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Twelve years in the past, I proudly authorized an be offering to sign up for the Walgreens Federal Govt Family members group. I used to be impressed through the corporate’s legacy of carrier to communities and its long-standing dedication to range and equality. Significantly, in 1928, Charles R. Walgreen Sr. insisted that Black and white pharmacists be paid the similar, a long time forward of business norms and cultural requirements.
As an embedded presence in communities throughout The usa, an international corporate with greater than 350,000 group contributors spanning 17 international locations and possessing just about a century of championing racial fairness, we acknowledge that now, greater than ever, our movements subject.
Within the face of the pandemic, we proudly initiated a Walgreens Vaccine Fairness Taskforce, which I had the privilege of main. Via this effort, we now not most effective administered greater than 28 million vaccines in Walgreens pharmacies positioned in medically prone spaces, but in addition partnered with church buildings, tutorial establishments, executive and group organizations to host greater than 1,200 offsite clinics in 46 states and carried out a coast-to-coast cellular health center that made stops in additional than 30 other underserved communities and at greater than 15 traditionally Black faculties and universities.
Walgreens Boots Alliance covid-19 vaccinations at church buildings within the Atlanta, Georgia space.
Walgreens Boots Alliance covid-19 vaccinations at church buildings within the Atlanta, Georgia space.
Walgreens Boots Alliance covid-19 vaccinations at church buildings within the Atlanta, Georgia space.
That yr, we additionally introduced our first enterprise-wide Variety, Fairness & Inclusion targets, the efficiency of which tied at once to the corporate’s annual bonus plan (up to now, most effective particular person DEI targets have been in position for our world leaders). Beginning DEI targets for all the corporate was once a transparent image that this paintings was once a strategic corporate crucial. In the course of the targets, we larger the illustration of other people of colour and girls in management positions, larger our spend with various providers and ensured various candidate slates and interview panels. I’m more than happy with our nice strides in each and every of those spaces and am happy with our development.
As of late, our DEI objective has advanced right into a Well being Fairness objective. We proceed to attempt for larger spend with various providers, larger illustration of other people of colour and girls in management, and this yr, we added a objective to extend the illustration of other people with disabilities in any respect ranges around the corporate’s U.S. segments. We’re the first corporate within the S&P 500 to incorporate incapacity illustration as a separate, standalone metric inside a disclosed incentive plan. The Well being Fairness objective additionally contains carbon aid and waste control metrics. As we all know, other people of colour, particularly the ones with decrease socio-economic standing and other people with disabilities, are disproportionately impacted through the results of local weather exchange.
Because the Senior Vice President of ESG and Leader DEI Officer, I’m proud and commemorated to guide Walgreens endured development throughout each and every of those spaces. We’re on a challenge to ingrain range, fairness and inclusion into the entirety we do. Our vaccine fairness paintings and DEI efficiency targets are strategic, established industry systems. As well as, we have now invested in a DEI curriculum, together with rigorous coaching and mentorship systems, and proceed to empower our Industry Useful resource Teams (BRGs) to improve inclusive industry decision-making and seize higher world range information and insights.
We’re poised to catalyze actual, significant exchange. I invite you to be informed extra and sign up for us in this adventure at www.walgreens.com.
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