From Inspiring to Imperative: Celebrating Women in STEM

As we've grown, so have our efforts to recruit, support, and celebrate women in science, healthcare, engineering and beyond.

Growing up as a young Black girl with a life-threatening illness, Bre Jacobs found herself in a revolving door of doctors’ offices — but none of the healthcare professionals ever looked like her. To understand her condition, reduce the stress on her family, and take control of her own health, Bre dove into medical journals. That activity sparked a passion for scientific knowledge that drives Bre to this day. Now a Medtronic Senior Research Program Manager, Bre still can’t help but wonder: "Where would I be if, earlier on, I had met someone like me in this field? What can I do now to encourage more women in science — to help others break down the hurdles that I faced?”

Our Commitment

The ability to see yourself represented is a powerful push to succeed in a career. Yet, women and certain ethnic groups are historically underrepresented in science, technology, engineering, and mathematics (STEM) positions.1

Each Medtronic employee contributes an inspiring well of life experiences, perspectives, and talents that advance our Mission to alleviate pain, restore health, and extend life for people around the world. We know that the more diverse the team working on developing our life-saving technology is, the better able we’ll be to meet the needs of all patients. That effort includes ensuring that women are equally represented within our heavily science-based organization and leveling the playing field for women in science beyond our walls.

I talk to a lot of CEOs, and most of them understand that their success and the success of their organization is determined by building inclusive teams with women as senior leaders in order to drive innovation and build equitable workplace cultures.

–Lorraine Hariton, Catalyst CEO
Catalyst CEO for Change

CEO Geoff Martha signed a pledge to be a Catalyst Champion for Change dedicated to advancing more women — and especially women of color — into all levels of leadership, because “progress for women is progress for everyone.”


In 2020, we were recognized for how we elevate and celebrate women in STEM. One of only three recipients, the Catalyst Award highlights our efforts to build an inclusive workplace that truly works for women.

Pay equity graphic

In 2020, we reached 100 percent gender pay equity in the United States and other countries — and 99 percent gender pay equity globally. We won’t stop until we're at 100 percent everywhere.

Through Every Phase and Any Stage

“Back in the day, you were just one of the guys. And that was fine… then. But looking back, I see it could have been different. And now I’m trying to pay it forward alongside other women in science and engineering.”

–Nancy Brainerd, Senior Director, Deputy Chief Information Security Officer, Medtronic

Nancy Brainerd

Rena medical device being manipulated by hands

Herinaina Rabarimanantsoa, Medtronic Principal R&D Engineer, worked with a small, diverse team of engineers to develop a new device. Rabarimanantsoa quickly saw just how important diversity was in product design. “We designed a medical device that involved a hub that needed to be held and turned. One of my male colleagues thought the design was fine, but I have smaller hands. When I tried to turn the hub, it was incredibly difficult. So, we redesigned it to work for both male and female hands.”

Like so many others, this story reminds us that Medtronic wouldn’t be where it is today without women. As our company evolves, so do our gender-equity efforts. From inclusive product design to developing world-changing innovations, women in science offer invaluable insights and perspective every day.

We believe that what you measure, you meet. We have clear goals for things like pay equity and diverse representation and are transparent about our progress. From women representing 50 percent of our global workforce, 40 percent of management, 100 percent gender pay equity in the United States and 99 percent in other countries to smaller turnover percentages, Medtronic exceeds medical-technology industry averages across the board.

Connected: Medtronic Women's Network

Attendees at the annual Medtronic Women's Network signature event.

Attendees at the annual Medtronic Women’s Network signature event.

Medtronic Women’s Network (MWN) is our largest Diversity Network, with 19,000+ members and 120+ hubs around the world. MWN offers employees a full suite of professional development, networking, and mentoring programs. Since 2015, the network has seen a 585 percent increase in membership, including the addition of many male allies.

Due in part to virtualization of MWN events in 2020, regional MWN hubs around the world are finding even more opportunities to learn from and support each other. As MWN continues to grow, the passion and rigor of members elevates our approach to the way we attract, develop, retain, and celebrate women in science at Medtronic.

Medtronic Korea employees take a commemorative photograph with the Medtronic Women's Network Family-Friendly certificate.

Chris Lee, SVP and President of Medtronic APAC, and Medtronic Korea employees take a commemorative photograph with the MWN Family-Friendly certificate.

Around the World

  • MWN Australia recently won the 2020 MTAA (Medical Technology Association of Australia) Women in MedTech company award. This award signals that Medtronic is a company that leads the debate and promotes gender diversity in the industry.
  • Medtronic Canada was named on the 2021 list of Best Workplaces™ for Women for the second consecutive year. With active networking and mentoring programs, women account for 55 percent of the Canadian Leadership Team.
  • Medtronic Korea earned the title of Best Family-Friendly Management by the Ministry of Gender Equity & Family. Medtronic Korea was recognized for its high employee retention after pre- and-post-childbirth leave, flexible working hours, and programs such as family day and “bring your kids to the Medtronic Innovation Center.”
  • Medtronic Chile ranked second in the 2020 LATAM Par Ranking Aequales — a measurement instrument that provides a "snapshot" of the progress in gender equity at participating organizations in Latin America.

Valued: Careers 2.0

Returning to work after a significant break in your professional career can be difficult — worsened by the fact that hiring managers are 3x less likely to consider a resume with a gap of more than three years.2  In response, Medtronic developed Careers 2.0 — a six-month, paid returnship program that gives women the space to refresh their technical skills at their own pace while networking with a market leader in healthcare.

Diving Back In

After a successful engineering career lasting more than 10 years, Wendyann Jaeck wanted to spend more time with family. During her break, she volunteered as an educational science grant facilitator; started her own STEM education business; and became program manager of a virtual, international math league. When Jaeck wanted to get back into the field, Careers 2.0 was there. She says, "My favorite part of Medtronic is everyone's willingness to find opportunities for me to use and expand my skill set and knowledge base. Medtronic has employees with many different backgrounds and experiences from around the globe, so there is much to learn every day about the company, the industry, and the world."

Wendyann Jaeck

I Look Like an Engineer

Jessica Weber, a Sr. Continuous Improvement Engineer at Medtronic, attending the Career Fair at the Annual Society of Women Engineers Conference in 2018 in Minneapolis.

Reaching Out

Born out of MWN, our Women in Science and Engineering (WISE) initiative focuses on advancing women in engineering and scientific roles. From building career development toolkits to help women advance to getting involved with local STEM communities, WISE works to foster an inclusive work environment for women in a field that continues to be predominantly male.

Through outreach programs, WISE helps young women overcome career hurdles such as a lack of role models or biased gatekeepers. Events at middle schools and high schools also give rise to new, creative opportunities to show young women of color what a STEM career could look like.

To bring more women into engineering and scientific roles, Medtronic offers competitive college and high-school internships. In 2020, we hired our most diverse group of interns in the company’s history — globally, 61 percent were women. Many participants go on to become full-time employees, where new-hire programs help them grow and connect to opportunities.

“Everyone always asked how they could improve my experience and further help my professional development."

–Eleni, Medtronic Intern, University of Colorado-Boulder

Saudi Young Talent 

Saudi Arabia's Ministry of Human Resources and Social Development has made increasing women’s representation in STEM a top priority. In 2018, Medtronic Saudi developed the Saudi Young Talent program, aimed at attracting high-achieving recent graduates — especially women in science and engineering — to internships in technical, commercial, and sales roles at Medtronic. In 2020, 72 percent of interns were women; more than half of those women became full-time employees.

Saudi STEM Young Talent program

If you want to develop women, they have to be allowed to show up as who they are.

–Bre Jacobs, Senior Research Program Manager, Medtronic

Doing More Because We Can

Bre Jacobs, Senior Program Manager, Research, in a laboratory

Bre Jacobs, a Senior Research Program Manager at Medtronic.

Bre Jacobs commits herself to being the example that could have made a difference in her life earlier, as she worked tirelessly to get her seat at the table and always pulled out a chair for others. Jacobs has been awarded 15 U.S. patents and successfully leads award-winning, cross-functional teams to new discoveries. Beyond her day-to-day work, she participates in groups that include the African Descent Network, Black Engineers at Medtronic (BE@M), and MWN and constantly uses her scientific expertise and empathy to encourage and elevate other women.

Expertise and perspective from women in science roles like Jacobs keep us competitive as a company and improving health for more patients in our global communities. We know that the work toward equity is incomplete and that women continue to face unique challenges. But the more inclusion, diversity, and equity that we can foster as a company — the more we can celebrate women in STEM — the greater our impact becomes.

See More Stories