Inclusion and Diversity

Having a diverse employee population (representing different ages, genders, sexual orientations, races, ethnicities or religions) is essential. Diversity alone, though, does not ensure an inclusive culture. An inclusive organization must have policies, programs, processes and systems in place that engender respect, value differences and enable all employees to work together effectively.

Baxter believes that an inclusive culture and a diverse workforce can drive innovation, create trusted partnerships with customers, suppliers and community partners and ultimately, contribute to the success and sustainability of the business.

These beliefs form the foundation of Baxter’s global inclusion strategy, which is directly linked to one of the company’s key shared values and leadership expectations—respect for individuals and the diverse contributions of all.

Baxter’s global inclusion strategy focuses on four key areas—workforce, workplace, communities and marketplace (see sidebar to the right). To advance these areas, Baxter has implemented several programs and policies:

Global Inclusion Council

The Global Inclusion Council provides thought leadership, guidance and support to enhance Baxter’s inclusive culture. Composed of leaders from the company’s businesses, regions and functions worldwide, the Council’s charter is to:

  • Promote and advocate Baxter’s inclusion philosophy and initiatives;
  • Identify issues and barriers in the workplace that could impact an inclusive culture;
  • Recommend new ideas or initiatives to accelerate an inclusive culture;
  • Identify opportunities to leverage existing initiatives across the company; and
  • Ensure inclusion initiatives align to Baxter’s business priorities.

Inclusion and Diversity Training

All employees are required to complete inclusion and diversity online training designed to help employees understand why inclusion and diversity are critical to Baxter’s success. Additionally, all managers are required to complete an inclusion and diversity workshop so each manager plays their part in creating and sustaining an inclusive culture at Baxter.

Fair Opportunity for All Employees

Baxter is committed to fair opportunity for all employees, and recognizes that every individual’s unique background and experiences contribute to a successful organization. Discrimination in hiring, promotion and all other employment decisions on the basis of race, color, religion, gender identity, national origin, age, disability, sexual orientation, veteran status or any other basis protected by federal, state or local laws is prohibited. Baxter’s global operations comply with applicable laws and company business standards around the world. Employees are encouraged to raise any issues or concerns they might have through one of the channels fully outlined in the company’s “Prohibition of Workplace Harassment” policy.

Business Resource Groups

Business Resource Groups (BRGs) support Baxter’s business goals and aim to enhance personal growth and multicultural understanding, while strengthening relationships among employees and with customers and community partners. Baxter has five BRGs: “African-American Leadership Council,” “Asian Leadership Network,” “Baxter Equality Network,” “Building Women Leaders” and “Latinos@Baxter.”

Other Business and Regional Initiatives

  • Baxter’s Europe, Middle East and Africa (EMEA) region established the “Female Talent Matters” group.
  • Baxter’s BioScience business sponsored “Women in Lifetime Leadership (W.I.L.L.),” a program to support the advancement of women across the business globally. Also, Baxter’s BioScience and Medical Products businesses launched the Women & Ethnic Minority Mentoring program, a diversity-driven mentoring program to accelerate the upward movement of director level and above top talent women and minorities. The program matches mentees with senior leaders from their respective business.
  • Baxter’s Asia Pacific region continued its focus on the Building Talent Edge initiative, which aims to create a gender balance in critical leadership positions across 14 countries where Baxter operates in the region. Baxter Japan developed programs focused on mentoring working mothers and launched an alternate work arrangement program designed to promote work/life flexibility.
  • Baxter Austria launched an intergenerational inclusion initiative called “Boomers and Millennials,” matching Baxter employees who are recent college graduates with senior, long-term Baxter employees to facilitate exchange and ideas on how the different generations can work better together and learn from each other.

Supplier Diversity

Baxter is committed to the inclusion of diverse businesses (small disadvantaged, minority- and women-owned businesses) in its sourcing and procurement decisions. The company works to develop mutually beneficial relationships with small and diverse suppliers, embracing their importance in many communities. Baxter continues to expand the diversity of its supplier base to reflect the demographics of Baxter’s global customers.

Inclusion and Diversity Awards

  • Great Place to Work – Best Multinational Workplaces in Europe
  • Great Place to Work in Austria – Great Places to Work Institute
  • Great Place to Work in France – Great Places to Work Institute
  • Great Place to Work in Ireland – Great Places to Work Institute
  • Great Place to Work in Portugal – Great Places to Work Institute
  • J-Win Diversity Award – Japan
  • Top 50 Employers – Equal Opportunity Magazine
  • Employer of Choice for Women citation – Australian government’s Equal Opportunity for Women in the Workplace Agency

In the Community

Baxter also supports and participates in education programs that promote diversity and inclusion in the next generation of young people soon to enter the work force. These include:

  • Science@Work, Expanding Minds with Real-World Science, a multi-year commitment to Chicago Public Schools to support teacher training and student development in healthcare and biotechnology
  • Instituto Health Sciences Career Academy, a charter school in Chicago consisting predominantly of Latino students, which prepares students for success in healthcare careers; it currently serves more than 200 freshmen and sophomores and will serve 600 students when fully enrolled
  • Street Law Inc., a nonprofit organization dedicated to teaching law, democracy and human rights, particularly among groups underrepresented in the legal field.

Baxter's Global Inclusion strategy focuses on four key areas:

Workforce
Building a globally diverse organization

Workplace
Creating an inclusive culture in which diversity is valued

Communities
Building partnerships with community-based organizations that embrace and support diverse stakeholder group

Marketplace
Creating competitive advantage by promoting Baxter’s commitment to inclusion through its brand, customers and supplier partnerships

Robert L. Parkinson, Jr.
Chairman and Chief Executive Officer
“Global inclusion at Baxter means we will promote an inclusive and diverse workplace where differing ideas, backgrounds, experiences and perspectives are welcomed, respected, and valued. We believe that an inclusionary environment nurtures innovation, and creates trusted partnerships with customers, suppliers and community partners. At Baxter, we are in the business of saving and sustaining lives worldwide. Global inclusion is not just good business practice. It enhances Baxter’s ability to develop new life-saving technologies today and for years to come.”


Jeanne Mason
Corporate Vice President, Human Resources
“We've made our focus on global inclusion a long-term priority since an inclusive workplace is critical to our success and to employee satisfaction. In fact, we have a number of activities underway to help Baxter recruit, hire and retain talent from different backgrounds, cultures and experiences. And, we are committed to a culture where all employees can collaborate and work together effectively."