Our commitment to fostering a culture that values diversity and inclusion (D&I) considers gender and ethnicity diversity as well as diversity of backgrounds, experiences and viewpoints. All are equally vital to the colleague experience and the Company’s long- term success.
We collectively strive to create an inclusive culture where our colleagues feel they belong and are empowered to contribute, collaborate and innovate. When individual differences are welcomed and supported, we unlock the true value of diversity.
Our D&I strategy is embedded in every stage of our colleague experience – from recruiting and hiring to training, development and long-term career planning. Our growing cross- divisional team helps to activate our D&I strategy and goals throughout each of our businesses and corporate functions.
We track the progress of our D&I objectives through a core set of metrics that are reviewed during routine business operating mechanisms and shared each month with leaders across the Company. This enables frequent, meaningful, data-driven discussions across our businesses and functions on a range of D&I factors, including gender and racial/ethnic representation and diverse hiring practices. Our approach also ensures we consistently prioritize where we have opportunities to improve.
We continue to receive external recognition for integrating D&I into our culture and practices. In 2021, Thermo Fisher was named a Best Place to Work for LGBTQ Equality for the seventh consecutive year, and was also named a Best Place to Work for Disability Inclusion, receiving a perfect score on the program’s index for the past five years. Establishing an inclusive culture is critical to empowering our colleagues so they can contribute their best ideas and bring their true selves to work each day.
Our five-year D&I strategic plan has served as our roadmap and guided our progress since 2017. Over this time, we have continued to strengthen our culture of inclusion, embracing diversity as an essential aspect of fulfilling our Mission. As a Company, we continue to make progress on our ambition to increase the representation of women and racially and ethnically diverse people within our US workforce.
Local BRG chapters
of women in leadership roles
racially and ethnically diverse people in our US colleague population
We are committed to creating a work environment with a diverse range of perspectives. This includes a focus on how women are represented across our global colleague population.
To further inform and support our strategy in the United States, we build partnerships with select diversity-focused organizations to recruit top talent from underrepresented ethnic groups.
As part of our commitment to transparency, the expanded scope of our D&I reporting below incorporates new diversity and talent data for the US.
We also provide access to our EEO-1 information. The EEO-1 is an annual report filed with the US Government’s Equal Employment Opportunity Commission (EEOC). It offers a snapshot in time of our US demographics based on a federally mandated timeline and prescriptive categories. These categories are not always representative of how Thermo Fisher is organized, nor do the traditional gender categories of male and female fully reflect our commitment to inclusion.
While companies are not required to share the EEO-1 publicly, we have decided to share it to promote more transparency on our journey. Publicly sharing our EEO-1 report is just another example of how we will continue to drive more focus and awareness of our progress in support of our growing, talented, global team that brings their diverse perspectives, collaborative energy and a passion to excel every day. The content presented on this webpage and within our CSR report best represent our progress towards a more diverse and inclusive workforce.
Nearly 10 years ago, we launched our its first affinity group for colleagues.
Today, we are proud to sponsor nine global Business Resource Groups (BRGs) that represent a diverse set of affinities:
• African heritage
• All generations
• Asian and Pacific Islander heritage
• Individuals with disabilities
• Latino Hispanic heritage
• LGBTQ+ people
• Veterans and military families
• Working parents and caregivers
BRGs play a critical role in building a culture that encourages and embraces differences and contributes to the Company’s long-term success. By fostering inclusion and belonging, building allyship, and supporting the career growth of colleagues, our BRGs collaborate with the global D&I team to deliver on our business objectives and strategic imperatives. Members of our Company leadership team serve as executive sponsors for BRGs to build allyship and understanding while also maximizing the success and impact of these groups. Our 242 local BRG chapters then activate and embed this work deep within our organization and our local communities.