Diversity Champions
Diversity is supported by diversity champions throughout the company. Whether employees of top management or grassroots organizations, the goal of all diversity champions is to work together to create a more diverse and inclusive culture that values and respects all ideas, perspectives and points of view.
Executive Diversity and Inclusion Council (EDIC)
Employee Resource Groups (ERGs)
Leadership commitment
At Novartis Pharmaceuticals Corporation, our commitment to diversity and inclusion begins at the very top. The Corporate Management Committee and the Commercial Executive Committee members are accountable for promoting diversity and inclusion in all parts of the organization. Every Employee Resource Group (ERG) and task force receives an executive sponsor to advise and assist the group to develop goals and objectives and to harmonize them in line with our vision, values, business objectives and practices.
Executive Diversity and Inclusion Council (EDIC)
The Executive Diversity and Inclusion Council collaborates with D&I to help develop, define and disseminate diversity messages and practices throughout the organization. It is composed of senior management, department heads and representatives from each functional area. Each member serves a one to two year term.
The EDIC is sub-divided into teams which focus on the three pillars of the D&I strategy – talent, culture, marketplace.
Some of EDIC priorities include:
- Partnering with other diversity champions and HR to implement a formal mentoring program across the organization
- Incorporating D&I into mid-year and year-end performance management objectives and processes
- Expanding the number of associates involved in Employee Resource Groups
- Enhancing multicultural marketing capabilities
Employee Resource Groups (ERGs)
Employee Resource Groups, or ERGs, are voluntary groups of employees with a shared set of interests, experiences and perspectives. ERGs help to promote the values of Novartis Pharmaceuticals Corporation by providing a means for employees to network, exchange views and continue their professional growth and development. These groups represent an inclusive environment that is welcoming, collaborative and productive for all employees.
Benefits of ERGs
- Networking and mentorship
- Supporting recruitment, retention and career development strategies and initiatives.
- Supporting multicultural awareness and respect among all employees.
- Sharing broader perspectives and more creative solutions for our business.
- Supporting the company's community outreach and philanthropic efforts.
Employee Resource Groups at Novartis Pharmaceuticals Corporation
Hispanic Leadership Network (HLN)
To develop Hispanic leaders while contributing to the company growth, and bridging NPC with its growing internal and external Hispanic community.
Performance:
Enhance business opportunities & provide insights about the Hispanic Community.
Patients:
Serve as ambassadors of NPC in the Hispanic Community.
People:
Support recruiting, development and retention of highly talented Hispanics.
Empowering Women to Impact Novartis (EWIN)
The group's mission is to drive competitive advantage, growth, and innovation by:
- Expecting and creating a welcoming, embracing, and valuing environment.
- Increasing the presence, impact and influence of women managers.
- Ensuring attraction, development , promotion and retention of key female talent.
Novartis Chinese Culture Club (NCCC)
To be the leading Employee Resource Group that actively promotes, epitomizes the value of Diversity and Inclusion, to strive for business impact by leveraging our own cultural heritage.
The NCCC believes D&I is a great way to promote awareness & understanding of the Chinese culture and encourage an open environment to help foster strength in diversity, create sense of belonging, where we call it "home away from home".
Cancer Hope
Cancer Hope is committed to becoming a resource and providing a supportive forum for Novartis employees who are currently living with cancer, or who have loved ones who are living with cancer. At the same time, empowering employees to be educated, seek the best treatment options and increase awareness and understanding of the issues and concerns that impact them.
Working Parents Connection (W.P.C)
Working Parents Connection develops and supports programs that foster optimal integration of employees' professional and family lives. By educating, communicating and leveraging available programs, Novartis employees will be successful without compromising family life or professional commitment.
Caregivers Alliance for Resources, Education and Service (C.A.R.E.S)
Provide resources and education to current and future caregivers enabling associates to contribute fully to Novartis.
- Leverage Caregivers' Insights and Experience to Drive Business Impact
- Educate, Advocate, and Engage on Behalf of NPC Caregivers
- Develop a Collaborative Community for Current Caregivers
- Prepare Future Caregivers
Novartis Indian Cultural Exchange (NICE)
- Nurture an environment for professional growth, leadership opportunities, networking and mentoring of members.
- Involve the Novartis Indian community to promote the vision, goals and values of the organization to internal and external stakeholders.
- Cater to the diverse workgroup at Novartis through sharing of the Indian culture.
- Educate about business and political environment in India to benefit global associates working with Emerging Growth Markets.
Asian American Affinity Network (AAAN)
The Asian-American Affinity Network goal is to develop leadership qualities and skill sets that will help all members to optimize their career development at Novartis. The Asian American Network will provide a continuing learning environment for leadership development, mentoring and recruitment of Asian-Americans at Novartis. The Asian American Network will assist in attaining Novartis' business and financial goals.
Military Affinity Group (MAG)
- To build awareness of who we are and how we contribute to Novartis success and reputation.
- To actively recruit new members and sustain a meaningful organization for existing members.
- To support our employees and their families that are currently deployed.
- To support our community as good corporate citizens through special events.
- To become an integral part of the Novartis culture by developing the talent pipeline.
Novartis People with Disabilities and Chronic Health Issues (N.P.D & C.H.I)
NPD is committed to increasing awareness, education, opportunities, recruitment, workplace accommodations, community involvement for colleagues, family and friends with disabilities and chronic health issues, and to provide resources and ideas to NPC regarding workplace accommodations. NPD fosters possibilities without limits by empowering both the individual and NPC to reach their full potential.
African American Leaders (AAL)
The African American Leadership ERG is committed to building a Novartis that is the highest performing, most-admired, well respected pharmaceutical company. Our mission is to provide visible leadership that seeks to enhance the organization and make Novartis a company of choice for African Americans.
AAL ERG is vested in supporting the success of African American employees and in enhancing Novartis' ability to penetrate and gain competitive advantages in markets in which it competes.
Gay, Lesbian, Bisexual & Transgender (GLBT)
To provide a supportive forum for Novartis gay, lesbian, bisexual, and transgender employees and their allies, and to partner with Novartis to increase the awareness and understanding of issues and concerns that affect them.
GLobal Leadership Exchange
Support an environment of global experience exchange and cultural understanding among all NOVARTIS employees.
Women In Leadership (WIL)
To build a foundation of women leaders who provide insight and act as positive role models to help develop, promote, retain and encourage women to reach their full potential at Novartis Pharmaceuticals Corporation, thereby optimizing business results.
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Regional Diversity and Inclusion Councils (RDIC)
Information Coming Soon!
Taskforces
Diversity and inclusion taskforces are self-organized groups of employees who have joined together and taken on the responsibility of infusing the diversity and inclusion message in their functional areas. These groups regularly plan and execute events that encourage employees to understand and appreciate the value of an inclusive workplace and thus reshape their departmental culture and climate.
CAREERS
Our success depends entirely on the creativity, performance and achievement of our associates at all levels.
LEADERSHIP MESSAGE
"Diversity and inclusion are important elements of our culture and our business success."
Marilyn Priestley
Vice President, Diversity and Inclusion