Inclusion and diversity at GSK
Our global approach to inclusion and diversity
We believe strongly in inclusion and diversity. Not only is it the right way to do business, but it also leads to business success – unleashing the enormous potential of the differing knowledge, abilities, experiences and styles of our people, and enhancing our ability to respond to the differing needs of our patients and consumers.
Our approach, which is focused on our People, our Business and our Communities, starts inside our company. We’re committed to being more proactive at all levels so that our workforce reflects the communities we serve, and our GSK leadership reflects our GSK workforce.
Therefore, our People focus is on the way we recruit and develop people, exploring ways to foster a more inclusive environment and making sure our policies, processes and support are always fair.
New inclusion and diversity commitments from 2020:
- There will be annual mandatory all-employee training on how to create an inclusive environment; making sure we all reduce conscious and unconscious bias in the workplace.
- This year, there will also be a specific focus on inclusion and diversity in our new leadership development programmes, and we’ll add new questions on creating an inclusive environment in our annual manager feedback One80 tool to see how our leaders are doing.
- We’ve already set aspirational targets to improve ethnic diversity in leadership in the US and for most senior leadership positions in our HQ locations. We’re now looking at how to expand these and be more transparent.
- We can only show progress on our ambition if we have good data. This year, where we’re permitted by law, we’ll invite more people to self-identify against several criteria’s in our HR system. These will be appropriate and sensitive to the culture of each country (ethnicity, disability, LGBT+, gender).
The way we work at GSK
At GSK, we expect everyone to help create a fair and inclusive work environment where diversity and individuality are embraced; everyone has a sense of belonging and can bring their best and most authentic selves to work.
We know that together, these unique perspectives, abilities and wide variety of personal experience make our business stronger; enhancing our ability to innovate and respond to the diverse needs of patients and consumers.
We’re actively seeking opportunities to help our people build their inclusion competency—and most importantly open the door for healthy and constructive conversations about difference.
We take pride in being a company where everyone can be themselves, and where diversity is embraced and celebrated. At GSK, we all hold ourselves accountable for ensuring that respect and inclusivity are at the very heart of our culture as a company.
Focus on race and ethnicity
We’re committed to improving diversity at GSK by recruiting and appointing diverse talent that mirrors the communities in which we work and serve. We have a strong track record of attracting ethnically diverse talent on our graduate programmes. We’ve made several changes to widen participation by investing in a challenging and progressive, strengths-based recruitment process that allows us to select the very best talent for GSK. This means we don't rely on traditional screening criteria alone, e.g. which school or university candidates attended.
Leaders at GSK are responsible for ensuring they promote and bring to life our commitment to creating a diverse and inclusive workplace where everyone has a sense of belonging and can be their best and most authentic selves – this starts with our executive team.
We have a range of existing development programmes specifically focused on encouraging a more racially and ethnically diverse pipeline of talent for leadership roles. These include our talent leadership development programmes in Asia and our Accelerating Differences programme for Diverse Men in the US.
New ethnicity commitments from 2020:
- We will look to set appropriate and ambitious targets for the proportion of ethnic minority talent we’ll recruit into our early talent programmes in the US and UK.
- For our most senior roles, we’ll expect a diverse shortlist of qualified candidates, including ethnic minority representation (defined by country).
- We’ll expand and run a new global development programme for ethnically diverse employees starting in Q4 2020 and will work with our Employee Resource Groups on the rollout.
- Our Global Ethnicity Council will conduct a thorough review of our recruitment and selection processes – consulting with the Employee Resource Groups – and make further recommendations.
Our Employee Resource Groups and Diversity Councils driving inclusion at GSK
What are our Global Diversity Councils and how many do we have?
Across GSK, we have four Global Diversity Councils – Ethnicity, Gender, LGBT+ and Disability - that support our inclusion and diversity agenda. Each council is chaired by members of the Corporate Executive Team and members comprise of senior leaders from across the company as well as representatives from our Employee Resource Groups.Back to top
Our Employee Resource Groups are a key part of what we do and how we operate at GSK.
At GSK, we have a variety of active Employee Resource Groups covering all areas of diversity. This includes local Employee Resource Group chapters across over 60 markets which are made up of 10,000+ passionate voluntary members. Our Employee Resource Groups are strongly connected into our Global Diversity Councils and meet regularly with executive team members to share ideas views and perspectives.
Our Employee Resource Groups include:
- EMBRACE – the UK and rest of the world group working together to create an environment that enables Black, Asian and Minority Ethnic employees to reach their full potential. As well as EMBRACE, there are three other ERGs that focus on ethnicity and cultural inclusion: Fusion – our Asian Business Network fostering professional development, community outreach, networking and leadership opportunities; Mosaic – a US group drawing on the diverse knowledge, perspectives, experiences and talents of GSK’s Black employees and employees of African descent in the US and Conexión Latina – supports inclusion and collaboration of diverse talents and perspectives; leveraging the Latino-Hispanic value within the work place, the market place and the community.
- Women’s Leader Initiative (WLI) – WLI accelerates the personal development and professional advancement of women and men through transformational learning and leadership opportunities and experiences.
- Spectrum – provides a supportive, nurturing forum for GSK's employees, across the spectrum of sexual orientation or gender identity. Spectrum support GSK’s gay, lesbian, bisexual, transgender and straight ally employees, and work with us to increase the awareness and understanding of issues and concerns that impact them.
- Disability Confidence Network (DCN) - work to ensure all employees feel valued and are able to reach their potential through inclusion, awareness, education, access to workplace adaptations and advocacy. Our Disability Confidence Network provides a forum for employees to find out more about accessibility and raise awareness of local initiatives.
Our Employee Resource Groups are central to our Inclusion and Diversity agenda, and they are integral to achieving GSK’s aspirations.
Learn more about gender
We’ve had a long-term commitment to increase gender diversity at all levels and our Global Gender Council provides important input to guide our work, as does the Women’s Leadership Initiative (WLI) with whom we have a valuable dialogue.
Our goal is that by 2022 we will have over 37% female representation in senior roles.
The percentage of women in management has continued to rise at GSK. In 2019, women represented 47% of all management roles and 36% of senior management roles – VP and above. In January 2018, we signed up to the 30% Club gender campaign focused on achieving 30% female representation in senior management within FTSE 100 companies by 2020. GSK has already exceeded this target and remains committed to maintaining and improving on this. In 2020, in the UK in our first year of participation, we’ve been ranked in The Times Top 50 Employers for Women.
We support development and career progression for high-performing female managers through our Accelerating Difference programme, which provides coaching and support. We also recruit and support women early in their careers through our graduate and apprentice programmes.
We have a long-standing commitment to fair and equal pay. We conduct country-based reviews and ensure all markets have clear guidance, tools and support to ensure pay equity. If unexplainable differences are detected, these are addressed through our compensation processes.
We published our third UK gender pay gap report for 2019. Our gender pay gap for all permanent UK-based GSK employees is 2.43% (mean), outperforming the national average of 16.2%. We remain committed to improving gender-balanced representation and the application of fair and equitable pay practices to ensure equal opportunities and equal pay for equal work.
Learn more about LGBT+
To accelerate our progress on inclusion and diversity, we are focusing particularly on promoting LGBT+ inclusion throughout the organisation.
Our goal is to be recognised in global LGBT+ indices and for two consecutive years (2019/20) LGBT+ rights group, Stonewall, have recognised GSK in its Top Global Employers list. We are also in the Top 10 in the UK Stonewall Index. Stonewall also named our employee resource group for LGBT+ employees and allies as the best in the UK. In the US, GSK was named Best Place to Work for LGBT equality for the fourth consecutive year in Human Rights Campaign’s Corporate Equality Index. We are a founder member of the Proud Science Alliance, a collective of healthcare and life sciences sector LGBTQ+ networks who work together to raise the bar on LGBT+ inclusion across the whole Health and Life Sciences sector.
We have pledged our support for the UN LGBTI global business standards and are members of Open for Business. This is a coalition of leading global companies dedicated to LGBT+ inclusion who are concerned about the spread of anti-LGBT+ policies in many countries in which they operate and are serious about taking action on LGBT+ inclusion globally.
In 2020 the Global LGBT+ Council objectives include:
- Ranking in the top 10 in the UK Stonewall Index.
- Maintaining positions on Stonewall Global Workplace Employment Index and US Human Rights Campaign Corporate Equality Index.
- Ensuring continued plans for gender-neutral facilities.
- In collaboration with external partners, clarifying what areas we want to proactively influence change, and what clear actions are required to respond proactively internally and externally to changing legislative environment.
Learn more about Disability Confidence
We continue to prioritise disability inclusion through the work of our Global Disability Council and our Disability Confidence employee resource group. In 2020, GSK signed up to the Valuable 500 pledge as part of our ongoing commitment to creating an inclusive workplace which enables our people to thrive.
From 2020 on we’re committed to:
- Continuing to invest in workplace accessibility, based on assessments at GSK sites, and rolling out our Workplace Adjustment Services to more countries.
- Building the skills and knowledge of our people so they can be disability confident and inclusive of people with disabilities.
- Further improving the accessibility of our products’ packaging for our patients and consumers.
- Developing a measurable three-year strategic disability confidence plan agreed by our Corporate Executive Team.
In addition, we are members of the UK government Disability Confidence Scheme and signatories to the UK Department for International Development’s Charter for Change, joining other organisations with a common aim to ensure rights, freedoms, dignity and inclusion for people with disabilities.
How we do business at GSK
How we market our products
We don’t conform to gender or racial stereotypes in our advertising and media. Our Consumer Healthcare team, is part of the Unstereotype Alliance, which sets out to eradicate harmful gender-based stereotypes in all media and advertising.
Choosing our suppliers
Diversity in suppliers is a government requirement of some countries but our approach goes well beyond meeting compliance targets and this is a key focus for our procurement team:
- We’re committed to encouraging diverse businesses to take part in our procurement process across all markets.
- We regularly listen to ideas, facts, viewpoints and have a voice through external advocacy organisations to identify high potential diverse suppliers.
We believe having a diverse supplier base is good for our company and the communities we work in. Diverse businesses improve our productivity, quality, service and bring innovation and fresh ideas.
The way we carry out diverse clinical trials at GSK
Different diseases and different medicines can affect people differently depending on their ethnicity, sex, race and age etc. So, representing the real-world disease population in our clinical trials is important so that our data represents real-world outcomes.
We’re focusing on improving clinical trial diversity through five key approaches:
- Characterising the populations with the burden of disease and barriers to access.
- Engaging with communities and advocacy groups to build trust, enhance awareness and provide education and outreach.
- Understanding and advocating for current clinical trial diversity guidelines from agencies and professional organisations as well as from community and patient advocacy groups.
- Embedding scientific questions for population-related responses within study protocols.
- Training and supporting GSK staff and research collaborators for success in enrolling diverse populations in clinical trials.
Actively supporting ethnic minority community groups
We have a long heritage of supporting underserved and marginalised populations in our communities through global health partnerships, local community support, response to humanitarian emergencies and STEM education programmes. We support partners through donations, capability development, employee volunteering and product donations, with a focus on improving health and access to healthcare.
We follow strict principles to make sure grants are given fairly to organisations closest to the communities they work with, and in populations with the greatest unmet needs. Examples include:
The GSK IMPACT Award programme recognises local non-profits and charities in underserved communities where we operate for innovative and transformational projects that make our communities healthier. These organisations are improving health and wellbeing, education, keeping children active, making homes and communities safer, linking families to much needed support services, and preparing people of all ages for successful careers – all important factors to improving health outcomes in underserved neighbourhoods. The GSK IMPACT Awards are offered in the UK and Philadelphia, PA and RTP, NC regions in the US.
Our HIV business, ViiV Healthcare has always responded proactively to the inequalities in how HIV impacts Black and Latin American populations and was the first company with specific initiatives for Black gay and bisexual men, Black women, and transgender people to address these disparities through the Positive Action Community Grants programme, supporting operations of community organisations and strengthening networks committed to ending the epidemic
In the US specifically, our approach to philanthropy centres on addressing structural inequity in the communities where we live and work:
- The majority of our US ViiV philanthropic giving supports Black and Latin American communities - click here for more.
- In August 2020, we announced our commitment of $10 million over 10 years to help Black, Latinx and female students in Philadelphia, PA overcome obstacles to their pursuit of careers in science, technology, engineering, and mathematics through the creation of the Philadelphia STEM Equity Collective. Click here to learn more.
- Click here to learn more about our community work in the US.
- Click here to learn more about our community work in the UK.
Find out more
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