Pay Equity | Cigna

Cigna employees smiling together for a photo

Cigna is a global health services company that seeks to improve the health, well-being and peace of mind of those we serve. We gain strength from the mosaic of differences among our 70,000+ employees across the globe – differences in backgrounds, beliefs, abilities, identities, and in how we think and work.

Our employees’ diverse experiences and perspectives better enable us to engage and serve our clients and customers who mirror this diversity.

Cigna is committed to fairness in pay and opportunity for all of our employees, regardless of gender, race, or ethnicity. In support of that commitment, Cigna became the first company in our industry to commit to the United Nations Women Empowerment Principles, which are designed to empower women in the workplace, the marketplace, and the community. In addition, we:

Conduct annual pay equity reviews to ensure all employees, regardless of gender, race or ethnicity are paid fairly, and proactively monitor internal pay practices for potential unfairness;
Do not ask candidates about salary history;
Provide unconscious bias training for managers and human resources professionals;
Offer extensive development, training, mentorship and coaching programs;
Support 11 Enterprise Resource Groups (made up of more than 8,500 employees) that promote a diverse, inclusive, and culturally competent workplace by providing forums for employees to connect with and support colleagues;
Provide paid leave for caregivers: up to 4 weeks each year for baby bonding or caring for a sick family member;
Offer flexible work schedules and work-at-home arrangements;
Honor a dress-for-your-day policy that supports employees’ bringing their whole selves to work.

We have been recognized by the following organizations for our commitment to equality:

HACR 2020 Corporate Inclusion Index Five Stars Employment Award

And we are committed to doing more. We will increase the representation of women in Cigna leadership to ensure that the perspectives of women are included at all levels throughout the company.

We aspire to reach gender parity in our leadership pipeline by increasing the number of women at our director and senior director levels from 45% to 50% by 2024, thereby increasing the number of women available to succeed to executive positions with the goal of increasing representation of women in senior leadership within the company. To help us achieve these goals, Cigna has:

Signed the Paradigm for Parity pledge to bring gender parity to corporate leadership;
Expanded requirements for the use of diverse candidate slates to the manager level and above;
Expanded the use of leadership development, mentoring and coaching programs;
And continued our sponsorship of and participation in programs designed to build relationships with diverse talent at the university level.

We are accountable to our Board of Directors, our Executive Leadership, and our shareholders for our progress in delivering on our commitments to equality and inclusion and in meeting our representation goals in order to support all of our employees in their role as champions for our customers, clients, and communities.

Pay Equity at Cigna

We have been recognized by the following organizations for our commitment to equality:

And we are committed to doing more. We will increase the representation of women in Cigna leadership to ensure that the perspectives of women are included at all levels throughout the company.

This is what #TeamCigna looks like.