Global Diversity & Inclusion Report 2020: Building a Diverse Workforce - Bristol Myers Squibb

Charting our course to become a powerfully diverse and inclusive company is not the result of any one single initiative nor any one individual. It is instead a multi-pronged approach focused on setting aspirational and realistic representation goals, paired with accelerated leadership development, unconscious bias education and pay equity.

Our journey of change remains guided by our principle of bending the curve on representation.

Bristol Myers Squibb and the Bristol Myers Squibb Foundation each committed $150 million to diversity and inclusion.

Following the murder of George Floyd, we continued our participation in many conversations about the serious challenges facing the Black/African American communities as well as the Latino/Hispanic, Asian American and other impacted communities. We spent time listening, learning and dialoguing. We recognize our continued responsibility to create the change needed to address racial inequality and health disparities in our rapidly changing communities. 

To further deepen this historical commitment to global diversity and inclusion in 2020, Bristol Myers Squibb and the Bristol Myers Squibb Foundation each committed $150 million to diversity and inclusion and health equity. This includes the bold company pledge to advance leadership representation by the end of 2022 by achieving gender parity globally and doubling Black/African American and Latino/Hispanic executive representation in the U.S. 

Although we have made these sustained investments, we are not where we want to be nor where we need to be. The following data provided in this report is another step in reinforcing our commitment to diversity and inclusion. While some of the data does not reflect the aspiration we set for ourselves in building the workforce we desire, they provide a clear indicator of where we are today and show our areas for improvement. 

BMS Workforce Representation Commitments

Gender Parity

Reach parity at the executive level for women globally

Black/African American employees

Double executive representation in the U.S.

Latino/Hispanic employees

Double executive representation in the U.S.

Global Executive Representation by Gender 

In 2015, Bristol Myers Squibb achieved gender parity across the entire organization and continues to see increases in the representation of women in the manager and professional categories. Upon achieving this milestone, our focus shifted to ensuring global gender parity at the executive level. We believe we are on track to achieve this goal by the end of 2022, supporting our recently announced commitment to global gender parity at the executive level.

Global Management Level by Gender

As we build representation at senior levels of our organization, we will continue to focus on the advancement of our pipeline of female talent.

In 2018, BMS updated its HR system of record to add a field for sexual orientation and gender identity, taking the first step in collecting this employee data. It was a natural progression of evolving our policies and systems to be more inclusive of the LGBTQ+ community and ensuring that sexual orientation and gender identity are considered as critical as other dimensions of diversity. Whether it was when we added same-sex partner benefits, or pronouns to our email signatures, each step creates a more inclusive, more inviting, better performing company. We look forward to the next steps in this journey.