At Catalent, we share a common goal: to put patients first and help people around the world live better and healthier lives. To do so, we need a strong team.
That’s why we are committed to embracing diversity and fostering a culture of belonging and inclusion where every Catalent employee has a place— and a voice.
Diversity and inclusion (D&I) are hallmarks of our culture and are critical to attracting, inspiring, developing, and retaining the best and most diverse talent. With nearly 18,000 employees globally, all team members contribute to better serving our patients and customers. We strive to energize our people and the organization so that we all can do our best work.
Catalent Diversity & Inclusion Statement
At Catalent, we cultivate a workplace that respects and welcomes all people; celebrates the uniqueness of backgrounds and experiences of our workforce; encourages all employees to bring their true, authentic selves to work; and leverages our diversity to drive innovation, inclusion, and excellence in every aspect of our business.
- We value the innovation generated by a diversity of thought, experience and perspective.
- We believe in equality of opportunity free from discrimination.
- We believe in hiring and promoting qualified candidates who align with our values.
- We believe in employee development at all levels of the organization.
- We believe in the power of belonging as an integral component of our culture that helps us achieve excellence.
- We recognize that excellence can only be achieved when employees are able to bring their whole selves to work and are recognized and celebrated for their unique contributions.
- We believe in a culture of respect and inspiration, where we recognize that our employees are essential to our success.
- Our commitment to inclusion across race, gender, age, religion, identity, disability, education, and experience drives us forward every day.
Our Four Areas of D&I Action
We are committed to being diligent in identifying and acknowledging our gaps, and taking action to address them. To drive progress within our Company, we’re maniacally focused on four strategic initiatives:
1. Strengthening our culture of inclusion
Cultivating a sense of belonging and inclusion is a priority at Catalent. We actively cultivate a culture that welcomes, develops and celebrates diverse people and perspectives. Click here to learn about how our employee resource groups (ERGs) are working with us to become an even more welcoming workplace, where communities and allies can come together to discuss important issues and ERGs meet with senior leadership to discuss how to keep improving our inclusive culture.
In fiscal 2021 we saw regional activities focused on specific events such as D&I Month in the U.K., International Women’s History Month in March, and Juneteenth in the U.S.
2. Developing inclusive leaders
At Catalent, we equip our leaders with the skills and knowledge they need to support our D&I efforts and our rapidly evolving workforce.
In fiscal 2021, our Senior Leadership Team set goals and objectives to support closing diversity gaps on their teams through our diverse candidate slate policy and enhanced recruitment partnerships and processes. Learn more about our open roles here.
We continually assess progress through quarterly talent reviews and our performance management process.
3. Accelerating talent acquisition and development strategies to increase diversity
At Catalent, we understand that improving our recruitment and development processes offer big opportunities to address diversity gaps.
In fiscal 2021, we developed a new partnership with Hirepurpose, as we are increasing our focus on hiring U.S. veterans. As part of this work, our CEO participated in an unconscious bias workshop alongside other companies wanting to amplify investment in the veteran community.
4. Activating a data-driven strategy
More comprehensive data helps us to better know and serve our people, and promotes accountability. In addition to data being used to drive a more diverse workforce at our sites and in our corporate functions, we are using data gathered through employee self-identification and third-party inclusive workplace assessments to implement improvements that build a more inclusive culture. We recognize we have gaps and are taking action to close them.
Key performance highlights for fiscal 2021 include:
- Women held 44% of global manager roles and 37% of total roles in our global leadership teams, compared to 38% of all roles at manager level or above in fiscal 2020
- Women held 48% of global technical roles across all levels, compared to 43% in fiscal 2020
- The ethnic diversity of our global leadership team increased
Fiscal 2021 Corporate Responsibility Report
To learn more about progress against our D&I strategy, please review our Fiscal 2021 Corporate Responsibility Report.
There is still work to be done. In 2022, we will continue to track progress in our four D&I areas by:
- Implementing inclusive leadership and unconscious bias training alongside site D&I action plans across the network
- Expanding our external partnerships and diverse talent relationships. We will also explore how best to align our signature talent pipeline programs—Global Organization Leadership Development and Next Generation Global Leaders—with our goals to cultivate the diverse talent of the future.
- Launching a self-identification campaign to better understand how our employees identify themselves across a range of demographic aspects.
- Participating in workplace assessments that will help inform our work to create a more inclusive culture, including: EDGE (gender), the Human Rights Campaign Corporate Equality Index (CEI) (LGBTQ+), and the Diversity:IN Disability Equality Index (DEI) (People with Disabilities).