Inclusion and diversity
We aim to create an inclusive workplace to attract and retain the most talented people from all backgrounds and cultures.
We focus on creating an inclusive organisation where all employees feel engaged and know their work makes an important contribution. An inclusive environment welcomes different knowledge, perspectives, experiences and working styles from across our global population. This not only enhances individual creativity and innovation, but makes good business sense.
Equality means affording all employees equal treatment regardless of actual or perceived race; colour; ethnic or national origin; age; gender; sexual orientation; marriage and civil partnership; gender identity and/or expression; religion or belief; physical ability/ disability and/or chronic health conditions (such as HIV/AIDS status); genetic make-up; or other protected characteristics as relevant in a country.
We are focused on enabling gender diversity in management and senior roles. In 2013 we introduced targeted individual and group coaching and sponsorship for emerging talent. In 2014, we will invite employees to take part in sessions to discuss hidden barriers that could hinder gender diversity.
UK gender pay gap reporting
UK legislation came into effect in April 2017 requiring companies to share data showing the difference in average pay between its male and female employees. We are pleased to report that we continue to significantly outperform the national average of 16.2%. For 2019, our gender pay gap was +2.43% – a slight increase of +0.28% on 2018 which is due to a change in the distribution of women throughout the organisation. Overall, we’ve seen the number of women in senior roles in the UK continuing to rise – and this is consistent with the continued increase in the representation of women across our global management population. We’ve had a long-term commitment to increase gender diversity at all levels and our new global gender council provides important input to guide our work, as does the Women’s Leadership Initiative (WLI) with whom we have a valuable dialogue.
Cultural and ethnic diversity
We monitor the proportion of ethnic minorities in our workforce at a local country level against industry averages and the national population. We also engage with groups representing diverse communities.
We are committed to ensuring that people with disabilities have career opportunities at GSK, bringing valuable talent and expertise to the business. Disability is a global focus for GSK and we are establishing a Global Disability Council to agree priority areas, set objectives and monitor our progress. We also make every effort to retain and support employees who become disabled while working at GSK.