Diversity, Equity & Inclusion

Management Approach

At Lilly, we believe in the power of diversity, equity and inclusion (DEI) to fulfill our purpose of creating medicines that make life better for people around the world. At our core, we know that by leveraging the varied backgrounds of our approximately 39,000 employees – and by driving actionable and measurable strategies to improve DEI, including diversity within our clinical trials – we can better deliver scientific breakthroughs that meet the needs of a broad and diverse set of people.

Our long-standing values of integrity, excellence and respect for people foster an environment where team members are encouraged to speak up, share ideas and be fully engaged in our work, while bringing their authentic selves to work every day. To fulfill our purpose, we believe we must look at challenges from multiple viewpoints and understand the diverse experiences of the people who depend on our medicines.

When Lilly employees come to work each day, we bring different experiences, perspectives and traditions, and we are committed to welcoming, respecting and valuing those differences. Because people are our priority – and they power our purpose – we treat DEI like any other priority business objective. We set strategy, goals and a variety of metrics to drive progress on attracting, developing, promoting and retaining a diverse workforce. We continually look at metrics and our performance and adjust as necessary so that our business and employee base better reflect the world around us.

Over the past eight years, we have conducted in-depth employee research that has yielded important insights into employee-reported experiences. The research uncovered factors that employees say significantly influence their ability to contribute to their fullest potential. This Employee Journeys research (explained further below) has led to a multifaceted People Strategy and companywide changes to improve our culture for everyone. Through our People Strategy, we have developed a comprehensive DEI strategy that strives to make working at Lilly better for everyone and helps deliver on our employee value proposition, “Be part of a team that cares about you and our shared purpose to make life better.”

Our commitment to DEI extends beyond our employees and into our broader business, including patient safety, clinical trials, access to and development of our medicines, and improving the diversity of our suppliers and partners.

Leadership Commitment

The DEI commitment at Lilly includes, among other things, high-level oversight, purposeful corporate culture and ongoing data analyses to inform our approach. Our CEO and Executive Committee consistently set expectations for inclusive leadership and hold leaders accountable for building diverse and inclusive teams. All executive officers have DEI goals included in their annual performance and compensation reviews.

Our executive leadership continues to integrate DEI within our human resources talent management organization. Lilly’s executive vice president for human resources and diversity, a member of our Executive Committee, reports directly to our chair and CEO and is ultimately accountable for DEI at Lilly. Our chief DEI officer is a senior vice president reporting to the executive vice president for human resources and diversity and is also responsible for leading our talent management functions. This allows us to fully embed DEI into how we recruit, develop, promote and retain talent. Our global head of DEI is a vice president who reports to the chief DEI officer.

We began setting internal aspirational goals in 2017 as part of our commitment to bolster the representation of women in management globally and minority group members in U.S. management roles. We also track recruitment and retention of employees on our research career path and the upper levels of our professional career path. We monitor our progress against aspirational goals over time to inform our approach.

Senior leaders have long coached, mentored and sponsored employees in their development as current and future Lilly business leaders. In 2022, our CEO sponsored leadership development programs for key talent, including U.S. minority group member and LGBTQ+ employees. Members of our Executive Committee – direct reports to our CEO – sponsored similar programs. Sponsorship efforts nearly doubled to more than 550 one-to-one sponsorship relationships in 2022. Both formal and informal mentoring has increased to more than 5,800 pairings.

DEI Progress

Building a more inclusive culture requires sustained focus and action and the holistic integration of DEI into our entire business. Leaders at Lilly are expected to lead more inclusively by valuing differences, recognizing and overcoming bias and fostering a speak-up culture where all colleagues feel their ideas and contributions are welcome and valued. We gauge employee feedback through surveys and other mechanisms.

Our commitment to DEI is a core component of how we do business. Here are some examples of how this work is making a difference:

Lilly is seeking to earn Management Leadership for Tomorrow (MLT) Black and Hispanic Equity at Work certifications. These certifications are gold-standards that focus on rigorous action with accountability, and include implementing a comprehensive Black and Hispanic equity plan focused on making meaningful, measurable progress across the five core MLT Equity at Work pillars: representation, compensation, workplace culture, business practices, and contributions and investments.
Lilly will continue to advance DEI practices by participating in key external surveys and trackers that evaluate Lilly's DEI efforts compared with other participating companies.
Additionally, we track our progress, including the highlights below.
Management-level progress: Between the end of 2017 and the end of 2022 the number of women in management roles globally increased from 41% to over 49%. Representation of MGMs in U.S. management positions also increased during this time, from 16% at the end of 2017 to just below 25% at the end of 2022.
As of May 15, 2023, five members, or approximately 33%, of Lilly’s 15-member Executive Committee are women, and three members are minority group members. Our 12-member board of directors range in age from 50 to 68 and include five women and five members who are minority group members.

DEI Programs and Activities

Employee Journeys

We believe that fostering DEI begins with understanding, and we have approached DEI with the same rigor as our other business-critical priorities. Over the past eight years, our Employee Journeys research has yielded important insights about the experiences of women, Black American, Latinx, Asian and LGBTQ+ employees at Lilly. In response to insights from this research, we developed an education and awareness program to help build cultural literacy and understanding about expectations for employees to feel psychologically safe. We are conducting Employee Journeys research for employees with disabilities, which will conclude in 2024.

Our Employee Journeys research has contributed to growing energy around DEI across Lilly, including a company-wide network of DEI champions, functional DEI initiatives and DEI teams across business areas. The research continues to inform several internal initiatives, including Make It Safe to Thrive training and our psychological safety efforts, which are discussed below.

We strive to continually improve our ability to further embed DEI into the business, and we use learnings from our efforts to further inform our people strategy.

We recognize that there is more work to do, but these initiatives are making an impact. In our 2022 employee Pulse surveys, we saw continued progress on key questions related to inclusion such as “I speak up during meetings without worrying about how it will impact my relationships or career” and "I feel comfortable sharing my personal passions, interests and activities with the people I work with.”

Our Employee Journeys research informs our efforts to support diverse employees and give them opportunities to grow, advance and lead, including:

Explore Your Career – Through Explore Your Career, we deliver on our talent strategy to treat all employees as a source of talent, identify diverse future leaders and encourage the growth and development of all employees. We provide a global framework of tools and resources for employees that aid in career development and advancement.

In addition, we invite eligible employees across all job paths including those for employees in non-exempt roles to participate in a global external assessment that can provide objective inputs for professional and leadership development supported through conversations with their manager. The manager may then continue to a defined talent assessment process to identify leadership potential by leading a discussion with a diverse group of colleagues with recent and relevant knowledge of the individual.

We continue to offer Explore Your Career ongoing on a global basis. Participation rates have been strong, including robust participation from minority group members. Employees who choose to participate in Explore Your Career’s assessment are more engaged and more likely to remain at Lilly.

Access Lilly: Disability and Accessibility – In 2022, Lilly maintained its membership with National Organization on Disability (NOD) and continued its commitment to improve inclusive technology and behaviors via the Access Lilly program. Access Lilly is designed to create awareness and training for all employees on inclusive technologies with the goal of ensuring all employees can thrive.

Access Lilly: Learning and Development – We are focused on making Lilly’s learning and development offerings more user friendly for everyone by removing barriers and focusing on universal design. We continue to update design standards for training courses to improve accessibility for people with disabilities or other access needs globally. Examples include ensuring that courses are compatible with assistive technologies such as screen readers for employees with visual impairment and providing transcripts for individuals with hearing impairments. Across Lilly, we intentionally design learning experiences and other communications technologies to be more inclusive and effective for everyone.

Access Lilly: Facilities – We undertook a variety of activities to enhance accessibility in our facilities globally, including benchmarking best practices and approaches for improving technology and building navigation. We conducted accessibility assessments at sites in the UK, Ireland and Italy and are investing to further improve accessibility for our employees and guests.

Access Lilly: Information Systems – We have incorporated universal design standards in our guidance for the development of externally facing websites and are updating internal websites as well. We require captions for internal videos and virtual meetings.

Unconscious Bias – Lilly continues to offer a Conscious Inclusion program at Lilly, developed to help employees identify and overcome unconscious biases and create an inclusive environment where all employees feel welcomed, heard, respected and valued. Our instructor-led program, launched in 2017, is required of all leaders and further demonstrates Lilly’s commitment to DEI.

Leadership Programs – We've also introduced several signature programs to help develop top talent from diverse backgrounds. For example, in 2018, we introduced Emerge, a three-day program led by our CEO that is designed to develop historically underrepresented talent at Lilly. Four cohorts comprising Black American women, Latinx and Asian women, male minority group members and LGBTQ+ employees have participated in this enterprise-level program since its inception. Lilly also offers established leadership development programs for women and early career multicultural talent, as well as leaders at all levels.

Africa, Middle East and Central Asia Network (AMECA) – In collaboration with Lilly India Network and Chinese Culture Network, AMECA sponsored Lilly’s Asian American Heritage Month with several events for networking, connecting and sharing cultures. AMECA collaborated with other Asian employee groups to host listening labs to create awareness of and identify solutions to address the rise of violence against Asians and hosted a Bystander Intervention Training to provide examples on how to support our Asian colleagues, families and friends. Several hundred people participated in the training, which will continue to be offered in 2023.

Black Employees at Lilly (BE@Lilly) – BE@Lilly engaged employees through several events throughout 2022, supporting the group’s mission that Black employees feel heard, safe and valued while advancing in their career. BE@Lilly’s annual event in February for Black History Month focused on health equity. Through collaboration with internal speakers, other ERGs and the DEI office, BE@Lilly hosted several informative workshops on topics such as branding, Lilly’s talent assessment process, tuition assistance benefits and leveraging your network. The ERG continues to support Lilly’s Racial Justice Commitment through collaboration such as Lilly’s internal Day of Solidarity and our external report documenting our progress against our commitments. BE@Lilly continues to support lasting impact on our communities by encouraging its members to give through Lilly’s annual United Way campaign and volunteer for United Way agencies that are working to promote equity. The ERG offers professional development programs for Black employees and leaders that focus on topics such as nonprofit board service and mentoring. BE@Lilly also offers programming to address the needs of Black employees who work remotely across the United States.

Chinese Culture Network (CCN) – CCN continued to increase awareness of and provide ways to enhance the Asian employee experience at Lilly. CCN influences Lilly’s multicultural landscape from both a Chinese and broader Asian Pacific American perspective, where all are welcome to grow and unleash potential in themselves and in others. CCN works to help its members develop into leaders who are equipped to impact their community at work and at home. It offers leadership development programs, enrichment events and external community partnerships. Through the Lunar New Year Gala, as well as Asian Pacific American Heritage Month and the Mid-Autumn Mooncake Festival, the ERG underscores the importance of cultural stewardship. Responding to world events and employee experiences, CNN offered its members Bystander Intervention Training, which provides tools and tactics to use in the event of harassment or a hate crime. The ERG continues to expand its influence by building new chapters at Lilly sites throughout the U.S. and partnering with global affiliates.

EnAble represents the interests of all Lilly employees with disabilities and those who are caregivers for people with disabilities. EnAble’s vision is to create a disability confident culture by promoting awareness, providing support and removing barriers. Lilly is conducting Employee Journeys research for employees with disabilities, which will conclude in 2024.

Lilly was one of the first biopharmaceutical companies to join the Valuable 500, a global movement to put disability inclusion on the business leadership agenda. EnAble has initiated an enterprise-wide initiative called Access Lilly that promotes barrier-free experiences for employees and customers in both physical and digital environments. As part of Access Lilly, a podcast called Removing Barriers was launched to educate Lilly employees and leaders on topics important to employees with disabilities. The Accessibility Champions Community was formed and has more than 420 trained champions to help embed accessibility best practices into the way we work.

In 2021, Lilly joined other organizations and signed the Business Disability Forum Charter, where we pledged to ensure people living with a disability or who acquire a disability can apply for jobs, be employed by and do business with Lilly. In 2022, we received the Zero Project Award, which is awarded to organizations demonstrating exceptional work to improve accessibility.

Early Career Professionals (ECP) – ECP focuses on creating an inclusive culture where employees feel connected, engaged and equipped to succeed professionally, including employees who are new to Lilly, new to the workforce, new to the industry or new to a role. The group consists of more than 1,400 members who work to promote community, professional and personal development and focuses on bridging gaps in the business, workplace and community. All employees are welcome to advance this mission.

Gen-L – Gen-L focuses on serving employees outside of the U.S. at all stages throughout their career at Lilly and supporting a richer, more inclusive workplace for all. This ERG impacts the business by creating an environment where employees of all generations feel connected, engaged and equipped to succeed.

Pride – In 2022, the DEI Office, International Pride, Corporate Pride and Field Pride completed the LGBTQ+ Employee Journey. The ERG conducted an innovation lab to brainstorm solutions around the LGBTQ+ “moments of truth” identified from the Employee Journeys research, with solutions to be rolled out in the coming years. Pride also hosted several well-attended events, including Pride Summit and Ally Live, to strategically drive LGBTQ+ engagement, increase allyship and educate employees on topics important to the LGBTQ+ community. Pride supported the introduction of self-identity technology that allows employees in the U.S. and Puerto Rico to self-identify both their sexual orientation and gender identity to better reflect and represent these dimensions of difference and added optional pronoun selection for employee profiles.

International LGBTQ+ Allies – This group is a part of Lilly’s Pride network and promotes equal experience, treatment and safety for Lesbian, Gay, Bisexual, Transgender and Queer or Questioning people everywhere Lilly operates. The scope includes all countries outside of the U.S., and the group works to enable LGBTQ+ people to bring their authentic selves to work and to help them feel valued and included everywhere in the world. The ERG has worked to expand global awareness and education by hosting discussions of the LGBTQ+ journey across multiple international hubs, launching a podcast about allyship and starting an internal Yammer page where allies can engage in a safe space to learn and ask questions about LGBTQ+ topics.

Japan International Leadership Network (JILN) – JILN educates employees and leaders on the value of the Japanese market and the capabilities Japanese employees bring to the broader Lilly community. In 2022, JILN hosted an annual Japan Day to focus on the growing Japanese market and hosted multiple lunch-and-learns to create cultural awareness and educate employees on how to create an inclusive workplace.

Lilly India Network (LIN) – In 2022, LIN hosted Lilly’s annual global Diwali celebration with more than 3,000 attendees. The group also sponsored webinar events to bring leaders and employees together to discuss topics that impact the global Indian community. LIN membership expanded globally last year through increased partnership with the Lilly India affiliate and collaborating with Field LIN chapters across the U.S. LIN collaborated with CCN, AMECA and the Asian American Field Network affinity group to host the Stop the Asian American Pacific Islander Violence event and to celebrate Asian Pacific American Heritage Month.

Organization of Latinx at Lilly (OLA) – OLA focused on increasing membership and cultural literacy in 2022 by hosting more than 20 events on topics important to the Latinx community, including workshops during Hispanic Heritage Month. OLA launched talent development programs such as mentoring circles and a career accelerator to help leaders understand the Latinx culture and Latinx employees’ career aspirations and communication needs. Additionally, the Field OLA group launched the LatinXperts program to improve retention by increasing allyship and mentorship through multiple touchpoints with leaders in the company.

Veterans Leadership Network (VLN) – VLN successfully held events with record attendance in 2022. The network continues to partner with Lilly’s recruitment and retention teams to improve veteran representation at the company, and to raise awareness of the unique set of skills and value that veterans can bring to Lilly. This partnership includes supporting the Department of Defense SkillBridge Program to help participating service members transition from the military to civilian work. VLN hosted its annual Toys for Tots drive and multiple volunteer events to provide landscaping and other services to support homeless veterans. VLN also started a new group at Lilly’s Research Triangle Park campus and hosted its annual Army vs Navy game and tailgate event to increase VLN membership.

Women’s Initiative for Leading at Lilly (WILL) – WILL works to create advocacy for gender equity at Lilly by empowering women and men through training, networking and mentorship to elevate women’s voices and perspectives in the business. WILL has more than 4,500 employee members. WILL engages their community through external partnerships with Lean In, Girls Inc., Women of Color in Pharma, Healthcare Businesswomen’s Association and Integrating Women Leaders. This year, the community benefited from efforts such as:
- Men as Allies mentoring
- A refreshed career transition toolkit and coaches focused on helping women transition roles in today’s environment
- Greater connection with other ERGs while underscoring intersectionality
- Engagements in difficult conversations about external events that impact our employees to ensure voices are heard, benefits are understood and that the company understands the feelings of impacted employees
- Workshops on the realities of women in the workforce at Lilly’s signature DEI event, Level Up.

GIN WILL International – The Gender Inclusion Network-Women’s Initiative Leading at Lilly, known as GIN WILL International, sponsored a team of women across global hubs at the Integrating Women Leadership Conference that hosts speakers to share best practices on how to improve female representation in leadership. GIN WILL works to establish an international presence to focus on allyship through initiatives like the Strategic Mentorship Program. The ERG also launched a podcast series that featured different Lilly leaders and employees around the world sharing experiences and learnings on how they are navigating both personal and professional challenges.

Diversity-Driven Talent Acquisition

We believe cultivating diverse talent starts with the recruitment and hiring process and continues through the learning and development and advancement of people with wide-ranging backgrounds and experiences.

Lilly has a history of fostering diverse representation in our hiring practices with a focus on continuous improvement. In 2018, we began establishing aspirational goals for recruiting to strive for greater representation of women and minority groups throughout our workforce.

Recruiting aspirational goals are important to our overall recruiting strategy and progress. At the end of 2022, women comprised 51% of our global workforce. Maintaining our gains toward gender balance remains a key priority and we continue to focus on people development and retention.

Each year, we assess our aspirational recruiting goals for potential adjustments.

Our Approach to Diversity in Talent Acquisition and Hiring for Roles that are Posted Externally – Since 2018, we have sought to achieve and maintain diverse slates of candidates to ensure that leaders look beyond their own perspective and cast the widest net for the best talent. In addition, we require diverse interview teams for open positions. This way, panels include individuals who may value different skills and strengths, leading to a more robust candidate calibration discussion. We believe a diverse panel improves equity, minimizes group favoritism and reduces potential unconscious bias – and that candidates are more likely to accept an offer when they see diversity among leaders and interviewers. Hiring managers are instructed to evaluate candidates for each job based on their qualifications and experience and we do not tolerate any discrimination in hiring.

Campus Talent Acquisition – Our campus recruiting team helps establish the Lilly brand at each of our target universities. We build strong interpersonal relationships with university leaders, faculty, career services and student organizations – including veterans and disability offices on campus. Additionally, our team will focus on STEM functional areas, including planning a Divine 9 (Black fraternities and sororities) STEM recruiting event in 2023.

Traditional Targeted Recruitment – Targeted recruitment is the process by which organizations externally recruit and advertise opportunities to individuals with diverse backgrounds and experiences through various sourcing channels. We partner with national and local diversity conferences and a wide range of professional associations such as the National Society of Black Engineers (NSBE), the Society of Hispanic Professional Engineers (SHPE), INROADS, National Organization of Black Chemists and Chemical Engineers (NOBCChE) and National Black MBA Association (NBMBAA). This includes Hispanic Serving Institutions (HSIs) and Historically Black Colleges and Universities (HBCUs). (See Racial Justice Commitment for more on our work with HBCUs). We host recruiting and networking events with several newly formed groups such as Black Women in Science and Engineering (BWISE) and Black Women In Clinical Research (BWICR).

Non-Traditional Talent Acquisition: Diversity Sourcing – Our diversity sourcing efforts help us identify non-traditional recruitment opportunities to set Lilly apart from our competition. Our programs include the Summer Experience Program and Community Partners Interview Day to connect historically underserved diverse talent with Lilly opportunities, as early as high school. For certain roles, we are working to align better qualification criteria to the job, adjusting where appropriate to open opportunities for people who have certificates, are working on their bachelor’s degree or have relevant work experience. We also host Indianapolis community partner events to connect with local community organizations and key community leaders to help recruit diverse talent, which includes the Gregory S. Fehribach Center, a center that provides employment opportunities for Students with Disabilities. Additionally, we promote Lilly opportunities locally on Telemundo TV and Hispanic radio stations.

Additional student programs include:

Summer Experience Program – This program targets diverse students enrolled in college who are in their first or second year to give them an opportunity to leverage and build professional skills, develop a professional network and gain real-world experience.

Information and Digital Solutions High School Program – This program targets local, historically underrepresented minority youth to create real-world opportunities while exploring and developing their interest in information technology.

Corporate Intern Program – We provide opportunities for students seeking internships and full-time positions by actively recruiting at targeted colleges and universities across the country. We have opportunities for all levels of advanced education, including B.A., B.S., M.S., MBA and Ph.D. The corporate intern program brings in over 500 students each year.

Clinical Trial Diversity

Every time someone takes a medicine – even if it’s over the counter – they are benefitting from the results of a clinical trial, a scientific study where researchers apply rigorous testing to ensure that medicine’s safety and effectiveness.

Many factors impact how someone will respond to a treatment, including their genetic background, ethnicity, gender and lifestyle. Because illness, including cancer, doesn’t discriminate, diverse participants in clinical trials are critical to developing safe and effective medicines for everyone.

Unfortunately, minority populations have been historically underrepresented in clinical trials. Although minorities make up nearly 40% of the U.S. population, they constitute less than 20% of participants in the key clinical trials that lead to the approval of new medicines, according to a 2015 study.

Lilly has established clear, measurable goals to increase diversity in our trials to better understand how the medicines we develop work for the patients who will be taking them.

These goals include:

Working to enroll trial participants who match the composition of the patient population that might use the trial’s medicine
Designing clinical trials to include diverse populations
Intentionally selecting a diverse range of clinical investigators in underrepresented patient geographies
Increasing diverse representation through education, partnerships and collaboration.

Racial Justice Commitment

Lilly aims to create a workplace, community and broader society where people from historically marginalized communities can move beyond systemic barriers and thrive. Bringing our purpose to life, driving change and addressing inequities has always been a part of our fabric. After the murder of George Floyd, we felt compelled to use our influence to do even more.

In 2020, Lilly and the Lilly Foundation launched the Racial Justice Commitment to help decrease the burden of racial injustice and its effects on communities of color. As part of this effort, Lilly pledged 25,000 volunteer hours and the Lilly Foundation committed $25 million over five years. The Racial Justice Commitment aims to drive change across five areas:internal people development, health equity, social impact, diversity partners and family sustaining jobs.

Since launching the effort, we have made important progress:
Internal People Development

In October 2020, Lilly pledged to further increase the current representation of Black American employees from approximately 10% to 13% in our U.S. workforce to align more closely with U.S. demographics of the patients and communities we serve. This won’t happen overnight, and numbers may fluctuate in the short-term, but we continue to focus on measures toward achieving this goal.

Building on our robust recruitment pipeline with many Historically Black Colleges and Universities (HBCUs), we have expanded our outreach, establishing two new recruiting relationships with Morehouse School of Medicine and Charles R. Drew University of Medicine and Science. For the first time, we hosted an HBCU Day at Lilly Corporate Center in Indianapolis in Spring 2022. Students from six HBCUs, where Lilly has not been as active in recruiting in the past, participated. Lilly also launched the Propel in 2022, a development program, which will be offered two-three times per year, to connect Asian, Black, Latinx, and LGBTQ+ employees to Lilly's purpose and equip them with the tools they need to pursue their career goals.

Health Equity

In 2021, Lilly announced our commitment of $5 million over five years to Direct Relief’s Fund for Health Equity. Through this fund, U.S. health centers, free and charitable clinics, and other community-based organizations and educational institutions are offered the opportunity to apply for grants from Direct Relief of up to $250,000 annually. Direct Relief will make grants aimed at strengthening the capacity of recipient organizations to provide high-quality, culturally appropriate health care while focusing on social determinants of health for the underserved populations they serve.

In 2021, Lilly accelerated its efforts to improve diversity in its clinical trials, including for oncology and Alzheimer’s studies using a decentralized clinical trial approach. This includes efforts to incorporate diversity strategies in trial design across all therapeutic areas, engaging underrepresented patient communities and seeking feedback from investigators.

In 2021, Lilly announced the expansion of our support of the Diabetes Impact Project - Indianapolis Neighborhoods (DIP-IN), committing an additional $5 million to the project with the Richard M. Fairbanks School of Public Health at Indiana University and other community partners. The project was initially launched in 2018, with a $7 million commitment, with the goal to drive long-term improvements in diabetes diagnosis and care in three Indianapolis neighborhoods where residents are predominantly people of color.

Lilly sponsored and led a heath equity summit in 2021 – Equity in Health and Health Care – in partnership with Network for Excellence in Health Innovation (NEHI), Avalere Health and CEO Action for Racial Equity. This event brought together more than 250 thought leaders in health care and industry partners to identify major opportunities for collaboration in three integrated domains: digital health and connectivity, data-driven health care and health care access. The summit outlined specific priorities for action, documented in a whitepaper, Equity in Health and Health Care: A Roadmap to Collaborative Action, by Lilly, NEHI, and Avalere Health.

Social Impact

In 2020, Lilly committed 25,000 hours of volunteer service over five years to support organizations and efforts that aim to decrease the burden of racial injustice and its effects on communities of color. In 2022, Lilly employees helped complete that commitment, two years ahead of schedule, and have now provided more than 30,000 hours over the past three years.

Since 2020, the Lilly Foundation has awarded more than $15 million to combat racial injustice and inequity in Indianapolis. Funding to date has supported the Indianapolis Public Schools Foundation for education initiatives aimed at underserved students. Grants also supported the launch of the Indianapolis Urban League Entrepreneurship Center to assist minority entrepreneurs with developing, sustaining and growing small businesses in Central Indiana and surrounding counties; the Central Indiana Corporate Partnership Foundation to support the management of Business Equity for Indy; and to aid Ascend Indiana in implementing strategies to improve employment opportunities for communities of color.

Lilly committed more than $120 million to Black-led venture capital firms supporting Black, Latinx, women and LGBTQ+ startups. These commitments include an investment in Jumpstart Nova, a Black-owned venture capital firm that aims to invest exclusively in Black-founded and -led companies at the forefront of health care innovation. Additional commitments include funding to the Unseen Capital Health Fund, which focuses identifying, funding and support underrepresented founders of early-stage health care companies and those building solutions for marginalized communities, and Sixty8 Capital, an Indianapolis-based Black-owned venture capital firm.

Lilly continues to seek ways to support diverse banks, asset managers and organizations through its treasury operations, including using seven diverse brokers/dealers for a recent $4 billion debt issuance, and we are primarily working with Black-, Latinx- and veteran-owned asset managers for managing investments.

In 2022, Lilly committed $92.5 million to Purdue University over 10 years to fund pharmaceutical manufacturing scholarships for incoming undergraduate students, offering 75-100 talented students each year full tuition with a guaranteed internship or co-op at Lilly and a promise of coordinated interaction with company leaders. Priority access to the new Lilly Scholars program will be given to undergraduate students who are underrepresented in Purdue's student population, have overcome socioeconomic or educational disadvantages or are among the first generation in their family to attend college.

Diversity Partners

Lilly more than doubled our spend of $143 million in 2020 to $358 million in 2022 with Black suppliers and vendors and engaged partners like the U.S. Black Chambers, Indy Chambers and many other new Black Business Enterprises to support the advancement of underrepresented businesses. Lilly mentored Black suppliers through the Lilly Mentor Protégé program, participated in an “Elevate Black” matchmaking program with Black suppliers in conjunction with Diversity Alliance for Science. This increased spending with Black suppliers has an estimated $700 million impact on the Indianapolis community. Read about our additional progress on our supplier diversity efforts.

Family-Sustaining Jobs

Lilly joined OneTen, an organization that will combine the power of other committed American companies to upskill, hire and promote one million Black Americans, without a 4-year degree, over ten years into jobs that can sustain families, with opportunities for advancement. To progress our OneTen goals, we launched multiple apprenticeship programs under a broader initiative called Skills First, which aims to hire and upskill individuals without four-year degrees – a population that disproportionately consists of Black Americans and other historically underrepresented minorities. We have local partnerships for our Skills First recruiting efforts, including Ivy Tech, Martin University, Be Nimble, and the Indianapolis Urban League. Martin University is Indiana's only Predominantly Black Institution of Higher Education.

Lilly has launched multiple apprentice programs to build the skills necessary to pursue a career at Lilly:
- The Professional Apprenticeship Program provides individuals without a four-year college degree access to roles at Lilly that they may not have had through traditional recruiting means.
- The Technical Pathways Program is a recently developed apprenticeship program in partnership with TechPoint and New Apprenticeship. This program focuses on developing information technology skills through on-the-job training, mentorship, and coaching area various IT capabilities, from operations to data and beyond.
- Lilly also developed and launched the nationally registered Department of Labor Craft Apprenticeship Program, which will provide skill-based, on-the-job training for people while they earn a technical certification or associates degree at Ivy Tech Community College in Indiana. Lilly job roles that could be filled through students participating in this program include positions at our manufacturing sites such as maintenance mechanics, HVAC mechanics, instrument technicians and welders.

Together, nearly 90 people have participated in these programs, and we anticipate expanding the offerings to more people in the future.

Visit Lilly’s Racial Justice Commitment webpage for more information.

DEI Data

See our 2022 EEO-1 data.

2022 Data

Board Diversity

As of May 15, 2023, the company’s board composition includes five women and five minority group members on our 12-person board of directors.

U.S Workforce Ethnic Diversity

	2018	2019	2020	2021	2022
Minority Group Member (MGM) Employees^*	2018: 23%	2019: 27%	2020: 27%	2021: 28%	2022: 30%
Asians	2018: 9%	2019: 10%	2020: 10%	2021: 11%	2022: 11%
Black/African Americans	2018: 8%	2019: 10%	2020: 10%	2021: 9%	2022: 10%
Latinx	2018: 4%	2019: 5%	2020: 5%	2021: 5%	2022: 6%
Other	2018: 2%	2019: 2%	2020: 2%	2021: 3%	2022: 3%

*Numbers may not add due to rounding.

Minority Group Members in Management Positions (U.S.)

	2018	2019	2020	2021	2022
Minority Group Members in Management Positions (U.S.)	2018: 19%	2019: 22%	2020: 22%	2021: 24%	2022: 24%

Gender Diversity at Lilly

	2018	2019	2020	2021	2022
Women on Board	2018: 36%	2019: 31%	2020: 31%	2021: 31%	2022: 38%
Women on EC Team	2018: 43%	2019: 43%	2020: 43%	2021: 33%	2022: 33%
Women in Management (all M levels)	2018: 42%	2019: 45%	2020: 46%	2021: 48%	2022: 49%
Women in Global Workforce	2018: 48%	2019: 50%	2020: 50%	2021: 51%	2022: 51%
Women in U.S. Workforce	2018: 49%	2019: 50%	2020: 50%	2021: 50%	2022: 50%