Our Global Diversity and Inclusion Strategy - Bristol Myers Squibb

Our GD&I strategy is connected to the Bristol Myers Squibb business strategy, rooted in strategic long-term investments and driven by the continued commitment from leadership and our employees. 

This commitment to diversity and inclusion drives us to be intentional in our strategy and to deliver better outcomes in service to our patients.

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Our long history of commitment to Global Diversity and Inclusion

GD&I Strategic Areas of Focus

Today, our strategy reinforces how we address the changing needs of our patients and the growing challenge of health inequity. We’ve evolved our strategy to prioritize the following principles:

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Bending the curve on representation

Bending the curve on representation 

We focus on accelerating the progress made, particularly for executive women globally and underrepresented ethnic groups (UEGs)1 in the U.S., where we have the greatest opportunity. 

Shaping the culture of inclusion

Shaping the culture of inclusion

We approach inclusion, authenticity and belonging with the same rigor as any other business objective.

Accelerating momentum with our People and Business Resource Groups (PBRGs)

Accelerating momentum with our People and Business Resource Groups (PBRGs)

We invest in a business model with dedicated full-time PBRG leaders who develop multi-year business plans to address the needs of our current and future workforce as well as our patients.

Driving external relationships with purpose

Driving external relationships with purpose

We are building a STEM (Science, Technology, Engineering and Math) pipeline with the intent to attract promising talent and build trust with those communities where our patients live and work through strategic community-based partnerships.

Within the U.S., we’ve been a federal government contractor with affirmative action obligations for 50 years and have a long-standing commitment to equal employment opportunities.

 
  1. Stephen F. Austin State University. “EEO Ethnicity and Race Categories ”https://www.sfasu.edu/hr/documents/NewEmployeeData_Definitions.pdf
  2. Mohr, T. “Why Women Don’t Apply for Jobs Unless They’re 100% Qualified.” Harvard Business Review (2014)
  3. 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
  4. 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
  5. National Science Board. “The State of U.S. Science and Engineering 2020”. (2020) https://ncses.nsf.gov/pubs/nsb20201/executive-summary
  6. 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)
  7. Association of American Medical Colleges. “Diversity in the Physician Workforce: Facts & Figures 2014”. (2014)
  8. According to Bristol Myers Squibb 2020 employee survey
  9. According to Bristol Myers Squibb 2019 employee survey
  10. According to Bristol Myers Squibb 2020 Global Diversity and Inclusion survey
  11. Verified Inclusion Partner certification developed in partnership with the NeuroLeadership Institute
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