Diversity matters at Amgen. We believe that an environment of inclusion fosters innovation, which drives our ability to serve patients. Our global presence is strengthened by having a workforce that reflects the diversity of the patients we serve.

We believe our differences lead to better science. To help ensure our ongoing success, Amgen is committed to promoting and maintaining an inclusive, high-performing culture where team members embrace and leverage each other's talents and backgrounds. Our commitment to diversity is articulated in our values and reflected throughout our organization.

Diversity and Inclusion at Amgen is about employees taking responsibility for creating a welcoming, inclusive and productive work environment where employees feel valued, regardless of their differences, and feel that they are able to contribute to their full potential.

Learn more about Amgen's Commitment to Diversity, Inclusion and Belonging.

Amgen's Diversity, Inclusion & Belonging Priorities and Status

With endorsement from senior management and engagement with senior leaders across the organization, Amgen has implemented a global strategy designed to leverage our diversity and create a more inclusive workplace. Our priorities are:

 

Diversity, Inclusion & Belonging Data1

Gender Diversity


 

Ethnic Diversity


 

Race and Ethnic Diversity6

United States and Puerto Rico Only


 

 

Employee Resource Groups

Our strategy is intended to help Amgen successfully navigate a complex global marketplace as we bring more medicines to more patients around the world. Amgen is setting goals in order to improve our focus. These goals will also serve as a baseline for measuring our progress toward a more inclusive workplace.

Employee Resource Groups (ERGs) are a tool we use to promote and support, as well as illustrate, the impact and value that diversity has on our business. There are currently 12 Global ERGs at Amgen, all with executive sponsorship, that are organized around a primary diversity dimension. We provide leaders and managers with training and tools to lead a diverse workforce and create an inclusive environment.

Amgen Asian Association 

Amgen Black Employees Network

Ability Bettered through Leadership and Education

Amgen Early Career Professionals

Amgen Indian Subcontinent Network

Amgen International Network

Amgen Latin Employees Network

Amgen PRIDE – LGBTQ and Allies Network

Amgen Recognition of Indigenous Peoples, Values and Environmental Resources (RIVER)

Amgen Veterans Employees Network

Women Empowered to be Exceptional

Women in Information Systems Enrichment (WISE)

Although we do not use our Federal Employer Information Report EEO-1 to measure progress, we make our most recent filing publicly available. For more information around the composition of our workforce, please go to 2022 Workforce Diversity Report .

 

References:

  1. Data as of December 31, 2022. To align with U.S. government reporting requirements, data uses the traditional gender categories of male and female. We deeply respect that gender is not binary; reporting in this manner should not represent our position on this issue. Totals may not add up due to rounding or employees who have not reported their gender and/or race/ethnicity. Gender is self-reported by the employee.
  2. Data based on total headcount as reported in our Form 10-K for the year ended December 31, 2022, modified to reflect active employee headcount, which, among other things, excludes co-ops and interns. Also excludes Gensenta Pharmaceuticals and deCode Genetics.
  3. Mangement level: Senior managers and directors.
  4. Executive: Executive directors and above.
  5. Race and ethnicity are self-reported by the employee.
  6. Due to rounding numbers, the total percentage exceeds 100%.