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 are always working to advance diversity within our Company to help create a culture where everyone shares a sense of belonging. This includes increasing the global representation of women in our workforce, including those in executive management roles, and improving representation of racially and ethnically diverse colleagues.
To support our colleagues’ ability to thrive over the long term, we evaluate our human resources systems and processes to ensure all colleagues have equal access and opportunities to develop their careers. We also evaluate our pay practices to ensure our colleagues receive fair, competitive and equitable pay for their contributions to Thermo Fisher. Read our most recent CSR report to learn more about our pay equity analysis.
As part of our commitment to transparency, the expanded scope of our D&I reporting incorporates diversity and talent data for the US. We also provide access to our EEO-1 information, which offers a snapshot in time of our US demographics based on a federally mandated timeline and prescriptive categories. Download our EEO-1 Report.
Fostering an inclusive organization culture so colleagues can share their unique perspectives and bring their best to work every day is critical our Thermo Fisher’s success as a Company. One way we foster this culture is through our Business Resource Groups (BRGs). Our BRGs provide opportunities for colleagues to develop alongside peers with shared identities and interests, and those who support them as allies. BRGs also advance our Company goals, such as fostering inclusion and belonging, supporting talent and strengthening our communities.
We are proud to sponsor nine global BRGs that represent a diverse set of affinities:
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 local BRG chapters then activate and embed this work deep within our organization and our local communities.