Diversity at Amedisys

Diverse employees at Amedisys score the company 43/100 across various culture categories, placing Amedisys in the bottom 5% of companies on Comparably with 10,000+ Employees for Comparably's diversity score. The Diversity score provides insights into how diverse employees feel and rate their work experience at Amedisys across various culture dimensions.

Diversity and Inclusion at Amedisys

Amedisys strives to create an organizational culture and climate in which every individual is valued, all team members have a sense of belonging with one another and to the organization and feel empowered to do their best work. It is critical that all team members feel they can bring their full selves to work, unlocking their full potential. Research tells us that better representation leads to better performance which, for us, equates to better care for our patients.

EMPLOYEE RESOURCE GROUPS

Employee Resource Groups are a key initiative of the Diversity and Inclusion Council. They're voluntary, employee-led and sanctioned by the company. All Amedisys employees are welcome to join any or all groups to foster a sense of belonging to the company and one another. Thus far, Amedisys has launched the following groups to date:

The Global Black Community Employee Resource Group

The LGBTQIA+ Employee Resource Group

The disAbilities Employee Resource Group

In 2020, the Amedisys leadership team committed the organization to engage in key initiatives to address these needs, and so created the Diversity and Inclusion Council, which works to address the following:

Ensuring an inclusive working environment free of discrimination at all stages

Building capacity and competency to lead and manage a diverse workforce

Ensuring equal access to professional growth and advancement opportunities

Providing education and training to drive inclusive behaviors and foster equity

DIVERSITY AND INCLUSION TRAINING

We're offering "Leading Inclusively" trainings to all our people leaders at Amedisys. As a result of the trainings, managers will learn how to:

Effectively create psychological safety by cultivating curiosity, encouraging healthy dissent and helping others feel safe and share honest feedback.

Manage unconscious bias by recognizing bias is natural, then proactively taking steps to reduce it in decision-making and calling it out when you see it.

Foster an inclusive culture by managing the subtle cues we send that make others feel included or left out, and stepping in to turn around exclusion when we see it.

Additionally, all Amedisys caregivers have access to mini-learnings on diversity and inclusion, including education on microaggressions, inequality and unconscious biases.