Diversity, equity and inclusion milestones

Our everyday language can make a world of difference in whether a Prime employee or partner feels included or excluded, heard or ignored. By examining how we talk about our DEI efforts and the words we use, we can be honest in our challenges and clear in our objectives moving forward..

2018 – 2019:
Building blocks are in place

  • Formed D&I Council
  • Established Executive Sponsor role and business area subject matter expert (SME) partnerships
  • Sponsored and participated in Twin Cities Pride Festival
  • Hosted D&I sessions at spring and fall Prime Career Day events
  • Participated in Diversity Career Fair

Establishing the culture

  • Sponsored and participated in Twin Cities Virtual Pride Festival
  • Created Director of Diversity, Equity and Inclusion role
  • Started OutFront MN trainings/education
  • Held Brandon Hall Group “A Disciplined Approach to Diversity and Inclusion” training
  • Participated in community rebuilding efforts through a paid volunteer day
  • Added Martin Luther King Jr. Day as a paid company holiday
  • Published Prime Eats Better Together Cookbook
  • Added D&I-related questions to employee engagement survey
  • Established D&I Alumni Board
  • Held Employee Listening and Leader Dialogue sessions
  • Launched new Employee Resources Groups (ERGs):
    • Prime Pride and Women + Allies
  • Participated in Professional Diversity Network and Eagle Group of MN (Veterans) Career Fairs
  • Hosted D&I session at Prime Career Day events
  • Established Prime Together Foundation

2021 & beyond:
Now is the future

  • Added pronouns and sexual orientation options to Workday
  • Added domestic partnerships to 2022 benefit period
  • Removed cap for gender reassignment surgery
  • Established diversity recruiting and development organizational goal
  • Scored 100 on Corporate Equality Index
  • Achieved Yellow Ribbon Program certification
  • President and CEO of Prime Therapeutics Ken Paulus signed CEO Action Pledge
  • Launched Prime Together Foundation 501(c)(3), initiating employee nominations and establishing grant distribution process
  • Launched company-wide mentorship program
  • Launched three additional ERGs: Asian,Pacific Islander, Desi & Allies (APIDA), Veterans, Families and Allies Network (VetFAN), and Black Professionals + Allies
  • Took a deeper dive into demographic data, including candidate, workforce, turnover and retention
  • Incorporated DEI-related behavioral requirements into leadership expectations
  • Sponsored and participated in Twin Cities Pride and Heartland Pride
  • Signed the “CEOs are IN” commitment for disability inclusion
  • Scored 90 out of 100 on the Disability Equality Index
  • Published our first DEI Transparency Report
  • Sponsored and participated in the Twin Cities Pride Festival for the third year and the Heartland Pride Festival in Omaha, NE for the second year
  • Reviewed and updated internal policies, required trainings and copy style guidelines with inclusive language
  • Trained nearly 300 employees in our Ignite Inclusion training
  • Engaged external speakers and subject-matter experts to share insights with our employees
  • Partnered with the Prime Pride ERG to create and publish gender transition resources for leaders and transitioning employees
  • Implemented a process to acknowledge and honor heritage months
  • Expanded learning experiences and courageous conversations among employees