Diversity Staffing Policy

We build diverse candidate pipelines with intention and purpose, recognizing that talent exists everywhere, but opportunity does not. We partner deeply with professional associations that serve underrepresented communities, historically Black colleges and universities, Hispanic-serving institutions, tribal colleges, and community organizations that connect us with exceptional talent from all backgrounds. These partnerships are not transactional—they are long-term relationships built on mutual respect and shared commitment to equity. We source candidates across clinical and corporate roles with the understanding that diversity in every function makes our organization stronger.

Our job descriptions are crafted with meticulous attention to inclusive language, recognizing that words have the power to welcome or exclude. We use gender-neutral language, focus on essential qualifications rather than arbitrary requirements, and highlight our commitment to diversity and inclusion. We understand that traditional job descriptions can inadvertently discourage qualified candidates from underrepresented groups, and we refuse to let that happen. Every job posting is reviewed for inclusive language, and we continuously refine our approach based on feedback and outcomes.

Interview panels are intentionally diverse, recognizing that candidates should see themselves reflected in the people who evaluate them. Our interviewers undergo comprehensive training to recognize and mitigate unconscious bias, understanding that bias is not a character flaw but a human tendency that requires active management. We use structured interview processes that focus on competencies and potential rather than pedigree, and we ensure that every candidate is evaluated fairly and consistently. We believe that the interview process should be a two-way conversation where candidates can assess whether LAC is the right place for them, and we create environments where all candidates can bring their authentic selves.

Recruiting metrics are not hidden in spreadsheets—they are living tools that drive accountability and improvement. Representation goals, candidate slates, time-to-fill, offer acceptance rates, and demographic breakdowns at every stage of the hiring process are reviewed quarterly with executive leadership. These metrics are not used to shame or blame, but to understand where we are succeeding, where we need to improve, and what systemic barriers we need to address. We recognize that what gets measured gets managed, and we measure diversity and inclusion with the same rigor we apply to financial performance.

We actively work to remove barriers that prevent qualified candidates from applying or succeeding. This includes offering flexible interview formats, providing accommodations for candidates with disabilities, ensuring that our application processes are accessible to candidates with varying levels of technology access, and being transparent about compensation ranges. We understand that systemic barriers have prevented many talented individuals from accessing opportunities, and we are committed to being part of the solution, not perpetuating the problem.

Hiring diverse talent is only the beginning—retention and advancement are where true inclusion is proven. Every employee at LAC has access to mentorship pairings that connect them with leaders who can provide guidance, sponsorship, and advocacy. These mentorship relationships are not one-size-fits-all—they are tailored to individual needs, goals, and circumstances. We recognize that mentorship is particularly important for employees from underrepresented groups who may not have access to informal networks, and we ensure that our mentorship programs are structured to provide that access.

Leadership academies provide structured pathways for employees to develop the skills, knowledge, and networks necessary for advancement. These programs are not exclusive clubs—they are accessible to all employees who demonstrate potential and commitment. We actively identify and encourage employees from underrepresented groups to participate, recognizing that they may not always self-nominate due to imposter syndrome or lack of confidence. We provide tuition support aligned with career pathways, understanding that financial barriers should not prevent talented employees from advancing their education and careers.

Succession planning is where our commitment to diversity becomes tangible. We prioritize the readiness of diverse talent for key roles, recognizing that representation at every level of the organization is essential. This is not about lowering standards—it is about ensuring that diverse talent has the same opportunities for development, visibility, and advancement as their peers. We identify high-potential employees from underrepresented groups early in their careers and provide them with stretch assignments, executive exposure, and development opportunities that prepare them for leadership roles.

Managers receive comprehensive inclusive leadership coaching and performance feedback that helps them create environments where all team members can thrive. This coaching is not optional—it is a core competency for leadership at LAC. We help managers understand how to recognize and address microaggressions, create psychological safety, ensure equitable distribution of opportunities, and build teams that leverage the full range of perspectives and experiences. We recognize that even well-intentioned managers may need support to become truly inclusive leaders, and we provide that support with patience, resources, and accountability.

We monitor promotion rates, engagement survey results, and pay equity across demographic groups with the seriousness these metrics deserve. Disparities are not explained away—they are investigated, understood, and addressed. We publish an annual workforce diversity report that provides complete transparency about our progress, challenges, and commitments. This report is not a public relations document—it is an honest assessment that holds us accountable and demonstrates our commitment to continuous improvement. We believe that transparency is essential to trust, and we are transparent about both our successes and our areas for growth.

Employee Resource Groups (ERGs) are not social clubs—they are powerful engines of inclusion, innovation, and organizational improvement. Our ERGs provide structured feedback to leadership on policy design, community outreach, cultural programming, and business strategy. They serve as safe spaces where employees can connect with others who share similar experiences, but they also serve as advisory bodies that help LAC understand and respond to the needs of diverse communities. We provide ERGs with budget, executive sponsorship, and real influence, because we recognize that employees closest to the experiences of underrepresented groups have insights that are essential to our success.

Zero-tolerance policies for discrimination, harassment, or retaliation are not empty words—they are enforced with consistency and fairness. Incidents are investigated promptly, thoroughly, and confidentially, with respect for all parties involved. We understand that reporting discrimination or harassment requires courage, and we create systems that support that courage. We ensure that employees who report concerns are protected from retaliation, that investigations are conducted by trained professionals, and that outcomes are fair and appropriate. We recognize that a single incident of discrimination or harassment can poison an entire work environment, and we respond with the urgency and seriousness that reality demands.

Business units establish diversity OKRs (Objectives and Key Results) that are aligned with corporate targets and integrated into performance evaluations. These OKRs are not separate from business objectives—they are integral to how we measure success. Progress is reported every quarter, not as a compliance exercise, but as a strategic review that drives action. We recognize that diversity and inclusion are not the responsibility of a single department—they are the responsibility of every leader, every team, and every individual in our organization.

We create inclusive cultures through intentional actions: ensuring that meetings include diverse voices, that decisions are made with input from multiple perspectives, that celebrations recognize the diversity of our workforce, and that our physical and virtual spaces are welcoming to all. We understand that inclusion is not a destination—it is a continuous journey that requires constant attention, intention, and action. We train all employees on unconscious bias, microaggressions, and inclusive behaviors, recognizing that creating an inclusive culture requires everyone to be part of the solution.

Accountability is built into every aspect of our diversity and inclusion efforts. Leaders are evaluated not just on whether they hire diverse candidates, but on whether they create environments where those candidates can succeed and advance. We track retention rates by demographic group, promotion rates by demographic group, and engagement scores by demographic group, and we hold leaders accountable for outcomes. We recognize that accountability without support is unfair, and support without accountability is ineffective—we provide both, in equal measure.