Enhancing our values and culture through diversity, equity, inclusion, and belonging

Our Commitment
We embrace our responsibility and strategic opportunity to champion varied viewpoints, culture and expertise to create an inclusive work community. Our commitment to Diversity, Equity, Inclusion and Belonging (DEIB) is a corporate strategic objective. We express our strategy through goals around recruiting, retaining and developing diverse employees and leaders. Through focused Employee Resource Groups as well as training and leadership development programs, we seek to address mindset and metrics with multiple tools.
Employee resource groups are communities that foster a diverse workplace at NextGen Healthcare.
Employee Resource Groups (ERGs)
ERGs are voluntary, employee-led communities that foster a diverse, inclusive workplace aligned with NextGen Healthcare’s mission and business practices. ERGs form around common backgrounds, interests and issues to give a collective voice to our diversity and help create a best-in-class organization. Our ERGs focus their efforts on culture, career, market and community. They communicate directly with senior leadership through Listening Sessions with our CEO and other C-level executives.
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EDUCATION & AWARENESS
NextGen Healthcare’s DEI journey includes educational programs such as our own Get Curious webinar as well as Crucial Conversations, Implicit Bias, Dimensions of Diversity and How to Talk About Race. We have also trained team members on and implemented panel-interviews and panel-based promotion decisions for management roles.
NextGen Healthcare Diversity, Equity, Inclusion and Belonging (DEIB) is a strategic objective.
Diverse Sponsorship Program
BELONG— Bringing Employees to Leadership Opportunities at NextGen— is NextGen Healthcare’s pilot diversity sponsorship program. The program’s primary goals are to:      •  Provide support and specific career assistance to                     underrepresented team members with the goal of                     increased representation in leadership positions.             •  Highlight our diverse senior employees who are                          thriving. The 12-month program includes formal quarterly check-ins for sponsors and proteges, and additional informal check-ins to make sure all parties feel supported and aligned.
A BETTER PATH FORWARD
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