February 17, 2021: “GSK has announced aspirational targets to make further progress on its gender and ethnic diversity representation in senior leadership.
As a result of work to increase female representation in senior roles, GSK has already exceeded its target of 37% of VP-level and above roles being filled by women.
The company will now extend this to increase female representation in VP level and above roles to at least 45% by 2025.
To drive greater racial and ethnic diversity in senior roles in its two biggest employee populations in the US and UK, new targets have been introduced in these countries, reflecting demographics in these countries.
In the US, a new target of at least 30% ethnically diverse leaders by the end of 2025 is now in place to increase representation from the current level of 23%.
In the UK, the new target is at least 18% ethnically diverse leaders by the end of 2025, from a current level of 11%.
While the expectation is progress across all groups during that time, there will be a specific focus in the US to increase the percentage of Black or African American, and Hispanic or Latinx senior leaders and to increase the percentage of Black senior leaders in the UK year-on-year.
These targets are part of GSK’s broader commitments to inclusion and diversity, to increase representation and inclusion across all the different groups of people across its workforce.
Emma Walmsley, Chief Executive Officer, GSK, said, “We have already made some good progress on our inclusion and diversity agenda, but there is still much more we can do.
These new ambitions are the next step for us as we build a diverse workforce that represents the society we operate in and ultimately helps us provide more effective solutions for patients and consumers.”
GSK’s commitment to inclusion and diversity
GSK’s approach to improve inclusion and diversity is focused on ‘Our People, Our Business and Our Communities’.
Driving representation within the company is one important part of this approach, and GSK is committed to ensuring its workforce reflects the communities it serves, and its leadership reflects its workforce.
Existing initiatives have driven progress in increasing representation within the company, these include development programmes for female and ethnically diverse colleagues, review of recruitment and selection processes and the roll out of inclusion training across the company.”