Diversity, equity and inclusion

Our vision

We believe that transforming lives through innovative medical solutions requires a diverse team that reflects the world around us, an inclusive culture where differing perspectives are valued and equitable career opportunities for everyone in our company.

Our approach

We develop programming and drive initiatives that embed inclusivity across our business practices. We seek meaningful culture change by listening to employee feedback to inform our actions and measuring our progress to hold ourselves accountable.

A message from our Chairman and CEO

“It’s important to think about diversity, equity and inclusion as much as innovation or growing the company, and to keep challenging ourselves to push for progress. When we value diverse perspectives, it drives us all to be better and to think differently—and that is how we can solve health care’s toughest problems.”

— Mike Mahoney

Our strategy

Everything starts with our employees and the equitable workplace we aspire to build. By putting equity into practice, we help everyone feel that they belong. Done right, we will advance diversity, equity and inclusion, together.

A team of Boston Scientific employees wearing matching blue polos poses for a picture together at the National Association of Asian American Professionals conference.

BUILD

Developing our workforce

Partnerships with professional organizations, such as the National Association of Asian American Professionals, help ensure the next generation of diverse talent has an equitable opportunity to advance our mission.

A group of employees in matching blue shirts pose at the check-in tent of a charity walk event.

BELONG

Enriching inclusion

Employee resource groups (ERGs) are at the heart of our DE&I strategy. ERGs typically form around a specific diversity dimension and all employees are welcome to join and participate with any ERG.

A team of Boston Scientific employees wearing matching navy blue coats hold up their GROW graduation certificates.

ADVANCE

Enhancing career possibilities

Inspired by conversations with Black, Hispanic and Latino employees who build our medical devices, the Give Real Opportunities for valuable Work (GROW) program is promoting pathways to advancement.

Explore our strategy and programs

“Quick fixes rarely lead to sustainable solutions. Through consistent work and dedication, we expect to make progress over time in our journey toward a more inclusive workplace. That’s why we’re starting from the inside out, creating a ripple effect focused on meaningful, sustainable change.”

— Camille Chang Gilmore
Vice President, Human Resources and Global Chief Diversity, Equity and Inclusion Officer

Learn more from Camille

Our 2030 aspirational goals

Setting, measuring and sharing aspirational goals is essential for meaningful progress. By 2030, we aspire to improve the gender, race and ethnicity balance of our mid-level leadership¹ team, as follows:

50%

Women²

mid-level leadership

(Global)

27%

Multicultural talent³

mid-level leadership

(U.S./Puerto Rico)

Learn more about our aspirational goals and progress to date

“Now more than ever, change requires trust and accountability. Our programs, initiatives and goals reflect the many steps we take to listen, learn and act. This work has no finish line. Working together, we will continuously seek opportunities to improve.”

— Wendy Carruthers
Executive Vice President, Human Resources

Wendy Carruthers Boston Scientific Executive Vice President of Human Resources smiling into camera.

Addressing inequities

Our innovations in medical technology transform lives. That is why we take a human-centric approach to addressing disparities.

A team of Social Change Champions participants pose on a sidewalk in front of a large mural that covers a wall.

Impacting communities

Sparking social change through volunteering

Boston Scientific employees selected to be Social Change Champions spent one week in Peru with Partners in Health and nine additional weeks virtually creating specific solutions to the country’s most pressing health care challenges.

Learn about our Social Change Champions program in Peru

A female doctor wearing scrubs and a lab coat uses a stethoscope on the back of a female patient sitting on an examination table.

Improving health care access

Closing the gap on health care access

While women and people of color are overrepresented in heart and vascular disease rates, they also tend to be underrepresented in treatment. For more than two decades, our Close the Gap initiative has collaborated with healthcare providers to better engage and treat these groups.

A diverse group of people attend a ribbon-cutting ceremony in front of a van that provides health care to underserved Boston communities.

COMBATING RACISM

Partnering to support communities in need

Through a variety of strategic collaborations, we support community organizations, accelerate the development of Black-owned businesses, create professional opportunities for Black youth, address health care disparities and advocate for change within government policies. These are all part of our commitment made in 2020 to provide $3.5 million for the fight against racism.

Three racially diverse employees sit together at a small table while a man and woman work together at a table behind them.

CREATING EQUITABLE EXPERIENCES

Developing workplace anti-racism resources

As part of our ongoing effort to combat racism and advance our individual and collective understanding of race, culture and identity, we created the Anti -Racism & Cultural History (ARCH) program. ARCH is a comprehensive series of courses and activities intended to provide employees with the skills and tools needed to lead inclusively and address systemic racism, bias and prejudice.

Learn about how we promote inclusivity with employee resource groups

Discover more about our impact

Awards and recognition

2023-2024 Human Rights Campaign badge showing an Equality 100 Award as a leader in LGBTQ+ workplace inclusion.

See more awards

Join our team

View careers

Mid-level leadership includes managers, principals, senior managers and fellows.
Gender includes all employees globally where gender is identified. Excludes any employees where gender is “undeclared” and “unknown.”
Multicultural talent in the U.S. and Puerto Rico is defined as African American/Black, Asian, Hispanic/Latino, American Indian/Alaskan, Native Hawaiian/Other Pacific I slander, and two or more races. Excludes any employees who choose not to self-identify.

All data as of December 31, 2023, unless otherwise noted.