The Robert A. Winn Diversity in Clinical Trials Award
Program was created by the Bristol Myers Squibb
Foundation to increase diversity in clinical trials
and transform the clinical research landscape.
Global Inclusion and Diversity
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Our employees’ passion and commitment to our mission will help us execute against our long-term strategy, deliver value to our shareholders and bring new scientific breakthroughs to patients around the world.” |
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Pamela Fisher |
At Bristol Myers Squibb, we know that Global Inclusion & Diversity (GI&D) drives success and empowers us to better serve our patients – and that’s why it’s foundational to our business.
It all begins with our people.
Pillar one: Patients and communities
Drive innovation & growth to address the unmet needs of our increasingly diverse patients and communities around the world.
We relentlessly invest in and drive innovation and growth to better understand and serve the unmet and evolving needs of our patients and communities around the world. We know that we must care comprehensively for our patients and communities by addressing the social determinants of health as well as health disparities. We continue to drive this effort through our health equity commitments — clinical trial diversity, global public health and supplier diversity.
U.S. clinical trials increase diversity
| Increased patient racial diversity to |
22% |
Increased patient ethnic diversity to |
16% |
The Robert A. Winn Diversity in Clinical Trials Award Program was created by the Bristol Myers Squibb Foundation to increase diversity in clinical trials and transform the clinical research landscape.
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TEXT1--The Robert A. Winn Diversity in Clinical Trials
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TEXT2--The Robert A. Winn Diversity in Clinical Trials Award Program was created
Employee giving
Since 2020, the Foundation has provided a double match for U.S. and Puerto Rico employee donations to designated organizations that fight disparities and discrimination.
2-to-1
match through the
BMS Foundation
1,852 employee donations
since program launch
since program launch
$1.15M donated
Pillar two: Colleagues
Lead with our Value of Inclusion to advance a workplace where our colleagues feel they belong, and their unique perspectives are valued and rewarded, while building a global workforce that reflects the diverse cultures, backgrounds and experiences of our patients and communities globally.
We rely on our inclusive culture to engage and harness the collective power of our colleagues around the world. We continue to strengthen inclusive leadership competencies across levels, businesses and markets to attract, develop and retain a globally diverse workforce, and drive greater transparency and stronger accountability for people leaders.
Four years of growth toward gender parity
Global executive* gender parity:
50% goal
*Vice President or higher
Global women’s representation by management level:
Note: Executive refers to EG-180+,
Manager to EG-120 – EG-160,
and Professional to EG-080 – EG-110.
Diversifying our workforce at all levels
Better workforce representation
Doubled our Black/African American executive (VP+) representation in the U.S., exceeding our goal of 6% by 2022
We increased the representation of global female executives (VP+) to nearly 49%, a 10% increase in just two years, but slightly below our target goal of 50% by 2022
We increased the number of our Hispanic/Latino executives (VP+) in the U.S. from 3.7% to 6.1% but slightly below our target goal of 7.4%
2025 goals
We are extending our workforce representation goals to 2025 and expanding our scope to include Executive Directors and above (ED+)
10%
Increase the representation of Black/African American executives (ED+) in the U.S. to 10% by 2025
11%
See our 2022 awards for inclusion
& diversity, best workplace
and more
New approaches advance equity in clinical trials
At Bristol Myers Squibb, we recognize that diversity in clinical trials is both a social and a scientific imperative.
As a patient-centered pharmaceutical company, we’re committed to doing our part to help ensure everyone has the opportunity to achieve optimal health outcomes — including through access to promising experimental therapies.
We also know that different demographic groups are more vulnerable to certain diseases, and may respond differently to the same drug.
New approaches advance equity in clinical trials
You know those moments when you’re in a room with several coworkers and the conversations and debates are so good that they generate ideas and solutions that are far better than anyone could think up on their own?
Working with internal and external groups
Recruiting is helped through both internal and external groups that focus on specific types of candidates. For example, the People and Business Resource Groups (PBRGs) do a lot of work internally to bring attention to diverse needs.
External partnerships include the Tomorrow’s Innovators program, where the company works with five historically Black colleges and universities (HBCU) to share career opportunities.
The schools are Florida Agricultural and Mechanical University, Howard University, Morgan State University, North Carolina Agricultural and Technical State University, and the University of Arkansas at Pine Bluff. In 2022, BMS hosted 30 engagements that connected the company with 4,900 people from the HBCU community. That led to 10 internships and two full-time hires pipelined by the end of the year.
In 2022, BMS hosted 30 engagements that connected the company with 4,900 people from the HBCU community. That led to 10 internships and two full-time hires pipelined by the end of the year.
The company’s Project NSITE (formerly Project Orion) helps recruit people who have low vision or blindness. The program was launched by the company’s Disability Advancement Workplace Network (DAWN) and the Talent Acquisition team, together with the nonprofit consultancy group NSITE and Orion Global Talent.
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Our people are our greatest strength. It is essential that we build a global workforce that reflects the diverse cultures, backgrounds and experiences of our patients and communities around the world. We focus on creating a workplace where everyone feels they belong, their unique perspectives are valued and they can fully contribute to BMS’ vision of transforming patients’ lives through science.” |
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Ann M. Powell, Executive Vice President, Chief Human Resources Officer |
Diverse leaders around the world
“We’ve seen a lot more women reaching leadership positions. From my perspective that means I see a path for myself to one day have that opportunity, not only as a woman but also someone who’s a first-generation American.”
Ranjita Gurijala, Associate Director HCP Marketing, U.S. Hematology
“I learned how much impact BMS has on patients’ lives, which was very inspiring. I felt that being part of that every day would make for some meaningful and worthwhile work. So, when the opportunity came to join BMS full time doing more than an academic exercise – doing work that actually helped people – that was very motivating.”
Morten Jensen, Associate Brand Lead, Denmark
“What distinguishes BMS is that we are true to our word. When I look at my own team — how diverse we are — I truly believe that comes in part because of a really good leader who also believes in that. I appreciate that there are opportunities to push us to grow.”
Irene Sheng DeGutis, Senior Director for U.S. Medical Affairs
“In a previous job, I felt like I couldn’t be a Black African American LGBTQ woman in technology, not at all. BMS was a game changer for me in many ways. Now, I work in an environment that embraces the importance of its culture of inclusion. That makes me comfortable in feeling proud to be me and appreciate the fact that I can bring every element about me to work.”
Angeleta Washington, Manager, Digital Capability Management
“It’s great to have a job that has some more meaning behind it, like in the Air Force, where I was serving my country and seeing the bigger picture. My work in CAR T makes me proud to be a part of BMS.”
Johnathan Sulikowski, Material Handler Car T Warehouse Operations
“I was brought into a conversation to make some large business decisions. The leader asked me point blank, ‘Lauren, what do you think?’ She was asking me that question based on my diverse experience and the fact that I likely would have a different perspective than everybody else who maybe had more of a traditional path. It was eye-opening because I felt so valued, and I really felt like I contributed.”
Lauren Soll, Associate Director HCP Marketing, U.S. Hematology
Pillar three: Business and industry
Reimagine and transform business and industry practices, processes and policies to achieve equitable advancement and outcomes for all.
We continue to challenge ourselves and our industry to lead boldly to transform our business practices and drive sustainable, systemic change.
Spending with diverse suppliers
Surpassed goal of spending $1 billion with Black/African American and diverse-owned businesses three years early
Health equity
BMS and the BMS Foundation committed $300 million in 2020, $150 million each, to accelerate our
health equity initiatives globally by 2025
Partnerships: Breaking down barriers to equitable health outcomes
We recognize that to drive a more just and equitable society, we must address health disparities and the social determinants of health in communities around the world. One step we are taking is activating sites in metro areas in the U.S. and encouraging more diverse clinical trial populations. We understand that change often happens slowly and that continued funding, education and resourcing is essential for sustainable change.
Global Inclusion& Diversity
Leading with our Value of Inclusion:
Driving equitable advancement and outcomes for all
Health equity has been a buzzword the past few years. But it’s been woven into the fabric of the Bristol Myers Squibb Foundation’s mission for more than two decades, bringing help and hope to people around the world who are often seemingly forgotten.
Bristol Myers Squibb Foundation’s touches of compassion impact communities around the world
Growing our work in Sub-Saharan Africa
Two Foundation programs building diversity in clinical trials
Programs training a new generation of pharmacists