Inclusion

To be a successful business and deliver positive health impact at scale, we must meet patients’ needs with research that includes those impacted by the disease under study, attract and retain the best talent regardless of background, and support all GSK people to thrive.

We believe in the power of an inclusive culture and differing perspectives and experiences to unlock the full potential of the company. This helps attract and retain outstanding talent, develop innovative solutions, and drive better decision-making, supporting long-term performance and better health outcomes for patients. 

Leading through action

Ambitious for patients: representative clinical studies

Diseases and medicines can affect people differently depending on their ethnicity, sex, race and age. This means we need to make sure our clinical trials include people affected by the disease being studied. This supports our business performance by giving healthcare providers and the people who are prescribed our medicines and vaccines confidence in the safety and effectiveness of our products. Before starting enrolment, all our phase III clinical trials have representation plans to reflect the people most affected by a particular disease. In 2025, four phase III trials completed enrolment. Of these, two met the enrolment thresholds we set to ensure trial participants represent the disease epidemiology under study. We will continue to focus our efforts on improving trial participant representation.

Building a high-performing, inclusive organisation

At GSK, we have big ambitions to deliver better outcomes for patients and a stronger company. We believe in the power of an inclusive culture that values different perspectives to unlock the full potential of the company. This helps us attract and retain outstanding people, so we can fuel our innovation and perform at our best.

We want GSK to be a place where everyone feels safe, valued and supported. Our employee survey measures the extent to which people feel included and valued for who they are and the different perspectives they bring. In our most recent survey, we saw an 81% favourable score for employee engagement.  

Our managers play a crucial role in helping their teams to grow, perform and thrive. We expect them to motivate, focus, care for and develop their teams and we deliver training anchored in these four areas. 

Our employee-led Employee Resource Groups (ERGs), open to all, and our Global Inclusion Council, are instrumental in strengthening our inclusive culture. The Council brings together people from across GSK and ViiV to inform, support, and amplify our people-focused inclusion efforts across the company, ensuring everything we do is anchored in the principles of Fairness, Belonging and Opportunity.   

We also have a well-established global Health and Wellbeing Champions Network, that receives quarterly training. They work with our People Experience Network, ERGs, and our expert mental health partner, 'This Can Happen,' to design and implement tailored local wellbeing and mental health programmes. 

We are committed to equal employment opportunity, non-discrimination and merit-based decision making in the way we recruit, manage and develop our people. 

Fair and equal pay practices are fundamental to creating an environment where people feel welcome, valued, included and supported to thrive. We conduct country-based reviews, providing clear guidance, tools, and support to ensure pay fairness across all markets. If unexplained differences are detected, we address them through our compensation processes. 

UK Gender Pay Gap report 2025

Employee Resource Groups

Our Employee Resource Groups (ERGs) run events, workshops and initiatives where everyone is welcome to learn, contribute and feel connected. ERG membership and events are open to all employees.

Our ERGs include:

• Women’s Leadership Initiative (WLI)
• Spectrum (LGBTQ+)
• Disability Confidence Network (DCN)
• EMBRACE
• Mosaic
• Asia EMBRACE
• Crece
• FUSION