Novartis

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At Novartis, we’re striving to build an inclusive workplace that empowers all our people to achieve their full potential.

In 2018, we made a public pledge with the United Nations’ Equal Pay International Coalition (EPIC) to help close the overall gender pay gap. To sustain our progress, we renewed our EPIC pledge in 2023 to remain committed to maintain gender balance in management* (to ensure equal opportunities for both men and women in advancing to management roles), review our human resource practices beyond base pay to eliminate any further potential sources of bias from the system and make the requirements of the new EU Pay Transparency Directive our global minimum standard for internal pay equity (i.e. ensuring non-discrimination in pay by compensating employees fairly for similar jobs based solely on job-related factors) and pay transparency reporting.

As a further step toward improving the gender pay gap, in 2019, we launched a gender neutral parental leave guideline of minimum 14 weeks for all parents at Novartis worldwide, offering the same opportunity for birthing and non-birthing parents to take time off.

We also continue to expand our flexible work models to provide greater choice and flexibility to manage work around family and other personal commitments, so that all of our people can achieve their personal and professional goals.

If you want to know more, please visit our website.

*Due to the changing policy and legal landscape, the United States will no longer participate in the gender balance in management aspect of our EPIC pledge, but the US will continue to participate in all other facets of EPIC, with the goal of ensuring all our employees are compensated fairly based solely on job-related factors, without regard to any protected or personal characteristics unrelated to the job, consistent with applicable law.