Belonging and inclusion

Building authentic connections

At HealthEquity, we believe in fostering an inclusive workplace. As an equal opportunity employer, we work to build a culture where everyone feels welcome and empowered to thrive.

HealthEquity’s Connections program serves as the foundation of our employee resource groups (ERGs). Launched in 2021, these groups are led by and open to all team members. Centered around shared interests and communities, Connections groups help team members build relationships, learn, and grow by participating in conversations that resonate personally with them.

Expanding inclusion beyond the workplace

HealthEquity is dedicated to fostering inclusion not just within our workplace, but also among our suppliers and operations partners.

Our Purchasing Policy outlines our pledge to support qualified U.S.-based emerging, small, and local businesses that are certified by independent, third-party organizations.

Through our Operations Program we actively engage these businesses, particularly those that face economic challenges, as operations partners. By working with a diverse group of suppliers, we enhance our communities, support our customers, and strengthen our business.

Rewarding performance and experience

At HealthEquity, pay equity reflects our commitment to equal opportunity. We regularly review compensation to maintain fairness, while our Total Rewards approach ensures clarity in performance goals and outcomes, ensuring both team members and leaders have a clear understanding of expectations and rewards.

Here are some of the ways we deliver the Total Rewards package fairly and consistently:

• Reviewing market data annually to maintain fair and competitive pay
• Rewarding team members based on their abilities, competencies, experience, and performance levels
• Clearly communicating our Total Rewards policies and practices
• Meeting all federal, state, and local legal and regulatory requirements

Each position at HealthEquity has a defined job description and pay grade. Pay grades are determined by the role’s purpose and key duties, ensuring fair internal pay practices and alignment with market trends.