At AVIA, we recognize our responsibility as a national leader in healthcare to model the changes we want to see across the industry. Our commitment to anti-racism and Diversity, Equity, Inclusion, and Belonging (DEIB) is crucial to our core mission, necessary both to transform healthcare and to create a welcoming, equitable workplace for every AVIAn. Sustainable change in healthcare will come when equity is at the forefront of how we function as a society, and we believe it is essential for AVIA as a company to model the changes we need to see across our country. 

AVIA has five groups made up of employee volunteers who spearhead DEIB initiatives within the organization tied to our five-year plan. These groups include a governance group and steering committee, as well as workgroups focused on infusing DEIB principles into our products, marketing, hiring, and culture.

AVIA’s Commitment to Diversity, Equity, Inclusion, and Belonging

1. Increase diverse representation at all levels of the organization
2. Foster an inclusive environment where belonging is a core value
3. Elevate awareness and curate opportunities to engage and act in anti-racism work
4. Demonstrate our commitment to diversity, equity, inclusion, and belonging to the network and external market through our products and perspectives
   

DEIB Initiatives at AVIA

Our commitment to DEIB extends beyond words on a page. We pledged as an organization and as individuals to engage in anti-racism work and to address any inequities that exist within AVIA. This work includes:

5-year DEIB plan: In 2025, AVIA’s goal is to be a destination employer anchored in purpose and advancing diversity, equity, and belonging. Our executive leaders, with support from the DEIB Task Force, are actively developing a five-year action plan to achieve this goal. Once the plan is in place, we will publicly share our goals and progress on our website. 

Workforce: AVIA is committed to improving our recruitment and hiring practices to increase the diversity of our team. Our Workforce efforts focus on creating a pipeline of diverse candidates, as well as improving the transparency of the hiring process for candidates.

Workplace: Our Workplace initiatives center on creating a sense of belonging for all AVIAns. As a part of this plan, every AVIAn attends ongoing anti-racism and allyship training facilitated by third-party, trained professionals. Additionally, AVIAns who identify as Black, AAPI, and people of color have a safe, private space to connect, share ideas, and nurture relationships in our Employee Resource Groups. 

Marketplace: We believe that our commitment to DEIB should be reflected in our work. Our Marketplace efforts center health equity as an imperative for AVIA Members. Ongoing Health Equity Executive Forums bring together executives from health systems to explore how to hardwire health equity into their organizations.