Diversity, equity, and inclusion

Becoming Cencora in FY23 not only brought together all our companies and services under one new name, but it also enabled us to evolve our focus on diversity, equity, and inclusion (DEI) to better serve our global team. We spent the year working globally to integrate our teams and enhance our culture of inclusion, as well as leverage benchmarks of availability for talent in the marketplace to assess whether we were attracting and retaining our fair share of great talent. By giving everyone a greater sense of belonging, we helped our team members connect with our purpose and empowered them to advance health equity through the work we do with our partners to increase access to healthcare and accelerate patient outcomes.
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Our global approach to DEI

To drive substantive progress, our DEI team led many initiatives throughout the year, working closely with our DEI Global Council to guide our strategy and activate it across our enterprise. Together, they focused on our four DEI pillars.
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People
Leveraging benchmarks of availability for representation
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Culture
Building a global culture of inclusion
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Community
Increasing access to healthcare and advancing health equity
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Progress
Sharing the results of our work with full transparency

Here is a quick look at our FY23 highlights

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6,100 attendees

at our three live global celebrations
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100 score

on the 2023-2024 Corporate Equality Index and the 2023 Disability Equality Index
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70% of team members

agree we have a highly inclusive culture
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5,400 members

across our eight employee resource groups (ERGs) – up from 4,500 members last year1
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51% of our global workforce

are women
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52% of our U.S. workforce

are underrepresented groups2

1. Our team members can join multiple ERGs, so this total reflects all ERG memberships rather than individual people.

2. We have met overall U.S. workforce benchmarks for market availability regarding race and ethnicity.

 

Making progress against our strategy

Entering FY23, we established the following goals that aligned to our overall DEI strategy, and we reached many important milestones as we launched and executed initiatives throughout the year. Here is an overview of the efforts we made to accomplish these goals and a transparent update on our progress.
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Increase representation at every level

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Our DEI, Talent Acquisition, and Human Resources teams have been working closely to ensure we attract and retain diverse talent across our enterprise. In FY23, we increased the number of women in leadership positions from 36% to 37%, while manager positions remained consistent at 47%. Underrepresented racially and ethnically diverse leaders in the U.S. remained consistent at 16%, and we know we have more to do in developing and retaining a diverse workforce globally. Specifically, leveraging benchmarks of availability in leadership positions is the focus of our strategic action plans. Meanwhile, we introduced LGBTQ+ self-identification in FY23 to gain a better understanding of how well represented the LGBTQ+ community is at Cencora, and so far, 8% of our U.S. team members have disclosed their pronouns in Workday.
Business professionals having a meeting around a conference table. A person in the middle leans forward with their elbows on the table and hands gesturing upwards.
A diverse group of employees are gathered in a meeting room.

Establish a cross-functional approach to health equity

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In FY23, we established a Health Equity Working Group to oversee and drive the many initiatives that are being developed and carried out at Cencora to increase access to healthcare. This group consists of 16 senior leaders from various roles across the organization, and they meet regularly to create strategic alignment and move this important work forward. Taking this cross-functional, inclusive approach to health equity has helped us make progress on initiatives like My Community, My Pharmacy™ and other projects that are expanding our impact on outcomes.
A diverse group of employees are gathered in a meeting room.
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Integrate our global teams

Five smiling Cencora employees standing side-by-side in an office conference room. They are dressed in business casual attire and three of them wear lanyards with name tags attached.
In FY23, Cencora united all the companies and services of AmerisourceBergen in our worldwide locations under one brand. To help bring our team members together, we hosted three global events throughout the year: Global Inclusion Day, International Women’s Day, and Pride Month. These were broadcast worldwide in multiple languages, attracting 6,100 total attendees, with many teams organizing watch parties to celebrate together. The DEI team also organized International Business Group listening sessions in 12 different countries to complement our global inclusion learning journey and gain valuable feedback from around the world on how to foster a stronger culture of inclusion globally.
Five smiling Cencora employees standing side-by-side in an office conference room. They are dressed in business casual attire and three of them wear lanyards with name tags attached.
A diverse group of employees dressed in business clothing sitting at a table in a meeting room. Tablet devices, notepads, and pens sit on the table.

Enhance our global culture of inclusion

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Using insights from listening sessions and our Global Employee Experience Survey, we made great strides in FY23 in fostering inclusion across our enterprise. Our Activating Inclusion training was a resounding success, with nearly 100% of team members completing the interactive experience and providing positive feedback on the training. We also increased membership in our employee resource groups (ERGs) to 5,400 members, up 900 people from the previous year. Through this work and more, we were able to maintain our highly inclusive Global Inclusion Index score of 70%, while increasing participation in the employee experience survey by 10%. Moving forward, we will continue to address our areas of lowest performance on the Global Inclusion Index, including transparency among our senior leaders and diverse representation at all levels of the organization.
A diverse group of employees dressed in business clothing sitting at a table in a meeting room. Tablet devices, notepads, and pens sit on the table.
Photograph of Ann Anaya. Ann, a light-skinned person with gray, shoulder-length hair and brown eyes, is smiling at the camera. They wear a pearl necklace, earrings, and a black shirt with vertical white stripes. They are in front of a gray background.
Photograph of Ann Anaya. Ann, a light-skinned person with gray, shoulder-length hair and brown eyes, is smiling at the camera. They wear a pearl necklace, earrings, and a black shirt with vertical white stripes. They are in front of a gray background.
“2023 was a pivotal year for Cencora. We launched a new global brand with a renewed commitment to our powerful purpose of creating healthier futures. Our DEI journey will guide our path forward by uniting our global culture of inclusion, serving as a catalyst for health equity with our partners, and amplifying diverse perspectives to advance innovation and growth.”
 
Ann Anaya
Senior Vice President and Chief Diversity, Equity, and Inclusion Officer
Photograph of Ann Anaya. Ann, a light-skinned person with gray, shoulder-length hair and brown eyes, is smiling at the camera. They wear a pearl necklace, earrings, and a black shirt with vertical white stripes. They are in front of a gray background.

Explore our FY23 Diversity, Equity, and Inclusion Report

Learn more about how we’re making progress on our DEI initiatives.

Explore more

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Supply chain and stewardship