Embraced. Empowered. Engaged.

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2010 DIVERSITY ANNUAL REPORT

Table of contents



Executive Messages 4



Embraced 6



Empowered 14



Engaged 18



Demographics 23

At Aetna, diversity is

embraced in its full

breadth and richness

Through it, employees

are empowered to

impact the future of

the workplace and

the community

Aetna is engaged

in making diversity

a force for business

growth and expanded

opportunities

Executive Messages

The challenge of continually

increasing our value to

customers, shareholders

and communities requires

creativity and insights that

only a diverse workforce

can deliver.

When I joined Aetna in 2003, the

company already had a strong track

record of merging diversity leadership

with business excellence. Since then,

I have been privileged to work with

Ron Williams, who recently retired

as Aetna’s chairman, to strengthen

this commitment.

“ As a company, we have

transformed our employee

resource groups into true

business assets. We have

gained a competitive

advantage by working with

targeted suppliers and other

partners. And we have

enhanced health care

access and affordability

for the underserved.”

Our company’s evolution as a

leader in diversity reﬂects and

responds to changes in the markets

we serve. At Aetna we actively

harness the diversity of our

employees to gain a better

understanding of the communities

we serve. This allows us to stay

ahead of the curve by reshaping our

business to better serve all customers

with responsive, tailored health-

related products and services.

I look forward to working with Aetna

employees and our many partners

to continue to explore how diversity

can embrace, empower and engage

people – and to make quality health

care more affordable and accessible.

– Mark T. Bertolini, Chairman,

Chief Executive Ofﬁcer,

and President, Aetna

Mark T. Bertolini

Diversity is at the heart

of Aetna’s business

Thank you for taking the

time to learn about Aetna’s

diversity journey and to

review Aetna’s 2010 Diversity

Annual Report.

This year’s report demonstrates that

our continued commitment to diversity

has delivered positive and wide-

reaching beneﬁts to our employees,

communities and business partners.

Our employees are more engaged, the

local communities see us as a trusted

partner, and our business partners

beneﬁt from consulting with us.

Aetna’s diversity strategy focuses on

empowering our employees and

maximizing their contributions, while

integrating diversity into how we do

business every day. This integration

adds measurable value to the

organizations that entrust the health

and ﬁnancial security of their

employees to Aetna.

While this report chronicles many

successes, it also serves as inspiration:

to strengthen and broaden our efforts

to make diversity a singular priority and

a spark for progress. In doing so,

Aetna’s leaders and employees across

the country will continue to forge a

path between today’s accomplishments

and tomorrow’s aspirations.

– Raymond J. Arroyo,

Chief Diversity Ofﬁcer, Aetna

“ Aetna’s diversity strategy

focuses on empowering

our employees and

maximizing their

contributions, while

integrating diversity into

how we do business

every day.”

Raymond J. Arroyo

Embraced

Employee resource

groups play critical

role at Aetna

Aetna has been a pioneer in engaging

employees and leveraging their

knowledge through internal organizations

called employee resource groups (ERGs).

Aetna’s ERGs are company-supported

and employee-managed, and are

comprised of people who share an

afﬁnity, a common background or a

similar set of experiences. ERGs also

offer an opportunity for employees

to learn about and better appreciate

employees whose backgrounds may

be different from their own.

Open to all employees, Aetna’s ERGs

provide employees with opportunities

to apply their expertise, give back to

the community, share perspectives with

senior management, and learn career-

building skills. Increasingly, ERG members

are helping Aetna to meet business

objectives by providing valuable insights

that help the company create more

effective products, services and

marketing approaches.

Aetna embraces diversity

in all its dimensions. The

company understands that

when people join together

to create change, their

deepest insights emerge

from both common and

uncommon ground. Their

greatest contributions arise

from the way they live their

lives, where they come

from, what they treasure,

and what they understand

about our world.

Aetna’s Employee

Resource Groups (ERGs)

■

AAERG – African American ERG

■

AetnAbilities – Employees

with Disabilities ERG

■

AetVets – Veterans ERG

■

AHERG – Aetna Hispanic ERG

■

ANative – Aetna Native-American ERG

■

ANGLE – Aetna ERG of Gay, Lesbian,

Bisexual, Transgender and Ally Employees

■

AsiaNet – Asian-American ERG

■

BoomERGroup – Baby Boomers ERG

■

Caregivers ERG

■

Christian ERG

■

EnRGY – Generation Y ERG

■

Families@Work – Working families ERG

■

TCN-ERG – Telework Community

Network ERG

■

WERG – Aetna Women’s ERG

■

X-Factor – Generation X ERG

The strategies and activities of ERGs are

innovative and varied. For example, Aetna’s

AetVets ERG, which is comprised of military

members, veterans and supporters, rallied

in 2010 to help active military members

and veterans alike. In May, they served food

to sailors and marines at New York’s Fleet

Week celebration. In June, they supported

a Connecticut Veteran’s Home effort to

help homeless and needy veterans. And, in

November, their pride and support were on

display in the Connecticut Veteran’s Parade.

Today, Aetna’s 15 ERGs bring together the

talents and insights of more than 14,000

employees across the country.

The 2010 Diversity Annual

Report offers a clear

picture of how diversity

and business strategy

converge to initiate

change and build success.

As executive sponsor of this

year’s report, it has been my

privilege to help a very talented

team bring Aetna’s diversity

story to life, both within these

pages and – for the ﬁrst time –

through a dedicated web site.

Bringing our story to the web

is a major step because now

more people can see and

understand Aetna’s commitment

to advancing diversity inside

and outside its walls.

Sponsoring this report has

conﬁrmed my belief that Aetna’s

focus on affordable, quality

health care is wholly intertwined

with our commitment to

diversity. We must tailor our

products and services not only

for mass markets, but for diverse

families and cultures. And to

achieve the innovation such

tailoring requires, we must

draw on the deepest insights

of each Aetna employee.

We hope you enjoy this

year’s report. Please also visit

our companion web site at

www.aetna.com/

diversityannualreport and

share the link with others

who are interested in diversity’s

role in shaping business and

social progress.

– Jeff D. Emerson, Senior Vice

President and Head of Aetna

Health Care Management

and the Regions

“ I have gotten involved with some of the many diverse

organizations within the company, such as the Aetna Women’s

Network and the African American Employee Resource Group.

Aetna is such a melting pot of diverse people. It’s good to

know that, no matter who you are, you feel welcomed.”

– Angela Jackson, Administrative Unit Head

AetVets at Fleet Week 2010 in NYC

AetVets at Connecticut

State Veterans Home

New ERG illuminates

role of faith in creating

more inclusive

workplace

Across the nation, people of various

faiths work together every day, yet rarely

discuss their beliefs openly – mainly

because few companies acknowledge

their employees’ faith or encourage

dialogue about its importance.

In early 2010, Aetna created its ﬁrst

avenue for faith-based engagement

by launching the Christian Employee

Resource Group (ERG), which is the

newest of Aetna’s 15 ERGs.

The new ERG provides an opportunity

for Christian employees to integrate their

faith, work and relationships to increase

employee engagement and foster an

inclusive environment. In May, for

example, Christian ERG members and

other employees joined in observance of

the National Day of Prayer. This annual

day of observance, designated by the

U.S. Congress, encourages people "to

turn to God in prayer and meditation."

The Christian ERG has quickly gained

popularity. Since its inception, 17

chapters of the ERG have sprung up

in 15 states, comprising about 400

members. The ERG has launched several

volunteer initiatives to join with its

members – and all Aetna employees –

in nurturing stronger communities.

“ It’s great that Aetna recognizes the importance of faith in

the lives of many of its employees. It is also timely as we look

to provide our services in various faith-based communities.”

– Joe Black, Head of Corporate Purchasing,

Executive Sponsor of the Aetna Christian ERG

 Out & Equal™ Workplace Advocates presented Mark Bertolini with their

“Champion Award,” which recognizes a non-lesbian, gay, bisexual, or

transgender (LGBT) person who has played a pivotal role in championing

equal treatment of LGBT employees on the job and has demonstrated a

signiﬁcant commitment to LGBT workplace rights.

 Aetna was also honored by Out & Equal™ Workplace Advocates as one of

four ﬁnalists for the “Workplace Excellence” Award that recognizes an

employer that has made a historic and ongoing commitment to pursuing

and executing workplace equality for LGBT employees.

 Black Enterprise magazine named Aetna to its 2010 list of the “40 Best

Companies for Diversity,” the ﬁfth consecutive year that Aetna earned

this distinction.

 Aetna was named as one of the Top Companies for Executive Women for

2010 by the National Association for Female Executives. The list spotlights

corporations whose commendable practices and employment records

demonstrate that women matter to the bottom line. Aetna has been

named on the list since 2002.

 Aetna was named to DiversityInc’s “2010 Top 50 Companies for Diversity

”

list for its demonstrated use of measurable diversity best practices and

results. Aetna made signiﬁcant progress, moving up 11 spots to 19th place

this year. In addition, Aetna was named Top Company for Employee Resource

Groups, and ranked in the top ten of companies for LGBT employees and for

employees with disabilities.

 LatinaStyle magazine has named Aetna to its 2010 Top 50 Companies for

Latinas list. Aetna has been named on the list since 2000.

 Aetna received New York Urban League’s Champions of Diversity Award in

February 2010. The Award salutes companies that understand the need for

diversity in the job market.

 Aetna has earned the top rating of 100 percent in the 2010 Corporate

Equality Index, an annual Human Rights Campaign survey. It’s the 9th

consecutive year Aetna has received a perfect score for service to LGBT

employees and consumers.

Awards

Aetna commits

$1.5 million to build

opportunities for

Philadelphia’s Latinos

In Philadelphia’s Hunting Park

neighborhood, Aetna’s business goals

and its enduring commitment to diversity

are converging to give Latino families

new options for education, training and

home ownership.

“ Aetna deeply values

the relationship we have

built with Esperanza in

Philadelphia … and we’re

looking forward to helping

Esperanza create more

homes, more jobs and

more hope for a community

that sorely needs it.”

– Patrick Young, President of

Aetna’s Pennsylvania and

Delaware Markets

In April 2010, the company announced

that it would contribute $1.5 million over

the next six years to support community

development efforts by Esperanza, the

nation’s largest Hispanic faith-based

development corporation, which also

is an Aetna customer. The funds will

be used to expand Esperanza’s services

under the Pennsylvania’s Department of

Community and Economic Development.

Esperanza’s work in Hunting Park

includes helping residents with home

rentals and purchases, assisting with

commercial development that will create

local jobs, and creating educational,

training and referral services to better

equip people to succeed in these jobs.

Rev. Luis Cortés Jr. and the Hispanic

Clergy of Philadelphia founded Esperanza

in 1987 to respond to challenges in the

Hispanic community. Aetna’s ﬁnancial

commitment expands on an existing

relationship: earlier the company

supported “Tu Eres La Respuesta”

(“You Are the Answer”), an HIV/AIDS

awareness program, as well as the

National Hispanic Prayer Breakfast

and Conference.

Obesity and the

grocer’s shelf

With the help of a $250,000

Aetna Foundation grant, the

University of Pennsylvania’s

African American Collaborative

Obesity Research Network is

launching an innovative study

on how food prices, grocery

store access and marketing

of high-calorie, low-nutrient

foods and beverages are

impacting the consumption

patterns of African-American

women. The study will

shed new light on how

supermarkets and marketing

practices impact health

behaviors.

“ The dollars provided by Aetna will increase the number of

individuals positioned for improved employment opportunities and

home purchase, allowing them to strengthen their commitment

to the neighborhood and to purchase within the corridor.”

– Reverend Luis Cortés Jr., President of Esperanza

Lights! Camera! Action!

Gen Y group shows

Aetna’s true colors

For young people considering where

to launch their careers, Aetna can at ﬁrst

seem a bit daunting with its 150-year-old

legacy, massive brick headquarters and

highly complex businesses.

Yet, Aetna’s Generation Y employees –

particularly those active in the company’s

Gen Y Employee Resource Group (EnRGY)

– know that behind the company’s

venerable veneer is a dynamic enterprise

with opportunities for personal and

professional growth that make it a highly

attractive place to launch a career.

In 2010, members of EnRGY, which

has chapters across the country, decided

to clarify and update the image of Aetna

among younger job seekers. How? By

telling the Aetna story themselves in a video.

Working with Aetna’s recruiting team,

several EnRGY members stepped in front

of the camera to share their views of the

company’s unique career opportunities.

The resulting video – Building Careers at

Aetna for Generation Y – is both spirited

and informative.

The video went live on Aetna’s web

site in July 2010, and is being used

by the company’s University Relations

team for recruitment activities on

university campuses.

What’s it like to

be a Gen Y employee

at Aetna?

Check out the video:

http://www.aetna.com/

about-aetna-insurance/

aetna-careers/video_

recruitment.html

Teleworkers ERG helps

to pioneer Aetna’s

virtual wellness

initiative

For customers and employees alike,

Aetna has been a leader in inspiring

healthy behaviors, whether through

product designs, targeted programs,

or even on-site ﬁtness centers for staff.

And with 45% of Aetna’s employees

teleworking the company is exploring

high-tech approaches to ﬁtness with

help from one of Aetna’s leading

employee resource groups (ERGs).

In 2010, members of the 6,000-strong

Telework Community Network (TCN)

enthusiastically participated in Aetna’s

Virtual Wellness and Online Training

pilot, which uses technology to bridge

the distance between ﬁtness instructors

and employees. The teleworkers were

linked via videoconferencing with a

ﬁtness instructor in Hartford who

provided both written exercise programs

and one-on-one training – often from

hundreds of miles away. TCN members

offered invaluable suggestions for

reﬁning the approach, an important

step as the company considers how

to package virtual wellness as a service

for plan sponsors.

“ We wanted to convey that even though Aetna has been around

for more than a century we have young employees – and we take

care of them by providing great beneﬁts, opportunities, training

and room to grow.”

– Ivette Sanchez, Talent Acquisition Project Manager

“ Our members are helping Aetna to get [teleworking] right. We’re

the ideal group to identify ‘pain points’ that get in the way of

success, and to test whether policies or programs are working.”

– Cyndee Ward, Leader of Aetna’s Teleworkers ERG

In Dubai, employee

resource group builds

unity, business

momentum

Situated in the heart of the Middle East,

the city of Dubai is among the most “global”

places on earth: virtually everyone living

and working there is from another country.

This is true of Aetna’s Dubai ofﬁce, where

roughly 100 professionals from India,

Pakistan, Sri Lanka, the Philippines and

other countries work together to administer

health management programs and services

to local outpatient care practices. Engaging

employees and building team unity in such

a workplace is critical to business success.

Cultural differences among staff and

a sense of isolation – from family and

community and from Aetna itself – must

be acknowledged and addressed.

Fortunately, for the past year, the ofﬁce has

been developing Aetna’s ﬁrst international

employee resource group (ERG) – the Dubai

Families@Work ERG. The new ERG focuses

on boosting employee engagement and

creating a greater sense of community.

Leaders of the US-based Families@Work

ERG reached out to the Dubai staff in 2009

to explain the ERG concept and provide

Cyndee Ward, a teleworking business

continuity consultant, has led TCN for

the past three years. She and other TCN

members have been instrumental in helping

Aetna adopt better methods for selecting,

motivating and equipping teleworkers for

success. TCN shares best practices via an

online database and publishes a regular

newsletter with a particular focus on

wellness and good nutrition. In 2010,

Ward was the recipient of the Aetna Way

Gold Award for Diversity, in recognition

of her work in advancing teleworkers’

success across the country.

Aetna’s new Virtual Wellness Center

guidance. Two medical professionals

in Dubai, Stella George and Ruchika

Mukherjee, both from India, took the

lead in building the ERG branch, with

help from Aetna Global Beneﬁts and

human resources staff.

Because the ERG concept was

completely novel to staff in Dubai, the

ERG started by helping with the most

practical of issues, such as where to

ﬁnd a good pediatrician or dentist, or

ideas for healthy children’s lunches.

As the year progressed, the ERG was

better able to provide resources and

training for staff. For example, the ERG

realized that many employees wanted

to improve their Microsoft Ofﬁce skills,

but were reticent to use online training

tools. In response, the ERG organized

training programs led by “power users”

in the ofﬁce, which boosted skills of

both trainers and students.

Now more than a third of the ofﬁce’s

roughly 100 employees are part of

the ERG, and the group is excited to

continue its pioneering work as Aetna’s

ﬂagship international employee group.

“ The ERG has helped employees from different parts of the

world to open up a little, to get that trust going. It starts with

the realization that it’s okay to just be yourself.”

– Ruchika Mukherjee, Quality Consultant

Women’s heart health

is focus of Aetna’s

“Go Red” commitment

What kills more women than any other

disease, including cancer? It’s heart

disease — and Aetna in 2010 and 2011

is deepening its commitment to helping

women learn about and ﬁght against this

deadly, silent killer.

Aetna is a Signature Sponsor for the Go

Red For Women movement in Connecticut,

which is part of a national effort by the

American Heart Association (AHA) to

inform, empower and rally women to

stop heart disease. Beyond stemming an

increase in suffering, the AHA warns of

rising costs in treating heart disease and

stroke, recently predicting that these

costs will increase in the next 20 years,

to $818 billion. In addition to its signature

sponsorship, Aetna is supporting regional

Go Red initiatives and AHA heart healthy

movements taking place across the country.

For example, throughout 2010, Aetna

supported the AHA in organizing successful

“Start! Walking Programs” — which

encourage people to lace up and start

walking – in cities such as Chicago,

Charlotte, Dallas, Nashville, Jacksonville and

Greater Washington. Aetna is encouraging

its employees to continue supporting

nearby Start! walks — and walking

regularly themselves to keep their

hearts healthier.

Promoting wellness

for Vietnamese

women business

owners in California

In 2010, Vietnamese women

business owners in Los

Angeles and Orange County

learned more about important

health topics and trends at

the Aetna-sponsored Wellness

Summit for Women in

Business. The event, which

drew 150 attendees, featured

presentations on health,

wellness and health care

reform – and their impact on

small business owners. The

presentations were translated

into Vietnamese as they were

delivered. The event grew

out of Aetna’s ongoing work

with the Institute for Women

Entrepreneurs, a nonproﬁt

located in Santa Ana, California.

In December 2010 Aetna hosted a

“Go Red for Women – BetterU” event

in its Hartford headquarters for all of

its Connecticut employees. The event

featured company executives Kay

Mooney and Deanna Fidler, co-chairs

for the 2010-2011 Go Red For Women

movement of North Central Connecticut,

and other speakers. Employees took part

in a range of activities – including a

15-minute high-energy stretch break –

and tasted healthy snacks. To sustain

the event’s momentum, Aetna is also

sponsoring an online BetterU, a free

program that helps men and women stay

healthy through small, simple choices.

“ Heart health isn’t a sprint,

it’s a marathon, and

it’s important to stay

motivated. Finding a

‘Heart Buddy’ can help

people stay focused, stay

motivated, and enjoy

healthy activities.”

– Deanna Fidler, Head of

Business Advisory Services

“ Nationwide, 76 percent of Aetna employees are women,

so it’s crucial for all the 25,000 women who support our

business, our customers and our members to understand

what it means to “Go Red.”

– Kay Mooney, Head of Strategic Development and Product,

Local Employers and Consumers

Kay Mooney and Deanna Fiddler

Drawing on these grants, Weller initiated

a community-based nutrition and ﬁtness

program for families and children in

Allentown and Bethlehem. Niños en Acción

(Kids in Motion) targets childhood obesity

and is tailored to reﬂect the cultural norms

of this largely Hispanic population.

Beyond the signiﬁcant funding, Aetna

and its employees are deeply involved in

working with Weller to address childhood

obesity. For example, the Allentown

Chapters of the Aetna African American

and Hispanic American Employee Resource

Groups (ERGs) sponsored four Fun Nights

in spring of 2010, during which Weller

brought the Niños en Acción excitement

right into the Aetna facility. The Fun

Nights featured a delicious, healthy

meal for children and parents and Weller

staff gave presentations on ﬁtness and

healthy eating. Every child received a

prize that encouraged active lifestyles.

In Pennsylvania,

concerted action to

stem obesity among

Hispanic and African-

American children

Childhood obesity is on the rise across

America, and its debilitating health

effects are particularly acute among

African-American and Hispanic

communities. In Allentown, Pennsylvania,

where these health trends merge with

signiﬁcant economic stress, Aetna and

the Aetna Foundation are making a

profound impact through strong action

and generous funding.

The centerpiece of these efforts is a

long-term partnership with the Weller

Health Education Center, which works

with more than 500 schools in the state to

enhance the teaching of health, character

education and life science for students

in grades K through 12. Since 2006, the

Aetna Foundation has made four grants

to Weller, totaling $155,000.

“ Aetna is very pleased with

the success of the Niños

en Acción program, and

we’re excited to support

its expansion into the

Bethlehem school district.

At a time when school

districts are facing serious

budget pressures, we’re

glad to promote such a

valuable effort.”

– Sammy Berrios, Site Manager

of Aetna’s Allentown Customer

Service Center

A Niños en Acción Event

Empowered

Aetna employees are

empowered to share their

unique perspectives in a

range of ways to make our

company more successful

and a better place to work.

They also are encouraged

to extend their momentum

beyond our walls – to nurture

a greater understanding of

diversity and its beneﬁts in

our communities and across

the nation.

Aetna and Bertolini

praised for bold

leadership in ensuring

equal rights for LGBT

workers

In October 2010, Out & Equal™

Workplace Advocates presented Mark

Bertolini, then President of Aetna, with

its “Champion Award,” which recognizes

a non-LGBT person who has played a

pivotal role in ensuring equal treatment

and rights for LGBT employees in the

workplace.

The award was presented at Out &

Equal’s annual Workplace Summit in Los

Angeles, before an audience of more

than 2,400. Finalists for the award

included executives from Johnson &

Johnson, IBM, and American Airlines.

The organization’s process for selecting

Champion Award recipients is very

rigorous, requiring extensive information

about an executive’s commitment and

achievements in supporting LGBT rights.

Leaders of Aetna’s LGBT employee

resource group, called ANGLE, took

the lead on preparing the detailed

nomination, including soliciting

perspectives from respected diversity

organizations outside the company.

“ The enthusiasm of all the summit participants gave us a

renewed energy and validated our issues and concerns,

since we were able to compare notes with our counterparts

at both J&J and American Express.”

– Cindy McConnell, Project Coordinator, BoomERGroup and TCN-ERG Leader

Leading companies hold

Summit to connect and

develop their ERG leaders

In October 2010, Aetna joined with two

valued customers to share ideas and

explore new opportunities in building

business success through employee

resource groups (ERGs).

The summit brought together a range

of executives and ERG leaders from

American Express, Johnson & Johnson

and Aetna. The event included more

than 240 participants, representing more

than 15 employee resource groups.

The all-day event featured workshops

in which participants discussed topics

ranging from business planning to leading

and organizing for sustainable impact to

partnering and inﬂuencing effectively.

Representatives from each company

offered real-world examples of how

ERGs bring value to the business.

Aetna was also honored at the event as

one of four ﬁnalists for the “Workplace

Excellence” Award that recognizes an

employer that has made a historic and

ongoing commitment to workplace

equality for LGBT employees. Also

nominated in this category were Ernst &

Young, IBM, and Cisco Systems, with IBM

taking home the top honor. The awards

are known collectively as “Outies.”

Aetna has been a corporate sponsor of

this annual event for ten years. In 2010,

more than 20 Aetna employees and

executives attended the Summit.

“ I’m so proud of the

accomplishments we have

made as an organization

to advance diversity in

its broadest sense, and

to serve the LGBT community

as an employer and business

partner. Make no mistake

about it … we care. We ‘get

it.’ And we are committed.”

– Mark Bertolini

Two panel sessions, one featuring

executive leaders and the other

featuring chief diversity ofﬁcers, gave

participants a unique opportunity to

ask questions and share perspectives.

In the executive leaders panel, Kenneth

Chenault, chairman and CEO of

American Express, Michel Paul,

chairman of Johnson & Johnson’s

Diabetes Care Franchise, and Ron

Williams, then Chairman and CEO

of Aetna, shared their views on the

power of ERGs in shaping corporate

policy and business initiatives.

Williams noted that ERGs are key

to sustaining Aetna’s core value of

employee engagement, and said that

ERG members must have the courage

to share their ideas. Chenault added

that, although not every idea will

be accepted, ERG members must

be willing to promote “constructive

confrontation” to encourage innovative

thinking and inspire results.

ERG Summit,

New York, New York

In October, the African-American Employee

Resource Group (AAERG) hosted 15

teenage girls for one day in Hartford,

through a relationship with DreamGRLZ,

a New Britain-based nonproﬁt youth

organization. The young ladies learned

about Aetna’s history and its customers,

and sampled healthy foods as part of a tour

of the company’s wellness center. The day

included a dynamic panel discussion in

which three women Aetna employees

shared personal stories about how they

overcame adversity to emerge as successful

professionals. For their part, the girls shared

their own stories, some difﬁcult to tell,

which both enriched the discussion and

underlined the core message: that with

hard work and focus, it’s possible to

achieve an exciting career – no matter how

unlikely it might sometimes seem.

“ Thank you for taking your

time and allowing me to

experience the health

insurance world. I loved

working with everyone

at Aetna and learned so

much … My schoolwork is

rigorous – ﬁve AP classes

and two Honors classes –

but I am happy because I

know it will prepare me

for college.”

– Dayanna De La Rosa, 2010 Summer

Intern, Aetna Allentown

Aetna opens doors

to shape futures of

young women

A person’s personal and professional

development is shaped by experiences

from youth, whether they are reafﬁrming

and positive, or sometimes difﬁcult to

bear. During 2010, Aetna ERGs in two

ofﬁces welcomed young African

American and Latino women into the

company to open their eyes to life’s many

opportunities and to give them a glimpse

into the world of business.

During the month of July, members of

the Hispanic Employee Resource Group

(AHERG) in Allentown, Pa., hosted two

teenage girls as interns through its

sponsorship of the “Futuros Empresarios”

(Fé) Program of the Hispanic Chamber of

Commerce of Lehigh Valley. Through this

program, Hispanic high school students

complete sessions at nearby DeSales

University before joining local businesses

for immersion in the “real world” of

working. At Aetna, members of the

AHERG acted as hosts for the two

interns, both of whom rotated through

various areas to experience the breadth

of Aetna’s business operations and

the expectations of various jobs. In

doing so, these young ladies also were

“ambassadors” of their high school,

demonstrating the outstanding

potential of students when given the

right opportunities and environment

for success.

Cultivating tomorrow’s

medical leaders to

tackle health care’s

toughest challenges

Aetna has been a leader in seeking

solutions for the inequities in health care

that have a disproportionate impact on

racial and ethnic minorities. A major

challenge in this effort has been the

hard work of researching and clarifying

root causes of inequalities in order to

take effective actions.

In 2010, the Aetna Foundation took a

bold step toward bolstering this research

effort by launching an initiative with

AcademyHealth, a premier professional

organization for health services

researchers. The initiative includes the

AcademyHealth/Aetna Foundation

Minority Scholars program, which

supports the work of 15 students,

post-doctoral trainees and fellows from

under-represented minority groups.

The program, funded through 2013,

pays the costs of the scholars attending

AcademyHealth’s annual research

meeting, along with adjunct meetings

and mentoring activities.

The initiative is helping these researchers

develop professionally as they pursue

various avenues of health services

research, including efforts to better

understand and address health care

disparities. The power in this equation

is that many of these scholars have

witnessed the effects of these disparities

– in their families and communities –

and have a deep sense of where to

search for effective solutions.

DreamGRLZ participants

at Aetna

Aetna-sponsored program scores big,

sets 2,000 children on healthier path

Childhood obesity has tripled in the last 30 years, according to the U.S. Centers

for Disease Control and Prevention (CDC), which elevates risk factors for heart

disease, diabetes, cancer and other diseases. Better diet and exercise are keys

to stopping the trend – but how do we change kids’ habits for good?

One promising answer is to integrate healthy activities where children spend

much of their waking hours: their schools. The Three Point Play program – a

collaborative effort of Aetna, the Aetna Foundation, Action for Healthy Kids

and local non-proﬁt organizations – is doing exactly that.

Based on a clinically validated curriculum to improve the ﬁtness of children

in K-12 public schools, the 20-week program is tailored for ethnic minorities

in low-income urban areas, who are at greatest risk for cardiovascular disease.

Three Point Play includes training for physical education teachers and other

school staff, instruction methods and teaching materials. It focuses on

encouraging physical activity among students, enhancing nutrition awareness,

and engaging students and their families in adopting healthy lifestyles.

The program also includes incentives and prizes for program participants.

The ﬁrst two school districts to take part in the program were in Texas,

comprising more than 2,000 participating students in six schools. Program

results were promising: participants achieved a decrease in body mass index

(BMI) of 0.2 to 0.4 points. This is signiﬁcant because children in this age

group are predicted to gain 0.5 to 1.0 BMI points per year, with higher gains

predicted for ethnic minorities. Beyond their BMI improvements, children

also made gains in their cardiovascular ﬁtness, strength and ﬂexibility.

To introduce the inaugural class, the

Foundation launched a web site that

includes inspirational testimonials from

this new generation of leaders. Meet

the scholars and hear their stories:

http://www.aetnafoundationscholars.org/

“ Many people have sacriﬁced

to make this path for me. So

I feel obligated to give back

and make a difference in the

community around me.”

– Kara Odom Walker, MD, MPH, MSHS

Students participating in Three Point Play program

“ We understand the impact of childhood obesity, and this

program is aimed squarely at that issue. For schools, it’s

an easy-to-administer, no-cost program that gets results.”

– Jeff Bernhard, Head of the Public & Labor segment

for the Aetna’s West Region

Aetna is engaged in

making diversity an integral

part of our business.

Diversity inﬂuences the way

the company works with

customers and business

partners. It helps Aetna

to identify and serve new

markets. And it heightens

the effectiveness of the

company’s broad efforts

to improve the quality and

affordability of health care

for everyone.

Aetna has ‘world class’

goals for supplier

diversity program

Minority-owned, women-owned, lesbian,

gay, bisexual, and transgender-owned,

and small business suppliers give Aetna

more than just quality products and

services: their unique insights enhance

Aetna’s success in a dynamic marketplace.

For this reason, Aetna in recent years

has made supplier diversity a priority,

forging a range of successful

relationships. In 2010, this priority was

transformed into a goal: to achieve

world-class supplier diversity. This means

that by 2015 Aetna intends to rely on

diverse suppliers for at least 15% of

its spending, while also building

relationships with targeted suppliers.

Aetna has played an active role in

advancing the success of diverse suppliers.

The company is an active member of the

National Minority Supplier Development

Council (NMSDC), the Women’s Business

Enterprise National Council, the greater

New England Minority Supplier

Development Council and the National

Gay & Lesbian Chamber of Commerce.

In October 2010 Aetna executives played

a signiﬁcant role in the NMSDC’s

Conference and Business Opportunity

Fair in Miami, Florida. The event drew

nearly 7,000 procurement executives,

supplier diversity professionals and

diverse business owners. Many of

Aetna’s customers attended as well.

At the conference, Mark Bertolini, then

President of Aetna, shared his views

about the future of minority business

development, and explained how

supplier diversity drives Aetna’s

business strategy.

Engaged

For Aetna, MasterCraft is more than

merely a printer: it is a collaborator

that delivers extra value every day. For

example, Burbey often provides ideas for

reducing print costs or reﬁning processes

to save time. He and the MasterCraft

team frequently help Aetna fulﬁll Requests

for Proposals, aptly manage all aspects of

sourcing and billing, and respond to

last-minute requests and changes with

grace and professionalism.

MasterCraft also beneﬁts from this

relationship. The ability to serve Aetna on

a range of projects deepens its knowledge

of Aetna and the health care industry,

and provides additional stability for this

minority/women-owned company in a

highly competitive environment.

Aetna support of LGBT

alliance contributes to

business growth

In 2010, Aetna became the ﬁrst

“Cornerstone Healthcare Partner” for

the Connecticut Alliance for Business

Opportunities (CABO), Connecticut’s

only LGBT Chamber of Commerce.

As part of its relationship with CABO,

the company hosted an event in October

2010 at the Aetna Customer Center in

Hartford, Connecticut. More than 80

people attended, representing more than

two-dozen local companies, including

Aetna and Texas printer

both beneﬁt from

lightning-response

relationship

Aetna Better Health, the company’s

Medicaid Plan in Texas, faces a

monumental communications challenge:

to create the equivalent of a “personal

open enrollment” for Medicaid-eligible

people every day of the year. To achieve

this, the company is constantly creating

updated provider directories, physician

notices and a range of other printed

material in an endless ﬂow in order to

attract and serve these valued members.

When printing is virtually a 365-day-a-year

process, it is critical to have a rapid-

response printing company on your

team such as MasterCraft Printed Products

& Services of Irving, Texas. MasterCraft,

certiﬁed as an Historically Underutilized

Business and a certiﬁed women-owned

supplier, has been serving Aetna Better

Health’s printing and promotional needs

since 2005. What’s more, the company’s

account liaison, John Burbey, goes back

even further with Aetna, having provided

professional advice and swift support

as part of another printing ﬁrm since

the 1980s.

Campbell’s, The Hartford, MassMutual

and Walgreens, as well as Aetna

executives and employees. Mark

Bertolini, who serves on the Board of

the National Gay & Lesbian Chamber

of Commerce, welcomed the attendees

with the help of members of ANGLE,

the company’s LGBT employee

resource group.

Among the highlights of the event were

testimonials from several customers

who explained that Aetna’s support of

CABO was a key factor in their decision

to choose the company as its health

plan provider.

“ When my law ﬁrm was

looking to change medical

insurance providers last

year we chose Aetna,

not only because of its

superior products and

exemplary service, but

also because of its

sponsorship of CABO

and its well-known

commitment to diversity.”

– W. Glen Pierson, Esq.

Loughlin FitzGerald, P.C.

National Minority Supplier

Development Council Conference and

Business Opportunity Fair,

Miami, Florida

“ John and MasterCraft are true assets for Aetna, both by helping us compete in

Texas and serve our Medicaid customers well. I can’t tell you how many times John

and his team have come through for Aetna Better Health, whether it’s dealing with

projects under pressure or ﬁnding solutions that save time and money.”

– Cindy “CJ” Jones, Texas Medicaid Marketing Communications Manager

Aetna’s effort to improve

health equity engages

partners, providers,

company’s ERGs

For nearly a decade, Aetna has been at the

forefront of the search for solutions for one

of health care’s most complicated challenges:

the inequalities in care and health outcomes

experienced by people of various racial and

ethnic backgrounds. The company also has

implemented culturally oriented care delivery

programs in areas such as maternal and child

health and breast health.

Aetna has been collecting racial and ethnic

data from its plan members on a voluntary

basis since 2002. Nearly 6 million currently

active members have since provided this

information, which is critical to understanding

inequities in health care and outcomes. To

better leverage this data, Aetna has created

the Racial and Ethnic Equality Dashboard,

which combines medical claims, pharmacy

and laboratory data to clearly identify

member disparities and which helps to shape

targeted approaches to meet the diverse

needs of plan members.

“ We continue to strengthen

our ability to analyze member

data in ways that uncover

potential solutions to

disparities in health care

and that drive targeted

business initiatives.”

– Michele Toscano, Program Manager,

Racial and Ethnic Equality Initiative,

Ofﬁce of Aetna’s Chief Medical Ofﬁcer

Seeking better

solutions for low-

income patients

The Aetna Foundation awarded

$250,000 to Massachusetts

General Hospital to evaluate the

effectiveness of an intensiﬁed,

integrated primary care

program in addressing the

needs of low-income patients

with chronic illnesses. The

hospital’s Primary Care

Intensiﬁcation Program (PCIP)

was launched in January 2010

throughout clinical sites in

northeastern Massachusetts.

In 2010, Aetna’s research team began to

investigate ways to achieve even greater

member participation in the program.

They turned to members of Aetna’s

African American, Hispanic, Asian and

Native American Employee Resource

Groups (ERGs) for their views. Taking part

in focus groups and surveys, the ERG

members shared a range of ideas. For

example, they noted that prospective

volunteers need to be told precisely how

the data would be used and, just as

important, how it would not be used.

They also advised that Aetna clearly

describe the line of sight between the

data collected and speciﬁc quality

improvement activities.

2010 marked signiﬁcant strides in Aetna’s

health equity efforts. In April, Population

Health Management published a

landmark paper on hypertension among

African Americans, which chronicled a

study Aetna conducted in collaboration

with the Morehouse School of Medicine

and Health & Technology Vector, Inc.,

and with partial funding from Sanoﬁ-

Aventis. In August, the company

announced the ﬁndings of an analysis

that showed that African Americans and

Hispanics use emergency rooms (ER) for

asthma more often than Whites, leading

to signiﬁcantly higher levels of potentially

avoidable ER visits. As a result of this

analysis, Aetna launched an intervention

to improve the quality of asthma care for

minority members.

“ No matter what your goals are in the health care arena, disparities

have an impact. Are you focused on clinical quality? Social justice?

Reducing cost? You can’t really move forward effectively without

also addressing inequities in health care.”

– Wayne Rawlins, M.D., National Medical Director,

Racial and Ethnic Equality Initiative, Ofﬁce of the Chief Medical Ofﬁcer

Customers beneﬁt from Aetna’s diversity

management consulting

At Aetna, our customers are at the center of everything we do. That’s why

customers who sign up with Aetna, get more than best-in-class products

and services – they also get access to best practices on diversity.

In 2010 members of Aetna’s diversity team consulted with dozens of

customers and shared diversity best practices related to employee resource

groups (ERGs), diversity metrics, alignment to the business, leadership

accountability, and organizational designs.

Customers have praised the value of Aetna’s diversity consulting in this

area. Here is a sample of their comments:

“ Aetna’s willingness to share their expertise on diversity and their

customer-focused approach has been very well received at SunGard.

We appreciate their ability to consult on diversity with us on an ongoing

basis. In fact, it was this support that changed our perception of Aetna

from a vendor to a real business partner.”

– Cristóbal Conde, President and CEO of SunGard, a global provider of

software and technology services

“ Aetna provided valuable diversity consulting for us, particularly on ERGs,

and my team and I sincerely appreciated their willingness to work with us

and teach us what they knew. Our time spent with Aetna has served as a

catalyst for our team to begin to integrate a robust diversity strategy

throughout our company that will enhance our business objectives.”

– Russell Esquivel, Vice President of Workforce Solutions for Apollo Group,

the parent company of University of Phoenix

“ Aetna’s diversity practices are best-in-class. I appreciated the time they

took to visit my ofﬁce to share their experiences and consult with us on

diversity. As the result of the knowledge we gained from our meetings

with Aetna, the American Diabetes Association is taking its diversity

strategy in a new direction. Aetna is clearly a thought leader in migrating

diversity from a human capital initiative to integrating and leveraging

diversity into an organization’s core business activities.”

– Don Laing, Senior Vice President of Human Resources

for the American Diabetes Association

Since 2001, Aetna and

the Aetna Foundation

have awarded more than

$30 million in grants to

support programs that

address racial and ethnic

equity in health care,

including $1.24 million

in 2010.

– Source: Aetna Foundation

Also in August, the company named

Wayne Rawlins, M.D., to a new position

that focuses on addressing racial and

ethnic health disparities in health care.

Dr. Rawlins serves as the lead clinician

focused on identifying areas where

disparities exist among minority members

and spearheading programs that lead to

more equitable health care.

In November, Aetna launched a pilot with

the Medical Clinic of North Texas (MCNT)

in Dallas, which aims to improve the care

of diabetic patients of Hispanic and

African American descent. The yearlong

program includes adding a bilingual

diabetic educator, as well as introducing

culturally appropriate materials to engage

patients in their health care.

Culturally sensitive ad

campaign elevates Aetna

brand among Latinos

In the ﬁrst few months of 2010, the proﬁle

of Aetna among Latino consumers in

Greater Miami had risen dramatically:

web site trafﬁc had increased by nearly

40 percent compared to a year before,

brand awareness had risen by nearly a

third, and hundreds of new Latinos had

selected Aetna as their health plan.

What created this surge of interest? In a

word: Máximo. This focused marketing

campaign, which was rolled out in late

2009, encompassed TV, radio, print, web,

direct mail and in-store promotions –

all tailored to appeal directly to the

Latino consumer.

Aetna’s Miami

Advisory Council

expands focus

nationally, becomes

Latino Advisory

Council

Aetna’s Miami Advisory

Council expanded in 2010 to

become the Latino Advisory

Council. With its initial focus

on assisting Aetna to become

the provider of choice for

Miami Hispanics, the Council

recognized the importance of

expanding into additional

Latino markets across Aetna’s

footprint. The Council, which

acts somewhat as a board of

directors for Aetna’s Latino-

related business initiatives, is

comprised of both key Aetna

executives and high-proﬁle

Latino business leaders.

Too often, marketing campaigns are

developed for non-Hispanic audiences

and then “translated” into Spanish “

with, perhaps, a change in imagery

or photography. However, such half

measures are rarely successful because

they do not create a culturally relevant

brand experience for the Latino

consumer. Rather than being drawn

to a company, these ill-advised ads may

only underscore how out-of-touch the

company is with Latinos’ daily realities.

To ensure that the campaign would have

the greatest potential for success, the

marketing team reached out to Aetna’s

Latino Council for guidance. The Council

identiﬁed a regional ad agency that

specializes in culturally relevant marketing

approaches to support the campaign.

The Máximo campaign not only boosted

Aetna’s proﬁle in Miami, but also

provided a template with which the

company will reach out to other Latino

markets in the coming year.

Aetna works with

American Indian tribe

to respond to unique

health needs

In recent years, Aetna has been

collaborating with the Pechanga Band

of Luiseno Indians Tribal Government

to meet the health and beneﬁt needs

of its enterprises, which include a

major resort and casino. In addition

to employing Pechanga tribal citizens,

the resort and casino workforce includes

individuals from many different ethnic

backgrounds – many of whom grapple

with chronic disease.

“ The Aetna Máximo campaign, developed by Hispanic-owned

República, demonstrated the effectiveness of offering Hispanics

a product that meets their needs, in their language of comfort,

with integrated and culturally relevant communications. The

Aetna Latino Advisory Council believes that this pilot program can

be rolled out with great results in other major Hispanic markets.”

– Aida Levitan, Ph.D., APR, President of The Levitan Group, Inc.,

and Chairman of Aetna’s Latino Advisory Council

Aetna_spanish_Brochure_curves.indd 1 10/8/09 3:16 PM

Demographics

Our approximately 33,700 employees illustrate

our commitment to diversity

Gender

■

76 percent of Aetna’s employees are women

■

Women hold 62 percent of management/supervisory positions

■

Women hold 26 percent of senior leadership positions

■

31 percent of Aetna’s board directors are women

Race and ethnicity

■

31 percent of our employees are people of color

■

People of color hold 16 percent of management/supervisory positions

■

People of color hold 15 percent of senior leadership positions

■

23 percent of Aetna’s board of directors are people of color

■

40 percent of our 2010 hires were people of color

Veteran status

■

2 percent of our employees are veterans

Age/Generations

■

Employees range in age from 18 to 85

■

The average age of our employees is 44

■

1 percent of Aetna’s employees are in the Silent generation

(born between 1925 and 1945)

■

38 percent of Aetna’s employees are Baby Boomers

(born between 1946 and 1963)

■

46 percent of Aetna’s employees are in Generation X

(born between 1964 and 1978)

■

15 percent of Aetna’s employees are in the Millennial generation

(“Gen Y” – born between 1979 and 1994)

Years of service

■

25 percent of our employees have worked at Aetna for more than 15 years

■

35 percent of our employees have worked at Aetna for fewer than 5 years

Work/life arrangements

■

45 percent of our employees telework

■

2 percent of our employees have variable work schedules

■

3 percent of our employees work part-time

LGBT

■

3 percent of our employees self identiﬁed as either gay, lesbian,

bisexual or transgender

In fall of 2009, Aetna organized an onsite

diabetic retinal exam (DRE) event to attract

members who had not received their

exams within recommended time frames.

Such testing is especially important in light

of high rates of diabetes among American

Indians and other racial and ethnic

minorities; in fact, American Indians are

twice as likely to have diabetes than their

Caucasian counterparts. More than 60

exams were performed.

Recognizing that these employees –

and, importantly, the Pechanga tribal

citizens – would beneﬁt from Aetna’s

wellness programs, Aetna partnered with

the Pechanga Human Resources Beneﬁts

Department and its Occupational Health

Department to launch a comprehensive

wellness program. For example, Aetna

helped the customer to run health fairs

at which Aetna-contracted medical

groups came onsite to perform screening

for blood pressure, cholesterol, blood

glucose levels and bone density.

Aetna also focused its quarterly meetings

with tribal government and tribal enterprise

leaders to illuminate medical utilization

trends, which showed the disease burden

of its employees and how this burden

could be improved if members more

regularly used certain highly effective

prescription medications. Based on Aetna’s

analysis, the resort and casino changed

its drug beneﬁts program to include a

zero-dollar member copayment for

generic anti-hypertensive and anti-diabetic

medications, which has already resulted in

a 5 percent increase in use of these generics.

Aetna is proud to be meeting the needs

of tribal governments and their associated

enterprises. While working with tribes is

unique in light of their sovereign status,

it is also uniquely rewarding for Aetna.

00.02.924.1 E (3/11)

www.aetna.com

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