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Sustainability Report > Workforce > Diversity & Inclusion
SUSTAINABILITY REPORT

Diversity & Inclusion

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Board and employee composition

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Incidents of discrimination

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Edwards Lifesciences’ work to promote Diversity and Inclusion serves our Aspiration to Attract and Engage Talented Employees.

DEFINITION
Promoting diversity in Edwards’ leadership, employee population and suppliers through fostering an inclusive culture

MANAGEMENT APPROACH
ANNUAL PERFORMANCE

Management Approach

Diversity is foundational to Edwards Lifesciences’ work to innovate life-saving therapies. We encourage our employees to share new ideas, take risks and push the boundaries of traditional norms for thinking and creating. For this, diverse talent is crucial. We believe change leads to improvement, and envision a culture that actively values diversity and is inclusive of people from a variety of backgrounds and experiences.

Governance for Diversity

Edwards has convened a Diversity and Inclusion sub-committee within our Executive Leadership Team (ELT). The group discusses strategy around employee resource groups, intentional versus organic efforts and results from Diversity and Inclusion programming. We aim to have 100 percent of ELT, Senior Leadership Team (SLT) members and their direct reports complete the Leveraging Diversity Training by 2018.

Our Quality Diversity and Inclusion Council has a mission to introduce diverse thought into technical teams and recruit talent that reflects Edwards’ diverse customer base. The Council conducts national outreach to attract diverse talent, such as recruiting at engineering conferences for minorities. It also collaborates with the Edwards University Recruiting Team to engage with university chapters such as the National Society of Black Engineers and the Society of Women Engineers.

Recently, the Council has expanded its focus to include networking and learning events for Edwards employees. For example, the Council hosted a panel discussion with speakers who moved to the U.S. from other countries. Participants learned about each employee’s home country and what they value about the U.S.

Building a Diverse Workforce

Embracing a diverse workforce goes hand in hand with Edwards’ commitment to innovation. Companies that recruit diverse talent have a stronger pool of ideas, perspectives and skill sets that can lead to discovery.

Edwards’ commitment to diversity includes the hiring of U.S. Veterans. Those who have defended our country bring strength, integrity and unique technical knowledge to our team. We are active in the MedTech and BioTech Veterans Program, which connects transitioning military professionals with careers in life sciences companies.

Preventing Unconscious Bias

Unconscious bias refers to the underlying beliefs, perceptions and assumptions we develop based on our past experiences. They frame the way we look at the world. We all have them. Yet as Edwards advances our culture of inclusion, it is important we educate employees around the identification and adjustment of unconscious biases.

Our Leveraging Diversity workshop, offered to employees at the managerial level and above, addresses unconscious bias by encouraging inclusive thinking and behaviors from the top down. Post-training evaluations have shown the sessions are effective in changing peoples’ mindsets on how they promote, hire and engage with colleagues.

Engaging Employees in Diversity

Our employees participate in several associate resource groups that celebrate and advance diversity. These include:

  • Women in Leadership Initiative—Supports female leaders across departments and locations through networking and leadership development sessions
  • Women in Senior Leadership—Provides support for women at the senior leadership level and above
  • African Heritage Forum—Fosters a community that attracts and enables Edwards’ employees of African heritage to be connected and empowered, and reach their full potential
  • Veteran’s Group—Builds a community of Veterans and Veteran-minded employees at Edwards to enhance employee engagement, drive Veterans talent strategy and serve the Veterans community

Annual Performance

Our long-term vision is to become a leading workplace for diversity and inclusion. In 2015, Edwards established the Diversity & Inclusion Council within our quality department. Its formation reflects our growing priority to foster inclusive thinking and increase the diversity of our workforce.

In 2015, our Japanese office was featured in Recruit Works, a popular Japanese Human Resources magazine, about our work to empower female leaders. Also in 2015, Edwards strengthened our partnership with the University of Southern California’s Society of Hispanic Engineers and the Georgia Tech National Society of Black Engineers.

Our Diversity Profile

Edwards’ executive leaders emphasize that diversity isn't about numbers or statistics. It's a way of conducting ourselves and our business that must be integrated into our behaviors and practices. Edwards’ vision is to foster a culture that actively and consistently values diversity.

Employees by Gender in 2015

  • Female
  • Male

Employees by Employment Type in 2015

Full-Time, Regular

9,848

Full-Time, Temporary

119

Part-Time, Regular

138

Part-Time, Temporary

12

Total Employees

10,116

Women’s Ranks in Leadership

Executives in C-Suite

23%

Vice Presidents

24%

Senior Director

30%

Director

32%

Manager

36%

Entry Level

52%

SUSTAINABILITY TARGETS
Aim to have 100% of ELT, SLT and their direct reports complete Leverage Diversity Training by 2018.
Attract and Engage Talented Employees
HIGHLIGHT STORY
Edwards Attracts Top Talent Through University Recruiting
Edwards is one of the best places for young professionals to launch their professional career. Through our University Recruiting program, we attract today’s best and brightest talent and develop them into tomorrow’s leaders.
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DEFINITION