Harvard Pilgrim is a not-for-profit health services company serving members throughout Connecticut, Maine, Massachusetts and New Hampshire. Their mission is to improve the quality and value of health care for the people and communities they serve.
Hampered by old approaches and out dated methods HPHC wanted to recalibrate, reinvigorate and expand institutional diversity and inclusion work to impact every aspect of their business. GVC was brought in to move their D&I process to the next level.
- Assess institution and management readiness to engage in an inclusion strategy
- Develop individual strategies for each D&I track; leadership, marketplace, supplier, workforce and community relations
- Design and deliver implementation plans which are pragmatic and effective
- Ensure diversity and inclusion initiatives align with corporate strategy
Using a combination of analytics and internal dynamic knowledge, GVC first established a shared view with HPHC that the proposed D&I work was a strategic priority for the organization. GVC then worked in conjunction with a designated team at HPHC to develop D&I strategies which provided the foundation for delivering measurable, sustainable change across the organization.
GVC provided market insight by identifying areas for growth which are rooted in the realities, challenges and opportunities of HPHC’s unique business model. By connecting D&I to organizational strategy, the firm was able to make informed decisions regarding which market opportunities to act on. For example, the recently specified growth segments proposed by GVC prompted HPHC to focus on the highly profitable minority segment of Asian owned businesses and employers with large numbers of Asian employees.
Additional work in the development of an employment brand had a lasting impact across the board at HPHC. The creation and implementation of an employment brand incorporating D&I initiatives contributed largely to the success of wide-ranging diverse hires within HPHC. Current employees were also equally impacted, as the highly developed employment brand continuously broke through vectors to achieve higher levels of employee engagement. These collaborative works also inspired HPHC to build a strong pipeline of diverse suppliers, allowing the corporation to deepen relationships with existing suppliers while promoting inclusion and sustainability.
For these reasons and more, HPHC continues to be known as one of the D&I thought leaders in New England.