Diversity & Inclusion
At Sandoz and Novartis, we want to build a diverse and inclusive workplace where every one of us can be our best and true selves, so that together we can discover more, reach underserved communities and reimagine medicine. Learn more about our commitments to Diversity and Inclusion, embedded in our Code of Ethics.
A strategic focus on Diversity and Inclusion is essential to the long-term success of Sandoz; it is simply good business. Diversity means we have employees who bring a wide variety of experiences, backgrounds, and approaches to our work. It allows us to provide our patients and customers with the most creative and effective solutions, and enables us to attract the best talent. We are committed to embracing diversity – in nationality, race, ethnicity, gender, sexual orientation and religion – and inclusion in everything we do.
Find out what Diversity & Inclusion means to our associates in this short video>
As a Diverse and Inclusive organization, we are better positioned to drive innovation, get closer to patients and other stakeholders, and have a lasting impact on our world. See Novartis US Equal Employment Opportunity/Diversity & Inclusion Report 2021
Read our recent editorial: "Diverse customers require diverse employees"
Employee Resource Groups
At Novartis and Sandoz, we support our associates to engage in Employee Resource Groups (ERGs), which are voluntary networks linking people with a shared set of interests, experiences and perspectives. ERGs make the different aspects of diversity and inclusion more tangible to everyone and connect people with a similar vision, and help us create awareness, understanding and inclusion internally. ERGs are employee driven, grass roots communities, which are supported by D&I and Novartis leadership, and each has an executive sponsor.
Goals of ERGs
ERGs are part of our cultural initiative with global impact, promoting the organization's Values & Behaviors by playing a critical and important part in driving business results.
- Supporting talent attraction, retention and career development
- Supporting diversity and inclusion awareness and associates’ sense of being valued, respected and heard.
- Sharing diverse perspectives and creative solutions with Novartis businesses
- Organizing programs and events that align with the professional interests and personal values of its members
- Supporting community outreach and reputation at Sandoz, as well as support efforts to address unmet medical and customer needs
- Integrating / embedding D&I in our mindset
The ERGs at Sandoz include:
- Women in Leadership (WIL)
- [email protected]
- Network Indian Cultural Exchange (NICE)
- Chinese Culture Community (CCC)
- Hispanic Latino Network (HLN)
- African Ancestry & Cultural Exchange (AACE)
- Working Parent’s Connection (iParent)
- Military Affinity Group (MAG)
- Green Team (environment and sustainability)
Standing for Racial Equity and Justice as One Novartis
We believe unequivocally that Black Lives Matter. As a company focused on improving human health globally, we also recognize the disparities Black communities and communities of color face when it comes to healthcare.
Our Equal Pay International Coalition (EPIC) Commitments
In September 2018, Novartis made a public pledge with the Equal Pay International Coalition (EPIC) to achieve gender balance in management at Novartis and further improve our pay equity/transparency processes by 2023.
We made four specific commitments, which we believe will positively impact our overall pay gap and set an example for other organizations to follow, thereby driving change in society more broadly:
1. Monitor pay equity with global consistency
We will conduct regular gender pay equity analyses and remediate annually as appropriate.
2. Remove bias from the system
We are eliminating the use of historical salary data when making internal and external offers and will focus on an objective assessment of a candidate’s relevant experience, education and competency against internal and external benchmarking data to remove possible bias.
3. Create pay transparency
We will share with our associates their pay as compared to external (where available) and/or internal benchmarks.
4. Achieve gender balance in management by 2023
An overall pay gap is often driven by unequal representation of one gender in traditionally higher paid skill sectors and/or senior leadership levels. By focusing on achieving gender balance in management by 2023, we aim to positively influence the overall gender pay gap.
All Novartis and Sandoz employees around the world benefit from a minimum period of 14 weeks paid parental leave, effective from their first day of employment.
By offering the same parental leave to all parents, regardless of gender or sexual orientation, we want to promote greater equity for birthing and non-birthing parents and give everyone the flexibility and opportunity to make the right choices for their families.
Find out more about our Global Equal Parental Leave Policy for all Novartis parents.
Pride @ Novartis
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