Why ED&I is important to 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 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 GSK workforce. A diverse workforce that represents the society we operate in ultimately helps us provide more effective solutions for patients.
Actions GSK are taking against Change the Race Ratio Commitments
Our ethnicity commitments in the UK are to have at least 18% ethnically diverse leaders in our VP and above roles by the end of 2025.
At the end of 2021, we reported strong growth in the diversity of our leadership and were on track to achieve our aspirations. We are proud that in the UK 12.9% of senior leaders were ethnically diverse (up from 11.1% in 2020).
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. 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 have also launched a leadership development program for highly motivated employees who are ethnically diverse.
Read more about the actions GSK have taken
Diversity and Inclusion at GSK
GSK Announce gender and diversity aspirational targets to increase representation at senior levels