2007–2008

Diversity Annual Report

 Living our Commitment to Diversity
In 2007, Angela Braly became the only woman leading a Fortune 50 company. Within the past year, she was recognized as The Wall Street
Journal’s Number One Woman to Watch; ranked by FORTUNE as one of the Top 50 Most Power ful Women in Business; ranked by FORBES
as one of The World’s Most Power ful Women; and ranked by MODERN HEALTHCARE as one of the 100 Most Power ful People in Healthcare.

Over the last few years our company has made great strides in the area of diversity, and we are increasingly being recognized
in the marketplace for our dedication to build and sustain a diverse and inclusive organization. As we proudly celebrate these
accomplishments, we must acknowledge that we can and must do more.
Diversity is good business. Focusing on diversity helps us better understand and meet the health benefit needs of the many
communities we serve. Strategic diversity management also drives associate engagement and trust, which increases productivity
and operational effectiveness.
I believe diversity is best achieved when it is embedded in our core values and the behaviors that guide every decision we make.
■ Customer First
■ Lead Through Innovation
■ One Company, One Team
■ Personal Accountability for Excellence
■ Integrity

Indeed, the diversity of our associates enables us to better connect with, understand and serve our customers. Diverse
perspectives, experiences and ideas allow us to be more innovative. Our collective strengths working toward a common cause are
a winning formula.
We are a national organization with a focus that remains local. The diversity of our exceptional team of associates better
positions us to reach out to the many different communities in which we live and work, and it strengthens the depth of our local
presence and leadership.
Let’s continue moving in the right direction. The bar is raised higher each year as successful organizations become more
deliberate and effective in their efforts to increase diversity. The complex environment in which we do business demands from
us excellence in attracting, recruiting, retaining and developing a world-class workforce. And we must leverage the talents and
strengths of ALL associates and continue focusing resources on building a diverse leadership pipeline.
Combining good values with good business will help us be successful. Our core values and guiding behaviors – and our vision to
transform health care and become the most valued company in our industry – remain unchanged. With these as our foundation,
our commitment to diversity will allow us to meet the challenges of a changing world.

Angela F. Braly
President and CEO
2
At WellPoint we find strength in each associate’s individual perspective. We believe that different approaches and views of the
world allow us to be more innovative, more creative and, ultimately, more competitive, as we continually strive towards better
understanding, representation and responsiveness to the diverse needs of our members, customers, providers, stakeholders,
and the communities in which we live and work. Diversity isn’t just a strategic initiative…it’s a 365-days-a-year organizational
commitment.
The 2007–2008 WellPoint Diversity Annual Report highlights the accomplishments of our diversity initiatives over the past year.
More importantly, the report reminds us that diversity is a journey in which all WellPoint associates share responsibility. Its
purpose is to celebrate our collective efforts and to bring attention to the challenges that still lie ahead as we move forward in
this journey along the diversity continuum.
We often say that people are our greatest asset, and it’s true. As we strengthen our diverse workforce, we will be better
prepared to meet the needs of a multicultural marketplace. We recognize the business case for diversity and are strategically
leveraging our resources to align diversity with our operational goals. We want to provide an environment where all of our
associates contribute to the customer experience and drive our growth. We have a solid foundation to continue building upon.
Several awards received in recognition of our diversity efforts are highlighted in this report. Yet there is so much more to
do. We remain committed to recruiting and retaining a multicultural and multigenerational workforce, as well as developing
a pipeline of strong leaders for the future. Actively pursuing opportunities to do business with diverse suppliers benefits and
empowers the communities in which we live and work, while providing us with additional knowledge and opportunities for
innovation. A socially responsible and profitable organization further motivates each and every one of us to deliver exceptional
customer service experiences.
We are One Company, One Team with a singular vision for success. WellPoint’s mission, vision and values are rooted in
the inherent belief that each individual has unique ideas, skills and talents that will help us to work together to achieve our
business objectives.

Linda Jimenez
Staff Vice President – Chief Diversity & Culture Officer

3
 How Do We Define Diversity?
WellPoint defines diversity as any collective mixture characterized by differences and
similarities and their related tensions and complexities. This definition includes every
one of us and recognizes the myriad of characteristics that make up our workforce,
our markets, our communities and our families.
Differences and similarities are not only based on race, ethnicity, gender,
age and culture, but also on dimensions such as family status, education,
language, job status, geographic location and physical abilities, just to
name a few. Our differences and similarities in all of these aspects of our
lives have a tremendous impact on our perspectives, personal values,
behaviors and interactions.
The Diversity Wheel helps us explain how these dimensions of diversity
are expressed at different levels: At an Internal level – through
characteristics that are inherent in who we are as individuals. In the
Workforce – through the collective differences and similarities that
determine our associate demographics. In the Workplace – the myriad
of roles, functions and locations in which we serve enterprise-wide. And
in the Marketplace – as a result of the role we may play as business
partners, customers, members, providers, and stakeholders. Not one
single layer – or one isolated dimension or characteristic – determines all
of who we are or how we relate to others. Instead, it is the dynamics of the
wheel and the multiple possible combinations of these characteristics that
make us unique individuals with differences AND similarities.

The Dimensions of Diversity

4
 Strategic Diversity Management
and Our Areas of Focus
Strengthening WellPoint’s Employer Brand
and Improving Associate Engagement

Strategic diversity management focuses on all internal

and external diversity mixtures that affect the business.

Workforce Workplace Marketplace What Makes Us WellPoint

“Building a World Class “Creating and Sustaining “Growing our Business” Our Vision
Workforce” a Culture of Inclusion” WellPoint will transform health care and become
the most valued company in our industry.

GOAL: GOAL: GOAL: Our Mission

To attract, retain, develop To foster a culture that
and advance a world maximizes talent by
class workforce and to be leveraging collective
recognized as a premier ideas, perspectives
Employer of Choice. and experiences for
overall organizational
effectiveness. To
provide associates with
opportunities for personal
and professional growth.
To grow our business Improve the lives of the people we serve and the
within our multicultural health of our communities.
markets through superior
strategies that help Our Differentiating Strategies
us form, establish and ■ Most trusted choice for consumers
maintain relationships ■ Leader in affordable quality care
with customers, suppliers
and the communities in
Our Core Values
■ Customer First
which we live and work.
■ Lead Through Innovation
■ One Company, One Team
■ Personal Accountability for Excellence
■ Integrity

Create emotional connections internally and externally, and maximize those experiences. 5
 Celebrating WellPoint’s Awards and Recognitions
Within the last 18 months, WellPoint’s strategic diversity management efforts have resulted in numerous external awards and recognitions. Many WellPoint associates who
exemplify our values and our strong commitment to diversity have also earned individual accolades.
2007 Awards
■ “Best Diversity Company” by Diversity/Careers in Engineering and Information
Technology magazine
■ “Top 25 Most Noteworthy Companies for Diversity” by DiversityInc magazine
■ “Diversity in Practice Corporate Award” presented by Indianapolis Diversity in Practice
Conference
■ Profiles in Diversity Journal’s 2007 “International Innovation in Diversity Award of
Excellence” to our California plan for its case study on “Identifying Performance
Variation and Addressing It Through Collaboration”
■ National Eagle Leadership Institute (NELI) “Eagle Award Winner,” Ray Morales, M.D.,
regional vice present, National Medical Director (Southeast)
■ “Best Company for Blacks in Technology Award,” by the Black Data Processing
Associates (BDPA) and WorkplaceDiversity.com
■ Shamla Naidoo, vice president, Security and Compliance, and Lisa Moriyama, vice
president, Human Resources, featured as “Women Worth Watching” by Profiles in
Diversity Journal
■ “Sam H. Jones Award” presented at the 6th Annual Mayor’s Award for Diversity
Luncheon
6
2008 Awards
■ Ranked 42 among the “Top 50 Companies for Diversity” by DiversityInc magazine
■ Ranked 14 among the “Top 50 Companies for Diverse Managers” by Diversity MBA
magazine
■ Received a score of 85 (up by 5 points over last year) on the Human Rights
Campaign’s “Corporate Equality Index,” which rates employers on a scale from 0
to 100 on their treatment of GLBT (Gay, Lesbian, Bisexual, Transgender) employees,
consumers and investors
■ “Champion of Women in Business Award” by The Women’s Congress
■ “Corporate Champion of Diversity Award” by Indiana Minority Business magazine
■ Alena Baquet-Simpson, M.D., staff vice president, Health Care Management,
recognized as one of “The Top 25 Most Influential Black Women in Business” by The
Network Journal
■ Tom Foran, director, product and business development, Life and Disability, selected
“Employee of the Year” by Careers and the disABLED magazine

Angela Braly, president and CEO, WellPoint; Mark Boxer, president
and CEO of Operations, Technology and Government Services;
Congressman Tony Coelho, and Joyce Bender, president and CEO,
Bender Consulting.
Tony Coelho Award
The Americans with Disabilities Act, a landmark
legislation, was sponsored by Congressman Tony
Coelho of California. This legislation guarantees, among
other things, that the more than 50 million Americans
with disabilities have access to the same employment
opportunities as everyone else. An award bearing
his name is presented annually to a senior business
executive or government leader who has demonstrated
a significant commitment to incorporating people with
disabilities into the workplace.
WellPoint is committed to building a diverse workforce
that includes qualified people of all abilities. To achieve
this goal, we have partnered with vendors such
as Bender Consulting, the United States Business
Leadership Network, WrightChoice Consulting, and
the National Organization on Disability, which all help
WellPoint to secure job opportunities for individuals with
disabilities. We celebrated our partnership with these
groups when on Oct. 1, 2007, the first day of National
Disability Employment Awareness Month, the Tony
Coelho Award was presented to Mark Boxer, president
and CEO of Operations, Technology and Government
Services. Mark’s active support on behalf of WellPoint
to employing people with disabilities in competitive
positions and his commitment to influence other
business and government leaders in furtherance of
WellPoint’s commitment to diversity contributed to this
important recognition.
Tom Foran: Careers and
the disABLED Award
Tom Foran, director, product and business development,
Life and Disability, recently received the Employee
of the Year Award, presented by Careers and the
disABLED magazine. Tom joined WellPoint in 2006 and
is responsible for WellPoint’s large group and national
accounts disability products and business development.
He is a virtual manager whose team is located in both
Atlanta, Ga., and Worthington, Ohio. Tom’s contribution

For more than three years, WellPoint has

been working with Bender Consulting to
Facts About the Disabled
■ They are the largest American minority group – 53 million, or roughly 1 in 5 (U.S. Census).
increase our hiring of people with disabilities.
■ Almost 38 percent of people with disabilities are employed, compared with almost 80 percent of
Since 2005, we have placed 34 Bender
people without disabilities (Third Annual Disability Status Report, Cornell University).
consultants, more than half of them in
■ When asked to identify groups for equal opportunity hiring, only 2 percent of employers identified the
Information Technology as help desk and
disabled (Atlanta Workforce Study, 2007).
network operations professionals, project
■ The average cost of workplace accommodation is less than $500 per person (U.S. Department of Labor).
managers, administrative assistants and
■ The ranks of those with disabilities is expected to grow rapidly as the general U.S. population ages and
e-Business operations experts. As a result of
baby boomers experience sight, hearing and mobility issues.
this partnership, 19 Bender consultants have
been hired as full-time WellPoint associates.
7
 to our mission to improve As an example, Roderick King, regional vice president,
the lives of the people we
Sam H. Jones Award Medicare Outreach and Education, was named in the
In 2007, WellPoint was honored for the second time
serve is significant. His 2007 list of Who’s Who in Black Indianapolis.
by Indianapolis Mayor Bart Peterson with the Sam H.
team designs disability A native of Fort Wayne, Ind., King moved to Indianapolis
Jones Award for Diversity at the Sixth Annual Mayor’s
products that bring after receiving a degree in Public Affairs from Indiana
Celebration of Diversity Awards Luncheon. The Sam H.
more resources into the University in Bloomington. He also holds an MBA from
Jones Award is the top award given to an Indianapolis-
disability management Indiana Wesleyan University.
based company or organization with the strongest
process, so we are able
performance in four diversity workplace categories. King is responsible for outreach education and provider
to improve outcomes for
The award was named after the first president of the enrollment, a role that allows him to be directly in touch
employees who acquire a
Indianapolis Urban League. WellPoint also won the with our consumers. He is also responsible for internal
disability while reducing
award in 2003. services and internal training.
an employer’s disability-
Tom Foran named Employee of the
Year by Careers & the disABLED.
related costs. When he was named in the Who’s Who in Black
Tom has more than 25 Who’s Who Publications Indianapolis last year he said, “One of my goals is to
years of volunteer experience in the disability advocacy Several WellPoint associates took the spotlight in the make a difference in the lives of others. I feel I have an
field and many years of volunteer work. He has given prestigious publication Who’s Who, which is published opportunity to utilize this company to find better ways to
public testimony before the United States House of in a number of cities where WellPoint has offices. These do things in this industry. Knowing that I am making a
Representatives Ways and Means Committee and individuals were recognized for demonstrating corporate difference is what really drives me every day.”
conducted speaking engagements at many industry leadership and for their dedication to improving their
conferences. respective communities.

8
Workforce: Building a World Class Workforce
an employer of choice “best practice” by DiversityInc
Highlights magazine, associate resource groups are considered
As of Dec. 31, 2007:
by many organizations to be a key initiative to attract
■ WellPoint’s overall workforce essentially mirrors
and retain diverse talent, build a culture of inclusion,
the DiversityInc Top 50 benchmark for minority
leverage internal diversity expertise, enhance customer
representation and exceeds the Top 50 benchmark
connections, and provide leadership development
for African American representation.
opportunities.
■ In 2007, women in management at WellPoint far
exceeded the DiversityInc Top 50 benchmark of 36 2008 internal

percent. Recruitment: Reaching Out Women’s History Month

■ Racial diversity of new hires at WellPoint was higher
than the DiversityInc Top 50 benchmark of 40.2
percent.
Associate Resource Groups
In October 2007, WellPoint launched a key component
of its diversity management strategy – the Associate
Resource Groups program. They are grassroots
groups of associates who come together united by
a common affinity around a dimension of diversity,
like race, gender, cultural background, disabilities,
sexual orientation, work status, etc. Recognized as
celebration poster
to a Diverse Talent Pool
In 2007, WellPoint was represented at more than 50
recruitment events throughout the country, including
professional organizations and conferences and
selected college and university career fairs. WellPoint
was again present at the Annual National Black MBA
Association (NBMBAA) Conference as a high-level
sponsor and at the Annual National Society of Hispanic
MBA (NSHMBA) Conference as a gold-level sponsor. Our
participation at the International Associates for Black
Actuaries (IABA), Black Data Processing Associates
(BDPA) and National Society for Hispanic Professionals

Women at WellPoint
Our president and CEO, Angela Braly, leads many talented and motivated women at WellPoint who make outstanding contributions for our
customers and our industry.
■ Dijuana Lewis, president and CEO, Comprehensive Health Solutions, named as one of the Top 15 Women in Business – “The Innovators”
by PINK magazine (2008)
■ Alena Baquet-Simpson, M.D., staff vice president and medical director of enterprise care management strategy and program development,
Health Care Management, named as one of the Top 25 Most Influential Black Women in Business by The Network Journal (2008)
■ Gabrielle Sansone, director of sales, Nevada Large Group, named among Women to Watch by In Business Las Vegas (2008)
■ Lisa Moriyama, vice president, Human Resources, named in a list of Women Worth Watching by Profiles in Diversity Journal (2007)
■ Shamla Naidoo, vice president, Security and Compliance, named in a list of Women Worth Watching by Profiles in Diversity Journal (2007) 9
 (NSHP) conferences also gave us access to a broader
talent pool including MBA candidates and alumni. In
addition, last year we attended and became a member
of Career Opportunities for Students with Disabilities
(COSD) in an effort to continue reaching out to an
untapped source of talent.
As we look for innovative ways to approach MBA
talent, last year we started using targeted interactive
communications such as video eCards, banner ad
placements on NBMBAA.org and NSHMBA.org and
college on-campus recruiting efforts.
In 2007, these recruiting venues helped WellPoint
bring together top MBA talent, 90 percent of diverse
cultural heritage, for a two-day leadership summit at
its corporate headquarters. During the course of this
summit these top-tier candidates were exposed to our
leadership, culture and values through exposure to
WellPoint associates ranging from WellPoint program
managers and Consortium school alumni to top-level
executive leadership team members. Candidates
Leadership Summit video
interviewed for a select group of MBA summer intern
roles and HIPP (Health Insurance Professional Program)
associate roles.
Establishing Key Partnerships: The Consortium
for Graduate Studies in Management
In 2007, WellPoint established a partnership with The
Consortium for Graduate Studies in Management, the
country’s premier organization in providing corporate
America and leading business schools with stellar diverse
MBA talent. As a patron level sponsor, WellPoint has
early access to an experienced, pre-screened talent pool.
The WellPoint Foundation awarded The Consortium
a three-year grant totaling $90,000 that will support
outstanding diverse students who are pursuing their
graduate degree in business. In WellPoint’s first year as
a sponsor, the company also contributed an additional
$60,000 to The Consortium’s Annual Orientation
Program and Career Fair, positioning the company at the
second highest corporate underwriter level. WellPoint
also has a place on The Consortium’s advisory board
through its membership.
In conjunction with its member schools, sponsoring
companies, and an elite group of MBA students and
alumni, The Consortium has built a 42-year legacy
of fostering inclusion and changing the ethnic and
cultural face of American business. Through an annual
competition, The Consortium awards merit-based,
full-tuition fellowships to America’s best and brightest

2007 Diversity Career Events Attended by WellPoint

Indianapolis CareerBuilder Fair
Indianapolis, Ind. — 2/21/07
Urban League Job Fair
Connecticut — 3/1/07
Women’s Empowerment Series
Indianapolis, Ind. — 3/17/07
The 13th Annual Louisville
Career Expo
Louisville, Ky. — 3/21/07
Higher Education Resources
Employment/Education Fair
Jeffersontown, Ky. — 3/22/07
Bryant and Straton College
10 Richmond, Va. — 4/1/07
Martin Luther King
New York, N.Y. — 4/1/07
Urban League Spring Event
Indianapolis, Ind. — 4/12/07
DOL Job Fair
Albany, N.Y. — 4/26/07
2007 Scott Air Force Base Job Fair
Scott AFB, Ill. — 5/1/07
AUSA Career Fair
Fort Benning, Ga. — 5/1/07
Orange County Job Fair
Middleton, N.Y. — 5/9/07
Richmond Times Dispatch Job Fair
Richmond, Va. — 5/11/07
Veterans Job Fair
West Oxnard, Calif. — 5/17/07
Young Women’s Empowerment
Conference (grades 6-12 geared
toward Inner-City)
Columbus, Ohio — 5/18/07
NAACP Diversity Job Fair - Mark
Wager sponsored event
New York, N.Y. — 5/22/07
Community Partnership Conference
& Career Fair (by Franklin County
Dept of Job and Family Svcs, Veterans
First, American Diversity Jobs)
Columbus, Ohio — 5/3/07 & 10/07
First District Career Fair
Saint Louis, Mo. — 6/4/07
J-Town Career Expo (sponsored
by Louisville Urban League)
Louisville, Ky. — 6/27/07
Ventura Star Job Fair
Ventura Beach, Calif. — 6/28/07 Black Data Processing
Military recruiting job fair
(called TAPS)
Boston, Mass. — 7/13/07
Indianapolis Black Expo
Employment Fair
Indianapolis, Ind. — 7/19/07
National Black Nurses
Association Conference
Atlanta, Ga. — 7/26-28/07
Ventura Star Job Fair
Westlake Village, Calif. —
8/16/07
Association (BDPA)
Washington, D.C. — 8/15-18/07
Black Family Reunion Job Fair
Cincinnati, Ohio — 8/17/07
IPIC Job Fair
Indianapolis, Ind. — 8/23/07
Urban League Fall Event
Indianapolis, Ind. — 9/13/07
National Black MBA Association
(NBMBAA) Job Fair
Orlando, Fla. — 9/13-14/07
Annual Hispanic
Heritage Month Fair
Amsterdam, N.Y. — 9/15/07
TAP Program (Military)
Dayton, Ohio — 9/20/07 (every
2 months)
Easter Seals Job Fair/Crossroad
Indianapolis, Ind. — 9/21/07
 diverse candidates. Many of these students may not have
pursued graduate school without financial assistance.
Comprised of 13 top business schools and more than
80 corporate sponsors, The Consortium’s goal is to
expand the pool of exceptional MBAs of color to help
alleviate the acute shortage of African Americans,
Hispanic Americans and Native Americans in business.
dimension protected by applicable law. In addition, all
personnel actions such as promotions, compensation,
benefits, transfers, staff reductions, terminations,
reinstatement and rehire, company-sponsored training,
education and tuition assistance, and social and
recreational programs will be administered in accordance
with the principles of equal employment opportunity.
In keeping with these principles, WellPoint is committed
facility has an EEO coordinator who is responsible
for compliance with applicable regulations regarding
affirmative action. In addition, WellPoint’s EEO/AA
(Equal Employment Opportunity/Affirmative Action)
program consultants have primary responsibility
for coordinating and managing the success of the
affirmative action program.

EEO / Affirmative Action Report
Our Commitment to Equality
WellPoint believes that our success in the marketplace
relies on our ability to attract the best qualified person for
each position, while making affirmative efforts to broaden
our pool of qualified internal and external candidates.
Equal Employment Opportunity Policy Statement
WellPoint will recruit, hire, train and promote persons
in all job titles without regard to race, color, religion,
sex, gender, age, national origin, marital status,
sexual orientation, veteran status or disability, or other
to providing all associates with a work environment that
is free from all forms of harassment based on race,
color, religion, sex, gender, age, national origin, sexual
orientation, veteran status, disability, or any other
characteristic protected by applicable law. WellPoint is
committed to providing reasonable accommodations to
qualified individuals with disabilities who can perform
the essential functions of the job they hold or desire
with or without reasonable accommodation.
WellPoint takes affirmative action to ensure equal
employment opportunity for females, minorities,
individuals with disabilities and covered veterans. Each
If you know someone who is interested in exploring
career opportunities with WellPoint, please refer them
to wellpoint.com or diversityrecruiting@wellpoint.com.
WellPoint believes that our associates are one of the
best vehicles to attract top talent to our organization.
Our company offers a generous associate referral
program that includes referral bonuses and quarterly
drawings, which are designed as a way to say thank
you for encouraging top talent to join WellPoint.

US Business Leadership Network
(USBLN) career fair
Orlando, Fla. — 9/23-26/07
Mayor’s Disability Summit on
Inclusive Employment and Job Fair
Indianapolis, Ind. — 10/2/07
Schenectady County Job Fair
New York, N.Y. — 10/4/07
NSHMBA (National Society of
Hispanic MBA)
Houston, Texas — 10/4-6/07
Wilberforce University Career Fair
Wilberforce, Ohio — 10/16/07
Mayor’s Committee for the
Disabled, Job Fair
Columbus, Ga. — 10/18/07
Nursing Careers Today
Indianapolis, Ind. — 10/23/07
Business Women Forum Event
Hartford, Conn. — 10/26/07
Chicago Annual Diversity
Employment Day Career Fair
Chicago, Ill. — 10/30/07
Indiana Multicultural Job Fair
Indianapolis, Ind. — 10/07
HireVetsFirst Job Fair
Greenwood, Ind. — 11/07
VFW (Veterans of Foreign Wars)
Job Fair
Columbus, Ga. — 11/07
Legal Diversity Career Fair
Indianapolis, Ind. — 12/5/07
Veterans Job Fair
Indianapolis, Ind. — 11/07
“WellPoint encourages people
to express their differences and
diverse cultural uniqueness.
And that creates an empowered
workforce that respects and
honors our company.”
Brenda New York 11

EEO/AA Highlights of 2007
■ This area successfully managed and closed without
violation all of the Office of Federal Contract
Compliance Programs’ (OFCCP) compliance
evaluations scheduled around the country.
■ The first WellPoint EEO Coordinator Forum was
held in Indianapolis. More than 30 WellPoint EEO
Coordinators from different locations attended this
session that included guest speakers from the legal
community and the OFCCP.
■ WellPoint hosted an Indiana Industry Liaison Group
(ILG) where federal contractors met to network
and to discuss EEO/AA compliance. The ILG is an
organization that supports EEO and affirmative
action and serves to educate and act as a liaison to
federal contractors, OFCCP, EEOC and other similar
agencies on regulations and legislation related to EEO.
12
“One of the main benefits of WellPoint’s commitment
to diversity is that the workplace becomes a melting
pot. Many different people interact with one another,
which can result in a broader array of ideas.”
Brian Indianapolis
Role of the EEO/AA Consultants
■ Management, organization, direction, monitoring and
review of WellPoint’s annual and mid-year affirmative
action plans
■ Management of WellPoint’s EEO program and RFP
(Request for Proposal) process by reviewing and
analyzing corporate policies and procedures for
compliance with EEO regulatory requirements.
■ Provide coaching and technical support to EEO
coordinators
■ Management of OFCCP’s government audits
■ Conduct statistical analysis to document and
measure success and areas where improvement is
needed under workforce representation
■ Conduct statistical analysis and monitoring of
compensation as it relates to EEO/AA
■ Guidance and support to management regarding
affirmative action
■ Liaison for enterprise-wide recruiting and monitoring
of disability outreach initiatives
■ Management of the Limited English Proficiency
Program policy
Workplace: Creating and Sustaining a Culture of Inclusion
Diversity and Workplace Culture
Ambassadors (DWCA) Program
In alignment with our core value of One Company, One
Team, the DWCA program is an innovative approach to
weaving diversity, company values and corporate culture
into the fabric of the organization. The work of the
DWCA focuses on raising awareness and engagement
among all our associates enterprise-wide. WellPoint
has more than 250 ambassadors nationwide. They
represent different business units and job levels, and
reflect the diversity of our associate population.
The role of the ambassadors is to be advocates and
role models of WellPoint’s values and our commitment
to diversity and inclusion. At the tactical level, they
plan and implement local events and activities in
celebration of nationally recognized diversity months
and observances. The ambassadors volunteer their
time to be champions for creating dialogue, interaction
and engagement around our diversity and workplace
culture efforts.
These are just a few highlights of the many events
championed in 2007 by the DWC ambassadors:
■ The ambassadors played a key role in the success
of the enterprise-wide Healthy Helpings canned food
drive, held in July 2007. The Diversity, Wellness,
and Workplace Culture departments launched this
initiative to make a difference in the fight against
hunger. This effort benefited more than 200
regional food banks in our communities, which
normally have a dwindling supply of canned goods
during the summer months. By working together,
WellPoint associates contributed more than 20,848
pounds of food! The Rancho Cordova, Calif., location
received a special recognition for its extraordinary
effort. The 200 associates at this site collected an
amazing 2,500 pounds of food!
■ The Middletown, N.Y., DWCA team engaged several
local community leaders and experts to participate
in workshops throughout the year. As an example,
Robin Smith, associate professor of Special
Education at S.U.N.Y New Paltz and a person who
is wheelchair-bound herself, presented “Why be
Normal? Disability and Daily Life.” More than 400
associates participated in these workshops.
■ The St. Louis, Mo., ambassadors and other DWCA
teams hosted a women’s panel discussion during
Women’s History Month.
■ The North Haven, Conn., team organized an Arts
and Crafts Fair to celebrate Native American Indian
Heritage Month (November). Local vendors brought
native American pottery, linen paintings, leather
work and jewelry.
■ WellPoint associates participated in Gay Pride
Festivals in Indianapolis, Ind., Roanoke, Va. and
Denver, Colo.
Communication and Education
Diversity @ WellPoint.com
In July 2007, WellPoint launched a revamped diversity
Web site at www.wellpointdiversity.com. The site
highlights our organizational commitment to diversity
from many dimensions, both internally and externally.
13
 This site includes: Diversity @ WorkNet Diversity Posters
■ External diversity resources and links to encourage Our diversity intranet site offers information and These posters are displayed throughout the company
users to increase their understanding and knowledge resources about our diversity and culture initiatives, to create awareness about diversity celebrations and
of the importance of diversity among our workforce including the Diversity and Workplace Culture observances and educate associates on WellPoint’s
■ Our companies’ commitment to improving coverage Ambassadors program; WellPoint’s corporate culture efforts to be an inclusive and welcoming organization.
for diverse markets and to participating in workshops, the associate resource groups and various
community initiatives, programs and partnerships tools and resources. The site also includes a diversity Diversity Hot Topics
also supported by the WellPoint Foundation mailbox for associates to post questions, comments or In 2007, WellPoint launched a new Lunch ‘n’ Learn
■ Testimonials from WellPoint associates reflecting on concerns about diversity and culture. The questions are program for associates called “Diversity Hot Topics.”
the value of diversity in our corporate culture answered by our chief diversity and culture officer. This monthly program provides a forum to highlight
■ Diversity recognition and awards presented to current events or topics of newsworthy interest that
WellPoint external organizations WellPoint Associate Calendar affect our workforce, workplace and marketplace. Our
■ Information about WellPoint’s initiatives for The 2008 WellPoint Associate Calendar is the result of first theme for Hot Topics was “Intent vs. Impact,”
increasing health care awareness and accessibility a collaborative effort among the Diversity, Health and which discussed the controversy created by Don
■ WellPoint’s Supplier Diversity program and initiatives Wellness, and Ethics and Compliance departments. Imus’ remarks about the Rutgers University women’s
The calendar combines a focus on health and wellness basketball team. The series covered other relevant
themes, multicultural celebrations that reflect a variety topics such as disability education and awareness and
Below: 2008 WellPoint Associate Calendar and 2007 internal of ethnic, social, religious and historical events, and a the launch of the Associate Resource Groups program.
celebration posters for Native American Indian Heritage Month
and Black History Month reinforcement of our core value of integrity.

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14 WELLNESS wellness@wellpoint.com DIVERSITY diversity@wellpoint.com ETHICS & COMPLIANCE ethicsandcompliance@wellpoint.com

Marketplace: Growing our Business
Supplier Diversity
WellPoint’s supplier diversity initiative is dedicated to
diversifying our supplier base to include certified minority-
and women-owned business enterprises (M/WBE). In
2007, we brought increased enterprise-wide awareness
of the supplier diversity initiative and continued
delivering the message about the alignment between
supplier diversity and WellPoint key business objectives.
WellPoint’s supplier diversity accomplishments in 2007
included:
■ Exceeded supplier diversity tier I goal by $20 million
or 36 percent
■ Exceeded the number of tier II businesses reporting
goal by more than 160 percent
■ Launched information technology/supplier diversity
summits in Indianapolis and Connecticut; as a result,
we increased supply chain by 15 M/WBE vendors or
71 percent of invited vendors
■ Launched Corporate Supplier Diversity Champions Community Representation
program in different departments of the organization ■ Sponsor of Indiana Business Diversity Council
to involve internal stakeholders as supplier diversity Opportunity Fair
advocates ■ Sponsor of Southern California Business Diversity
■ Established required supplier diversity language in Council Opportunity Fair
all RFPs ■ Sponsor of Indiana Minority Business Magazine
■ Commissioned vendor data review to ensure Awards Presentations
integrity of data (goods/services) ■ Sponsor of Indiana Black Expo Business Conference
■ Commissioned vendor data review of provider ■ Brenda Burke, director, Supplier Diversity:
vendors (California pilot) • Selected to Board of Indiana
■ Initiated collaboration with national government Business Diversity Council
services to leverage the opportunity to share • Selected Membership Chair of
and refer M/WBE suppliers between WellPoint’s NMSDC Healthcare Industry
commercial and government business sectors Group
■ Played key role by ensuring the supplier diversity • Selected as panelist at National
requirements in State Sponsored and National Purchasing Conference
Accounts RFPs were met, resulting in awarding of • Selected speaker at 2007 and
WellPoint contracts 2008 Indianapolis Women’s
Brenda Burke, director,
Empowerment Series Supplier Diversity

“WellPoint’s workplace environment

not only welcomes, but encourages
diversity. As a result, our workforce
is truly reflective of the broad
range of communities we serve.”
Ernest California

“In my experience with diversity at other

companies, WellPoint’s focus is number
one. The programs and training confirm
that I work for a company that cares about
its employees and the people we serve.”
Akilah New York 15
 According to a study published
in the American Journal of
Public Health, one in five of the
nation’s uninsured was a non-
citizen immigrant, the majority
of whom are Latino.
Source: DiversityInc May 2006 issue
WellPoint’s Presence in
Local Communities
Women’s Empowerment Series
In 2007 and 2008, WellPoint was the title sponsor
of this growing Indianapolis event that annually
attracts hundreds of women who come to participate
in informational seminars and exhibitions under
the theme of “Self, Wealth and Health.” As part of
the sponsorship, WellPoint associates receive free
admission to the event. The event offers a platform
for WellPoint female leaders to be featured as guest
speakers. Shamla Naidoo, vice president, Security and
Compliance; Stephanie Moss, pharmacist program
manager; Brenda Burke, director, Supplier Diversity; and
Lisa Moriyama, vice president, Human Resources.
Other Community Events
WellPoint’s initiatives in local communities are both
practical and personal. They include:
■ Anthem Healthy Living Tips on Hispanic station, WIIH
■ Indiana Black Expo
16
“Diversity in our workforce promotes diversity in
thoughts and ideas. As a result, we are a stronger,
more dynamic organization – always striving to
meet and exceed our customers’ needs.”
Anand Connecticut
■ Services for the uninsured and underinsured at the ■ Partnership with the states of California and
Indiana University Schools of Optometry and Dentistry Wisconsin focusing on enrolling uninsured children
■ Grant to provide medical services to approximately and adults eligible for health coverage
15,000 African immigrants
■
■
Indianapolis Urban League Equal Opportunity Day
INROADS educational activities that provide
Reaching Out to Diverse Customers
The most recent U.S. Census confirmed that our country
opportunities to promising young people of color
is becoming more diverse than ever. Our health care
■ Sponsorship of Martin Luther King, Jr. Day
system reflects this diversity since patients represent a
■ Grant to the Colorado Hospital Association to
broad range of social and cultural backgrounds, which
develop a consumer-oriented hospital report card
shape their perspectives regarding health and well-being.
comparing quality of Colorado hospitals
■ Foundation grants for Miles for Smiles programs in In 2007, WellPoint launched several programs and
Nevada, Colorado and Maine initiatives that enhanced our ability to reach out to
■ Partnership with the California Association of Health diverse audiences in many ways, including: Spanish-
Underwriters and the Foundation for Health language Web sites; provider directories, online health
■ Coverage Education to develop “Get Covered,” a information tools; a provider portal with new cultural
campaign to inform Californians about their health tools to make communications easier with patients of
care coverage options
■ Partnership with the Los Angeles Dodgers Dream
various ethnicities; decision support tools for seniors
considering Part D coverage, and support tools for
Foundation to highlight information needed to obtain beginning conversations with younger family members
health coverage and showcase the “Get Covered” about end-of-life care.
campaign
 46 million adults of all races and ethnicities in
the United States are uninsured, with another
16 million underinsured (having inadequate
insurance to protect against catastrophic
healthcare expenses), which in total
comprises 21 percent of the U.S. population.
Source: DiversityInc May 2006 issue

Here are some specific accomplishments that help
create a more inclusive health care system:
■ Health plan in California launched the Web site called
NuestroBien (“Our Well Being”) to help promote
health and wellness in the state’s Latino community.
Located at www.nuestrobien.com, the site provides
educational content that focuses on prevention,
nutrition and early detection of health issues.
“NuestroBien is an important outreach by our
organization to the Latino community, which has
been historically underserved,” said Charlene Maher,
vice president and general manager, Individual
Services. Latinos comprise more than half of the
6.6 million Californians who lack health insurance,
even though they constitute only 31 percent of the
state’s population. (Source: Insure the Uninsured
Project: 2006 Overview of the Uninsured”)
Available in both English and Spanish, Nuestrobien.com
contains facts about the leading health care
problems for Latinos, tips on improving health, and
links to the health plan Web site. In addition, a
“Kids Center” contains games and animated clips on
how the human body works. More than 600 health-
related articles for parents, teens and kids are
available.
■ A new secure health assessment in Spanish helps
enable members to complete a health questionnaire
and receive a personalized report in Spanish, with
recommendations on how to manage their personal
health risks.
The health assessment helps our members to
identify and understand their personal risk factors,
including family history and lifestyle behaviors. Upon
completing the online questionnaire, members
will receive a personalized, easy-to-understand
report that allows them to compare their overall
health status with the national average and with
their peers. The report also provides personalized
recommendations to help members effectively
manage, reduce or eliminate personal health risks
and embrace healthier lifestyle behaviors -- for
example, enrolling in a smoking cessation program,
exercising regularly and getting preventive screenings.
“This is especially important within the Hispanic
community, where men and women are affected
disproportionately by several health conditions,
including diabetes and stroke. The health
assessment is an easy-to-use tool that gives our
members greater control of their health and health
care,” said Ray Morales, M.D., regional vice present,
National Medical Director (Southeast).
■ An innovative Web site just launched by WellPoint
provides physicians with a comprehensive set of
cultural and linguistic tools for understanding and
addressing racial and cultural health disparities in
their communities. The new site is housed on the
provider home page of WellPoint health plans and is
available to all health care professionals.
The new resource offers physicians the latest
research on health care disparities, tools for
communicating with diverse populations, links
to training courses, and information on federal
guidelines for providing culturally and linguistically
appropriate services.

17
 One of WellPoint’s goals is to significantly reduce
health disparities among segments of the population
by 2010. These new Web tools are designed to
help us achieve this goal. They also reflect our
commitment to work with providers to help ensure
all members have access to the best care available.
Culture and Health
Research shows that “socio-cultural” differences
between patients and their doctors and other health
care professionals clearly influence communication
and clinical decision-making. In fact, effective provider-
patient communication is directly linked to improved
patient satisfaction, adherence and, subsequently,
better health outcomes.
Research conducted by the U.S. Department of Health
and Human Services and the Institute of Medicine has
demonstrated that culture and language can affect the
way that patients view illness and disease, as well as
their attitudes toward health care providers. In addition,
Some of the print advertisements that run in various 2007 multicultural marketing campaigns
18
a report by the Agency for Healthcare Research and
Quality revealed other significant findings:
■ Minorities are more likely to be diagnosed with late-
stage breast cancer and colorectal cancer compared
with Caucasians.
■ Patients of lower socioeconomic status are less
likely to receive recommended diabetes services
and more likely to be hospitalized for the condition
and its complications.
■ Many racial and ethnic minorities, as well as people
of a lower socioeconomic status, are less likely to
receive childhood immunizations, screening and
treatment for heart risk factors.
■ Many racial and ethnic groups are more likely to
report poor communication with their physicians.
This is also an issue among poor and less educated
patients.
WellPoint’s new online resource center will help address
these findings. The site includes health education
and disease-specific materials in both Spanish and
Chinese, as well as materials written specifically for
low-literacy readers. It also offers resources and tips
for the provision of language translation during an
office visit and links to assessment tools that will help
physicians better understand the demographics and
psychographics of the populations they serve.
In addition, to ensure that we support our associates
in providing the best service to our diverse member
population, WellPoint launched an enterprise-wide
training program to help our physicians, nurses
and other clinical associates learn cross-cultural
communications skills.
The program, called Quality Interactions: A Patient-
Based Approach to Cross-Cultural Care, is an online
training that features real cases where associates
“interact” with members in a virtual clinical setting. The
training builds a framework to help WellPoint’s clinical
associates master how to integrate clinical information
with cross-cultural information from the individual
patient to improve quality of care and reduce disparities.
Looking at 2008 and our Areas of Focus
In 2008 we will continue to improve our strategic focus
on diversity and inclusion and enhance our reputation
as a leader in strategic diversity management by focusing
our efforts on the following areas:
■ Strengthen partnerships with key diversity sourcing
and recruitment organizations and maximize our
presence at recruitment events targeted at diverse
talent.
■ Leverage the impact of associate resource groups
for women in leadership; African Americans;
Hispanics; people with disabilities; gay, lesbian,
bisexual and transgender (GLBT), and veterans.
Ensure integration of this program to ongoing
company efforts focused on recruitment, retention,
advancement, education and customer relations.
■ Develop mentoring solutions targeted at women and
ethnic minorities with the purpose of strengthening
our diverse pipeline.
■ Launch diversity management and leadership
training (e-learning modules and classroom training).
■ Implement initiatives to educate associates around
the different dimensions of diversity: people with
“We judge ourselves by
disabilities, cross-cultural understanding, religious what we feel capable
diversity, etc.
■ Strengthen the Diversity and Workplace Culture of doing, while others
Ambassadors program through the incorporation
of resources and tools to better equip the
judge us by what we
ambassadors to fulfill their important mission. have already done.”
– Henry Wadsworth Longfellow
Above left, front row: Linda Jimenez, staff vice president and chief
diversity and culture officer; Monica Frias, diversity program manager.
Back row: Cathy Gregg, affirmative action program consultant; Donna
Stout, executive administrative assistant, and Alicia Wallace, EEO
program consultant
19
At WellPoint we believe that
diverse and talented people,
united by meaningful goals and values,
enabled by their leadership and culture,
committed to making a difference,
CAN and WILL transform health care
and be better for the experience.

The Diversity Team

Linda Jimenez, staff vice president and chief diversity and culture officer
317.488.6637
Monica Frias, diversity program manager
614.880.3463
Cathy Gregg, affirmative action program consultant
317.488.6019
Alicia Wallace, EEO program consultant
317.488.6205

Comments/Feedback
We welcome your comments about this report. Please contact us at:
E-mail: diversity@wellpoint.com
Fax: 317.488.6936
Mail: Chief Diversity and Culture Officer, WellPoint, Inc.
120 Monument Circle
Indianapolis, IN 46204
Visit our Web site at: www.wellpointdiversity.com

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All rights reserved. Printed in the U.S.A.
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