The melting pot of Meuhedet’s employees reflects the heterogenic Israeli society; sector-wise, about 14% of Meuhedet’s employees are Arab and about 21% are religious orthodox. The age range runs from 18% who belong to the Baby Boomers generation, to about 32% who belong to the Y and even Z generations. Gender-wise, Meuhedet is the first HMO in Israel to be headed by a woman CEO; a third of its board of directors are women, and in recent years, over 68% of the management team are women. 45% of Meuhedet’s clinic directors nation-wide are religious orthodox, Druze and Arab.

"Diversity and acceptance are key values in Meuhedet's organizational philosophy and are an important pillar in the strategy we have been applying in recent years. We have a variety of activities aimed at implementing the principles of diversity and acceptance. Whether it is through hiring older employees via our employee recruitment process, or training managerial and information teams on the importance and advantages of working with population diverse in age, sector and gender," says Dror Dean, Meuhedet's Deputy CEO of Human Resources. "One of the most make me most happy if the number of older employees seeking higher education funded by the healthcare fund, which helps to bridge the gaps between different populations wishing to acquire higher education and get ahead in the work market."

Meuhedet not only focused on the older population; it invests in absorbing make and female doctors from different sectors and even new immigrants, helping them through the absorption process and overseeing their activity for two years. Meuhedet has also developed a unique and innovative model for single parents in order to support and guide them through life's challenges with toolbox that offers legal, financial and family aid. In addition, Meuhedet works to benefit employees with special needs, by improving their work skills and providing help tools as well as adjusting the hours based on personal need. 

The benefit of all the diversity and acceptance programs reaches all of Meuhedet's employees and is reflected in providing better health services, suited to all of its members, and in achieving the business service goals, raising the employees' level of satisfaction and reinforcing their connection to the organization.

Meuhedet serves members in all phases of life, from childhood to old age, nation-wise, including orthodox neighborhoods, Arab and Druze villages, etc. Therefore, when Meuhedet developed its hybrid world of services (a domain that enables the patient to receive top medical care based on ability and preference) members can now receive digital services alongside clinic services. Thanks to employees of different sectors and ages, we at Meuhedet understand the necessary adjustments in order for this innovative service to help all members fully – cross-sector and cross-generational. For example, Meuhedet added the option for a phone call appointment to all populations using kosher cellular devices or building training and unique models for older ager population, who expressed apprehension about using new technologies. Meuhedet opened a center for women especially tailored to the orthodox sector, and clinics tailored to Ethiopian members that can serve this population in its native language. All these have become an integral part of Meuhedet's ongoing activity. 

A survey was recently conducted to examine the climate and employee connection at Meuhedet. The survey shows that a significant progress has been made in these areas. Aside from all the activities initiated to improve the various employees' self-fulfillment and professional advancement outlook, Meuhedet constantly strives to improve the employee experience and as such, offers gender, sector, age-based  welfare activities, such as a vacation for orthodox population, children's shows and allowing for unique qualifications. Meuhedet shows I cares through giving employee holiday gifts on holidays celebrated by all religions and ethnic groups that make up its employee profile.

What is Meuhedet's strategic goal for the future?  Dror Dean, Meuhedet's Deputy CEO of Human Resources, concludes: "the issue of diversity amongst the employees is of great importance to all of us, therefore we see it as a strategic goal combined in all of our work plans. We understand the strong connection between diversity and the strategic, value-based development of our HMO, hence our main occupation today is in "how" to implement the principle beyond what has already been achieved, while involving the employees in initiating new ideas. Our goal focuses on creating ways that will ensure that each and every one of our employees can fulfil their full potential, while maintaining their unique characteristics, so we can develop as an HMO not just for our similarities, but mainly for our differences."