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Diversity

GSK is committed to employing a diverse workforce in an environment where all employees are treated with respect and dignity.

Diversity benefits our business. A workforce with diverse backgrounds, cultures and outlooks helps us to understand the needs of different patients and customers. Only by delivering genuine equality of opportunity can we be sure that we have the best people in the right jobs doing their best work for GSK.

We have a range of initiatives to ensure we meet our diversity commitments. We also monitor and report data on gender diversity by management grade worldwide and on ethnicity in the UK and US.

Activity and performance in 2004

Disability review
We conducted a comprehensive Disability Review in the UK during 2004 to make sure GSK is meeting the needs of disabled employees and visitors. The Review covered accessibility of our UK locations, the GSK web and intranet sites and an audit of our employment policies.

During the Review we consulted with employee focus groups and external organisations, including the Royal National Institute for the Blind and the Employers Forum on Disability.

We carried out 21 audits to assess access to our sites and offices. They identified physical changes needed to improve access, which are now being implemented. We also provided training to our front of house employees so they know how to assist disabled visitors when necessary.

Our internet site was also assessed and we are making improvements to ensure it is compatible with browsers used by visually-impaired people. All job applications to GSK must now be made over the internet, so it is particularly important that the site is fully accessible and that help is readily available for disabled applicants.

We have also provided training for employees working in human resources, to make sure that disabled candidates receive equal consideration in our recruitment processes.

GSK received the UK Government’s Two ticks accreditation for its commitment to employing disabled people.

Gender diversity

Women in management Grades	Female	%	Male	%	Total
A&B Bands	139	19%	587	81%	726
C01 - C03	1263	33%	2616	67%	3879
C04 - C05	2580	38%	4289	62%	6869
Total	3982	35%	7492	65%	11474

The total number of women in management increased incrementally this year; however women remain under-represented in senior grades. We will continue to focus on ways of ensuring women have genuine equality of opportunity in GSK.

We held our first Women in Science event in the UK in May 2004, enabling female science graduates to give feedback on how GSK could attract more women scientists. Women in Science will take place each year and we plan to hold a similar event in the US during 2005.

Ethnic diversity

In 2004, ethnic minorities accounted for 19.8% of UK employees. In the US, people of colour made up 19.5% of our workforce, the same as for 2003.

Multi-Cultural Marketing and Diversity Awards
Our annual Multi-Cultural Marketing and Diversity Awards recognise staff who have found creative ways to reach a wider audience of employees, customers and communities.

Awards are given in several categories including one for employee attraction, development and retention. This year’s winners included:

• An asian employee support group in North Carolina that provides “English as a Second Language” classes and career development coaching to its members.
• Employee mentoring and summer internships to encourage young women to become scientists.
• The “Famili Vaccines” initiative in India, which encourages mothers to have their children vaccinated. The campaign is delivered in 12 languages and conveys messages that take into account religious and cultural differences across India.
• A US “SeniorCare” programme to help elderly people cope with diabetes and respiratory problems.

Employee networks
Our employee networks in the US encompass programmes for Asian, African American, Hispanic and gay and lesbian employees. The first gay and lesbian network leaders conference was held during 2004 to share practical strategies for leading the employee groups.

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