For Medtronic, creating better experiences for patients and customers starts with its people. A number of Medtronic partnerships are providing new opportunities to address systemic inequities in hiring and talent management processes, and accelerate progress in advancing inclusion, diversity and equity.
"There are no simple solutions to systemic inequities. But when we combine forces with others and lead by example, we can drive a ripple effect of sustainable and scalable change," states Medtronic.
Helping to close the opportunity gap for Black Americans
The “opportunity gap” prevents millions of Black Americans from having access to economic opportunities, gainful employment, education and training. Medtronic Chairman and CEO Geoff Martha and more than 30 other CEOs formed OneTen, an initiative aimed at closing this gap. The group has committed to train, hire, and advance one million Black Americans over the next 10 years into skilled jobs with opportunities for advancement.
Challenging inequality in employment practices
Inequity in employment practices, including how people are hired and how they advance in their careers, has created a barrier for many seeking employment. Medtronic, along with 80 Business Roundtable member companies, is participating in the Multiple Pathways Initiative. The new multi-year targeted effort aims to reform companies’ hiring and talent management practices, emphasizing the value of skills rather than just academic degrees, and to improve equity, diversity and overall workplace culture.
Achieving disability-related inclusion and equality
Equal employment opportunity means providing inclusivity in hiring practices for those with disabilities. Geoff Martha joined Disability: IN’s list of 220 leading companies working to achieve disability-related inclusion and equality. The vision of Disability: IN is to create an inclusive global economy where people with disabilities participate both fully and meaningfully.
Advancing women's senior leadership careers
Far fewer women hold senior leadership and board positions than men. To address this disparity, Geoff Martha is now part of the Catalyst CEO Champions for Change initiative. Backed by more than 70 CEOs, members have pledged to advance more women, particularly women of color, into senior leadership positions, putting emphasis on board inclusion. In 2019, Women at Champions for Change companies held 31.6 percent of board seats, compared to 26 percent of board seats held by women at S&P 500 companies.
Offering mentorships for LGBT+ refugees
More than half of states in the U.S. do not offer LGBT+ individuals legal protection against discrimination in housing, public accommodation or credit. Medtronic joined nearly two dozen North American companies in signing up to mentor LGBT+ refugees and prepare them to find jobs while overcoming obstacles like discrimination in their new homelands. Efforts include helping with resume writing, cover letter reviews and coaching for interview skills to support refugees who may be fleeing persecution, but also face the potential for discrimination in their new location. All 23 committed companies are devoted to mentoring at least 50 LGBT+ refugees, totaling approximately 1,250 people over the next three years in the U.S., Canada and Mexico.
Building stronger relationships with HBCUs
Medtronic partnered with the Thurgood Marshall College Fund (TMCF) on a multi-year plan to build and foster stronger relationships with Historically Black Colleges and Universities (HBCUs) and bring more diverse talent into our leadership pipeline. Medtronic's plan, which is well under way, is to hire at least 40 summer interns annually through this partnership, with the goal to ultimately convert successful interns into full-time Medtronic employees. The internship program is in addition to a previously announced Medtronic Foundation scholarship program with TMCF.
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Disclosure: Where Women Work researches and publishes insightful evidence about how its paid member organizations support women's equality.