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A group of Boston Scientific employees gather around a leader in a warehouse while clapping and cheering.

Our workforce data

We celebrate the diverse perspectives of our employees and work together to advance science.

Sharing our progress

Truly impactful change takes time, transparency and collective action.

Since 2018, we’ve set and shared goals focused on increasing opportunities for multicultural employees and women in leadership. Our 3Up by 2023 goals continue our commitment to improving workplace diversity.

We’ll continue to listen and learn to drive impact in our strategic DE&I programs. Below reflects the progress we’ve made over the last five years.

3Up by 2023

Our 3Up goals served to inspire and guide our DE&I strategy to increase the representation of women and multicultural talent at all levels, including our leadership pipeline. While we landed just below our aspirations, the programmatic improvements formed out of these goals are driving long-term impact across our organization. 

2022 Seramount badge indicating Boston Scientific as an Inclusion Index Company.

We were proud to be recognized in 2022 as a Leading Index Company on the Seramount Inclusion Index, among other recognitions. 

Bar graph showing growth of women supervisors and managers increasing 3 of 4 years from 38.4% in 2018 to 42.6% in 2022.

Representation of women1 at the supervisor and manager levels3 globally decreased from 38.4% in 2018 to 38.1% in 2019, before increasing each year from 39.9%, to 41.1%, to 42.6% at the end of 2022. 

Bar graph showing growth of multicultural supervisors and managers increasing each year from 19.6% in 2018 to 22.6% in 2022.

Representation of multicultural talent2 at the supervisor and manager levels3 in the U.S./Puerto Rico increased from 19.6% in 2018 to 20.8%, 21.4%, 21.6%, and 22.6% at the end of 2022.

Company demographics

By transparently sharing our demographics, we acknowledge our progress over time and ongoing opportunities to improve. Below is Boston Scientific employee data as of December 31, 2022. 

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 women at Boston Scientific increased each year from 46.5% in 2018, to 47.0%, 47.4%, 48.3%, and 49.0% in 2022. 

Bar graph showing women on the Board of Directors holding steady at 30% from 2018 through 2022.

The percentage of women on the Board of Directors at Boston Scientific remained steady each year at 30.0% from 2018 through 20224.

Bar graph showing women on the Executive Committee fluctuating year to year but rising from 18.8% in 2018 to 25.0% in 2022.

The percentage of women on the Executive Committee5 at Boston Scientific increased from 18.8% in 2018 to 25.0% in 2019 and 2020, before decreasing to 18.8% in 2021 then increasing to 25.0% in 2022.

Collection of bar graphs showing five year data for women representation globally by region.

Multicultural talent by ethnic group in the US/Puerto Rico7: American Indian/Alaskan Native talent at Boston Scientific remained steady each year at 0.3% from 2018 to 2022. Asian talent fluctuated year to year from 12.8% in 2018 to 13.6%, 13.3%, 13.4%, and returned to 12.8% in 2022. African American/Black talent decreased from 9.2% in 2018 to 7.9%, 7.2%, and 6.5%, before increasing to 9.2% in 2022. Hispanic/Latino talent fluctuated year to year from 11.5% in 2018 to 10.3%, 10.5%, and 9.5%, before increasing to 11.9% in 2022. Talent identifying as two or more races fluctuated from 1.7% in 2018 and 2019, to 1.6% in 2020 and 2021, before increasing to 1.8% in 2022. Native Hawaiian/other Pacific Islander talent increased from 0.2% in 2018 to 0.3% in 2019 through 2021, before returning to 0.2% in 2022.

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 talent at Boston Scientific increased each year from 31.7% in 2018 to 33.2%, 34.0%, 35.7%, and 36.0% in 2022. 

Bar graph showing multicultural senior managers increasing year over year from 13.1% in 2018 to 17.6% in 2022.

The percentage of multicultural talent in senior management6 at Boston Scientific increased each year from 13.1% in 2018 to 13.6%, 14.4%, 16.5%, and 17.6% in 2022.

Bar graph showing five year data for global employees broken out by age group.

Talent under 30 years of age increased from 14.6% in 2018 to 18.3%, 21.5%, 24.2%, to 24.9% in 2022. Talent from 30 to 50 years of age decreased from 63.0% in 2018 to 61.1%, 59.8%, 58.0%, to 57.4% in 2022. Talent over 50 years of age decreased from 22.5% in 2018 to 20.6%, 18.7%, 17.8%, to 17.7% in 2022.

Bar graph showing five year data for U.S./Puerto Rico employees broken out by age group.

Talent under 30 years of age increased from 11.1% in 2018 to 14.0%, 16.1%, and 18.9% before decreasing to 18.8% in 2022. Talent from 30 to 50 years of age decreased from 58.3% in 2018 to 57.8%, 57.6%, 56.1%, to 55.7% in 2022. Talent over 50 years of age decreased from 30.6% in 2018 to 28.1%, 26.3%, and 25.0% before increasing to 25.5% in 2022.

Bar graph showing gobal women new hires fluctuating year over year but increasing overall from 51.2% in 2018 to 51.8% in 2022

The percentage of women new hires at Boston Scientific decreased from 51.2% in 2018 to 50.2% and 48.9%, before increasing to 51.7% and 51.8% in 2022. 

Bar graph showing multicultural new hires fluctuating but overall decreasing from 42.6% in 2018 to 41.4% in 2022

The percentage of multicultural new hires at Boston Scientific fluctuated year to year from 42.6% in 2018 to 43.5%, 42.5%, and 49.5%, before decreasing to 41.4% in 2022.


Committed to transparency

Additional information is available within our recently filed U.S. Federal Employer Information Reports EEO-1. While we offer this data, we believe the information presented on our website is the most meaningful measure of our diversity, equity and inclusion progress.

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  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.
  3. Supervisors and managers: Includes all levels that are supervisor, manager I and manager II.
  4. Donna James will remain in her role as a director of the Company until her resignation becomes effective on the day of the 2023 Annual Meeting of Stockholders, which is scheduled to occur on May 4, 2023.
  5. Executive Committee: Includes all Executive Committee members as of December 31 of that calendar year.
  6. Senior management: Includes all levels that are director, vice president, senior vice president, executive vice president and CEO.
  7. Reflects Equal Employment Opportunity (EEO) race/ethnicity categories.

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