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
Employees belong to one or more of our employee resource groups
Salary ratio for women to men globally
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.
Daniel O’Day
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.
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
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As a gay Asian kid growing up in the Northeast and then Midwest, I learned from an early age to conceal my true self to try to fit in. Even after starting my career, I avoided talking about myself, fearing I would be marginalized. Today, I’m so grateful for Gilead’s commitment to create a safe space for everyone to be their authentic self — and for employee resource groups in fostering belonging, community and allyship — all of which are critical to our collective ambitions.
Stephen Chien
Vice President, Global Compliance Lead
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I'm passionate about building high performing teams that are strong because of a shared commitment to health equity and bringing different perspectives, backgrounds and strengths to solutions and challenges. Inclusion is about valuing the constructive tension that comes from diversity in all its forms and harnessing its power to create meaningful outcomes.
Jaime McCoy
General Manager, Australia and New Zealand (ANZ)
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Gilead’s work in HIV is about bringing together the best people, pipeline and purpose for why we do what we do. I joined Gilead in 2020, and I work with the brightest and most passionate people around the world, from those working in preclinical discovery to clinical trials to manufacturing to product delivery. We’re in this to end the HIV epidemic for everyone, everywhere.
Jared Baeten
Senior Vice President, Clinical Development
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Inclusion starts internally with us, our employees, and our ERGs. We work with amazing colleagues who want to ensure we have a culture of inclusion inside and outside of Gilead. Additionally, we’ve made a commitment to ensure we have diverse representation in our clinical research programs, at various points in the development process, including with patients, partnerships and providers.
Stacey Bledsoe
Head of Global Clinical Trial Diversity and Inclusion
