FY23 Diversity, Equity, and Inclusion Progress Report
Sharing the results of our work
Operating with transparency and respect in all we do is foundational to our commitment to diversity, equity, and inclusion. We take accountability for the goals we established heading into fiscal year 2023 (FY23) and the progress we have made to date. Here is an overview of the efforts we made to accomplish what we set out to do last year.
Increase representation at every level
Our DEI, Talent Acquisition, and Human Resources teams have been working closely to ensure we attract and retain diverse talent across our enterprise. In FY23, we increased the number of women in leadership positions from 36% to 37%, while manager positions remained consistent at 47%. Underrepresented racially and ethnically diverse leaders in the U.S. remained consistent at 16%, and we know we have more to do in developing and retaining a diverse workforce globally. Specifically, leveraging benchmarks of availability in leadership positions is the focus of our strategic action plans. Meanwhile, we introduced LGBTQ+ self-ID in FY23 to gain a better understanding of how well represented the LGBTQ+ community is at Cencora, and so far, 8% of our U.S. team members have disclosed their pronouns in Workday.
Establish a cross-functional approach to health equity
In FY23, we established a Health Equity Working Group to oversee and drive the many initiatives that are being developed and carried out at Cencora to increase access to healthcare. This group consists of 16 senior leaders from various roles across the organization, and they meet regularly to create strategic alignment and move this important work forward. Taking this cross-functional, inclusive approach to health equity has helped us make progress on initiatives like My Community, My Pharmacy™ and other projects that are expanding our impact on outcomes.
Integrate our global teams
In FY23, Cencora united all the companies and services of AmerisourceBergen in our worldwide locations under one brand. To help bring our team members together, we hosted three global events throughout the year: Global Inclusion Day, International Women’s Day, and Pride Month. These were broadcast worldwide in multiple languages, attracting 6,100 total attendees with many teams organizing watch parties to celebrate together. The DEI team also organized International Business Group listening sessions in 12 different countries to complement our global inclusion learning journey and gain valuable feedback from around the world on how to foster a stronger culture of inclusion globally.
Enhance our global culture of inclusion
Using insights from listening sessions and our Global Employee Experience Survey, we made great strides in FY23 in fostering inclusion across our enterprise. Our Activating Inclusion training was a resounding success, with nearly 100% of team members completing the interactive experience and providing positive reviews. We also increased membership in our employee resource groups (ERGs) to 5,400 members, up 900 people from the previous year. Through this work and more, we were able to maintain our highly inclusive Global Inclusion Index score of 70%, while increasing participation in the employee experience survey by 10%. Moving forward, we will continue to address our areas of lowest performance on the Global Inclusion Index, including transparency among our senior leaders and diverse representation at various levels of the organization.
Recognized as an Equality 100 business
We earned a top score of 100 on the Human Rights Campaign Foundation’s 2023-2024 Corporate Equality Index, the nation’s foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ+ workplace equality. This achievement is the result of many actions we’ve taken over the years to foster an inclusive culture at Cencora — from providing equal benefits and protections for all employees to offering voluntary self-ID options to requiring all our team members to complete annual inclusion trainings.
Named a best place to work for disability inclusion
We also earned a top score of 100 on the Disability Equality Index. This benchmarking tool is a joint initiative of Disability:IN and the American Association of People with Disabilities, which evaluates the inclusivity of workplaces based on their disability policies and practices. To earn this recognition, we implemented many best practices in accessibility across our organization, added clear commitment statements to our 2025 strategic objectives, and instituted a digital accessibility organizational mission statement that guided the development of this website.
Our goals for FY24
Looking ahead, we plan to build on the progress we made over the last year and focus on these three areas, as we continue to uplift our people, our culture, and the communities where we live and work.
Attract and retain diverse talent at various levels
We will continue to activate DEI strategies aimed at helping us leverage global representation benchmarks for women and underrepresented groups. This includes refreshing our U.S. Affirmative Action internal process and cascading DEI guidance on a quarterly basis to inform action plans and drive progress. We will also be developing digital capabilities to expand our ERGs globally so we can improve team member engagement and overall experience at Cencora worldwide.
Unite our global teams through our culture of inclusion
Our global inclusion learning journey and listening sessions got off to a great start, and we plan to capitalize on that momentum in FY24. We are using the insights we gained through the Global Inclusion Index results to tailor future trainings and workshops, so team members feel empowered to co-create the culture they want to see at Cencora. Likewise, their feedback will be used to enhance our three global celebrations throughout the year to maximize engagement. We will also continue to expand the scope of our DEI Global Council to drive more initiatives that influence widespread cultural change.
Drive innovation that accelerates outcomes
With our Health Equity Working Group firmly established and our DEI team working closely with our Community of Practice, we plan to integrate our DEI strategies deeper into our innovation pipeline and business operations. We are in the process of developing a variety of new solutions that will help stakeholders across the healthcare continuum better address the barriers to care that their patients are facing, and we are excited to continue making meaningful progress as we pursue our purpose to create healthier futures hand in hand with our partners.
