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 2020, Thermo Fisher was named a Best Place to Work for LGBTQ Equality for the sixth 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 four 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.
We are committed to making the workplace comfortable and supportive for all colleagues. Thermo Fisher has developed new facility standards and guidelines to help our sites provide gender inclusive restrooms that are available to all of our colleagues and visitors, regardless of gender identity. These guidelines will help sites retrofit buildings to accommodate all-gender restrooms where permitted under state or country regulations. Thermo Fisher will also begin integrating all-gender restrooms in new-build facilities where permitted and appropriate.
Employee Resource Groups
Local ERG chapters
Years with a perfect score on corporate equality index
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.
US colleague demographics
Our Business/Employee Resource Groups (B/ERGs) are key partners in attracting, developing and retaining talent. These Company-supported groups of colleagues activate our strategy to bring diverse experiences and perspectives into the Company so they may be leveraged across the organization. B/ERGs are championed by an executive sponsor and collaborate with our global D&I team to help foster organizational culture, reinforce our infrastructure to better support colleagues through the colleague life cycle, and create ownership and advancement of diversity and inclusion in the workplace.
Represented by 220 chapters, we have ten B/ERGs including African Heritage, Asian American, Latino Hispanic Heritage, LGBTA, Millennials, PossAbilities, Women’s, Working Parents and Veterans ERGs and the Data Science BRG. Our ERGs reinforce that all colleagues can make a difference for our customers, for each other and for our Company.