McKesson is the oldest and largest health care company in the nation, serving more than 50% of U.S. hospitals and 20% of physicians. A Fortune 5 company, McKesson joined the USBLN’s Going for the Gold (GFG) Program in 2014.  Since then, the company has made notable strides in building an inclusive culture across its enterprise.

McKesson was the first USBLN GFG company to launch a multi-media self-id campaign titled, Make it Count. The campaign included a clever, 90-second Motion Story using cartoon-like figures that explained self-id in concise terms and made it clear what was in it for employees to take the requested action. The campaign also included communication strategies for wired and non-wired employees.

McKesson also hired a “Military/Disability Strategist” to be the point person for military and disability inclusion, the USBLN Disability Equality Index (DEI), and VEVRAA and Section 503 compliance.  The strategist worked closely with the GFG team and interfaced internally with talent acquisition, compliance, diversity and inclusion, and targeted business units.

In 2015, the company began planning the launch of its disability Employee Resource Group (ERG), championed by a Senior Vice President in its largest business unit. To generate interest among employees with disabilities, caretakers/family members and others the SVP sent an email to all employees telling his personal story, making them aware of the ERG and asking for their participation. The communication generated a brisk response with many employees noting their pride in their company’s efforts to be disability inclusive.

McKesson’s outcomes include:

  • A significant increase in the number of individuals responding to the McKesson self-identification survey;
  • Training of hiring managers and supervisors at targeted pilot sites;
  • A 100% improvement in McKesson’s USBLN DEI score since McKesson’s initial participation in 2015;
  • Establishing a professionally led disability ERG representing employees with disabilities, family members/caretakers and others; and
  • Significantly increased the external hires of individuals who self-identified as an individual with a disability over the 3 years of the USBLN GFG program.