Our Inclusion Mission
Gilead recognizes that building an inclusive workforce comprised of employees with a broad range of perspectives, experiences, and backgrounds is central to Gilead’s business and will ultimately help us create a healthier world for all. We strive to foster an inclusive culture, one that enables our employees to do their best work for the communities and patients that we serve. At the same time, we recognize that we can do more to become a more inclusive organization – for our people, for our business and for the world.
Our Efforts in Action
Employees belong to one or more of our employee resource groups
Salary ratio for women to men globally
Raised through ERG
Giving Together campaigns in 2025
Embedding Inclusion into Our Culture
Inclusion is a core value at Gilead and means creating a work environment where employees feel involved, respected and connected. We believe that every employee is important to our success.
We also recognize that our differences — including differing perspectives, experiences and backgrounds — are among our greatest sources of strength.
Governance & Commitments
We established an inclusion council that draws perspectives from across the organization and develops strategies to support our efforts to become a more inclusive organization. The council is responsible for governance and helping advance our culture of inclusion. The council includes members of the Gilead leadership team, employee resource group chairs and executive sponsors.
Our internal and external commitments are outlined below.
We strive to foster an inclusive workforce comprised of individuals with diverse perspectives, experiences and backgrounds who understand the communities we serve by:
- Promoting equal opportunity in all aspects of the employee lifecycle
- Implementing talent strategies that focus on attracting, developing and retaining talent
- Seeking to strengthen our connections with the communities we serve through corporate giving initiatives
People leaders are integral to building and maintaining an inclusive culture. It is imperative for people leaders to set and uphold expectations for how we engage together. To support people leaders in this work, we invest in building the mindsets and skillsets needed to practice and model inclusive behaviors and to hold others accountable. We are actively working to create and implement targeted practices for people leaders, including:
- Making resources available to help equip people leaders to have regular conversations on development tied to inclusive behaviors
- Equipping leaders to build healthy team environments, ensuring all team members have the opportunity to contribute and succeed
We've enhanced our recruiting and talent practices to broaden our reach while reinforcing a strong focus on internal talent growth. Our approach centers on building a high‑caliber workforce by expanding an ecosystem that attracts, develops and retains individuals with a wide range of perspectives, experiences and capabilities.
Key elements of this approach include:
- Investing in development through robust internal and external leadership programs, skills‑building opportunities and other impactful professional development initiatives
- Expanding sourcing channels by partnering with a wide range of universities, educational institutions and professional organizations, including Historically Black Colleges and Universities and Hispanic‑Serving Institutions
- Collaborating with employee resource groups to inform and support outreach efforts and partnerships aligned with business needs
- Strengthening early‑career pathways by offering internships, rotational programs, fellowships and structured development opportunities that build long‑term capability
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At Gilead, inclusion is a core value. Each of us brings a unique lens shaped by our backgrounds and experiences. When we welcome, embrace and empower different perspectives, we unlock the best in our people, the best in our science and the greatest impact for the communities we serve.
Anu Osinusi
Vice President, Clinical Development, Virology
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Inclusion, to me, means valuing the richness that comes from diverse backgrounds and perspectives. Early in my career, I was fortunate to collaborate with individuals from a wide array of disciplines and cultures. These experiences have not only broadened my understanding but also enriched my decision-making. Inclusion has become a guiding principle in my leadership, helping me embrace new ideas and make balanced, thoughtful choices.
Jim Jin
General Manager, China
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As the daughter of an immigrant mother from Colombia, I grew up with a deep belief that opportunity exists, but it isn’t guaranteed. My mother taught me to work harder, take ownership, and never let others define my future. That mindset shaped me into a leader who believes in personal accountability, possibility, and creating space so others can see opportunity around every corner as well, regardless of where they start from.
Michelle Roth
Vice President, Human Resources Business Partner – Kite
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My identity and lived experiences have reinforced my belief that inclusion is essential to meaningful leadership. Inclusion means fostering trust, psychological safety and belonging — not just inviting unique perspectives, but truly valuing them. I strive to model this at Gilead by being intentional about encouraging open dialogue, promoting equal opportunity and creating a culture where every individual feels empowered to contribute and grow in service of our mission.
NaYoung Park
Vice President, Sales and Marketing
GAIN Employee Resource Group Executive Sponsor