Diversity and inclusion
We’re a diverse workforce, with diverse ideas
We are a force of over 88,500 people working together across more than 150 countries. All facets of diversity are important to us and at Roche, we strive to create an environment where everyone regardless of gender, race, ethnicity, sexual preference or religious background can contribute and realize their potential. By embracing diversity we can enrich every decision and discussion at Roche and bring our purpose to life.
More than just a job
Our people make our business. Our people discover, develop and manufacture our products and ensure that they reach the patients who need them. Therefore, we’ve created a work environment where people can be authentic and truly invested in their work. We encourage big thinking and give our people the support and flexibility they need to make their mark. At Roche, it’s more than just a job. It’s about being part of an international family dedicated to making a real impact on the world around us.
A high priority at Roche
Diversity and inclusion is a high priority. We believe diversity goes beyond visible differences to include different educational backgrounds, professional knowledge, personality types, thinking styles and life experiences. We actively support and encourage an environment where everyone feels free to speak his or her mind. Only in that way, can we discover the best ideas and develop truly innovative solutions.
In 2014, the Roche Corporate Executive Committee discussed and agreed on what diversity and inclusion means at our company. These definitions help to ensure that all employees across the globe share a common understanding.
- Diversity refers to “the mix”: A wide range of visible and invisible differences that exist among people. These include, but are not limited to, values, beliefs, physical differences, ethnicity, age, gender, experiences, thinking styles, backgrounds, preferences and behaviours.
- Inclusion refers to “making the mix work”: Proactive behaviours that create an environment in which all people are actively included – treated fairly and respectfully, have equal access to opportunities and resources, and can be themselves while contributing fully to the organisation’s success.
Our business environment is changing and we must continually adapt. We need to ensure that we have, and make best use of, varied skills, perspectives and backgrounds to address these business issues in order to be successful today and tomorrow. The best solutions will come by gaining different perspectives, asking and answering hard questions and challenging the status quo. Our success in creating a truly diverse and inclusive workplace will directly impact our ability to bring targeted treatment to patients.
“Diversity & Inclusion has a lot to do with innovation. I’m deeply convinced that you need diversity in thinking, above all, to enhance the chances of innovation. And if you want this diversity in thinking it is helpful if you have people with different experiences and with different backgrounds. But the diversity of thinking is not enough. Then you also have to bring it together. It doesn’t help if people just keep their thoughts in their own minds, you need the interaction between people. You have to bring it all together and that’s what inclusion is about.“
Severin Schwan, CEO Roche
“Creating a diverse group of decision-makers is only half the story. Practicing inclusion is equally important. At Roche, our leaders need to draw out expertise and knowledge from different cultural norms. Integrating a wide range of perspectives is crucial to developing new medicines or access programmes that address the local needs of customers and patients.“
Dan O’Day, COO Roche Pharma
Ensuring fair employment practices
Roche is an equal opportunity employer. We do not tolerate any form of discrimination based on gender, race, age, skin colour, nationality, religion, marital status, sexual preference, background, physical or mental disability, or on any other grounds. Due to the nature of our business we do not consider any of our operations to be at risk of human rights violations, such as child labour, forced or compulsory labour, or infringements of indigenous rights.
"Realising Rights" and the "Business and Human Rights Resource Centre" have recognised Roche, among 230 other companies, for our public commitment to human rights.
Maintaining best practices
Every Roche site has a human resource manager responsible for ensuring compliance with fair employment practices.
At the Group level, our Compliance Officer deals with any infringements and reports directly to senior management, who, in turn, submit regular compliance reports to the Audit and Corporate Governance Committee. Many of our sites, particularly in developing countries, have standards in place that are even more rigorous than those set out in our Employment Policy.
Note: “the mix” and “making the mix work” from The Inclusion Paradox. © 2013 Andrés Tapia. Used with permission.