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At CHG Healthcare, we strive to ensure everyone feels valued and included. CHG is committed to diversity, equity, and inclusion, and we feel that supporting our employees and employee inclusion groups (EIGs) helps foster engagement and a greater sense of belonging and connection.
What are Employee Inclusion Groups?
No matter the location, you want to feel like you belong and are important and appreciated at home or work. At CHG, these are what employee inclusion groups (EIGs) are all about. EIGs are organized groups for members of underrepresented populations who have traditionally felt marginalized, ignored, and maybe even unwelcome. These groups advocate on your behalf, connect you with others like you, and celebrate the unique talents and qualities you bring to the table.
Each group, led by dedicated members of their respective communities, meets monthly and facilitates activities, including service opportunities, learning experiences, and events centered on building connections with other members.
Why are Employee Inclusion Groups important at CHG?
CHG launched its first EIGs after analyzing employee feedback, population data, and historical marginalization. This careful consideration ensures that EIGs address the specific needs and challenges faced by underrepresented groups within the company. These EIGs contribute to employee satisfaction by fostering a sense of belonging and communicating to our people that we’re committed to strengthening our diversity, equity, and inclusion efforts.
Operating as an inclusion group rather than a network group is essential because it means more attention and support from corporate leadership. Each EIG is supported by an executive sponsor who advocates for the group by representing its interests to senior leadership and ensuring members’ voices are heard.
Aside from our WILD+ group, anyone can join any EIG as a community member or an ally. Open membership builds trust, encourages allyship, and promotes understanding.
Let’s examine each of the Employee Inclusion Groups more closely and explore how they contribute to CHG’s culture of belonging.
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Pride Collective
CHG’s Pride Collective aims to ensure that members of the LGBTQ+ community feel valued and included.
As president of CHG’s Pride Collective, Jason Steinmann’s number one goal is “to provide a brave space where community members and allies can bring their authentic selves to work each and every day.” He knows that being open about your identity can sometimes be scary — mainly because you don’t know how people will react. The Pride Collective aims to reduce fears that may cause people to hide or hold themselves back.
“We believe that living authentically and without shame allows our people to bring their best selves to work,” Steinmann says. He explains how this helps people produce their best work since they “never need to worry that their sexual orientation and gender identity will inhibit their work at CHG.”
Steinmann highlights the support and talents of the Pride Collective members. “Our EIG is open to everyone at CHG! We have more members of our EIG who don't identify as part of the LGBTQ+ community than those who do. We love our allies and are immensely grateful for their support.”
In addition to meetings, the Pride Collective routinely organizes service projects for group members and leads out for CHG at the annual Pride Parade in Salt Lake City. By participating in conferences, workshops, and community events, members of the Pride Collective aim to drive positive change within CHG and their local communities.
Mixed Roots
Founded in 2022, Mixed Roots celebrates the rich cultural heritage of CHG’s diverse Latin workforce. The name Mixed Roots was chosen to reflect its members' varied and unique backgrounds, acknowledging that they may not always fit conventional stereotypes.
In addition to creating a place of belonging for employees of all Latinx backgrounds, the group also believes in advocating for the community and creating an environment where voices are heard.
Over the past two years, the group has organized in-person and virtual events that provide educational opportunities and celebrate cultural heritage. Ray Meza, a senior leader within CHG’s advanced practice team and the president of Mixed Roots, shares some recent events.
“We hosted some in-person events at our Fort Lauderdale and Midvale locations where we had food, music, and all the different things that are really amazing about our culture,” Meza shares. “We’ve also hosted virtual events. One of them we just did was a Beeyonder, where we invited someone from Costa Rica to present to us from an indigenous area. We met with an indigenous tribe, and they shared everything about their culture. We were able to ask questions, which is awesome. And they also made chocolate from scratch — like they literally started with the cocoa bean, so we got to see the whole process.”
The group is also partnering with two non-profit organizations — Community Building Community in Midvale, Utah, and Children’s Diagnostic and Treatment Center in Fort Lauderdale, Florida — to connect the group more to the community.
Women in Technology (WIT and Wisdom)
We have put a special effort toward supporting women in technology — a field where women are often underrepresented. Women leaders like Aurelia Redd, president of CHG’s Women in Technology EIG (also known as WIT and Wisdom), have worked tirelessly to create connections and opportunities for women in technology and digital roles.
It’s not unusual for a WIT and Wisdom EIG member to be the only woman on her team, which can lead to feelings of isolation. The group meets regularly in person and at virtual events to provide opportunities for women to connect and learn from each other.
WIT and Wisdom was one of the earliest EIGs to form at CHG, and as the group’s president, Redd makes it a priority to keep learning and listening. Based on the members' voices, the group’s top priorities are to provide pathways to both personal and professional development, promote connection, and help members give back to the broader community meaningfully. “So far, I think that vision's connection piece has been our wildest success. As a multi-year Shatter Award recipient, CHG is committed to creating equality for women in the workplace.”
Women in Leadership Director and above (WILD+)
Women in Leadership Director and Above (WILD+) is a group open to women in director and above positions. Its mission is “to support women in achieving their full potential; to encourage, enable, and facilitate their active involvement in business, learning, and community," says Sandy Vega, the president of the inclusion group.
WILD+ aims to address the underrepresentation of women in leadership positions. Such roles often have fewer women than men; this initiative acknowledges and aims to change that disparity. Group members seek to increase the representation of these female leaders through mentorship, education, and networking. “Openness to diversity widens access to the best talent,” Vega says. WILD+ helps “gain insights into blind spots by enabling our members to feel seen, heard, and valued.”
In addition to organizing book club cohorts to facilitate personal and professional growth, the group has recently hosted a session led by the CEO of the Women’s Leadership Group. Members of WILD+ included their male counterparts at the event, and Vega recounts it as “a great way to promote allyship and increase an understanding of the differences that make us stronger and make CHG an overall, more exceptional place to work.”
Learn about our commitment: How CHG champions women in the workplace.
For the Culture
For the Culture is committed to celebrating and empowering Black and African American employees. Led by Ronney Davis, the group creates a space for learning, connection, and mentorship. Davis says that For the Culture strives to ensure that CHG continues to grow into a fully inclusive organization where all employees feel welcome and supported throughout their careers. “EIGs help to create connections that go beyond our daily tasks,” explains Davis.
For the Culture has participated in numerous group activities to further strengthen connection and allyship among members and the community. Members have participated in virtual book clubs focusing on literature by Black authors and community service projects, such as partnering with local schools to provide school supplies. Most recently, For the Culture hosted its third annual Juneteenth celebration, which was open to all CHG employees. Davis says this event included “a video on the history of Juneteenth, fun historical and music trivia games, and even a fashion show.”
Davis encourages all employees to join EIG events, even as allies. “These events are informative and a ton of fun,” he says. “Our EIG is always open to new ideas and initiatives from members, making it a dynamic and evolving space where everyone's voice can be heard.”
Asian Community Experience (ACE)
The Asian Community Experience (ACE) is dedicated to creating a community for the Asian/Asian American population within CHG. Vinh Lu, who is part of the group's leadership council, describes it as a space for people of similar backgrounds to come together and bond over their personal experiences.
ACE is where employees can feel more engaged and included by sharing ideas, learning about each other’s cultures, or exchanging food suggestions. Lu says, “Our community bonds over food and will sometimes share best culinary practices or favorite restaurants, and having this level of personal connection at the workplace makes that place of work more impactful.”
Members of ACE recently attended the 47th Utah Asian Festival, which had over 20,000 people in attendance. Volunteers from CHG ran a booth to promote the company’s initiatives and connect with countless attendees. The group has partnered with the Asian Association of Utah (AAU) to organize two Day of Purpose volunteer opportunities. Volunteers helped teach ESL classes and manage a storage facility that houses donations. These efforts helped distribute essential canned goods and clothing to 30 refugees' families.
As ACE continues to grow, it remains focused on expanding its reach to more employees and making the inclusion group bigger and better. “Our network of Asian/Asian American employees spans far and wide,” Lu says. “By bridging everyone together, we can form a formidable community of friends and build long-lasting relationships.”
Veterans Alliance for Leadership Outreach and Resilience (VALOR)
Veterans Alliance for Leadership Outreach and Resilience (VALOR) supports our Veteran population within CHG. Founded in early 2024, this group advocates for Veterans’ interests by offering resources, mentorship, and networking opportunities. Doing so helps showcase their unique perspectives, strengths, and talents.
President of the group, Fernando Moran, explains how this group has already seen progress in creating awareness for the Veteran community. “We strive to ensure Veterans are included in all diversity efforts, creating a workplace where they feel valued and empowered,” he shares. They’ve seen quicker promotions, more opportunities for female Veterans, and more representation for members of their group in recent months.
For Memorial Day, VALOR invited a guest speaker to talk about leadership and how to find greater meaning behind the holiday. All employees are encouraged to engage in activities like these to help cultivate respect and understanding.
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