Inclusion & Diversity Advisor: Internal Engagement and Communications, Senior Director

Inclusion & Diversity Advisor: Internal Engagement and Communications, Senior Director

Building an inclusive and diverse workforce is critical to enabling Gilead’s mission – and, ultimately, will help us create a better, healthier world for all. We are highly committed to creating an inclusive culture, one that enables all people to do their best work and that is reflective of the diversity of the patients we serve. At the same time, we recognize that we need to do more to accelerate our progress – for our people, for our business and for the world.

The Senior Director, Inclusion and Diversity (I&D) Internal Engagement and Communications, plays a key role in ensuring that we realize this ambition. This role is responsible for ensuring our Employee Resource Group (ERG) strategy drives impact on areas of greatest importance and accompanying programs, initiatives, and metrics are in place to support this work. As a thought leader, change agent and trusted partner, this role will collaborate across the ERGs, Human Resources, Public Affairs, and Executive Leadership to bring our I&D strategy to life. They will provide leadership to our ERGs and ensure we tell our I&D journey effectively both internally and externally. This role will direct the work of an I&D Specialist, providing advice, counsel and collaboration on ERG tactics and ensuring the ERG strategies are aligned to our HR and corporate strategy.

This leadership role requires a seasoned I&D professional with a proven ability to drive organizational change, influence senior stakeholders, and create an environment where all employees feel valued and empowered.

This role reports to the Global Head of Inclusion & Diversity and is located in Foster City, California.

Key Responsibilities:

• ERG Strategy: Refresh and execute a comprehensive ERG strategy, partnering with business leaders, Executive Sponsors, and Chairs to ensure ERGs deliver meaningful impact. Ensures ERGs are clear on how to maximize strategic impact and their role in delivering on Gilead’s ambitions. Creates an environment where ERGs are able to share insights and experiences, learn from each other and evolve their thinking. Provides leadership and support to ensure ERGs are set up for effectively engaging their communities.

• ERG Leadership and Succession Planning: Facilitate and drive agenda for ERG chair meetings and foster collaboration across ERG leaders, members and Executive Sponsors. Lead the ERG succession planning process to ensure sustainable leadership by coordinating across and consulting the Gilead Leadership Team, Executive Sponsors, and senior HR leaders.

• I&D Thought Partnership: Provide guidance and coaching to Executive Sponsors and the Gilead Leadership Team on I&D initiatives, best practices, and championing this work. Co-develop and deliver an inclusive and comprehensive I&D learning journey for all employees, such as foundational training on unconscious bias, cultural competency, allyship and advocacy. Provide input into I&D Council meetings to equip leaders with actionable insights, foster continuous engagement, and drive accountability for inclusive practices.

• I&D Communications, Storytelling and Brand-building: Co-develop Gilead’s I&D communications (both internal and external), with Public Affairs, effectively telling the company’s I&D journey and stories through platforms such as the company website, social media, and other outlets. Lead the content development and launch of a dedicated Disability ERG page on the company’s website, showcasing our commitment to inclusivity.

• I&D Champion Recognition: Oversee the internal process for key awards including Healthcare Businesswomen’s Association, Working Parent, and the ERG Year-End Awards.

• Insight Generation: Uses quantitative and qualitative data and pertinent insights to both measure and inform I&D efforts, identifying and advising on opportunities and challenges to be addressed. Evaluate effectiveness of ERG programs and practices to progress towards I&D goals and outcomes.

Expertise:

• Leadership: 15 years of relevant work experience in Inclusion & Diversity, working with cross-functional partners and senior leadership to drive internal strategies and I&D outcomes.

• Industry Experience: Pharmaceutical or biotech industry required.

• Global and cultural competence: Demonstrated intercultural experience and knowledge of I&D on a global level.

• Analytical Expertise: Utilization of data-driven approaches to develop insights, diagnose opportunities, inform decision making and tell a compelling story.

• Business Acumen: Demonstrated understanding of strategic and operational drivers of business performance and demonstrated ability to embed I&D outcomes in business strategy and performance.

• Stakeholder Engagement: Demonstrated experience in engaging with and communicating with a wide range of stakeholders on I&D topics (e.g., functional and country leadership, senior executives).

Leadership Capabilities:

• Demonstrated ability to build inclusive relationships and influence stakeholders across a matrixed, global organization.

• Adapts quickly to change and effectively navigates ambiguity, ensuring I&D principles are upheld in decision-making.

• Leverages diversity data and inclusion insights to understand organizational challenges, identify gaps, and align opportunities with broader I&D goals. Uses data to drive impactful initiatives that enhance workforce diversity and inclusion.

• Proactively designs and develops long-term strategies focused on creating an inclusive environment that supports diverse talent. Anticipates future I&D needs and aligns programs with business objectives, ensuring sustainability and growth.

• Actively seeks diverse perspectives, experiences, and insight, creating an environment of trust and openness. Encourages dialogue that challenges assumptions and promotes innovation through diversity of thought.

• Leverages the power of diversity within teams and creates an environment where new ideas and constructive challenges are welcome, and all employees feel valued and supported .

• Creates inclusive spaces where employees feel empowered to contribute and thrive.

• Has a patient- and employee-centric approach and embeds this mindset into practice.

• Demonstrates excellent oral and written communication skills, simplifying complex concepts and integrating them into actionable strategies.

• Proactively seeks and acts on feedback and provides constructive feedback to others, fostering a culture of continuous learning and development.

As an equal opportunity employer, Gilead Sciences Inc. is committed to a diverse workforce. In order to ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans' Readjustment Act of 1974, and Title I of the Americans with Disabilities Act of 1990, applicants who require accommodation in the job application process may contact careers@gilead.com for assistance. For more information about equal employment opportunity protections, please view the EEO is the Law poster.