Diversity & inclusion

We are committed to building an inclusive, open and trusting organisation embracing the skills, knowledge and unique ability of our employees.

We aim to drive change in three key areas: ‘Leadership & Management Capability’; ‘Transparency in Talent Management & Career Progression’; and ‘Work Life Challenges’.

2015 targets

Improvement in female representation:

• at senior manager upwards level from 38% (2010) to 43% (2015)
• in global talent pool from 33% (2010) to 38% (2015)
   

Objectives

Continue to raise global awareness of the business value of D&I and the impact of AstraZeneca leaders’ behaviour.

Accelerate Diversity & Inclusion (D&I) appropriately through the business, building accountability and tracking progress.

Continue the development of Global D&I Strategy & Action plan.

Embed D&I into the Leadership Strategy & Implementation Plan.

Targets

Continued communication internally.

Launch of Global Mentoring programme - representation from across Senior Executive Team and geographies (2012 target: 20 pairs).

% of global talent pool from outside UK, US and Sweden.

% women at:

• SET level
• Board level
• Across global workforce

Employee survey results relating to D&I.

Work/life balance metrics.

30.9% of people reporting to SET were women (29.8% in 2011).

27% of our Board and 51% of our global workforce are women.

16.4% of people reporting to SET come from outside the UK, US and Sweden (12.3% in 2011).

Overall, 32% of our global talent pool comes from countries outside the UK, US and Sweden (35% in 2011).

Internal communications delivered across a range of channels to build awareness and commitment. Employee survey results relating to D&I (inclusion index): 72% (70% in 2011). Work/life balance score of 66% (67% in 2011).

Launch of Global Insight Exchange programme (equal mentoring programme) in collaboration with the Global Talent & Development organisation. Consists of 30+ ’learning’ pairs from across SET and geographies.