Diversity and inclusion

At Thermo Fisher Scientific, diversity and inclusion (D&I) is engrained within our culture. Through our D&I initiatives our colleagues are enabled to openly share the wide range of perspectives they represent, creating an environment where differences are truly valued, authenticity is a state-of-being and everyone feels like they belong. Fostering this type of environment is critical for empowering our colleagues to do their best work.​

We are committed to creating a global environment that embraces and leverages the unique qualities and differences of every individual employee. We’ve created a 5-year D&I strategy to guide us in progressing our efforts. Thermo Fisher leadership, including our CEO, champions D&I and demonstrates active involvement.

A critical part of delivery on our strategy is the ability to measure our progress. To do this, we utilize our D&I Index, which includes a core set of metrics that are part of ongoing business reviews, enabling meaningful, data-driven decisions across our businesses. Our Quarterly Business Reviews include representation data. Keeping this data top of mind ensures we consistently measure progress and continue to focus on colleague diversity. We understand the critical role diverse thinking has in business success, and HR and leadership are empowered to act to ensure our workforce represents the world around us.   

2018 impact

CRM-yellowgreen2

14

Diversity partnerships

Community-yellowgreen2

7

Employee Resource Groups

location-yellowgreen2

97

Local ERG chapters
(up 14% from 2017)

customer-approval-yellowgreen2

3

Years with perfect 100 score
on Corporate Equality Index

Through our D&I Recruiting Council, we have developed relationships with select external diversity-focused organizations to recruit top talent from underrepresented ethnic groups (in the United States), such as African-Americans and Hispanic-Latinos. We consider candidates from various career levels, including recent graduates, mid-level managers and senior executives. Some of the external organizations we work with include: Executive Leadership CouncilInroadsManagement Leaders for TomorrowProspanica (Hispanic MBAs) and the National Black MBA Association.

Embracing diversity through involvement

Our diversity and inclusion strategy is greatly enabled by our Employee Resource Groups (ERGs). These groups bring together individuals with similar interests to improve the colleague experience and to support key initiatives. Our ERGs are vital to our effort to continuously reinforce that all colleagues are valued and can make a difference for our customers and for each other. Our ERGs are focused on supporting our organization in four key areas: recruiting, communications, career development and driving higher levels of community involvement

Each ERG is championed by an executive sponsor and key leaders throughout our company. Our sites are empowered to launch ERG chapters aligned to heritage and identity groups. We continue to launch new ERGs and chapters while evolving the impact our ERGs have on business outcomes. 

employee-resource-groups

2018 spotlight

21-Pride_Waltham

On June 8, 2018, Thermo Fisher CEO Marc Casper, alongside his leadership team, raised the Pride flag at our global headquarters in Waltham, Mass. This historic event was a prominent declaration to all Thermo Fisher employees that we, as a company, accept and respect everyone, regardless of how they identify.  The event also kicked off many Thermo Fisher Pride events and a series of powerful moments around the globe.  These types of activities, with corporate leadership’s unwaverying support, demonstrate our commitment to supporting our LGBTA colleagues. 

Reverse mentoring

As part of our commitment to respecting and understanding different perspectives, our Millennials’ ERG manages a Reverse Mentoring Program, operated globally in local chapters. The Reverse Mentoring Program enables Millennials to serve as mentors to members of other generations across Thermo Fisher Scientific to strengthen the connection and understanding across generations.

22-Mentoring

Educating all our colleagues about the importance of D&I requires an approach that is continuous. Our colleagues learn about and reinforce D&I values in their day-to-day work. We are currently piloting a comprehensive communication and education solution within one of our largest business groups. The solution merges multimedia communication and education with networking and is focused on creating an environment of psychological safety. Leaders in the program have provided feedback that they are now more comfortable being authentic and invested in shifting the cultural dialogue. We are continuing to monitor the effectiveness of the program and plan to implement it across the organization.

Our ERGs also provide another great source of educating the organization around inclusion and diverse perspectives. Local ERG chapters drive engagement and inclusion on the ground within their own site.  D&I’s significance within Thermo Fisher’s culture enables communications and learning solutions at all points, whether global or grassroots.    

Through our D&I Recruiting Council, we have developed relationships with select external diversity-focused organizations to recruit top talent from underrepresented ethnic groups (in the United States), such as African-Americans and Hispanic-Latinos. We consider candidates from various career levels, including recent graduates, mid-level managers and senior executives. Some of the external organizations we work with include: Executive Leadership CouncilInroadsManagement Leaders for TomorrowProspanica (Hispanic MBAs) and the National Black MBA Association.

Embracing diversity through involvement

Our diversity and inclusion strategy is greatly enabled by our Employee Resource Groups (ERGs). These groups bring together individuals with similar interests to improve the colleague experience and to support key initiatives. Our ERGs are vital to our effort to continuously reinforce that all colleagues are valued and can make a difference for our customers and for each other. Our ERGs are focused on supporting our organization in four key areas: recruiting, communications, career development and driving higher levels of community involvement

Each ERG is championed by an executive sponsor and key leaders throughout our company. Our sites are empowered to launch ERG chapters aligned to heritage and identity groups. We continue to launch new ERGs and chapters while evolving the impact our ERGs have on business outcomes. 

employee-resource-groups

2018 spotlight

21-Pride_Waltham

On June 8, 2018, Thermo Fisher CEO Marc Casper, alongside his leadership team, raised the Pride flag at our global headquarters in Waltham, Mass. This historic event was a prominent declaration to all Thermo Fisher employees that we, as a company, accept and respect everyone, regardless of how they identify.  The event also kicked off many Thermo Fisher Pride events and a series of powerful moments around the globe.  These types of activities, with corporate leadership’s unwaverying support, demonstrate our commitment to supporting our LGBTA colleagues. 

Reverse mentoring

As part of our commitment to respecting and understanding different perspectives, our Millennials’ ERG manages a Reverse Mentoring Program, operated globally in local chapters. The Reverse Mentoring Program enables Millennials to serve as mentors to members of other generations across Thermo Fisher Scientific to strengthen the connection and understanding across generations.

22-Mentoring

Educating all our colleagues about the importance of D&I requires an approach that is continuous. Our colleagues learn about and reinforce D&I values in their day-to-day work. We are currently piloting a comprehensive communication and education solution within one of our largest business groups. The solution merges multimedia communication and education with networking and is focused on creating an environment of psychological safety. Leaders in the program have provided feedback that they are now more comfortable being authentic and invested in shifting the cultural dialogue. We are continuing to monitor the effectiveness of the program and plan to implement it across the organization.

Our ERGs also provide another great source of educating the organization around inclusion and diverse perspectives. Local ERG chapters drive engagement and inclusion on the ground within their own site.  D&I’s significance within Thermo Fisher’s culture enables communications and learning solutions at all points, whether global or grassroots.    

Top Innovator award
Black journal
womens choice
Corp Equality index
Disability equality index