Diversity, equity and inclusion

We want GSK to be a diverse, inclusive organisation that attracts and retains outstanding talent, because this brings greater opportunity to create better health outcomes for the patients around the world who rely on our medicines and vaccines.

How we are becoming a more diverse and inclusive organisation

We’re working hard to become a more inclusive company in the way we do business, both through our clinical trials and the external companies we choose to work with. Internally, we want GSK to be a workplace where everyone can feel a sense of belonging and thrive. We’ve made good progress – delivering new inclusion training on an annual basis including how to recognise and take action on discriminatory behaviours, launching a development programme for ethnically diverse employees, and reviewing our recruitment and selection processes.

Lab worker smiling
We're continually building on our approach to inclusion and diversity for our people, in the way we do business and in the communities in which we operate.
Emma Walmsley

Emma Walmsley


Diversity, equity and inclusion inside GSK

We want GSK to be a workplace where everyone can feel a sense of belonging and can thrive. Being a diverse organisation at all levels also brings greater opportunity to create better health outcomes for the patients who rely on us.

We’re committed to equal employment opportunity and being more proactive at all levels so that our workforce reflects the communities we work and hire in, and that our GSK leadership reflects our workforce.

Our ethnicity aspirations:

In the US: at least 30% ethnically diverse leaders in our VP and above roles by the end of 2025 and increase the percentage of Black or African American, and Hispanic or Latinx VP-and-above leaders year on year.


In the UK: at least 18% ethnically diverse leaders in our VP and above roles by the end of 2025 and increase the percentage of Black VP-and-above leaders year on year.  

At the end of 2022, we reported strong growth in the diversity of our leadership and were on track to achieve our aspirations. We are proud that 31.3% of senior leaders in the US were ethnically diverse (up from 27.1% in 2021) already reaching our 2025 aspirational target of at least 30% and increasing the percentage of Black or African American and Hispanic or Latinx people in those roles year on year. In the UK 14.3% of senior leaders were ethnically diverse (up from 12.9% in 2021) whilst Black representation at VP and above remains flat; we will be focused in our efforts to achieve our aspiration for year on year growth.

We have set appropriate and ambitious aspirations for ethnic diversity in our UK and US early talent programmes for apprentices and graduate trainees.

We have reviewed our recruitment processes and have worked with an external partner to ensure we're implementing best practices and ensuring fair and equitable opportunities. This includes enhanced training for recruiting managers before the selection process starts, and a review of job postings and channels to make sure we’re reaching and attracting diverse candidates.

We strive to foster a culture of empathy and acceptance where we embrace each other's differences and identities, and we aim to be recognised in global LGBT+ indices to ensure best practice. We work with a number of groups on this including:

We are addressing gender equality at all levels within our organisation. With support from our Global Gender Council and our Women's Leadership Initiative (WLI) employee resource group, we are making great headway toward our aspiration of at least 45% female representation in senior roles by 2025. At the end of 2022, we reported strong growth in the diversity of our leadership and were on track overall to achieve our aspirations. 42% of senior roles were held by women (up from 40% in 2021); we are also proud that 50% of manager roles are held by women.

We have been recognised in The Times Top 50 employers for women, and our colleagues have been recognised by the Healthcare Businesswomen’s Association for their work to advance the impact and influence of women in healthcare.

With support from our Global Disability Council and our employee resource group, the Disability Confidence Network, we are working hard to create an inclusive workplace.

Since 2020, GSK has been an active member of the Valuable 500 pledge, a grouping of 500 global companies all committed to placing disability inclusion on the leadership agenda. We are delivering on its objectives through our disability confidence plan.

We continue to invest in an accessible workplace, including our award-winning Workplace Adjustment Service.

We educate our people on disability confidence as part of our long-term, measurable, strategic disability confidence plan.

We are members of the UK Government's Disability Confident Scheme and signatories to the UK Department for International Development's Charter for Change.

We remain committed to improving the application of fair and equitable pay practices to ensure equal opportunities and equal pay for equal work. We conduct country-based reviews and ensure all markets have clear guidance, tools and support to ensure pay equity. If unexplainable differences are detected, we address them through our compensation processes.

Gender pay gap

We published our sixth UK gender pay gap report in 2022. Our gender pay gap for all permanent UK-based GSK employees is -1.36% (mean), compared to the national average of 13.9%.

Ethnicity pay gap

We published our first UK ethnicity pay gap report for 2022 using the same approach as our gender pay gap. Our ethnicity pay gap for all permanent UK-based GSK employees is 0.06% (mean), at this time there is no national average comparator. Given our commitment to diversity we’re sharing our UK ethnicity pay gap data based on the approach for gender pay gap, recognising that adjustments to the calculation methodology may be required in future.

UK Gender Pay Gap report 2022 (PDF 124KB)

UK Ethnicity Pay Gap report 2022 (PDF 111KB)

Leading through action

Ambitious for patients: diversity in our clinical trials

Diseases and medicines can affect people differently depending on their race, ethnicity, sex or age, so it is vital that we represent the real-world disease population in our clinical trials to advance our understanding of new vaccines and medicines. We’re doing this by building demographic planning into our clinical trials, so they reflect the real-world population that’s affected by the disease we’re studying.

We have set targets for at least 75% of our Phase 3 trials in 2022 to include a demographics plan in their design.

Diversity in clinical trials

Supporting diverse communities

We support communities around the world through our global health partnerships, local community investment, response to humanitarian emergencies and STEM education programmes for under-represented groups.

In the US, in 2020 we made a commitment of US$10 million over 10 years to help Black, Latinx and female students in Philadelphia, Pennsylvania, overcome obstacles to their pursuit of careers in science, technology, engineering and mathematics through the creation of the Philadelphia STEM Equity Collective. Find out more here

Other community investments that support diverse communities include:

GSK Impact Awards

ViiV Healthcare

Related article: American Society of Human Genetics (ASHG) Scholars Initiative

Working with diverse suppliers

Through our supplier diversity programme, we seek to provide opportunities to under-represented groups, including women, ethnic minorities, members of the LGBT+ community, people with disabilities and military veterans.

These partnerships can also provide an economic boost to the wider community. So as well as measuring how much we're spending with diverse-owned suppliers, we’re also looking holistically at the positive economic benefit that GSK and our partner suppliers will bring to the communities that we all live and work in.

We’re also engaging with key advocacy organisations for diverse suppliers by speaking at their forums, joining their boards, and sponsoring appropriate conferences. These organisations include National Minority Supplier Development Council (NMSDC), Women’s Business Enterprise National Council (WBENC), National LGBT Chamber of Commerce (NGLCC), and Minority Supplier Development UK (MSDUK).

Diverse suppliers

GSK is a company where everyone can be themselves, and where diversity is embraced and celebrated. We each hold ourselves accountable for ensuring that respect and inclusivity are at the very heart of our culture as a company.
Emma Walmsley

Emma Walmsley


Employees driving change

Our Employee Resource Groups (ERGs) run events, workshops and initiatives where everyone is welcome to learn, contribute and feel connected. The lead volunteers meet regularly with our Global Diversity Councils and GSK Leadership Team members to share ideas, priorities and perspectives.

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Our ERGs include:

Our ERGs include:

  • Women's Leadership Initiative (WLI)
  • Spectrum (LGBT+)
  • Disability Confidence Network (DCN)

Lab worker smiling

Our ERGs specific to race and ethnicity are:

Our ERGs specific to race and ethnicity are:

  • Mosaic
  • Asia EMBRACE
  • Crece

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GSK's Global Diversity Councils

GSK's Global Diversity Councils

We're supported by the great work our Global Ethnicity, Gender, LGBT+ and Disability Councils provide. Each council is chaired by members of the GSK Leadership Team and includes senior leaders from across the company as well as representatives from our Employee Resource Groups.

Person sat at table and chair

What’s your angle?

Our film series brings together our people from teams across the world to discuss the issues that matter across the themes of diversity, equity and inclusion, and explore their different perspectives.

Diversity, equity and inclusion stories


Diversity, equity and inclusion

Why diversity, equity and inclusion matter for our people and our patients

28 March 2023


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