Social and Gender Data 2019
The data reported here has been externally assured by DNV GL 2019 Assurance Statement
(% of VTR
|Talent Attraction & Retention||Maintain overall employee engagement in the top half of companies compared to our peer benchmark||
Delta to 50th percentile peer benchmark:
|Talent Attraction & Retention||Offer an employee health package that exceeds a cross-industry benchmark of >2,500 companies||
Avg. employee spend | Delta to peer benchmark:
|Talent Attraction & Retention||Annual target of 0 lost time incidents for employees||
# incidents | Lost Time Frequency Rate
|Diversity & Inclusion||Maintain 50:50 gender balance between male and female employees across our organization (+/- 5%)||
% Female | % Male (as of 12/31):
|Diversity & Inclusion||Achieve 25% female representation among Ventas Leadership by 2023||
% Female | % Male:
- Ventas transitioned to one survey for Ventas and Lillibridge employees in 2018. The 2017 delta is a weighted average of two separate surveys and is not directly comparable to 2018 and 2019.
- Excludes Jensen subsidiary which is independently managed, with its own, separate benefits plan and is not part of the Ventas workers’ compensation program.