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Inclusion-and-Diversity-Two-Woman-TalkingInclusion-and-Diversity-Two-Woman-Talking

Our Inclusion and Diversity Mission

Building an inclusive and diverse workforce is central to Gilead's business and will ultimately help us create a healthier world for all. We're committed to fostering an inclusive culture, one that enables our employees to do their best work and that is reflective of the diversity of our patients and our communities. 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.

Our Efforts in Action
8,900+

Employees belong to one or more of our employee resource groups

99.93:100

Salary ratio for women to men globally

100%

Human Rights Campaign Corporate Equality Index score for policies, practices and benefits related to LGBTQ+ employees

Embedding Inclusion and Diversity 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 are among our greatest sources of strength. These include visible and non-visible attributes, such as race, gender, gender identity, age, ethnicity, disability, appearance, thinking style, beliefs, nationality, veteran status, sexual orientation and education, among others.

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Headshot of Chairman & CEO Daniel O’DayHeadshot of Chairman & CEO Daniel O’Day
I'm proud of the work we're 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's 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.”

Daniel O’Day

Chairman & Chief Executive Officer

Governance & Commitments

We established a Global Inclusion & Diversity Council that draws perspectives from across the organization and develops strategies that embed inclusion and diversity across the company in support of these aspirations. Chaired by Daniel O'Day, Chairman and Chief Executive Officer, the Council is responsible for governance, tracking progress 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.

Three women standing in front of scientific posters.  Three women standing in front of scientific posters.

We've set clear internal representation goals, as well as goals related to the suppliers with whom we do business. We've also set goals related to the organizations we support through our corporate giving initiatives. We're committed to:

  • Increasing employee and executive representation for underrepresented groups
  • Increasing transparency of data, progress and regularly update prioritized actions
  • Ensuring that Gilead leaders meet regularly with their leadership teams to update their talent strategy and organization plans, which focus on attracting, developing and retaining people of diverse backgrounds

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 that are tied to performance measures, including:

  • Making resources available to help equip people leaders to have regular conversations on development tied to inclusive behaviors as part of our performance process and leadership expectations
  • Equipping people leaders to discuss topics in inclusion by offering trainings on unconscious bias, allyship, psychological safety and inclusion for all

We've enhanced recruiting practices to cast a wider net and a focus on building early talent across the company. We're expanding an ecosystem to support talented professionals of diverse backgrounds. Some examples of this work include:

  • Investing in development and internal and external leadership programs and other impactful programs
  • Advancing a strategy to recruit individuals from Historically Black Colleges and Universities and Hispanic-Serving Institutions
  • Collaborating with and engaging our employee resource groups in strategic recruiting initiatives and partnerships
  • Expanding an early-talent pipeline offering internships, a rotational program, fellowships and development opportunities with long-term career paths in biopharma

Gilead Employee
Resource Groups

Employee resource groups (ERGs) are an integral part of our Inclusion & Diversity program and are open to all our employees around the world, regardless of how they identify.

We currently have six ERGs and a seventh ERG focused on disability inclusion is coming soon.

More than half of our employees are members of at least one ERG, which provide a sense of inclusion and belonging. Each ERG is focused on career development, culture and community, allyship and intersectionality, and business impact.

View all Employee Resource Groups

Our Awards and Recognition

U.S. Equal Employment Opportunity Commission Employer Information Report

white pdf View 2023 EE01 Report
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