Social and Gender Data 2022
The data reported here has been externally assured by DNV GL 2022 Assurance Statement.
Additionally, Ventas voluntarily discloses supplemental gender data through its participation in Bloomberg’s Gender Equality Index (GEI) survey response.
| Topic | Goal | Data | Metric Coverage (% of VTR Employees/ Operations) |
Assurance |
|---|---|---|---|---|
| Talent Attraction & Retention | Maintain overall employee engagement in the top half of companies compared to our peer benchmark |
Percentile Rank | Participation Rate | Engagement Mean1:
Delta to 50th percentile peer benchmark (prior to 2021)3:
|
100% | |
| 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:
|
100% | |
| Talent Attraction & Retention | Annual target of 0 lost time incidents for employees |
# incidents | Lost Time Frequency Rate:
|
100% | |
| Diversity & Inclusion | Maintain 50:50 gender balance between male and female employees across our organization (+/- 5%) |
% Female | % Male (as of 12/31):
|
100% | |
| Diversity & Inclusion | Achieve 25% female representation among Ventas Leadership by 2023 |
% Female | % Male:
|
100% | |
| Diversity & Inclusion | Minimum wage of $17/hour by 2024 |
%>=$17/hour (as of 12/31):
|
100% |
- Employee engagement was at the 61st percentile of our peer benchmark in 2021;Engagement Mean is out of a 5-point scale.
- 80% participation is not included in our assurance statement.
- In 2021 we transitioned administration of our employee engagement survey from Gartner to Gallup, resulting in a different methodology for measuring employee engagement and a different benchmark.