FY23 Diversity, Equity, and Inclusion Progress Report

Leveraging benchmarks of availability for representation

Cencora is shaping the future of healthcare by inviting and welcoming people with diverse backgrounds, perspectives, and experiences to innovate and co-create on a global scale. We know that seeking out different points of view is essential to creating healthier futures for all, so we put people first and invest in our team members to foster an environment where everyone can bring their boldest ideas and passion to the table.

We partner with a third party to measure female representation globally against external benchmarks, as well as race and ethnicity representation in the U.S. This effort helps us identify strengths and opportunities to guide our talent strategy across various levels and attract more diverse new hires.

Global gender demographics

At the conclusion of our fiscal year 2023 (FY23), ending September 30, 2023, women made up:
· 51% of our overall global workforce
· 37% of leadership positions (VP and above)
· 47% of manager positions (manager and above)
· 30% of our Board of Directors
· 57% of our Executive Management Committee
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FY23 Cencora global gender demographics


 Region  Headcount  % female
 Europe  23,919  45%
 North America  20,282  60%
 Rest of world  1,608  43%
 Total  45,809  51%

 

We have met or exceeded all global gender benchmarks.

U.S. workforce composition by race and ethnicity

In the U.S., underrepresented groups made up:
· 52% of the overall workforce
· 16% of leadership positions (VP and above)
· 30% of manager positions (manager and above)

In  FY23, 6.9% of our team members in the U.S. self-identified as having a disability and 3.9% self-identified as a veteran.
A medium-skinned office worker standing in a meeting room holding a dry erase marker and smiling. Three other people in the room hold and use tablet devices.

FY23 Cencora U.S. race and ethnicity demographics


 Demographic  % of U.S. population
 White  48%
 Black or African American  22%
 Hispanic or Latino  15%
 Asian  11%
 Other races or ethnicities  3%
 Non-disclosed  1%

 

When reporting our total percentage of underrepresented groups elsewhere, we do not include individuals who choose not to disclose their race or ethnicity.

Photograph of Steven H. Collis. Steven, a light-skinned person with dark framed eyeglasses, is smiling at the camera. He wears a dark grey patterned suit overtop a light purple shirt and dark purple necktie. He is in front of a light grey background with no surroundings.
Photograph of Steven H. Collis. Steven, a light-skinned person with dark framed eyeglasses, is smiling at the camera. He wears a dark grey patterned suit overtop a light purple shirt and dark purple necktie. He is in front of a light grey background with no surroundings.
“At Cencora, diversity, equity, and inclusion are not about checking a box; they’re pivotal to how we operate as a global pharmaceutical solutions leader. As we pursue our purpose to create healthier futures, our team members and customers remain at the center of every decision we make. While I am incredibly proud of the inclusive and equitable environment we foster for our 46,000 team members around the world, we are committed to finding new opportunities to improve as we continue to prioritize our DEI efforts.”

Steven H. Collis
Chairman, President, and Chief Executive Officer
Photograph of Steven H. Collis. Steven, a light-skinned person with dark framed eyeglasses, is smiling at the camera. He wears a dark grey patterned suit overtop a light purple shirt and dark purple necktie. He is in front of a light grey background with no surroundings.

2022 Employer Information Report EEO-1

We are proud of the gender representation at our company, with more than half the leaders on our Executive Management Committee (EMC) being women. However, we acknowledge there is more work to do regarding representation of all forms of diversity, including race and ethnicity in the U.S. We are striving to attract the best and brightest talent by welcoming, valuing, and creating equal opportunities for all individuals, while creating an inclusive culture where everyone can thrive.

The following is our latest EEO-1 report that was filed with the U.S. Equal Employment Opportunity Commission (EEOC) based on calendar year filing requirements. It’s important to note that the data disclosed here reflects U.S. representation of racial/ethnic groups in various job categories at Cencora for the payroll period ending 12/31/2022. Therefore, this is a snapshot in time that does not include our global workforce and representation outside the U.S.
A diverse group of employees are gathered in a meeting room.
The workforce data presented in this DEI Report is sourced from our FY23 ESG Report, which has been prepared with reference to the Global Reporting Initiative (GRI), aligned with other key voluntary disclosure standards, and assured by a third-party.

Data boundary:

  • Women [overall workforce]: Cencora global team members, Alliance Healthcare team members, and PharmaLex team members.
  • Women [leadership positions]: Cencora global team members and Alliance Healthcare team members.
  • Women [manager positions]: Cencora global team members. Excludes Alliance Healthcare team members.
  • URPOC: Cencora U.S. team members. Excludes Alliance Healthcare team members and PharmaLex team members.
  • Disabled and veteran: Cencora U.S. team members. Excludes Alliance Healthcare team members and PharmaLex team members.





External benchmark sources:

  • US: Sourced from the American Community Survey (ACS) 2014-2018 5-year estimates and designed to measure the effects of and compliance with Equal Employment Opportunity (EEO) laws in the U.S
  • Country: Sourced from the International Labour Organization (ILO), which maintains a series of econometric models used to produce estimates of labor market indicators in the countries.
  • Team member data from the close of FY23 was used to support this benchmarking effort. Global gender representation benchmarking included Cencora and Alliance Healthcare team members. U.S. race and ethnicity benchmarking included U.S. Cencora team members only.



Introducing LGBTQ+ self-ID in the U.S.

In support of the LGBTQ+ community as part of our Pride Month 2023 celebration, we introduced two new voluntary self-ID options in Workday for our team members in the U.S. This enhancement was applied to be more inclusive of our transgender and nonbinary team members, as well as help us gather valuable data so we can better support them. This was an important step in evolving how we formally recognize our LGBTQ+ workforce, which will pave the way to make this option available in more countries and eventually lead to the addition of a sexual orientation field.
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Advocating for fair compensation and inclusive benefits

We are committed to providing equitable pay, so compensation is equitable for all team members who are performing substantially similar work, without regard to gender identity, ethnicity, national origin, or sexual orientation.1 To support this, we have a cross-functional team of leaders that is responsible for researching best practices, reviewing pay practices, and working with external resources to analyze current pay equity and with senior leaders to implement changes.

We also recognize the importance of supporting our team members’ and their families’ well-being, which is why we continually assess how our benefits meet the unique and changing needs of our diverse global workforce. We offer a comprehensive benefit and compensation package that includes healthcare, flexible spending accounts, Health Savings Accounts, life, disability, and other insurance, as well as a retirement plan with company match. Other benefits include tuition assistance, student debt support tools, medical coverage for same-sex partners and domestic partnerships, holidays, paid time off, and a global team member assistance program.

We also support our team members and their families with coverage for fertility services, adoption assistance, twelve weeks of parental leave, and paid caregiver leave, which was increased to 80 hours in FY23. Also new in calendar year 2023, we began making our benefits available on day one for all new hires and rehires to prevent any gaps in coverage when changing jobs.2
Two people sitting in front of a computer monitor making hand gestures toward the screen to explain something.
A parent and two small children sitting at a kitchen table, with one child on the parent’s lap looking at a laptop, while the other is holding a cereal bowl.
A warehouse associate is wearing a polo shirt and gloves while loading packages into crates in a distribution center.
Three medical professionals (a light-skinned doctor standing holding a laptop, a dark-skinned person in business clothing holding a tablet device, and a light-skinned nurse in scrubs) having a conversation in a doctor’s office.

Cencora has achieved pay parity

In FY23, there was no statistical difference in pay between male and female employees. We are committed to fostering equal opportunity and pay equity through processes that drive equitable pay decisions and eliminate unexplained pay inequities.3

1 We define pay equity as equal pay for women, men, and all ethnicities who are performing substantially similar work. Some of the factors we consider include job-related skills, tenure, experience and education level, performance rating, and geography.

2 Does not include disability coverage or 401k.

3 Cencora global team members; excludes Alliance Healthcare team members, Pharmalex team members, senior executives (Level 3 and above), union employees, interns, expatriates, casual employees, and temporary employees.

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Rewarding our team members

One of the most important ways we invest in our people is by formally recognizing and celebrating their hard work and accomplishments. To do this, we enable our team members to call out each other’s contributions through everyday acknowledgments and annual awards. This empowers every employee to drive a more connected and inclusive culture, where everyone feels valued for what they bring to the team.
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True Blue Awards

Our True Blue employee recognition program allows our team members who are in Workday to shine a spotlight on their colleagues’ outstanding performance by giving rewards that range from simple social recognition to point-based awards up to $500 in value.

· 130,800 awards distributed in FY23
· $4.7 million total award value
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Pursuit of Purpose Awards

To recognize team members who consistently go above and beyond, we host the annual Pursuit of Purpose Awards. This prestigious recognition is given to employees who demonstrate a powerful commitment to our purpose of creating healthier futures, and nominations are open to everyone.

· 3,000+ nominations in FY23
· 125 award recipients worldwide
David Steel kneeling behind a small, black dog. David is outside on a trail among some trees and wears a navy blue zip-up hoodie and brown t-shirt.
David Steel kneeling behind a small, black dog. David is outside on a trail among some trees and wears a navy blue zip-up hoodie and brown t-shirt.
“The Pursuit of Purpose Award motivates me to continue pushing boundaries, embracing challenges, and striving for excellence. I am proud to be part of a team that fosters a culture of growth and mutual support.”

David Steel
Data Migration Specialist
David Steel kneeling behind a small, black dog. David is outside on a trail among some trees and wears a navy blue zip-up hoodie and brown t-shirt.

Continue exploring our DEI Report

Delve into our FY23 Environmental, Social, and Governance (ESG) Report