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ERGs","anchorName":"our-erg"}],"ariaLabelNextSlide":"Next slide","ariaLabelPreviousSlide":"Previous slide"},{"type":"anchor","menuTitle":"An inclusive organization ","anchorName":"becoming-more","nestedModule":{"type":"full-width-imageVideo-with-content","text":"We believe in the power of an inclusive culture and differing perspectives and experiences to unlock the full potential of the company. This helps attract and retain outstanding talent, develop innovative solutions, and drive better decision-making, supporting long-term performance and better health outcomes for patients.
","image":{"src":"/media/nejdcirm/us-pride-flags-stock.jpg?width=1320&height=660&format=webp&quality=100&v=1dc6dd6013016f0","alt":"the trans and LGBTQIA flags waving in the air","darkModeSrc":"/media/nejdcirm/us-pride-flags-stock.jpg?width=1320&height=660&format=webp&quality=90&v=1dc6dd6013016f0"},"video":null,"title":"How we are becoming a more inclusive organization","overlayContent":{"label":null,"text":null,"title":null,"links":null,"type":"simple-overlay-content"},"animationSwitchWhite":false}},{"type":"rich-text","text":"\nOver recent years, we’ve delivered a step-change in performance and we believe in the power of an inclusive culture and differing perspectives and experiences to unlock the full potential of the company. This helps attract and retain outstanding talent, develop innovative solutions, and drive better decision-making, supporting long-term performance and better health outcomes for patients.
\nWe want GSK to be a workplace where our employees can feel a sense of belonging, be themselves, and have their different perspectives and characteristics valued. This helps everyone perform at their best. We measure employee sentiment on inclusion as part of our employee survey, which includes questions on employees feeling welcome and included, feeling able to be themselves, valuing different perspectives, and agreeing on ways of working that enable them to perform at their best. In 2024, our employee engagement was strong at 81% favorable. Our Employee Resource Groups are employee-led communities and are key partners to help us build an inclusive culture.
\nWe are committed to equal employment opportunity, non-discrimination and merit-based decision making in the way we recruit manage and develop our people. Fair and equal pay practices are crucial to create an environment where people feel welcome, valued, included and supported to thrive. We conduct country-based reviews and ensure all markets have clear guidance, tools and support to ensure pay fairness. If unexplained differences are detected, we address them through our compensation processes.
","greyBackground":false,"orangeLink":null,"header":"","type":"text-and-image","ariaHidden":false},{"type":"spacer","label":""},{"type":"anchor","menuTitle":"Leading through action","anchorName":"inside-gsk","nestedModule":{"type":"rich-text","text":"\nDiseases and medicines can affect people differently depending on their ethnicity, sex, race and age so we need to make sure that our clinical trials include those affected by the disease under study. This supports our business performance by providing healthcare providers and the individuals who are prescribed our medicines and vaccines confidence in the safety and effectiveness of our products. Since 2022, all our phase III clinical trials have representation plans in place before commencing enrolment to reflect the people most impacted by a particular disease.
\nNow, our focus is on actual enrolment of participants impacted by the disease under study. 88% of phase III trials completing enrolment in 2024 met our enrolment thresholds needed so that trial participants represent the disease epidemiology under study.
\nOur Employee Resource Groups (ERGs) run events, workshops and initiatives where everyone is welcome to learn and contribute and support members by building thriving communities so that we all can feel safe, valued and welcome.
\n