of 2010, during which Weller brought the Niños en Acción excitement right into the Aetna facility. The Fun Nights featured a delicious, healthy meal for children and parents and Weller staff gave presentations on fitness and healthy eating. Every child received a prize that encouraged active lifestyles.

in pennsylvania, concerted action to stem obesity among Hispanic and African-American children

Childhood obesity is on the rise across America, and its debilitating health effects are particularly acute among African-American and Hispanic communities. In Allentown, Pennsylvania, where these health trends merge with significant economic stress, Aetna and the Aetna Foundation are making a profound impact through strong action and generous funding.

The centerpiece of these efforts is a long-term partnership with the Weller Health Education Center, which works with more than 500 schools in the state to enhance the teaching of health, character education and life science for students in grades K through 12. Since 2006, the Aetna Foundation has made four grants to Weller, totaling $155,000.

“ Aetna is very pleased with the success of the Niños en Acción program, and we’re excited to support its expansion into the Bethlehem school district. At a time when school districts are facing serious budget pressures, we’re glad to promote such a valuable effort.”

– Sammy Berrios, Site Manager of Aetna’s Allentown Customer Service Center

A Niños en Acción Event

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Empowered

Aetna employees are empowered to share their unique perspectives in a range of ways to make our company more successful and a better place to work. They also are encouraged to extend their momentum beyond our walls – to nurture a greater understanding of diversity and its benefits in our communities and across the nation.

Aetna and Bertolini praised for bold leadership in ensuring equal rights for lGBt workers

In October 2010, Out & Equal™ Workplace Advocates presented Mark Bertolini, then President of Aetna, with its “Champion Award,” which recognizes a non-LGBT person who has played a pivotal role in ensuring equal treatment and rights for LGBT employees in the workplace.

The award was presented at Out & Equal’s annual Workplace Summit in Los Angeles, before an audience of more than 2,400. Finalists for the award included executives from Johnson & Johnson, IBM, and American Airlines.

The organization’s process for selecting Champion Award recipients is very rigorous, requiring extensive information about an executive’s commitment and achievements in supporting LGBT rights. Leaders of Aetna’s LGBT employee resource group, called ANGLE, took the lead on preparing the detailed nomination, including soliciting perspectives from respected diversity organizations outside the company.

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“ The enthusiasm of all the summit participants gave us a renewed energy and validated our issues and concerns, since we were able to compare notes with our counterparts at both J&J and American Express.”

– Cindy McConnell, Project Coordinator, BoomERGroup and TCN-ERG Leader

leading companies hold summit to connect and develop their ErG leaders

In October 2010, Aetna joined with two valued customers to share ideas and explore new opportunities in building business success through employee resource groups (ERGs).

The summit brought together a range of executives and ERG leaders from American Express, Johnson & Johnson and Aetna. The event included more than 240 participants, representing more than 15 employee resource groups.

The all-day event featured workshops in which participants discussed topics ranging from business planning to leading and organizing for sustainable impact to partnering and influencing effectively. Representatives from each company offered real-world examples of how ERGs bring value to the business.

Aetna was also honored at the event as one of four finalists for the “Workplace Excellence” Award that recognizes an employer that has made a historic and ongoing commitment to workplace equality for LGBT employees. Also nominated in this category were Ernst & Young, IBM, and Cisco Systems, with IBM taking home the top honor. The awards are known collectively as “Outies.”

Aetna has been a corporate sponsor of this annual event for ten years. In 2010, more than 20 Aetna employees and executives attended the Summit.

“ I’m so proud of the accomplishments we have made as an organization to advance diversity in its broadest sense, and to serve the LGBT community as an employer and business partner. Make no mistake about it … we care. We ‘get it.’ And we are committed.”

– Mark Bertolini

Two panel sessions, one featuring executive leaders and the other featuring chief diversity officers, gave participants a unique opportunity to ask questions and share perspectives. In the executive leaders panel, Kenneth Chenault, chairman and CEO of American Express, Michel Paul, chairman of Johnson & Johnson’s Diabetes Care Franchise, and Ron Williams, then Chairman and CEO of Aetna, shared their views on the power of ERGs in shaping corporate policy and business initiatives.

Williams noted that ERGs are key to sustaining Aetna’s core value of employee engagement, and said that ERG members must have the courage to share their ideas. Chenault added that, although not every idea will be accepted, ERG members must be willing to promote “constructive confrontation” to encourage innovative thinking and inspire results.

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ERG Summit, New York, New York

In October, the African-American Employee Resource Group (AAERG) hosted 15 teenage girls for one day in Hartford, through a relationship with DreamGRLZ, a New Britain-based nonprofit youth organization. The young ladies learned about Aetna’s history and its customers, and sampled healthy foods as part of a tour of the company’s wellness center. The day included a dynamic panel discussion in which three women Aetna employees shared personal stories about how they overcame adversity to emerge as successful professionals. For their part, the girls shared their own stories, some difficult to tell, which both enriched the discussion and underlined the core message: that with hard work and focus, it’s possible to achieve an exciting career – no matter how unlikely it might sometimes seem.

“ Thank you for taking your time and allowing me to experience the health insurance world. I loved working with everyone at Aetna and learned so much … My schoolwork is rigorous – five AP classes and two Honors classes – but I am happy because I know it will prepare me for college.”

– Dayanna De La Rosa, 2010 Summer Intern, Aetna Allentown

Aetna opens doors to shape futures of young women

A person’s personal and professional development is shaped by experiences from youth, whether they are reaffirming and positive, or sometimes difficult to bear. During 2010, Aetna ERGs in two offices welcomed young African American and Latino women into the company to open their eyes to life’s many opportunities and to give them a glimpse into the world of business.

During the month of July, members of the Hispanic Employee Resource Group (AHERG) in Allentown, Pa., hosted two teenage girls as interns through its sponsorship of the “Futuros Empresarios” (Fé) Program of the Hispanic Chamber of Commerce of Lehigh Valley. Through this program, Hispanic high school students complete sessions at nearby DeSales University before joining local businesses for immersion in the “real world” of working. At Aetna, members of the AHERG acted as hosts for the two interns, both of whom rotated through various areas to experience the breadth of Aetna’s business operations and the expectations of various jobs. In doing so, these young ladies also were “ambassadors” of their high school, demonstrating the outstanding potential of students when given the right opportunities and environment for success.

Cultivating tomorrow’s medical leaders to tackle health care’s toughest challenges

Aetna has been a leader in seeking solutions for the inequities in health care that have a disproportionate impact on racial and ethnic minorities. A major challenge in this effort has been the hard work of researching and clarifying root causes of inequalities in order to take effective actions.

In 2010, the Aetna Foundation took a bold step toward bolstering this research effort by launching an initiative with AcademyHealth, a premier professional organization for health services researchers. The initiative includes the AcademyHealth/Aetna Foundation Minority Scholars program, which supports the work of 15 students, post-doctoral trainees and fellows from under-represented minority groups. The program, funded through 2013, pays the costs of the scholars attending AcademyHealth’s annual research meeting, along with adjunct meetings and mentoring activities.

The initiative is helping these researchers develop professionally as they pursue various avenues of health services research, including efforts to better understand and address health care disparities. The power in this equation is that many of these scholars have witnessed the effects of these disparities – in their families and communities – and have a deep sense of where to search for effective solutions.

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DreamGRLZ participants at Aetna

Aetna-sponsored program scores big, sets 2,000 children on healthier path

Childhood obesity has tripled in the last 30 years, according to the u.s. Centers for Disease Control and prevention (CDC), which elevates risk factors for heart disease, diabetes, cancer and other diseases. Better diet and exercise are keys to stopping the trend – but how do we change kids’ habits for good?

one promising answer is to integrate healthy activities where children spend much of their waking hours: their schools. the three point play program – a collaborative effort of Aetna, the Aetna Foundation, Action for Healthy Kids and local non-profit organizations – is doing exactly that.

Based on a clinically validated curriculum to improve the fitness of children in K-12 public schools, the 20-week program is tailored for ethnic minorities in low-income urban areas, who are at greatest risk for cardiovascular disease. three point play includes training for physical education teachers and other school staff, instruction methods and teaching materials. it focuses on encouraging physical activity among students, enhancing nutrition awareness, and engaging students and their families in adopting healthy lifestyles. the program also includes incentives and prizes for program participants.

the first two school districts to take part in the program were in texas, comprising more than 2,000 participating students in six schools. program results were promising: participants achieved a decrease in body mass index (BMi) of 0.2 to 0.4 points. this is significant because children in this age group are predicted to gain 0.5 to 1.0 BMi points per year, with higher gains predicted for ethnic minorities. Beyond their BMi improvements, children also made gains in their cardiovascular fitness, strength and flexibility.

To introduce the inaugural class, the Foundation launched a web site that includes inspirational testimonials from this new generation of leaders. Meet the scholars and hear their stories: http://www.aetnafoundationscholars.org/

“ Many people have sacrificed to make this path for me. So I feel obligated to give back and make a difference in the community around me.”

– Kara Odom Walker, MD, MPH, MSHS

Students participating in Three Point Play program

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“ We understand the impact of childhood obesity, and this program is aimed squarely at that issue. For schools, it’s an easy-to-administer, no-cost program that gets results.”

– Jeff Bernhard, Head of the Public & Labor segment for the Aetna’s West Region

Aetna is engaged in making diversity an integral part of our business. Diversity influences the way the company works with customers and business partners. It helps Aetna to identify and serve new markets. And it heightens the effectiveness of the company’s broad efforts to improve the quality and affordability of health care for everyone.

Aetna has ‘world class’ goals for supplier diversity program

Minority-owned, women-owned, lesbian, gay, bisexual, and transgender-owned, and small business suppliers give Aetna more than just quality products and services: their unique insights enhance Aetna’s success in a dynamic marketplace.

For this reason, Aetna in recent years has made supplier diversity a priority, forging a range of successful relationships. In 2010, this priority was transformed into a goal: to achieve world-class supplier diversity. This means that by 2015 Aetna intends to rely on diverse suppliers for at least 15% of its spending, while also building relationships with targeted suppliers.

Aetna has played an active role in advancing the success of diverse suppliers. The company is an active member of the National Minority Supplier Development Council (NMSDC), the Women’s Business Enterprise National Council, the greater New England Minority Supplier Development Council and the National Gay & Lesbian Chamber of Commerce. In October 2010 Aetna executives played a significant role in the NMSDC’s Conference and Business Opportunity Fair in Miami, Florida. The event drew nearly 7,000 procurement executives, supplier diversity professionals and diverse business owners. Many of Aetna’s customers attended as well. At the conference, Mark Bertolini, then President of Aetna, shared his views about the future of minority business development, and explained how supplier diversity drives Aetna’s business strategy.

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Engaged

For Aetna, MasterCraft is more than merely a printer: it is a collaborator that delivers extra value every day. For example, Burbey often provides ideas for reducing print costs or refining processes to save time. He and the MasterCraft team frequently help Aetna fulfill Requests for Proposals, aptly manage all aspects of sourcing and billing, and respond to last-minute requests and changes with grace and professionalism.

MasterCraft also benefits from this relationship. The ability to serve Aetna on a range of projects deepens its knowledge of Aetna and the health care industry, and provides additional stability for this minority/women-owned company in a highly competitive environment.

Aetna support of lGBt alliance contributes to business growth

In 2010, Aetna became the first “Cornerstone Healthcare Partner” for the Connecticut Alliance for Business Opportunities (CABO), Connecticut’s only LGBT Chamber of Commerce.

As part of its relationship with CABO, the company hosted an event in October 2010 at the Aetna Customer Center in Hartford, Connecticut. More than 80 people attended, representing more than two-dozen local companies, including

Aetna and texas printer both benefit from lightning-response relationshipAetna Better Health, the company’s Medicaid Plan in Texas, faces a monumental communications challenge: to create the equivalent of a “personal open enrollment” for Medicaid-eligible people every day of the year. To achieve this, the company is constantly creating updated provider directories, physician notices and a range of other printed material in an endless flow in order to attract and serve these valued members.

When printing is virtually a 365-day-a-year process, it is critical to have a rapid-response printing company on your team such as MasterCraft Printed Products & Services of Irving, Texas. MasterCraft, certified as an Historically Underutilized Business and a certified women-owned supplier, has been serving Aetna Better Health’s printing and promotional needs since 2005. What’s more, the company’s account liaison, John Burbey, goes back even further with Aetna, having provided professional advice and swift support as part of another printing firm since the 1980s.

Campbell’s, The Hartford, MassMutual and Walgreens, as well as Aetna executives and employees. Mark Bertolini, who serves on the Board of the National Gay & Lesbian Chamber of Commerce, welcomed the attendees with the help of members of ANGLE, the company’s LGBT employee resource group.

Among the highlights of the event were testimonials from several customers who explained that Aetna’s support of CABO was a key factor in their decision to choose the company as its health plan provider.

“ When my law firm was looking to change medical insurance providers last year we chose Aetna, not only because of its superior products and exemplary service, but also because of its sponsorship of CABO and its well-known commitment to diversity.”

– W. Glen Pierson, Esq. Loughlin FitzGerald, P.C.

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National Minority Supplier Development Council Conference and

Business Opportunity Fair, Miami, Florida

“ John and MasterCraft are true assets for Aetna, both by helping us compete in Texas and serve our Medicaid customers well. I can’t tell you how many times John and his team have come through for Aetna Better Health, whether it’s dealing with projects under pressure or finding solutions that save time and money.”

– Cindy “CJ” Jones, Texas Medicaid Marketing Communications Manager

Aetna’s effort to improve health equity engages partners, providers, company’s ErGs

For nearly a decade, Aetna has been at the forefront of the search for solutions for one of health care’s most complicated challenges: the inequalities in care and health outcomes experienced by people of various racial and ethnic backgrounds. The company also has implemented culturally oriented care delivery programs in areas such as maternal and child health and breast health.

Aetna has been collecting racial and ethnic data from its plan members on a voluntary basis since 2002. Nearly 6 million currently active members have since provided this information, which is critical to understanding inequities in health care and outcomes. To better leverage this data, Aetna has created the Racial and Ethnic Equality Dashboard, which combines medical claims, pharmacy and laboratory data to clearly identify member disparities and which helps to shape targeted approaches to meet the diverse needs of plan members.

“ We continue to strengthen our ability to analyze member data in ways that uncover potential solutions to disparities in health care and that drive targeted business initiatives.”

– Michele Toscano, Program Manager, Racial and Ethnic Equality Initiative, Office of Aetna’s Chief Medical Officer

seeking better solutions for low-income patients

the Aetna Foundation awarded $250,000 to Massachusetts General Hospital to evaluate the effectiveness of an intensified, integrated primary care program in addressing the needs of low-income patients with chronic illnesses. the hospital’s primary Care intensification program (pCip) was launched in January 2010 throughout clinical sites in northeastern Massachusetts.

In 2010, Aetna’s research team began to investigate ways to achieve even greater member participation in the program. They turned to members of Aetna’s African American, Hispanic, Asian and Native American Employee Resource Groups (ERGs) for their views. Taking part in focus groups and surveys, the ERG members shared a range of ideas. For example, they noted that prospective volunteers need to be told precisely how the data would be used and, just as important, how it would not be used. They also advised that Aetna clearly describe the line of sight between the data collected and specific quality improvement activities.

2010 marked significant strides in Aetna’s health equity efforts. In April, Population Health Management published a landmark paper on hypertension among African Americans, which chronicled a study Aetna conducted in collaboration with the Morehouse School of Medicine and Health & Technology Vector, Inc., and with partial funding from Sanofi-Aventis. In August, the company announced the findings of an analysis that showed that African Americans and Hispanics use emergency rooms (ER) for asthma more often than Whites, leading to significantly higher levels of potentially avoidable ER visits. As a result of this analysis, Aetna launched an intervention to improve the quality of asthma care for minority members.

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“ No matter what your goals are in the health care arena, disparities have an impact. Are you focused on clinical quality? Social justice? Reducing cost? You can’t really move forward effectively without also addressing inequities in health care.”

– Wayne Rawlins, M.D., National Medical Director, Racial and Ethnic Equality Initiative, Office of the Chief Medical Officer

Customers benefit from Aetna’s diversity management consulting

At Aetna, our customers are at the center of everything we do. that’s why customers who sign up with Aetna, get more than best-in-class products and services – they also get access to best practices on diversity.

in 2010 members of Aetna’s diversity team consulted with dozens of customers and shared diversity best practices related to employee resource groups (ErGs), diversity metrics, alignment to the business, leadership accountability, and organizational designs.

Customers have praised the value of Aetna’s diversity consulting in this area. Here is a sample of their comments:

“ Aetna’s willingness to share their expertise on diversity and their customer-focused approach has been very well received at SunGard. We appreciate their ability to consult on diversity with us on an ongoing basis. In fact, it was this support that changed our perception of Aetna from a vendor to a real business partner.”

– Cristóbal Conde, President and CEO of SunGard, a global provider of software and technology services

“ Aetna provided valuable diversity consulting for us, particularly on ERGs, and my team and I sincerely appreciated their willingness to work with us and teach us what they knew. Our time spent with Aetna has served as a catalyst for our team to begin to integrate a robust diversity strategy throughout our company that will enhance our business objectives.”

– Russell Esquivel, Vice President of Workforce Solutions for Apollo Group, the parent company of University of Phoenix

“ Aetna’s diversity practices are best-in-class. I appreciated the time they took to visit my office to share their experiences and consult with us on diversity. As the result of the knowledge we gained from our meetings with Aetna, the American Diabetes Association is taking its diversity strategy in a new direction. Aetna is clearly a thought leader in migrating diversity from a human capital initiative to integrating and leveraging diversity into an organization’s core business activities.”

– Don Laing, Senior Vice President of Human Resources for the American Diabetes Association

Since 2001, Aetna and the Aetna Foundation have awarded more than $30 million in grants to support programs that address racial and ethnic equity in health care, including $1.24 million in 2010. – Source: Aetna Foundation

Also in August, the company named Wayne Rawlins, M.D., to a new position that focuses on addressing racial and ethnic health disparities in health care. Dr. Rawlins serves as the lead clinician focused on identifying areas where disparities exist among minority members and spearheading programs that lead to more equitable health care.

In November, Aetna launched a pilot with the Medical Clinic of North Texas (MCNT) in Dallas, which aims to improve the care of diabetic patients of Hispanic and African American descent. The yearlong program includes adding a bilingual diabetic educator, as well as introducing culturally appropriate materials to engage patients in their health care.

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Culturally sensitive ad campaign elevates Aetna brand among latinos

In the first few months of 2010, the profile of Aetna among Latino consumers in Greater Miami had risen dramatically: web site traffic had increased by nearly 40 percent compared to a year before, brand awareness had risen by nearly a third, and hundreds of new Latinos had selected Aetna as their health plan.

What created this surge of interest? In a word: Máximo. This focused marketing campaign, which was rolled out in late 2009, encompassed TV, radio, print, web, direct mail and in-store promotions – all tailored to appeal directly to the Latino consumer.

Aetna’s Miami Advisory Council expands focus nationally, becomes latino Advisory Council

Aetna’s Miami Advisory Council expanded in 2010 to become the latino Advisory Council. With its initial focus on assisting Aetna to become the provider of choice for Miami Hispanics, the Council recognized the importance of expanding into additional latino markets across Aetna’s footprint. the Council, which acts somewhat as a board of directors for Aetna’s latino-related business initiatives, is comprised of both key Aetna executives and high-profile latino business leaders.

Too often, marketing campaigns are developed for non-Hispanic audiences and then “translated” into Spanish “ with, perhaps, a change in imagery or photography. However, such half measures are rarely successful because they do not create a culturally relevant brand experience for the Latino consumer. Rather than being drawn to a company, these ill-advised ads may only underscore how out-of-touch the company is with Latinos’ daily realities.

To ensure that the campaign would have the greatest potential for success, the marketing team reached out to Aetna’s Latino Council for guidance. The Council identified a regional ad agency that specializes in culturally relevant marketing approaches to support the campaign.

The Máximo campaign not only boosted Aetna’s profile in Miami, but also provided a template with which the company will reach out to other Latino markets in the coming year.

Aetna works with American indian tribe to respond to unique health needs

In recent years, Aetna has been collaborating with the Pechanga Band of Luiseno Indians Tribal Government to meet the health and benefit needs of its enterprises, which include a major resort and casino. In addition to employing Pechanga tribal citizens, the resort and casino workforce includes individuals from many different ethnic backgrounds – many of whom grapple with chronic disease.

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“ The Aetna Máximo campaign, developed by Hispanic-owned República, demonstrated the effectiveness of offering Hispanics a product that meets their needs, in their language of comfort, with integrated and culturally relevant communications. The Aetna Latino Advisory Council believes that this pilot program can be rolled out with great results in other major Hispanic markets.”

– Aida Levitan, Ph.D., APR, President of The Levitan Group, Inc., and Chairman of Aetna’s Latino Advisory Council

Aetna_spanish_Brochure_curves.indd 1 10/8/09 3:16 PM

Demographics

our approximately 33,700 employees illustrate our commitment to diversity

Gender ■ 76 percent of Aetna’s employees are women ■ Women hold 62 percent of management/supervisory positions ■ Women hold 26 percent of senior leadership positions ■ 31 percent of Aetna’s board directors are women

race and ethnicity ■ 31 percent of our employees are people of color ■ people of color hold 16 percent of management/supervisory positions ■ people of color hold 15 percent of senior leadership positions ■ 23 percent of Aetna’s board of directors are people of color ■ 40 percent of our 2010 hires were people of color

veteran status ■ 2 percent of our employees are veterans

Age/Generations ■ Employees range in age from 18 to 85 ■ the average age of our employees is 44 ■ 1 percent of Aetna’s employees are in the silent generation (born between 1925 and 1945)

■ 38 percent of Aetna’s employees are Baby Boomers (born between 1946 and 1963)

■ 46 percent of Aetna’s employees are in Generation X (born between 1964 and 1978)

■ 15 percent of Aetna’s employees are in the Millennial generation (“Gen y” – born between 1979 and 1994)

years of service ■ 25 percent of our employees have worked at Aetna for more than 15 years ■ 35 percent of our employees have worked at Aetna for fewer than 5 years

Work/life arrangements ■ 45 percent of our employees telework ■ 2 percent of our employees have variable work schedules ■ 3 percent of our employees work part-time

lGBt ■ 3 percent of our employees self identified as either gay, lesbian, bisexual or transgender

In fall of 2009, Aetna organized an onsite diabetic retinal exam (DRE) event to attract members who had not received their exams within recommended time frames. Such testing is especially important in light of high rates of diabetes among American Indians and other racial and ethnic minorities; in fact, American Indians are twice as likely to have diabetes than their Caucasian counterparts. More than 60 exams were performed.

Recognizing that these employees – and, importantly, the Pechanga tribal citizens – would benefit from Aetna’s wellness programs, Aetna partnered with the Pechanga Human Resources Benefits Department and its Occupational Health Department to launch a comprehensive wellness program. For example, Aetna helped the customer to run health fairs at which Aetna-contracted medical groups came onsite to perform screening for blood pressure, cholesterol, blood glucose levels and bone density.

Aetna also focused its quarterly meetings with tribal government and tribal enterprise leaders to illuminate medical utilization trends, which showed the disease burden of its employees and how this burden could be improved if members more regularly used certain highly effective prescription medications. Based on Aetna’s analysis, the resort and casino changed its drug benefits program to include a zero-dollar member copayment for generic anti-hypertensive and anti-diabetic medications, which has already resulted in a 5 percent increase in use of these generics.

Aetna is proud to be meeting the needs of tribal governments and their associated enterprises. While working with tribes is unique in light of their sovereign status, it is also uniquely rewarding for Aetna.

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©2011 Aetna Inc.00.02.924.1 E (3/11)

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