Talent Acquisition and Development
Building a diverse, global workforce
Attracting, retaining and developing talent with a shared passion for discovery enables our mission and advances our Science for Goodness commitment.
We continue our ongoing commitment to build a workforce and leadership team of diverse talent and perspectives, reflecting both our communities and customers. We’re building on success in achieving diverse leadership in gender representation globally, as well as ethnic minority representation in the United States, at Vice President and above levels.
Ensuring DE&I representation and recruitment
Several tools and processes were implemented to enable critical DE&I recruitment goals. Key insights enabled identification of areas of immediate focus, including engaging diverse recruitment firms and implementing a job posting analysis tool to address potential biased language in posts.
Career development and talent strategy
We launched a global career framework to support our talent strategy, further our growth and transformation, and support associates in discovering opportunities to learn, grow and achieve their career goals. A key aspect of this framework is providing visibility into jobs, levels and career opportunities across the organization to help associates understand how they fit within the broader organization.
Formal mentorship program launched
Responding to requests from our ACTs, we launched the ACT Mentorship Program as a means for associates to learn new skills, build professional networks and find opportunities for growth and advancement. Virtual training sessions, mentor/mentee signed agreements and other resource tools ensured productive mentorships.
Our global recognition program, IMPACT, is a way for any associate at any level to recognize one another’s contribution by sending an immediate, online “thank you” directly to the associate creating IMPACT by their actions. In 2021, there were 39,452 recognition moments sent to associates.
The commitment to actively listen and cultivate the open dialogue established in our annual associate engagement survey inspired use of a new, more frequent tactic for seeking associate feedback and enacting culture strategy implementation at an equal pace. Deployed throughout the year, confidential People Pulse Surveys provide real-time opportunities for associates to provide feedback and offer ideas and suggestions to shape the future of Avantor’s culture and workplace.