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Meet Camille

An interview with our Global Chief Diversity, Equity and Inclusion Officer

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

“DE&I is a business imperative. Success requires the engagement of our entire company.”

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

I am a Black, Jamaican-Chinese woman, a wife, a mother of two sons 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.

What makes each of us unique is an asset. When a company creates an inclusive environment that values diverse perspectives, they unleash the potential to innovate and contribute to a greater good. That’s why I’m so passionate about the work we’re doing at Boston Scientific.

What does diversity, equity and inclusion mean at Boston Scientific?

At Boston Scientific, diversity, equity and inclusion (DE&I) means fostering an environment where people of all cultures, ethnicities, gender identities, backgrounds, experiences, orientations and beliefs can be themselves as they work together to advance science for life. We want everyone to feel they belong and be engaged and empowered to share new ideas and perspectives. This is essential to our values-driven culture, our focus on innovation, equality, and enabling our people to thrive and succeed. When people can bring their authentic selves to work, it drives the diversity of thought that elevates collaboration and leads to our greatest breakthroughs for patients around the world.

In addition to guiding all internal policies and practices, our commitment to DE&I extends to our external activities, including advocating for health equity and making meaningful contributions to accelerate inclusion in our society.

How do you see our 3Up goals supporting the larger Boston Scientific DE&I strategy?

While we’re making progress, our work is far from over. I see our goals as mile markers in our ongoing journey toward a more equitable and 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, equity 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. An extension of these is our continued emphasis on developing our pipeline of talent and fostering a psychologically safe and inclusive workplace for all.

How else is the company supporting an inclusive workplace and talent pipeline?

We're looking at every level across the company to remove potential obstacles so employees can equitably compete for development and promotion opportunities. That includes efforts such as training our leaders to recognize their own unconscious biases, offering programs to support the development and advancement of women and multicultural talent, and holding ourselves accountable with meaningful metrics.

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

I believe the bar goes even higher. It’s important to remember that our work is an ongoing journey; it’s about progress over time, not overnight. We must continue to examine our approach to attracting, developing and retaining talent, and looking for opportunities to improve. Employees at all levels, leaders, the Global Council for Inclusion and employee resource groups contribute to these efforts and our culture. The end result is an inclusive workplace where diverse perspectives and innovation can thrive to improve patient care.