Diversity and Inclusion
As our workforce evolves to reflect the growing diversity of our communities and the global marketplace, our efforts to understand, value, and incorporate differences become increasingly important. Creating an inclusive environment that empowers all employees to achieve their highest potential will contribute to our ability to deliver innovations that improve the health of millions of people with chronic diseases. As global demand for our therapies grows, a diverse workforce also helps us to communicate effectively across cultures and improve patient outcomes around the world.
True diversity is all-inclusive. Each of Medtronic’s 40,000 employees brings distinct insights based on characteristics such as gender, age, culture, ethnicity, religion, abilities, sexual orientation, education, and upbringing. Our diversity enriches our products, the communities where we live and work, and the lives of our employees.
Medtronic’s Equal Employment Opportunity Policy Statement, articulates our commitment to providing equal employment opportunity to everyone. In addition, an 18-member CEO Diversity and Inclusion Council serves as an advisory body to Medtronic’s CEO and executive management and drives diversity and inclusion initiatives, such as our Blueprint for Change to increase the representation of women and minorities within the company. Members of the Council include our CEO and Vice Presidents representing various business units and functional areas.
Our Office of Workplace Inclusion partners with executive leadership and individual divisions to provide support and resources to recruit, retain, and develop a diverse workforce and supply chain
Medtronic offers diversity and inclusion resources and services tailored specifically for employees, managers, and human resources staff, including team-based activities to build skills and knowledge. These focus on diversity, inclusion, cultural competency, engagement, managing a diverse workforce, and building strategic goals that incorporate diversity and inclusion.
Our Office of Workplace Inclusion also partners with Medtronic University, integrating diversity and inclusion into development programs such as New Employee Orientation, Becoming a Medtronic Manager, Experienced Leader Training, Director Development Training, among others.
All new Medtronic employees in the United States and Puerto Rico are required to take courses on diversity and inclusion and harassment prevention as part of new employee orientation. The diversity and inclusion course focuses on aspects of inclusion related to culture and values and discusses good behavior in the workplace. The harassment prevention class is based in Medtronic’s corporate-wide policy on Harassment and Other Forms of Offensive Behavior. It focuses on anti-discrimination based on factors such as race, ethnicity, sexual orientation and others.
In addition, Medtronic has employee groups that connect individuals with shared interests, inclusion councils based at several Medtronic facilities, annual CEO Inclusion Awards, and our global e-newsletter Inclusion News, which launched during the second quarter of fiscal year 2010 and is distributed to all employees.
For more information, read our diversity brochure.
Inclusion in Action
Creating an inclusive culture requires enthusiastic, daily leadership from individuals such as Sharon Piper-Diggs, winner of the Medtronic CEO Inclusion “Best in Class” Award. Piper-Diggs, a Human Resources Director, championed several inclusion initiatives at our CardioVascular business in Santa Rosa, California, USA.
Piper-Diggs helped establish four Inclusion Councils, seven Employee Resource Groups, and two Professional Association Networks. “The purpose of these groups is to provide meaningful ways to use our employees’ skills and talents for social good, to give back to their communities, and to foster an environment where they can bring their whole selves to work,” she explains.
An employee since May 2007, Piper-Diggs also implemented Medtronic’s Blueprint for Change across the CardioVascular business. She feels it achieves benefits beyond a diverse workforce by improving our ability to serve the varied patient population in the U.S., as illustrated by our Every Patient First initiative.
“Inclusion activities are inspirational for me,” she says. “I know an inclusive culture is a critical element that attracts and retains outstanding talent. I think of diversity and inclusion as an opportunity to be had, not a problem to be solved.”