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Three racially diverse employees laugh together while walking down a hallway.

Diversity, equity and inclusion

Our approach

As we innovate to improve lives, we focus on care for all. Energized by our values, we take an intentional approach to diversity, equity and inclusion that demonstrates meaningful, measurable progress.

Build. Belong. Advance.

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 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

Mike Mahoney Boston Scientific Chairman and CEO smiling into camera.

Our strategy

From hiring and recruitment to career development and engagement, we’re consistent in our efforts to advance equity. Our programs provide a meaningful employee experience – meeting people where they are.

Camille Chang Gilmore Boston Scientific Vice President Human Resources and Global Chief Diversity Equity and Inclusion Officer smiling into camera.

“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 change.”

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

Our 2023 goals

We believe setting, measuring and transparently sharing goals and progress around our DE&I work is essential. In 2022, we continued to advance initiatives supporting our 3Up by 2023 aspirations, which drove steady growth in the representation of women and multicultural talent at the supervisor and manager level. 

This year, we are developing a future-focused career framework that expands equitable career progression opportunities for everyone at Boston Scientific. This framework will outline clear paths for career progression and inform the measurement of our DE&I goals and progress into the future.

While we finalize this framework, we have set two interim enterprise-wide goals to hold ourselves accountable and support continued transparency of our results. 





Multicultural talent2

(U.S./Puerto Rico)

Our progress to date

Women representation at all levels, globally

Bar graph showing growth of women at all levels globally, increasing each year from 46.5% in 2018 to 49.0% in 2022.

The percentage of women1 representation at Boston Scientific increased from 46.5% in 2018 to 49.0% in 2022 

Multicultural talent at all levels, U.S/Puerto Rico

Bar graph showing growth of multicultural talent at all levels, increasing each year from 19.6% in 2018 to 22.6% in 2022.

The percentage of multicultural talent2 at Boston Scientific increased from 31.7% in 2018 to 36.0% in 2022

“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.

Awards and recognition

2022 Catalyst Award winner badge.
2022 Disability Equality Index badge showing a 100% score and designation Best Place to Work for Disability Inclusion.
2022 Human Rights Campaign badge showing a 100% score and designation Best Places to Work for LGBTQ+ equality.

Join our team

  1. Gender: Includes all employees globally where gender is identified. Excludes any employees where gender is “undeclared” and “unknown.”
  2. Multicultural talent: In the U.S. and Puerto Rico, defined as African American/Black, Asian, Hispanic/Latino, American Indian/Alaskan, Native Hawaiian/Other Pacific Islander, and two or more races. Excludes any employees who choose not to self-identify.

All data as of December 31, 2022 unless otherwise noted.