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Meet Camille

An interview with our Chief Diversity Officer

Camille Chang Gilmore Vice President, Human Resources, Interventional Cardiology and Global Chief Diversity Officer

"To provide more meaningful innovations to more patients, we need the brightest minds.”

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

What Does Diversity Mean To You?

I am a black, Jamaican-Chinese woman, a wife, a mother of two teenage boys and a daughter of U.S. immigrants. The beliefs, experiences and cultural influences that have made me who I am greatly impact how I approach and think about life and work.

To me, diversity is about embracing our increasingly intercultural world and providing an inclusive environment where differences are valued and can contribute to a greater good. That is the culture of diversity we are striving to achieve at Boston Scientific.

Why does diversity matter?

Why Does Diversity Matter?

Talent is our greatest competitive advantage—to provide more meaningful innovations to more patients around the world, we need the brightest minds.

And the markets are changing. In the medical device industry, consolidation across the healthcare sector means that we are competing for talent with more consumer-facing and technology-focused companies than ever before.

At the same time, the composition of our company is changing, too. Tightening global labor markets challenge us to think differently about recruitment and retention, and to build a culture that enables our employees to bring their whole selves to work.

We know that diverse companies are innovators. They are magnets for top talent and can relate better to customers—all of which can create a competitive edge. So for me, diversity and inclusion not only matters: it’s a business imperative.

How do you see our diversity and inclusion goals supporting the larger Boston Scientific diversity and inclusion strategy?

How Do You See Our Diversity and Inclusion Goals Supporting the Larger Boston Scientific Diversity and Inclusion Strategy?

While we’re making progress, our work is far from over. I see our 10/20/40 goals as mile markers in our ongoing journey toward a more inclusive culture. They’ll help us set the direction of where we need to go and why, and guide our focus. But our long-term strategic approach to diversity and inclusion has always been focused on our “4 Cs”: Career, Culture, Community and Commerce. As we continue to work toward, achieve, and set new goals, it all goes back to those four areas.

How else is the company supporting an inclusive workforce and pipeline?

We’re looking at every level across the company with an eye toward removing potential obstacles to equal opportunities for growth and promotion. That includes efforts such as training our leaders to recognize their own unconscious biases, as well as developing meaningful metrics to hold ourselves accountable.

Where do you see Boston Scientific moving in the future as it relates to D&I?

I believe the bar goes even higher. It’s important to remember that working toward greater representation and inclusivity at every level is an ongoing journey. It requires that we continually challenge our approach to every aspect of attracting, retaining and developing talent. We need to continue to evolve to ensure we have the right leaders in place to take our innovation to new heights.