At Amgen, it is our staff members that bring innovation to life and make us who we are. We seek to recruit, develop, and retain the best and the brightest from an array of fields and diverse backgrounds. We work to provide our employees with the skills and career development they need to build meaningful careers and tools to support their total wellness. We also invest in the safety of our staff and work to help ensure compliance with all applicable international human rights standards within both our own operations and those of our suppliers.
We help our employees at every level build and strengthen skills required to meet the changing needs of our business, as well as to advance into new roles. Our online learning hub is accessible to all staff globally. It includes resources for skills development, playlists based on topic areas such as manager effectiveness and time management, podcasts, and articles. In several functions at the company, we have talent marketplaces that allow staff to develop skills on-the-job through short-term projects or rotation programs. In the United States, Canada, and Puerto Rico, we offer a tuition reimbursement program, which reimburses participating full- and part-time staff members for college tuition, books, and specified exam and registration fees (up to plan limits). We also offer a manager training curriculum to prepare new managers to lead and inspire their teams.
At leadership levels, we have an annual process to help identify and develop talent and prepare future leaders as well as assessment, coaching and development programs to support the growth of key leadership talent. Our consistent process has resulted in a strong internal pipeline of leadership talent that we draw on when hiring or replacing key leadership roles.
Hiring, Developing, and Retaining Diverse Talent
Amgen is a founding member of OneTen, a coalition of many of the world's largest companies that aims collectively to hire one million Black Americans into family-sustaining jobs over the next 10 years, with a focus on those without a four-year college degree.
We work with Historically Black Colleges and Universities (HBCUs) to broaden our ability to attract diverse candidates. This includes a ground-breaking fellowship with Howard University to support future scientists. We also attend a broad range of recruitment events to reach a diverse range of candidates.
To increase women and minorities in leadership positions, our recruitment providers are expected to provide us with diverse candidate slates for all executive-level positions and we monitor their progress on this commitment.
We are consistently recognized as one of the best employers for veterans. Amgen has partnered with DODSkillbridge and the Hiring Our Heroes Corporate Fellowship Program to offer a three- to six-month fellowship to active duty service members separating from the military in preparation for their transition to the civilian workforce. In partnership with Hiring Our Heroes, we also support a Military Spouse Fellowship Program which offers a six-week fellowship to military spouses who are seeking employment in a new area. At the conclusion of the fellowships, Amgen seeks to hire fellows from these programs into full time roles. We are proud to be a partner to these organizations and to support and recruit veterans.
Within our workforce, we support the development of diverse talent through several initiatives including a formal one-on-one executive mentoring program, function-specific leadership development programs, and peer mentoring networks through our 11 Employee Resource Groups.
We analyze performance ratings, promotions, base pay, and total compensation of our staff as part of our efforts to drive equity in our workplace.
Amgen offers a flexible workplace approach, based on lessons learned during the pandemic and employee feedback. Our new, global approach encourages eligible employees to choose the workplace best suited to their work, while coming to an Amgen site for activities that benefit from face-to-face collaboration, networking, and recognition events. Many of our employees can also choose, with manager approval, to work fully remote from anywhere within their existing assigned country.
In addition, Amgen supports the needs of working parents and caregivers. We offer six weeks of parental leave for all new parents. Staff may take the leave time in six full weeks, or in other approved increments to total six weeks over the course of 12 months following the birth of a child. We also offer staff members access to college advisory services, as well as resources to assist staff with elder care responsibilities. Amgen continues to offer subsidized, onsite childcare at our larger company locations.
Amgen believes in the inherent dignity of every human being, regardless of where they live or were born, their economic status, their religious beliefs, their race, their sexual orientation or expression, their disability status, or their gender identity. Amgen grounds this belief in its mission to serve patients and in its support of the key tenets of the United Nations Universal Declaration of Human Rights. For more information, see our Human Rights Commitment statement.
Amgen is also a participant of the United Nations Global Compact and provides annual communications on progress in our Environmental, Social and Governance Reports.
We expect our suppliers to uphold the same human rights of their workers. Through our supplier assessment program, we monitor our suppliers' compliance with our Supplier Code of Conduct and internationally recognized human rights standards including those that seek to prevent forced and child labor, support fair pay based on applicable wage laws, and allow for freedom of association.