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
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 recruiting practices to cast a wider net complemented by a renewed focus on internal talent growth. We’re expanding an ecosystem to support a high-caliber workforce with a broad spectrum of perspectives, experiences and backgrounds. Some examples of this work include:
- Investing in development and internal and external leadership programs and other impactful programs
- Expanding sourcing channels, including through partnerships with Historically Black Colleges and Universities and Hispanic-Serving Institutions, as well as partnerships with various professional organizations
- 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
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As a Latina and the daughter of immigrants, I’ve carried both the weight of expectation and the fire of possibility. Being a woman in leadership means honoring where I come from while reshaping where we’re going — creating space, lifting others, and proving that excellence has no single face or story.
Susan Ninichuck
Vice President, Global Quality Control
Gileados Executive Sponsor
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Inclusion shows up in our collaboration — across functions, geographies, and backgrounds — as we challenge, support, and inspire each other to bring our very best. It’s that culture of openness that enables us to move faster, think bigger, and deliver life-changing medicines together.
Devang Bhuva
Senior Vice President, Corporate Development
Women at Gilead Executive Sponsor
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My journey from co-chairing GAIN in Foster City to leading A+ GAIN across Asia has been marked by a deepening sense of purpose. A+ GAIN has become a catalyst for change, one that empowers voices, creates opportunities, bridges cultural boundaries and fosters global connectivity. It’s my honor to help shape a more inclusive Gilead.
Cathy Su
General Manager, Taiwan
A+ GAIN Chapter Co-Lead
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We have various backgrounds here at Gilead and it is only when we come together with our different perspectives that we can effectively bring innovation to patients that are in need.
Pawel Trawkowski
General Manager, Poland