Whether by training teammates for leadership, offering ways for new DaVita parents to spend more time with their little ones, helping teammates make healthy choices, funding scholarships for teammates' children and grandchildren or being a safety net in times of crisis, DaVita invests in creating a culture of happiness, health awareness and continuous improvement in our Village.
DaVita's award-winning training programs give our teammates the opportunity to learn and grow, whether they're frontline contributors or seasoned leaders.Learn More
We believe that having a diverse and inclusive workforce helps us to deliver on our mission of being the provider, partner and employer of choice in the communities that we serve. We strive to create an environment for our patients and teammates that embraces gender and racial equality, as well as the full spectrum of cultural backgrounds and beliefs.
To help our teammates manage change in their personal lives, we created a wide range of programs to support them emotionally and financially.Learn More
Recognized every year since 2008. The first and only healthcare company and Fortune 500 company so honored.
Recognized in 2005-2014 by Training Magazine and in 2013-2014 by LearningElite for leadership and development programs.
Ranked among the top 2 percent of companies for long-term commitment to recruiting, hiring and retaining those with military service, 2009-2013.
We are deeply committed to engaging our more than 50,000 teammates in a dialogue about our company's objectives and their role in shaping the future of healthcare. To that end, DaVita has several channels for two-way communication with senior leadership:
Voice of the Village Calls — Approximately every eight weeks, all teammates are invited to hear about the state of the company from senior DaVita leaders and ask questions about any subject they choose. On average, approximately 3,000 teammates dial in to these calls.
Town Hall Meetings — Held when one of our vice presidents visits a local center or office, these meetings allow teammates to showcase new programs, be recognized for individual contributions, share department updates and ask questions about DaVita's business practices.
The Eureka! Forum — Teammates provide feedback and share ideas via this online message board. Ideas range from how to improve patient care to resource conservation and ways to raise awareness about kidney disease. Implemented ideas are recognized during Voice of the Village calls and, in some cases, with monetary prizes. Departments regularly solicit teammate feedback about specific business initiatives. In the last few years, teammates have posted some 700 proposals that have saved DaVita an average of $3 million per year.
People Services & IT Forum Calls — Each held approximately every six weeks, these calls give teammates direct access to our HR and IT leaders to discuss compensation, benefits, internal mobility and IT-related topics.