How we are becoming a more diverse and inclusive organisation
Diversity, equity
inclusion
We’re working hard to become a more inclusive company in the way we do business, both through our clinical trials and the external companies we choose to work with. Internally, we want GSK to be a workplace where everyone can feel a sense of belonging and thrive. We’ve made good progress – delivering new inclusion training on an annual basis including how to recognise and take action on discriminatory behaviours, launching a development programme for ethnically diverse employees, and reviewing our recruitment and selection processes.
We're continually building on our approach to inclusion and diversity for our people, in the way we do business and in the communities in which we operate.
Diversity, equity and inclusion in GSK India
To improve the health outcomes of patients and their families, GSK India is committed to being a diverse, equitable and inclusive organisation that attracts and retains outstanding talent. Our Women’s Leadership Initiative (WLI) and Spectrum are our Employee Resource Groups (ERGs) that work towards building a more inclusive organisation.
Our three tenets of diversity, equity and inclusion (DEI) are to strengthen our inclusive culture, build the right capabilities to be allies of various groups, and assist their career advancement.
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.
Our ethnicity commitments, globally:
In the US: at least 30% ethnically diverse leaders in our VP and above roles by the end of 2025.
In the UK: 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 27.1% of senior leaders in the US were ethnically diverse (up from 23.2% in 2020) and 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. Our company’s talent management approach helps develop talent for our company in India and GSK, globally.
We strive to foster a culture of empathy and acceptance where we embrace each other's differences and identities, and we aim to be recognised in global LGBT+ indices to ensure best practice. We work with a number of groups on this including:
Spectrum
At GSK India, we focus on building awareness around the LGBTQIA+ community and sensitise our Company’s people to help create a safe and inclusive environment for our LGBTQIA+ colleagues.
We are addressing gender equality at all levels within our organisation. With support from our Global Gender Council and our Women's Leadership Initiative (WLI) employee resource group, we are making significant progress toward our aspiration of at least 45% female representation in senior roles by 2025. At the end of 2021, we reported strong growth in the diversity of our leadership and were on track overall to achieve our aspirations. 40% of senior roles were held by women (up from 38% in 2020); we are also proud that 50% of manager roles are held by women.
We have been recognised in the FTSE Women Leaders report, The Times Top 50 employers for women, named one of India’s best companies for women, and our colleagues have been recognised by the Healthcare Businesswomen’s Association for their work to advance the impact and influence of women in healthcare.
The Women’s Leadership Initiative (WLI) at GSK India, focuses on attracting, accelerating and retaining women at GSK. In 2022, we introduced the Stronger Together Inclusion Awards, in India to recognize employees who have championed our inclusive culture, encouraging others to follow suit. We have also amended policies to support our diverse workforce, such as our Parichay Employee Referral Policy, Child Care Policy, Sabbatical Policy, and Parental Leave Policy, to incentivise diversity referrals, cater to the needs of mothers and single parents, and provide parental leave to all employees who are primary or secondary care givers, irrespective of their gender.
GSK India has also initiated Care of Family Member Leave for employees to take up to four weeks of leave for care of an immediate family member. Further, all employees also undergo awareness sessions on diversity and inclusion to create a safe and dignified working environment for all.
With support from our Global Disability Council and our employee resource group, the Disability Confidence Network, we are working hard to create an inclusive workplace.
Since 2020, GSK has been an active member of the Valuable 500 pledge, a collection of 500 global companies all committed to placing disability inclusion on the leadership agenda. We are delivering on its objectives through our disability confidence plan.
We continue to invest in an accessible workplace, and our award-winning Workplace Adjustment Service is now available to over 50% of our people.
We educate our people on disability confidence as part of our long-term, measurable, strategic disability confidence plan.
We are members of the UK Government's Disability Confident Scheme and signatories to the UK Department for International Development's Charter for Change.
GSK India’s head office at Worli, Mumbai is accessible to differently abled employees and workers.
Equal opportunity policy as per the Rights of Persons with Disabilities Act, 2016:
GSK India is an Equal Opportunity and Affirmative Action Employer. We are committed to fostering a diverse and inclusive workforce and providing for equal opportunities of growth and development as enshrined in our Code. Our endeavour remains to create a merit-based organisation and prevent any possible discrimination.
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.
The Women's Leadership Initiative (WLI) and SPECTRUM serve as GSK India's Employee Resource Groups (ERGs) and work towards building a more inclusive organisation.
This initiative is a multifaceted and inclusive programme designed to empower women and create an equitable and more diverse leadership landscape which ultimately focuses on attracting women, accelerating their career trajectory and retaining women at GSK India.
The company has a policy to make the workplace safer, in line with the provisions of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (India) and the rules thereunder.
It has established Internal Committees (ICs) across different Welcoming and developing outstanding people Your company’s leadership development programmes, include Emerging Market Trailblazers Programme, the Emerging Markets Talent Forum for Leadership Team (LT) Successors, the First Line Leaders (FLL) Programme, the Emerging Markets Talent Forum for General Manager (GM) Successors and the Leading Leaders Programme for senior managers.
GSK India's flagship initiative for talented recruits from prestigious universities help new recruits explore diverse roles within different business divisions of your company. The company promotes self-paced learning by providing platforms like LinkedIn Learnings, Keep Growing Campus, Get Abstract, Harvard Leading Edge and more, to provide innovative and engaging learning tools.
The 'Aspire Programme' was introduced in 2022 to improve the capability of managers. It focuses on four key aspects including the ability to have powerful conversations, building a healthier employee relations (ER) environment, providing rewards for motivating the team, and leading a diverse team.
Diseases and medicines can affect people differently depending on their race, ethnicity, sex or age, so it is vital that we represent the real-world disease population in our clinical trials to advance our understanding of new vaccines and medicines. We’re doing this by building demographic planning into our clinical trials, so they reflect the real-world population that’s affected by the disease we’re studying.
We have set targets for at least 75% of our Phase 3 trials in 2022 to include a demographics plan in their design.
We support communities around the world through our global health partnerships, local community investment, response to humanitarian emergencies and STEM education programmes for under-represented groups.
In the US, in 2020 we made a commitment of US$10 million over 10 years to help Black, Latinx and female students in Philadelphia, Pennsylvania, overcome obstacles to their pursuit of careers in science, technology, engineering and mathematics through the creation of the Philadelphia STEM Equity Collective. Find out more here.
Find out about CSR initiatives in India in the Corporate Social Responsibility page.
Other community investments that support diverse communities include:
Through our supplier diversity programme, we seek to provide opportunities to under-represented groups, including women, ethnic minorities, members of the LGBT+ community, people with disabilities and military veterans.
These partnerships can also provide an economic boost to the wider community. So as well as measuring how much we're spending with diverse-owned suppliers, we’re also looking holistically at the positive economic benefit that GSK and our partner suppliers will bring to the communities that we all live and work in.
We’re also engaging with key advocacy organisations for diverse suppliers by speaking at their forums, joining their boards, and sponsoring appropriate conferences. These organisations include National Minority Supplier Development Council (NMSDC), Women’s Business Enterprise National Council (WBENC), National LGBT Chamber of Commerce (NGLCC), and Minority Supplier Development UK (MSDUK).
GSK India has also witnessed an improvement in gender representation in its workforce, bringing it to 14% (vs 11% in FY 2022-23) in its women employee base. Women representation in field sales has gone up to 9% (vs 7% in FY 2022-23). The Company has also appointed its first woman Commercial Head for the Paediatric vaccines business.
GSK is a company where everyone can be themselves, and where diversity is embraced and celebrated. We each hold ourselves accountable for ensuring that respect and inclusivity are at the very heart of our culture as a company."
Employees driving change
Our Employee Resource Groups (ERGs) run events, workshops and initiatives where everyone is welcome to learn, contribute and feel connected. The lead volunteers meet regularly with our Global Diversity Councils and GSK Leadership Team members to share ideas, priorities and perspectives.
