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Our People Data

As part of our commitment to Diversity & Inclusion, we are sharing enterprise-wide data related to our gender and race/ethnicity representation and pay practices.

An inclusive workforce positively impacts every aspect of our business. Our employees feel a greater sense of belonging, and their diverse viewpoints help drive new innovations that directly address the needs of the patients we serve. That’s why we’re working hard to make sure everyone has a voice in the conversation.

Cynthia Burks, Chief People & Culture Officer

2020 Representation by Gender

The 10-year journey toward increasing women in leadership positions ​and enacting equitable pay practices didn’t happen by accident. It was the result of ongoing research supplemented with all-employee opinion surveys and a specially commissioned Genentech study to ​better understand the experiences of women and the barriers to their advancement at the company. Since 2010, representation of women​ at the officer level has increased from 23.9% to 43%. We recognize ​there are specific areas of opportunity for women in STEM leadership ​in our industry. We commit to taking a data-driven approach to uncover insights and ensure representation in those areas.

2020 Representation by Race/Ethnicity

Improving diverse racial/ethnic representation in leadership is a key part of our 2025 Commitments. Specifically, we are committed to doubling Black/African American and Hispanic/Latinx representation at the extended leadership and director and officer levels, as well as increasing representation of Asian directors and officers to mirror that of Asian individual contributors and managers/supervisors.

2020 Pay Analysis

Genentech has equitable pay practices with no effective difference in pay between women and men, or People of Color (POC) and White employees. Our pay gap analysis compares employees within the same job family, profile and grade. Based on this analysis, women earn 99.6 cents for every dollar men earn, and People of Color earn 99.5 cents for every dollar White employees earn ​(at 95% confidence).

We have processes in place to regularly review pay to ensure there is no effective difference in pay by gender or race/ethnicity.

Visit Our 2020 Diversity & Inclusion Report page to learn more and download our D&I report.

Data as of December 2020. To align with U.S. government reporting requirements, data on this website uses the traditional gender categories of male and female. Genentech deeply respects that gender is not binary; reporting in this manner should not represent our position on the issue. Data supplied by the Chief Diversity Office at Genentech. Totals may not add up to 100 percent due to rounding or employees who have not reported their gender and/or race/ethnicity.

Leadership Pathways: Individual Contributors include manufacturing, technical, laboratory and business support, as well as specialists/experts. Managers/Supervisors are managers of people. Extended Leadership is a subset of Individual Contributors and Managers/Supervisors, specifically those levels that are most likely to lead to Director positions. Directors are managers of managers. Officers are managers of organizations.