Teammate Engagement
Passionate Teammates, United with Purpose
Belonging Is Central Within DaVita
At DaVita, we put people at the center of everything we do, which drives our pursuit of a healthier tomorrow. As a community first and company second, we create an environment that inspires teammates to be their best, most authentic selves and make a difference every day. This starts with our cultural foundation of shared purpose, meaningful connection, professional growth and 
authentic belonging.
External Recognitions Celebrate Employer of Choice
FORTUNE® World’s Most
Admired Companies
From Fortune. ©2024, 2025 Fortune Media IP Limited. All rights reserved. Used under license. Fortune and Fortune Media IP Limited are not affiliated with, and do not endorse products or services of, DaVita Inc.
FORTUNE® Best Workplaces
in Health Care
From Fortune. ©2024, 2025 Fortune Media IP Limited. All rights reserved. Used under license. Fortune and Fortune Media IP Limited are not affiliated with, and do not endorse products or services of, DaVita Inc.
USA Today Top Workplaces
Newsweek America’s 
Most
Loved Workplaces
Nurturing Belonging for All
We know that a culture of belonging is the outcome of specific 
choices in how we hire, train, manage and develop our teams.
-
Every new teammate completes our Basics of Belonging course, and every member of the Village — from front-line teammates to executive leadership — is encouraged to pursue our robust suite of ongoing belonging education.
-
According to our most recent survey, 84% of teammates report that they feel like they belong at DaVita, and 83% report that their manager successfully creates a sense of belonging.
-
Belonging consistently emerges as a key driver of engagement for our teammates. Our strong belonging scores helped drive a teammate engagement score of 84% in 2024, which ranks among the best in our industry and in U.S. companies overall.
-
A cherished DaVita program, our annual Week of Belonging, engages all teammates with intentional activities that cultivate and amplify belonging.
-
At DaVita, we empower all teammates to have a voice. We promote multiple forums for teammates to have their voice heard — from informal conversations with leaders and planned events like Town Halls and Voice of the Village company-wide calls.​
​​​
Our Belonging Behaviors
Creating Trust and Safety
Respecting and 
Valuing Others
Providing Consistent Support
Supporting Representation at Every Level
We're proud to have built strong representation for all by hiring the most qualified talent available. We meet or exceed 68% of EEO-1 benchmarks across our full teammate population as of December 31, 2024.
Highlights of this reporting period include:
Overall Teammate Diversity
Women
78%
People of Color
58%
Board Diversity​
40%
20%
People of Color
Women
Operational Managers who Lead our Dialysis Centers
78%
40%
People of Color
Women
Leaders with Profit & Loss Responsibility
52%
Women
People of Color
27%
Strong Performance Against Benchmarks
We’ve seen notable increases in representation of women and people of color in our leadership population since we began tracking these metrics in 2018.
Representation of women at the VP level (vs. 34% benchmark)
38%
41%
Representation of POC at the VP level (vs. 19% benchmark)
16%
23%
Representation of women at the director level (vs. 43% benchmark)
54%
62%
Representation of POC at the director level (vs. 31% benchmark)
23%
24%
A full breakdown of our diversity data, including analysis by gender, race/ethnicity, veteran status and LGBTQ status (among teammates who choose to disclose) can be found in the data tables section of 
this report.
Fostering Diverse Perspectives in Leadership
While representation is essential at every level, it is especially important to have different perspectives within our leadership. 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. We never sacrifice on quality and always seek to hire the most qualified candidates. Both our recruiting practices and our career development programming are designed with the explicit goal of creating pathways to leadership that are visible and equitable to all.
Redwoods Campus Recruiting
A DaVita tradition since 2005, our Redwoods program is just one example of our commitment to cultivating diverse leadership. Far more than standard campus recruiting, our Redwoods team works directly with campus organizations supporting students with business interest in healthcare and general management to recruit select cohorts of high-potential students, including women, students of color and military veterans. The program supports these individuals with a dedicated mentor and a full two years of specific and structured leadership training.
DaVita Redwoods is proud to partner with a broad range of public and private institutions — including many historically Black colleges and universities — to open a unique door to professional growth.
Promoting Economic Mobility through 
Career Growth
Our approach to career development explicitly prioritizes economic mobility, helping teammates and leaders advance their careers and increase their earning potential. Our end-to-end career development pipeline provides financial, educational and social support to all clinical and operations teammates to help bring professional and economic goals in reach.
Supporting Lifelong Learning
We’re champions for teammates’ personal and professional growth through education, both within our walls and beyond. The DaVita University Digital Experience delivers direct access for all teammates to a vast library of personal and professional resources, as well as Artificial Intelligence (AI)-curated offerings, empowering teammates to be lifelong learners.
​
In 2024, we bolstered our portfolio of learning programs through DaVita University to help teammates on their continuous learning journeys:
-
Redesigned and launched an emerging leader program that offers a clear path for leadership readiness.
-
Evolved the robust year-long onboarding program that sets new facility administrators up for success.
-
Continued a multi-year journey of upskilling our leaders with technical and leadership skills curriculums for facility administrators and regional operations directors.
-
Launched a new year-long learning series for all leaders focused on our core leadership principles.
-
Launched or expanded several programs supporting our nursing workforce pipeline, including a collaboration with Chamberlain University to deliver an innovative nephrology curriculum.
A detailed summary of our benefits offerings can be found in the data tables section at the back of this report, with further information available on our Careers website.
Consistent with our people-centered, caring practices, we take a holistic approach to employment benefits. Our Total Rewards program includes extensive proactive and reactive support to ensure the financial, physical and emotional well-being of teammates and their families.
Benefits Supporting the Needs of Teammates
We recognize that every person’s professional goals and life circumstances are unique. In addition to more structured programs both within DaVita University and beyond, we also offer tuition reimbursement benefits that meet teammates where they are, empowering the pursuit of nursing, business, social work and dietetics/nutrition opportunities.
Flexible Scholarships 
and Tuition Reimbursement
$4.1M
invested in tuition reimbursement, supporting
4.8
million+
total non-mandatory training completions were recorded in our learning platforms in 2024
1,500+
teammates’ academic ambitions in 2024
~60%
of our facility administrators and managers have been promoted internally.
2,400+
teammates actively enrolled in the Bridge to Your Dreams program, as of 
December 31, 2024
Bridge to Your Dreams Nursing Education
Bridge to Your Dreams (BTYD) is a multi-dimensional program that supports DaVita teammates’ career growth while helping build the critical pipeline of trained nursing professionals. 
Open to both clinical and non-clinical teammates, BTYD charts the course to an associate’s degree in nursing for high-performing teammates who are looking to reach this goal. Teammates accepted to the application-based program receive financial assistance covering much of the cost of their degree training, as well as the option to work reduced hours while balancing work and school, plus supportive professional mentoring every step of 
the way.
Currently rolling out across the organization, our DaVita Ladders program creates transparent pathways to growth and success for every teammate. The program sets clear and consistent role expectations and provides a universal language to describe career progression and support career mobility. The foundational program also enables us to execute our compensation strategy including pay for performance as well as equitable pay.
DaVita Ladders supports effective and consistent professional development review discussions and gives teammates the ability to explore a range of professional pathways based on interest and skills.
Clinical Ladders is the clinical counterpart to DaVita Ladders, creating transparent paths to career advancement for our patient care technicians, nurses and other clinical teammates and leaders. In 2024, we achieved the milestone of implementing Clinical Ladders across our entire 
clinical workforce.
Building Pathways to Success
For more information on our 2024 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, 2024 for the Company’s consolidated operations.