Company: ELV
Filing Date: 2025-04-14
Form Type: PX14A6G
Source: 0001214659-25-005850
Chunk: 3

Company: Elevance Health, Inc.
Filing Date: 2025-04-14
Form: PX14A6G
Chunk 3
---
 strategy discussions,
and improved risk management. Diversity and the different perspectives it encourages has also been shown to encourage more creative and
innovative workplace environments. In contrast, companies where harassment and discrimination exist may experience reduced
employee morale and productivity, increased absenteeism, challenges in attracting talent, and difficulties in retaining talent.

Inequality may also threaten the total portfolio return of diversified
investors by slowing economic growth: for example, one study determined gender and racial gaps reduced GDP by $2.6 trillion in 2019.

Unfortunately, corporate initiatives intended to ensure workplace meritocracy
vary in quality. Companies must be intentional in ensuring that negative stereotypes and biases against gender, race, or other diversity
characteristics do not harm their workplace; and investors must have the data needed to monitor and compare their companies’ effectiveness
in meeting this important goal.

Disclosure has not been found to increase legal risk.

Despite concerns raised, hundreds of companies already disclose similar
metrics with no evidence of increased legal risk.

As of March 21, 2025:

| · | 84 percent of the S&P 100 release, or have committed to release, their EEO-1 report. |

| · | 54 percent of the S&P 100 release, or have committed to release, at least one hiring statistic related to gender. |

| · | 37 percent of the S&P 100 release or have committed to release, at least one hiring statistic related to race/ethnicity. |

| · | 29 percent of the S&P 100 release or have committed to release, at least one promotion statistic related to gender. |

| · | 21 percent of the S&P 100 release or have committed to release, at least one promotion statistic related to race/ethnicity. |

| · | 23 percent of the S&P 100 release or have committed to release, at least one retention or turnover statistic related to gender. |

| · | 22 percent of the S&P 100 release or have committed to release, at least one retention or turnover statistic related to race/ethnicity. |

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https://www.bcg.com/en-us/publications/2018/how-diverse-leadership-teams-boost-innovation.aspx

https://www.wsj.com/articles/the-business-case-for-more-diversity-11572091200

https://images.forbes.com/forbesinsights/StudyPDFs/Innovation_Through_Diversity.pdf

https://www.frbsf.org/wp-content