1,450+
1,450+ teammates are pursuing or have received their nursing degree, funded by DaVita, as part of our Bridge to Your Dreams program since 2018.
Caring for
Each Other
In 2022, DaVita teammates continued to provide life-saving care for our patients. Here are some of the ways we supported our teammates in continuing this critical work.
A Place to Learn and Grow
We believe in a workplace where every teammate has the opportunity and support to reach their full potential. Our end-to-end career development pipeline provides financial, academic and social support to help clinical and operations teammates achieve their higher education and leadership goals, and to help managers and leaders engage in continued, career-long growth and development.
Transparent Pathways to Success
Many people join DaVita as one of the more than 20,000 patient care technicians (PCTs) and 17,000 registered nurses (RNs) serving our nationwide network of dialysis centers where they provide lifesaving care to our patients every day.
To support professional development pursuits for our teammates, we introduced Clinical Ladders in late 2021—a career-mapping model that puts teammates in the driver’s seat of their career. This program provides clarity around what it takes for teammates to progress in their role and links career progression to compensation, which is in line with our pay-for-performance philosophy.
In 2022, all patient care technicians, registered nurses, licensed practical nurses (LPNs), licensed vocational nurses (LVNs) and clinical coordinators (CC) adopted Clinical Ladders—more than 38,000 teammates—and we established a plan to add remaining patient-facing teammates in the future. Outlining clear competencies and milestones creates structure and transparency that sets the stage for successful career pathing, and providing development guides for each role empowers teammates to engage in activities that help them reach their goals.
Career Development
While supporting economic mobility and career growth for every teammate, we bring particular focus to career pathing for the nurses and technicians who play a critical role on the front lines of care.
The Bridge to Your Dreams program provides game-changing financial support and professional mentoring to high-performing teammates in pursuit of their associate’s degree in nursing.
1450+ teammates have enrolled in Bridge to Your Dreams to seek their nursing degrees since 2018
~56%
of Facility Administrators and managers have been promoted internally, as of December 31, 2022
Personal & Professional Development
Through DaVita University (DVU), teammates at every level have access to a proprietary suite of personal and professional educational resources. In 2022, we expanded our digital course offerings to reach even more teammates with a new DaVita University Digital Experience platform. This platform provides teammates access to new skill development and career growth by using AI-driven features to connect learners to curated learning journeys and new content sources, including LinkedIn Learning and TED@Work.
16,000
More than 16,000 teammates participated in personal and professional development in 2022
32,700
More than 32,700 total DVU course completions were logged on our learning platform in 2022
$3.5M
$3.5M invested in tuition reimbursement, supporting 1,400+ teammates’ academic ambitions in 2022
Diversity & Belonging
We know it takes all of us to create an environment where every teammate can thrive. Our collaborative approach engages leaders and teammates alike in realizing a shared vision to create a diverse Village where everyone belongs. Learn more about our Diversity & Belonging (D&B) commitments here.
Diversity at Every Level
We strive to have strong representation of women and people of color Village-wide by meeting or exceeding EEO-1 benchmarks across the full teammate population.
As of Dec 31, 2022 for our U.S. teammates and Board of Directors.
Our overall teammate population in the U.S.
78%
women
56%
people of color
Leaders with profit and loss responsibility.
53%
women
30%
people of color
Operational managers who lead our dialysis centers.
77%
women
38%
people of color
Board of Directors
30%
women
20%
people of color
Prioritizing Diversity in Recruiting & Development
We recognize that intentionally fostering leadership-level opportunities for people from historically underrepresented groups is especially important. By focusing on diversity-minded recruiting and intentional development programming, we ensure that pathways to leadership within the Village are visible and equitable to all.
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Across our entire suite of recruiting activities, we work to engage the full breadth of high-potential candidates, intentionally seeking out people of every gender, race and ethnicity and those with unique backgrounds.
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Our leadership development activities are many and varied, encompassing coaching, mentoring and cohort-based learning programs. Yet they all share the same strategic goal: to create an environment where high-potential individuals from every background can pursue ambitious professional growth.
A Culture of Belonging
We work to create a sense of belonging for all teammates, patients, physicians and care partners regardless of gender, race or ethnicity, cultural affiliation or any other factor. Our Belonging strategy is anchored in three core Belonging Behaviors that set the standard for how we work together in the Village: Creating trust and safety, respecting and valuing others, and providing fair and consistent support.
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Teammate-Reported Success: We maintained our high scores in teammate sentiment, with 81% reporting they feel like they belong.1
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Intentional Belonging Training: 92% of leaders at the VP level and above have completed an intensive, 16-hour development program to advance Inclusive Leadership skills.
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Week of Belonging: Our third annual Week of Belonging engaged 65,000 teammates from across the globe in living this important value.
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Support Resources: We now offer expanded resource groups to meet the needs of our teammates and we are proud to have Asian and Pacific Islander, Black, LGBTQ+ and Working Parents teammate resource groups. We are working with several others to launch additional teammate resource groups later this year
1. Per 2022 teammate survey data
Learn more on our Diversity & Belonging page.
Support for our Teammates and Their Families
Health and Wellness
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Our wellness platform provides a one-stop-shop for all of DaVita’s wellness programming and is designed to support teammates’ wellbeing through activities and challenges.
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Our Teammate Assistance Program provides a network of licensed counselors and professional services to teammates and their household members, covering the cost of 10 counseling sessions to support with life’s challenges.
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All teammates receive free access to the Headspace app for digital meditation and mindfulness.
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In 2022, over 2,400 teammates and their loved ones have participated in our diabetes and hypertension prevention and treatment program. These two disease states are among the leading causes of End-Stage Kidney Disease.
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In 2022, we awarded 100 teammates with the We Are Well Award, a recognition supporting teammates who share their stories of physical, emotional and financial wellness. Winners received fully-paid teammate DaVita medical insurance premiums for the upcoming year.
Helping Families Thrive
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We provide access to Bright Horizons Advantage Family Care programs, which include backup childcare, access to college coaching, and support for parents of children with special needs.
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We collaborate with Milk Stork, offering offer a milk-delivery service for nursing moms who travel for work.
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Families receive access to a Little Star financial gift or additional paid leave for eligible parents upon the birth or adoption of a child.
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DaVita Village Network (DVN) is our teammate-funded program enabling teammates to support each other during times of hardship.
For more information on our 2022 corporate citizenship initiatives, please visit our ESG Reporting Hub or download our full Community Care ESG Report. Unless otherwise indicated, the data included in this report is as of December 31, 2022 for the Company’s consolidated operations.