Inclusion and Diversity at Gilead
Inclusion and Diversity at Gilead
Mission
Inclusion & Diversity is key to our success as a company.
Building an inclusive and diverse workforce is critical to enabling Gilead’s mission – and, ultimately, will help us create a better, healthier world. We are highly committed to creating an inclusive culture, one that enables all people to do their best work and that is reflective of the diversity of our patients. At the same time, we recognize that we need to do more to accelerate our progress – for our people, for our business and for the world.
Gilead’s overall Inclusion & Diversity aspirations are:
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Be the employer of choice for diverse talent
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Foster an inclusive culture where differences are leveraged to innovate and enable our mission
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Be respected for equitable and socially responsible practices
Defining Inclusion & Diversity at Gilead
Our success depends on every one of our employees, and the ways in which we differ are among our greatest sources of strength. These include visible and non-visible attributes, such as race, gender, gender identity, age, ethnicity, people with disabilities, appearance, thinking styles, beliefs, nationality, veteran status, sexual orientation, and education, among others. Inclusion at Gilead is a core value and means creating and fostering a work environment where our differences are valued, and people feel involved, respected and connected.
Working to demonstrate our commitment to inclusion requires us to:
Encourage and support each other
Recognize and mitigate unconscious bias
Consider multiple pathways to success
Respect people of all backgrounds and experiences
Seek diverse perspectives to drive innovation
Committing to these principles helps accelerate our innovation, increase performance and ultimately achieve our mission – it is more than just the right thing to do. It is essential in driving an inclusive culture and meeting the needs of patients.
A Leader’s Message
Valerie Brown, Senior Vice President, Quality Assurance & Executive Sponsor of Gilead’s GLOBE Employee Resource Group (ERG)
"I’m proud and grateful to work for a company that both recognizes and celebrates our differences. It is only through our diverse perspectives that we can achieve transformative scientific breakthroughs and build strong relationships with external partners across the globe. As the world reflects on and responds to the issue of racial injustice, Gilead has taken swift action to develop an Advancing Black Leadership strategy to ensure that we are doing everything possible to foster an inclusive culture, promote career growth and establish key performance metrics to track our progress.”
Our Commitments
We are establishing a Global Diversity Council that will be responsible for governance, tracking progress and helping further a culture of inclusion. The Global Diversity Council will be chaired by Chairman and Chief Executive Officer Daniel O’Day and include members of the Gilead Leadership Team, ERG executive sponsors and ERG leads.
- Gilead introduced this multi-year initiative in 2020. Our commitments were developed in partnership with GLOBE (Gilead Leadership Organization of Black Employees) ERG and other ERG leaders after considering the leadership accountability, investment and business partnership required to make the most impact at Gilead and in our communities. The strategy outlines a set of commitments to expand access to opportunities across the company and use Gilead’s platform to address racial injustice. Our internal and external commitments are the following:
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Progressing Multi-Year Diversity Goals
We have set clear internal representation goals, as well as goals related to the suppliers with whom we do business. We have also set goals related to the organizations we support through our corporate giving initiatives. Without engaging in racial preferences, using race as the basis for employment decisions, or quotas, we are committed to:- Increasing employee and executive representation for underrepresented groups
- Increasing transparency of data, progress and regularly update prioritized actions
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Creating Internal and External Talent Pipelines
We have enhanced diversity-focused recruiting practices to cast a wider net and a focus on building early talent across the company. We are expanding an ecosystem to support talented professionals of diverse backgrounds. Some examples of this work include:- Investing in development and internal career mobility through external and internal leadership programs, sponsorship, rotation and other impactful programs identified in partnership with GLOBE
- Funding 100 scholarships and advancing a strategy to recruit individuals from Historically Black Colleges and Universities and Hispanic-Serving Institutions
- Expanding an early-talent pipeline offering internship, rotation program, fellowship and development opportunities with long-term career paths in biotechnology
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Focusing on People Managers: Building Awareness, Capabilities and Accountability
We believe people managers play a critical role in making inclusive culture real. We are introducing programs to train our people leaders on the most relevant inclusion and diversity topics and to hold these leaders accountable for practicing and modeling inclusive behaviors, as well as equipping these leaders to recognize and eliminate racism and inequities. We are actively working to create and implement for people managers targeted practices that are tied to performance measures, including:- Making resources available to help equip managers to have regular conversations on development tied to inclusive behaviors as part of our performance process and leadership expectations for all people managers
- Helping increase the ability of people managers to discuss diversity topics including trainings about how to discuss race, unconscious bias, inclusive leadership, allyship and psychological safety
- GMentor, our mentoring program, helps connect mentors with mentees and provides resources to share valuable experiences and insights. These meaningful connections support employees’ professional development and expand the impact of diverse perspectives. In the first year of launching in 2020, 558 employees participated in GMentor and we are excited to see participation continue to grow. 100% of mentee survey respondents are strongly satisfied or satisfied with their overall mentoring experience and 96% of participants are likely to recommend this mentoring program to a colleague.
- Our Sponsorship Program fosters progression and development of key diverse talent. The program provides 22 key diverse leaders at senior levels, development-focused access to our most senior leader sponsors, personalized coaching, and specialized development experiences. In 2019-2020, 145 promising employees of diverse backgrounds also participated in a Tailored Mentoring program to leverage key areas of sponsorship from our Senior Vice Presidents.
- We continue to work to deepen accountability across the organization on yearly representation goal progress by tying goals to Key Performance Indicators when determining performance, rewards and promotion. Organizational leaders will meet regularly with their leadership teams to update their organizational Inclusion & Diversity Action Plans, focused on attracting, developing and retaining people of diverse backgrounds, as well as measure progress and regularly discuss key diverse talent.
- Gilead is a pay-for-performance company committed to pay equity. Our employee salaries are based on market-based ranges and are assessed annually in consideration of prior-year performance and competitive positioning. All compensation decisions are made without regard to gender, race, color, national or ethnic origin, age, disability, sexual orientation, gender identity or expression, genetic information, religion, or veteran status.
- In the U.S., we conduct an annual review of employee compensation to ensure that our pay practices are race and gender-neutral, and we also commission an annual global pay equity study to gain a more comprehensive view of pay equity across the organization. In 2022, Gilead’s salary ratio for women to men globally was 99.92:100.
- Numerous business partners and organizational stakeholders exist in Gilead’s ecosystem, including our supply chain and community partners. We recognize we cannot address racial injustice alone, and our engagement with these partners is critical to create meaningful impact. We will leverage our influence and the resources in our ecosystem to engage business partners in our supply chain and organizations dedicated to societal change through K-12 STEAM education, higher education, diversity hiring and leadership development.
- We will invest in our future and address racial injustice in K-12 STEAM education in the communities where we work.
- We will significantly fund diversity sourcing to cast a wider net for top diverse talent, leverage external leadership development programs, and partner with community organizations addressing racial injustice. To date, GLOBE has partnered with the company on a $1 million donation to organizations fighting social injustice, and Gilead announced a $1 million partnership with Morehouse School of Medicine to build a data platform about the disparate impact of COVID-19 on communities of color.
- We will increase spend and partner with more Black-and African-American-owned businesses over the next five years.
Employee Demographics
Global Gender
U.S. Ethnicity
- Additional Groups include American Indian or Alaska Native and Native Hawaiian or Other Pacific Islander.
- Leadership is defined as the Executive Director level and above.
- People Manager is defined as a leader who has people management responsibilities.
We know that innovation thrives when we are informed by a diverse set of backgrounds, talents and differences. Our commitment to equal employment opportunity and affirmative action furthers our purpose to cultivate and celebrate an equitable culture of belonging.
In the spirit of transparency about our commitments to inclusion and diversity, and serving as a mechanism for leadership accountability, we are publishing the summary data from our most recent EEO-1 Report. The EEO-1 is only one component of data, as it is limited to representational reporting in federally mandated EEO categories that differ from our internal organizational structure.
See our U.S. Employee Demographics
*Gilead and Kite data representation was pulled August 8, 2020. Data points from 2019-2020 were rounded to the nearest whole number.
**Our Definitions of Additional Groups, Leadership and People Manager:
***Gilead HR system enables employees in the U.S. to voluntarily self-identify and currently, may not fully reflect the breadth and diversity of these populations not contained in above graphs: 1% disability, 1% veteran, and 1% LGBTQ+ including transgender non-binary/non-conforming.
UK Gender Pay Report
Gilead welcomes initiatives that support inclusion and diversity across businesses, and we fully embrace the Gender Pay Disclosure initiated by the UK Government. This report highlights the comparison between the average pay of all men and the average pay of all women (the gender “pay gap”) across our three sites in the UK.
Culture
Gilead Employee Resource Groups
Employee resource groups (ERGs) are an integral part of our Inclusion & Diversity program and are open to all of our employees around the world regardless of background. ERGs foster a sense of belonging and inclusion that can spark innovation and accelerate employee development.
7,200+, nearly 60%, of our employees belong to at least one of our six ERGs, demonstrating the impact and important role of these groups at Gilead. Each ERG is resourced to drive actions across five pillars: Recruiting, Professional Development, Culture, Business Impact, and Community.
ERGs
Gilead Leadership Organization of Black Employees (GLOBE) is committed to promoting an inclusive and productive work environment by enhancing professional development and fostering a sense of community and cultural awareness. This group empowers employees and cultivates leadership among Black employees, creating opportunities where all people are valued.
The Pride Alliance is an employee resource group dedicated to celebrating diverse identities. The ERG is committed to helping ensure LGBTQ+ employees and allies can be their authentic selves, and all employees are empowered to contribute to Gilead’s success.
Women at Gilead is a global network dedicated to recruiting, developing, supporting and retaining our female employees around the world. This ERG helps to ensure that every woman in the workplace feels empowered and is given ample professional opportunities to thrive within our organization.
Gileados members are committed to embracing and sharing the multifaceted Latino culture within their professional communities, with the goal of enhancing recruitment and retention of diverse talent across Gilead.
Gilead Veterans Engagement Team (GVET) aims to recognize, appreciate and support veterans, active duty military and their families by providing employment opportunities, professional development, team-building and joint service to our communities.
The mission of the Gilead Asian Interest Network (GAIN) is to create a sense of community through events and programming that support members. GAIN seeks to bring awareness to the diverse cultures that represent Asian employees across Gilead and encourage cultural understanding, while also highlighting the voices and strengths of its members by identifying networking, career development and mentorship opportunities.
Progressive Policies
We embrace our workforce in its entirety and have instituted progressive policies to ensure our culture is one in which every individual feels seen, heard and respected. Launched in 2019, our new Global Gender Identity and Transition Policy formalizes our core values and practices in a way that encourages employees to express their true gender identity, supports those who transition and aims to foster an affirming workplace for our transgender and gender non-binary colleagues. In response to an internal survey, on U.S. National Coming Out Day in 2019, we announced a new self-identification option that allows employees to self-ID sexual orientation and gender identity. While it’s important to know the number of employees who self-identify in the organization, self-identification also helps foster more inclusive workplaces through education and provides data for future talent development. And our diverse slate program ensures that hiring managers interview a minimum of two external, diverse candidates, inclusive of women, for every position.
Work-Life Balance
We take pride in living our values in the work we do every day. In 2019, we introduced G.Flex, a program offering flexible work opportunities that allows employees to adjust where and when they work based on their individual needs and those of the business. And in response to COVID-19, we are providing employees with additional resources and support for emotional, physical and financial well-being. We are offering work-from-home stipends to those who work remotely, as well as a number of onsite services for our employees who have roles dependent on working onsite.
A Leader’s Message
Daniel O'Day, Chairman & Chief Executive Officer
“I am proud of the work we are doing at Gilead to ensure equity for our employees, the communities we work in and the patients we serve. Inclusion is one of our core values and I believe that it is essential to Gilead's long-term success. Building an inclusive and diverse workforce is the right thing to do, and, at the same time, it is also critical to our future. Diversity catalyzes innovation and ultimately diversity is imperative to our aim of delivering transformational medicines for patients worldwide.”
Initiatives
Our Awards and Recognition
Working Mother
Working Mother recognizes organizations that lead in areas of female representation and advancement, benefits, parental leave, childcare and flex time. Gilead placed among the top 25 on the 2020 Working Mother 100 Best Companies list.
Best Places to Work for LGBTQ Equality
The Human Rights Campaign Corporate Equality Index (HRC CEI) provides an in-depth analysis and rating of large U.S. employers and their policies and practices pertinent to LGBTQ employees. Gilead achieved a perfect score of 100 and earned the designation as a “Best Place to Work for LGBTQ Equality.”
5-Star Company in Corporate Inclusion Index
Hispanic Association on Corporate Responsibility (HACR) recognized Gilead as a five-star company in its Corporate Inclusion Index. Gilead participates in HACR’s index to understand what diversity and inclusion areas to focus on in order to attract, develop and retain Latinx talent.
Best Employers for Diversity
Forbes identifies the best employers for diversity in America, providing insights about what companies are doing to advance diversity and inclusion. Gilead was recognized among the Best Employers for Diversity.
Inclusion and Diversity Stories
Each of our employees has a unique identity – but we are all united by a common dedication to Gilead’s mission. We are proud to highlight our employees and partners who exemplify inclusion and diversity and are helping shape a better future.
Equality Statement
Gilead is a strong supporter of equal employment opportunity. It is the policy of Gilead to recruit, hire and promote the best qualified person for positions throughout the company and to provide employees with equal employment opportunities. In 2019, Gilead signed the landmark amicus brief in support of protecting LGBTQ+ workers from discrimination under existing federal civil rights laws.
Expanding on Inclusion and Diversity
- Gilead is a research-driven organization seeking talented individuals who are passionate about exploring the limitless boundaries of what is possible. We are seeking people with varied perspectives and experiences to help drive innovation and play a critical role in bringing transformative therapies to people with life-threatening diseases around the world.
- View our open positions here.
- Our vision is to become a biopharmaceutical industry leader for supplier inclusion. We are committed to creating and fostering an inclusive and high-performing supply base through which we leverage the unique talents of small businesses and/or businesses owned by women, minorities, LGBTQ+ individuals, veterans and service-disabled veterans. We build relationships with suppliers that meet our criteria for inclusion and diversity, among other important elements of responsible sourcing.
- In 2019, Gilead and Kite spent $369 million with small and small-diverse businesses. We also improved our supplier vetting process to increase spend with existing diverse suppliers. To ensure sustained focus on supplier diversity, we have apportioned supplier inclusion goals to our procurement leaders. Additionally, we are members of the Diversity Alliance for Science and Western Regional Minority Supplier Development Council.
- Learn more: Supplier Information
- To obtain data-driven recommendations for closing gender and equality-related disparities in hiring and promotions and observe findings on the practices that improve employee satisfaction and retention, Gilead participates in studies and surveys including Women in the Workplace, Working Mother, and Human Rights Campaign Corporate Equality Index.
- Partnerships and events are among the many ways we strive to support inclusion and diversity as an organization and expand our impact to local communities. Gilead has strong partnerships with local and national organizations such as the National Sales Network, Hispanic Association on Corporate Responsibility (HACR), Out and Equal, Executive Leadership Council (ELC) and Lead360. Gilead also participates in the Watermark Conference For Women and the Regulatory Affairs Professionals Society. In 2020, 93 diverse leaders joined leadership and/or development programs these organizations provide as part of our growing commitment to diverse talent leadership development.