InsideBlue February 2022

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Findings and recommendations In February, Arkansas Blue Cross and Blue Shield partnered with Teleos Leaders to host nearly fifty forums, interviews, and focus groups that involved more than 1,000 of our employees. Teleos analyzed the data gathered and identified six high-level themes, then worked with the InBLUEsion Steering Committee to develop 13 recommendations and determine a path forward. Themes There is much to love about working at Arkansas Blue Cross. Our benefits and compensation and the service we provide to our communities are top-notch. Many employees described co-workers as friends. Teleos noted that not every company shares Arkansas Blue Cross’ relational power and that our company’s strength of connection among people can create the most vibrant and positive cultures. Representation matters. Our employees want to see people who look like them in all areas and levels of the company and they want to seek out role models and mentors who can help guide their professional development. Longing for belonging. Employees expressed a desire for opportunities to learn more about others’ experiences and to connect with others with similar identities. Advancement opportunities. Employees expressed a desire to improve job descriptions, and how they are posted and communicated, a greater understanding of what hiring managers are looking for from the beginning of the search and consistency among departments and hiring managers. More inclusive and transparent decision-making and communication. Employees asked that we involve more people who work closer to the frontlines sooner in the decision-making process to get the benefit of their knowledge and experience. Employees want consistency among all executives, directors, or managers to communicate information, especially difficult and tough decisions, in an honest and understandable way. Finally, employees want more information to be delivered in person and not just over email or InsideBlue. Process to report questions and concerns. Some employees shared that they want a way to report questions and concerns related to fairness and inclusion and a clear process to have them addressed. Some employees felt when they spoke up about unfair treatment in the past, they experienced negative consequences. Watch Curtis’ vlog with Stephanie Floyd about these findings and recommendations 6 InsideBlue February
Recommendations and Action Items Working closely with Teleos, the InBLUEsion Steering Committee identified these 13 recommendations for improvement and set priorities for 2021 and 2022. Representation and Belonging Employee Support and Resources Equal Opportunities Leadership Behavior In-person celebration of InBLUEsion Develop a calendar of company events and national observances Communications plan Establish Office of Ombuds Establish Operations committee Develop Employee Resource Groups Ensure integrity of job postings Support greater transparency in recruiting process Develop mentoring program Reconfigure leadership curriculum to include inclusion, bias and empathy Train hiring managers in giving constructive feedback Resume Leadership Forum for directors and above for teaching moments Coaching for InBLUEsion Representation and Belonging The InBLUEsion Operations Council was established in 2021 and charged with focusing on the recommendations in this section. The in-person celebration of InBLUEsion was not implemented to keep employees safe during pandemic conditions. The council developed a calendar for 2022 that highlights important cultural dates and observances reflecting our diverse population (see page 12) and is coordinating with Corporate Marketing to share information with employees. Employee Support and Resources The Office of Ombuds was created as a safe place for employees to share concerns about inclusion. Read more on page 10. Two employee resource groups (ERGs) will be piloted in 2022 (specific topics/demographics to be determined) and more ERGs will be added in the future. Learn more on page 10. Equal Opportunities To ensure the integrity of job postings and hiring process, Human Resources updated messaging that applicants receive during the process and managers were trained in giving feedback. In 2022, Enterprise Learning & Development and Human Resources will work with Teleos to plan a mentoring program, with the goal of implementing it in 2023. Leadership Behavior In August, employees with direct reports participated in training on how to give constructive feedback. These skills can be used in multiple settings: one-on-one meetings, post-interview feedback and other “teaching moments.” The Leadership Forum resumed in 2021 and took place virtually. Participants watched a pre-recorded presentation by Stephanie Floyd, InBLUEsion Steering Committee chair, and Fran Johnston, Ph.D., of Teleos Leaders, updating viewers on InBLUEsion’s first year and plans for 2022. February InsideBlue 7
Page 1 and 2: InsideBlue FEBRUARY 2022 A publicat
Page 3 and 4: Representation matters: A SNAPSHOT
Page 5: InBLUEsion Operations Council JULY
Page 9 and 10: Leadership and Governance: OPERATIO
Page 11 and 12: Our second year: LOOKING AHEAD Cale

InsideBlue February 2022

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