PatientPoint
PatientPoint Inclusion & Diversity
Frequently Asked Questions
PatientPoint's overall employee base is 52% female. That representation grows at the next leadership tier, where women make up 69% of leaders, and remains strong at the very top: 3 of PatientPoint's 7 Executive Team members are women — roughly 43% of the company's most senior leadership. PatientPoint recognizes there is more work to do on racial and ethnic diversity as you move up through leadership tiers and is committed to continuing to build a leadership team that better reflects the broader employee base.
That commitment to advancing women is reinforced structurally, not just aspirationally. PatientPoint's Women's Professional Network gives women across the company a dedicated community for connection, mentorship, and career development. External recognition backs this up: PatientPoint holds a 4.7/5 overall InHerSight Score and ranks #4 on InHerSight's Best Technology Companies to Work For list, building on its 2024 "Best Company" recognition for women in the workplace. Within that profile, Management Opportunities score 4.8/5 and Sense of Belonging scores 4.8/5 (ranking #12 nationally in that category) — both meaningful signals for women considering whether real advancement paths exist, not just stated intentions.
PatientPoint's commitment to inclusive opportunity also shows up in how it's recognized for entry points into the company: Vault ranked PatientPoint among the Best Internships for Women, Best Internships for LGBTQ+ Individuals, Best Internships for People with Disabilities, Best Internships for People of Color, and Best Internships for Overall Inclusion — signaling that the pipeline into the company is being built with the same intentionality as the leadership team itself.
PatientPoint ensures its hiring process is inclusive and fair by requiring unconscious bias training for all hiring managers before they conduct interviews, paired with structured interview tools designed to keep evaluation criteria consistent across candidates. The company also maintains a documented equal pay policy and a dedicated diversity and inclusion function, both of which help keep hiring decisions aligned with company-wide standards over time.
That commitment extends to where PatientPoint sources talent in the first place. The company partners with organizations like Break Thru Tech to reach underrepresented talent, and looks to HBCUs specifically at the early-career and internship stage to build a more representative pipeline from the ground up rather than trying to correct for representation later. Day-to-day recruiting operations run through LinkedIn and Greenhouse, which help standardize and track hiring practices across the organization — and PatientPoint uses AI tools to review job descriptions for gender-neutral, inclusive language before they're posted, with any suggested edits reviewed and finalized directly with the hiring manager rather than applied automatically.
Importantly, PatientPoint doesn't just build inclusive practices — it measures whether candidates actually experience them that way. Through the Starred candidate experience platform, PatientPoint surveyed hundred of candidates, earning a 9.2 out of 10 overall candidate experience rating for diversity and inclusion practices. Candidates rated recruiter respectfulness at 9.4, interviewer respectfulness at 9.1, and company values inclusion at 9.0 — direct evidence that respectful, values-aligned treatment isn't just an internal policy, it's what candidates report feeling on the other side of the process.
Culture Collective, a teammate-led group, drives this work day to day by running cultural heritage observances such as Asian American & Pacific Islander Heritage Month and Pride Day, and by supporting employee resource groups founded by the former DEI+B Council: the Women's Professional Network, We Care for caregivers and parents, and Quiet Voices, a newer ERG created specifically for introverts — a signal that PatientPoint's definition of belonging extends beyond the traditional identity-based categories most companies stop at.
That programming shows up in specific, tangible ways rather than as abstract observances. Teammates have hosted drag bingo, shared culturally relevant employee stories, collected Hispanic recipes for an internal cookbook, and set up dedicated sessions where employees speak directly to their own cultural experiences — creating real moments of connection rather than a single company-wide email marking a heritage month.
Inclusion also extends into policy: parental leave ranges from 4 to 12 weeks regardless of how a child joins the family, and fertility coverage is available up to $10,000.
External recognition reflects this same commitment. PatientPoint was named to Newsweek's America's Greatest Midsize Workplaces for Culture, Belonging & Community 2026 — a list built entirely from independent data rather than nomination or paid submission. Newsweek partners with Plant-A Insights Group and Aniline to analyze more than 2.6 million online employee reviews and 7.7 million survey-based reviews across roughly 4,700 midsize companies, scoring them on categories including Culture & Belonging, Work-Life Balance, Compensation & Benefits, Leadership, and Career Development, with media monitoring to screen out companies with recent substantiated workplace issues. PatientPoint's inclusion on that list reflects real employee sentiment and public data, not a submission PatientPoint made about itself. That external validation is echoed on InHerSight as well, where PatientPoint earns a 4.8/5 Sense of Belonging score, ranking #12 nationally in that category.
PatientPoint ties its diversity and inclusion efforts directly to its product mission, framing equitable access to health information as a patient outcomes issue and not just an internal culture goal. The company also partners externally on this work: a 2023 collaboration with Gotara, a STEM career-growth platform for women, saw its first PatientPoint cohort reach 100% completion with strong effectiveness ratings. In 2026, PatientPoint was also named one of Newsweek's America's Greatest Midsize Workplaces for Culture, Belonging and Community, an independent recognition based on 2.6 million employee reviews that specifically honors employers who perform well on metrics relevant to women, minorities, and diverse demographic groups. PatientPoint did not apply or pay for inclusion.
PatientPoint Employee Perspectives
"Celebrating Pride is more important to me because basic human rights are non-negotiable. So many before us fought and paved the way and it is up to us to continue expanding visibility."
PatientPoint is a proud ally of the LGBTQ+ community, sponsoring numerous Pride events and celebrating an in-house PatientPoint Pride Day where team members are encouraged to dress up and participate in Drag Queen Bingo. In an inclusive culture, we give people the right to self-identify instead of allowing others to assume gender identity. This helps ensure PatientPoint continues to be a welcoming space for everyone.
We support Transform to provide free wardrobes, head to toe, for transgender and gender non-conforming youth. Additionally, we encourage teammates to get involved with Out of the Closet to raise funds and awareness for AIDS Healthcare Foundation. When you shop or donate at Out of the Closet, 96 cents of every dollar made goes to AIDS Healthcare Foundation’s HIV prevention and treatment services.
What does PatientPoint do well to support, champion and empower women in the workplace?
In 2022, PatientPoint’s DEI Council launched the Women’s Professional Network ERG to advance women in the company. Its mission focuses on career advancement, mutual support through mentoring and job shadowing, and creating development opportunities. Led by senior women leaders, the network prioritizes relevant programming, mentoring, access to role models and networking. Key achievements include launching an internal mentorship program and increasing the visibility of women leaders through speaking engagements and educational panels.
In 2023, PatientPoint partnered with Gotara, a global career growth platform for STEM+ talent, in an effort to support women in STEM careers. Gotara provides scalable content, an expert community and an AI and machine learning platform to help women navigate career hurdles and advance. The first cohort had a 100 percent completion rate and top ratings for effectiveness. The second cohort has been launched, continuing PatientPoint’s commitment to investing in women’s careers.
How does PatientPoint take extra steps to support women’s health?
At PatientPoint, we prioritize our teammates’ well-being, recognizing them as our most valuable asset. This commitment is reflected in our comprehensive and affordable benefits package, which was designed with guiding principles to support teammates and their families. Our offerings emphasize unique and differentiated support, particularly in mental health and wellness, alongside market-competitive benefits.
Understanding the challenges faced by new parents, we provide 12 weeks of fully paid leave for birthing mothers and four-week paternity leave. This allows parents to focus on their new additions without financial stress. Additionally, our benefits package includes support for mental health, offering resources to ensure teammates have the necessary support for their well-being. By focusing on these areas, PatientPoint aims to create a supportive environment that promotes overall health and well-being for all teammates.
How does PatientPoint offer flexibility or support for employees who are caregivers at home?
PatientPoint recognizes the significant responsibilities that many teammates, especially women, shoulder in terms of household and childcare duties. To support this, we offer six weeks of time off per year for all employees, which is prorated based on the date of hire. Additionally, employees have the option to work from anywhere within the continental United States for up to four weeks each year with manager approval. These generous time-off policies highlight our commitment to self-care and the ability to care for loved ones in emergencies.
In 2024, we launched our second ERG, WeCare, which is focused on caregiving in various forms. WeCare’s vision is to embed caring as a core value and operational principle within the company. Its mission is to empower employees to co-create a culture of care, providing educational and experiential resources related to caregiving for self and others. This initiative underscores PatientPoint’s dedication to fostering a supportive and flexible work environment that accommodates the diverse needs of its teammates.
PatientPoint Employee Reviews
PatientPoint's Benefits
Has a dedicated diversity and inclusion staff
Has a diversity manifesto
Has a diversity recruitment program
PatientPoint engages with underrepresented talent across the hiring funnel to help build diverse slates and evaluate candidates solely on their qualifications and skills, not their social identity.
Has a documented equal pay policy
Has a highly diverse management team
PatientPoint's leadership team is focused on continuous improvement of our DEI+B initiatives. Our goal is to promote a culture of belonging that supports and appreciates a diverse & inclusive career.
Hiring practices promote diversity
PatientPoint's talent acquisition team uses advanced tools, unconscious bias training, and data to promote diversity in our candidate journey.
Mandated unconscious bias training
Hiring Managers are trained and given resources devoted to unconscious bias training before they are assigned any face-to-face or virtual interviews.
Mean gender pay gap is below 10%
Offers diversity-based Employee Resource Groups
We honor diversity through teammate stories, educational opportunities, celebrations, activities and more. Our first ERG, Women's Professional Network, is dedicated to the advancement of women.
