Bristol Myers Squibb Network of Women
Creating a Business-Linked Model for Inclusion and Engagement
Model for Inclusion
By applying a scientific approach to GD&I and making financial commitments, including talent investments, we see a lasting impact on employee recruitment and engagement, innovation and overall business performance.
Our internal data showed that enhancing inclusion and employee engagement required transforming our traditional employee resource groups to People and Business Resource Groups (PBRGs) to better inspire and equip our people to be true business leaders and drive business results and innovation.
As a result, in 2016, we invested in a new strategy directly linking the enterprise business strategy and objectives to individual PBRGs. Our model empowers members to be business leaders, adding value through the execution of business plans, accelerated leadership development for members and building the external reputation of our company.
To help drive our company strategy and amplify the value created by the PBRGs, we take a focused business-led approach toward the investment that we make in each PBRG business unit:
Each PBRG has a dedicated full-time leader who is responsible for the three- year business strategy, execution and financial plans, membership growth and engagement, as well as the accelerated leadership development of its constituency base.
Functioning as the board of directors for each PBRG, senior leaders are accountable for the governance of each PBRG as well as the career development of the full-time leads.
Each PBRG business plan is linked to the company strategy and objectives with performance oversight by the Bristol Myers Squibb Leadership Team and the Global Diversity & Inclusion Council. This empowers employee members to drive value and leverage their scientific and patient expertise, talent connections and community partnerships to meet the needs of our diverse patient base.
People and Business Resource Groups
PBRGs offer our workforce proactive opportunities to support business priorities, foster employee engagement and shape a culture of inclusion. Coordinated by the company’s Global Diversity and Inclusion Center of Excellence, our workforce can connect, learn and contribute to one or more PBRG.
Differently-Abled Workplace Network
Black Organization for Leadership and Development
Organization for Latino Achievement
Veterans Community Network
Cultivating Leadership and Innovation for Millennials and Beyond
Pan Asian Network
PBRG membership has grown to over 12,500 members across 104 chapters in 43 countries since inception.
- Stephen F. Austin State University. “EEO Ethnicity and Race Categories ”https://www.sfasu.edu/docs/human-resources/sfa-new-employee-data-definitions.pdf
- Mohr, T. “Why Women Don’t Apply for Jobs Unless They’re 100% Qualified.” Harvard Business Review (2014)
- Deloitte. “Big demands and high expectations. The Deloitte Millennial Survey” (January 2014) https://www2.deloitte.com/content/dam/Deloitte/global/Documents/About-Deloitte/gx-dttl-2014-millennial-survey-report.pdf
- Feder, M. “One Decade, One Million more STEM Graduates”. (December 18, 2012) https://obamawhitehouse.archives.gov/blog/2012/12/18/one-decade-one-million-more-stem-graduates
- National Science Board. “The State of U.S. Science and Engineering 2020”. (2020) https://ncses.nsf.gov/pubs/nsb20201/executive-summary
- UNCF Patterson Institute special tabulations of data from the U.S. Department of Education, National Center for Education Statistics, Integrated Postsecondary Education Data System (2018 data collection year)
- Association of American Medical Colleges. “Diversity in the Physician Workforce: Facts & Figures 2014”. (2014)
- According to Bristol Myers Squibb 2020 employee survey
- According to Bristol Myers Squibb 2019 employee survey
- According to Bristol Myers Squibb 2020 Global Diversity and Inclusion survey
- Verified Inclusion Partner certification developed in partnership with the NeuroLeadership Institute