Leading with
our Valueof Inclusion:
Driving equitable advancement
and outcomes for all
2021 Global Inclusion & Diversity Report
September, 2022

Table of contents
3  	A Letter from Giovanni Caforio, MD,
Board Chair and Chief Executive Officer
4  	A Letter from Pamela Fisher,
Chief Inclusion & Diversity Officer
6  	About Bristol Myers Squibb (BMS)
10  	Our Path Forward: Inclusion & Diversity
strengthen the I.D. and foundation of BMS
13  	Patients and Communities: Addressing unmet
needs through innovation and inclusion
22  	Colleagues: Harnessing the power of a globally
diverse workforce through inclusion and belonging
38  	Business and Industry: Driving equitableadvancement and outcomes for all
44  	The Journey Continues
Leading with our Value of Inclusion: Driving equitable advancement and outcomes for all

2

A Letter from Giovanni Caforio, MD,
Board Chair and Chief Executive Officer
Bristol Myers Squibb (BMS) is a science-based
company, but first and foremost, we are acommunity of compassionate professionals
devoted to helping improve the health ofpatients. We have an unwavering commitment
to transforming patients’ lives through science ineverything we do.
We do our best work because we have created an
inclusive and diverse environment that ensures
our more than 32,000 global employees can betheir authentic selves at work. We know thatthrough inclusion and diversity, we strengthen
the foundation of BMS and unleash our collective
ability to realize the promise and power of science
for all.
Giovanni Caforio, MD
Board Chair and Chief Executive Officer

While this report amplifies our progress in 2021,
it also serves as a means to hold ourselves
accountable. We are accelerating our efforts todrive scientific innovation to meet the evolving
needs of patients worldwide and drive sustainablebusiness performance.
The need for the development of innovative
treatments for serious diseases has never been
greater. That urgency is a big part of why weare unrelenting in our pursuit to narrow healthdisparities. We are acutely aware of the role thataccess to our medicines can play in improving the
lives of patients and their families, which is why weare doing all we can to ensure greater health equity.
Our focus on inclusion and diversity is at the very
heart of who we are as a company. The importanceof this mission is reflected in our bold Inclusion& Diversity and Health Equity Commitments, aswell as my decision to elevate the role of Chief
Inclusion & Diversity Officer to my leadership teamto strengthen the alignment with our businessand growth strategy and drive more equitable andsustainable health outcomes around the world.

“We do our best work because
we have created an inclusiveand diverse environment that
ensures that our more than
32,000 global employees can betheir authentic selves at work.”
Giovanni Caforio, MD
Board Chair and Chief Executive Officer

I am confident we will continue to grow andchallenge ourselves to address and deliver on theunmet needs of patients and communities aroundthe world. They deserve our very best, which is why
we won’t rest until true health equity is a reality.

Giovanni Caforio, MD
Board Chair and Chief Executive Officer

Leading with our Value of Inclusion: Driving equitable advancement and outcomes for all

3

A Letter from Pamela Fisher,
Chief Inclusion & Diversity Officer“Who are you working for?” This question has
served as a unifying call to action for us at BMS,a reminder as we continuously strive to inclusively
discover, develop and deliver innovative medicines
to transform patients’ lives through our science.
This question connects colleagues to our vision
and aligns to one of the company’s core Values:
Inclusion. We embrace diversity and foster anenvironment where we can all work together at
our full potential to fuel innovation and growth
and address the unmet needs of our patients andcommunities globally.

Pamela Fisher
Chief Inclusion & Diversity Officer

Since joining the company last year, I havebeen humbled by the authenticity, kindness anddedication of our colleagues from around the world
and their passion to collaborate and engage inopportunities to build upon our strong Inclusion &Diversity (I&D) foundation. We have aligned arounda comprehensive, cohesive enterprise-wide Global
Inclusion & Diversity (GI&D) strategy that leads
with our Value of Inclusion and strengthens thehuman connection we bring to our work every day

to spark scientific breakthroughs for our patientsand communities, for colleagues and for businessand industry.
Our strategy is built upon the belief that inclusionand diversity drive equitable advancement andoutcomes for all. It unleashes the power thathumanity brings to our science. This report brings
our refreshed strategy to life through patient
stories, the collective efforts of colleagues aroundthe world and through sustainable long-term
investments to address health disparities inunderserved communities. It also helps keep us
humble, accountable and on the right path toensure continued growth.
We are proud of the progress we have madeon our 2025 Inclusion & Diversity and Health
Equity Commitments. We invite you to view ouraccomplishments in employee diversity, healthequity, supplier diversity, clinical trial diversity
and employee giving on the following page andthroughout our 2021 Global Inclusion & Diversity

Report. These findings set the new standard for
BMS and dictate how we operate as a company
and how we can improve to ensure we’re holding
ourselves to the highest of standards in the evolving
healthcare landscape.
We are thrilled to share our Inclusion, Diversity, &Health Equity journey with you, and look forward
to engaging all of our stakeholders to continue
advancing our strong I&D foundation and businesspriorities. Together, we can drive equitableadvancement and outcomes for all.

Best wishes,
Pamela Fisher
Chief Inclusion & Diversity Officer

Leading with our Value of Inclusion: Driving equitable advancement and outcomes for all4

Bristol Myers Squibb & the Bristol Myers Squibb Foundation:
Inclusion & Diversity impact by the numbers
Globalexecutive*
gender parity

U.S. executive*
representation by
race/ethnicity

Diversity in clinical trials:
Bringing clinical trials
to diverse communities

Supplier
diversity
spending

Bristol Myers Squibb
Foundation Diversity in
Clinical Trials Award Program

45.5%

4.5%

54%

$899M

52

45%

73%

of global executives were
women in 2021 vs. 42.6%
in 2020of U.S. executives wereBlack/African American in
2021 vs. 2.4% in 2020

7.2%

of U.S. executives wereLatino/Hispanic in 2021
vs. 4.2% in 2020

17.7%

of U.S. executives were Asian
American in 2021 vs. 16.7%
in 2020*Vice President or higher*Vice President or higherof U.S. clinical trial sites
were located in highly diverse
communities in 2021

Addressing
health disparities
in the U.S.

$27.9M

across 107 grants wasawarded to support thehealth disparity efforts of
non-profit organizations andexternal partners in 2021

in spending with diverse
businesses in 2021 vs.
$695M in 2020

growth in supplier diversity
spending between 2019and 2021

scholars selected through the Bristol
Myers Squibb Foundation’s Robert
A. Winn Diversity in Clinical Trials
Award Programof Robert A. Winn Diversity in Clinical
Trial scholars come from groups
underrepresented in medicine

Bristol Myers Squibb
Foundation Employee
Giving Program$802K

awarded to social justice organizations(September 2020 – December 2021)*Bristol Myers Squibb donates to the Bristol Myers Squibb Foundation, an
independent charitable organization.

Leading with our Value of Inclusion: Driving equitable advancement and outcomes for all5

About Bristol Myers Squibb
Our areas of focus
Innovative science is our passion. Transformational
medicines are our goal. BMS is committed
to discovering, developing, and deliveringtransformational medicines in areas where
we believe we have opportunities to make ameaningful difference for patients: oncology,
hematology, immunology, cardiovascular,
and fibrosis.
Oncology: We have pioneered breakthroughmedicines that have helped change survival
expectations for patients with solid tumor cancers.
Through our decades of focus in oncology, we haveled a revolutionary change in the treatment of
more than 10 cancers.
Hematology: We’re advancing blood cancer
treatments with transformational potential
and building on the life-changing medicines wehave brought forward that now represent thefoundations of care.
Immunology: Fueled by our passion to help
patients and driven by our deep understanding of
the immune system that spans over 20 years ofexperience, BMS continues to pursue pathbreaking
science to deliver meaningful solutions that address
unmet needs in rheumatology, gastroenterology,
dermatology, and neurology.

Cardiovascular: Our deep and long-standing
commitment to cardiovascular disease began
more than 60 years ago. Today, we are evaluating
multiple novel agents to address the needs ofpatients with serious cardiovascular conditions.
Fibrosis: We are researching medicines that havethe potential to halt or reverse the progressionof fibrosis, the buildup of excessive scar tissue
that impairs normal organ function. By exploring
new anti-fibrotic therapeutic mechanisms, weare hoping to advance the next wave of fibrosis
medicines to patients with the goal of improving
or restoring organ function.

Our vision to transform patients’ lives
inspires us every day. We are pursuing 50+
compounds in development and studying
over 40 disease areas. We are committed
to the complex, time-consuming processof discovering and testing novel drug
compounds because they bring new hope.

Continued pipeline progress$11.4binvested in researchand development

11

positive Phase 3
clinical trial readouts

7high potential mid- tolate-stage assets

50+

early-stage
assets8

approvals across
New Product
Portfolio in the U.S.,
EU and Japan• 2 new celltherapies:
Abecma®
(idecabtagene
vicleucel) andBreyanzi®
(lisocabtagene
maraleucel)• New oral medicine
for ulcerative
colitis Zeposia®
(ozanimod)

FDA acceptedsubmissions for 3
next-generation
assets for*:• Relatlimab plus
nivolumab fixed
dose combination
for metastaticmelanoma• Mavacamten
for obstructive
hypertrophic
cardiomyopathy(HCM)• Deucravacitinib formoderate to severeplaque psoriasis

Strong revenue
growth acrossportfolio

17%

Eliquis® (apixaban)
year-over-year growth8%

Opdivo® (nivolumab)
year-over-year growth20%

Yervoy® (ipilimumab)
year-over-year growth16

new Opdivo approvals*FDA submission details based on
2021 regulatory status

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Our Board of Directors
Elected annually by our shareholders, the Board of Directors is responsible forestablishing broad corporate policies and for the overall performance of our company.
Directors evaluate the performance of certain executives who are responsible for the
day-to-day operation of the company. In 2021, the Board reviewed our I&D and Health
Equity progress to drive our business forward.
The following data reflects our Board of Directors’ composition as of December 2021.

Giovanni Caforio, MD
Board Chair and Chief Executive Officer

Peter J. Arduini
President and Chief Executive
Officer of GE Healthcare

Deepak L. Bhatt, MD, MPH
Executive Director of Interventional
Cardiovascular Programs Professor,
Harvard Medical School*

Julia A. Haller, MD
Ophthalmologist-In-Chief,Wills Eye Hospital

Manuel Hidalgo Medina, MD, PhD
Chief, Division of Hematology andMedical Oncology, Weill Cornell
Medicine and New York-Presbyterian/
Weill Cornell Medical Center

Paula A. Price
Former Executive Vice President andChief Financial Officer, Macy’s, Inc.

Derica W. Rice
Former Executive Vice President,
CVS Health and President, Pharmacy
Benefits Business, CVS Caremark

Theodore R. Samuels
Lead Independent Director andRetired President of Capital
Guardian Trust Company

2021 board composition
2020
White
Asian American
Latino/Hispanic
Black/African American
Native Hawaiian or
Other Paciﬁc Islander
Two or more races
American Indian or
Alaska Native

2021

14.3%

10% Latino/Hispanic

Asian American

by Race/Ethnicity

20%

14.3%

by Race/Ethnicity

Black/African
American

n=14

n=10

71.4%

70%

White

White

2020

2021

35.7%

by Gender
n=14

FemaleMale

Black/African
AmericanFemale40%

by Gender

Femalen=10*New Board Director appointed in 2022

Gerald L. Storch
Chief Executive Officer, Storch Advisors

Karen H. Vousden, PhD
Senior Group Leader, The Francis
Crick Institute and Chief Scientist,
Cancer Research UK

Phyllis R. Yale
Advisory Partner, Bain & Company

Leading with our Value of Inclusion: Driving equitable advancement and outcomes for all7

Our Leadership TeamWe are guided by a leadership team that brings a rich and diverse set of global
experiences to navigate an evolving and fast-paced global healthcare landscape. The
team is held accountable for delivering on our I&D and Health Equity commitments
to our patients and communities, our colleagues, and to our business and industry.
Ultimately, our success will be measured by the difference we can make in the livesof patients.

2020	White	Asian American
Latino/Hispanic	Black/African American	Native Hawaiian or
Other Pacific Islander	Two or more races	American Indian or
Alaska Native

Giovanni Caforio, MD
Board Chair and Chief
Executive Officer

Chris Boerner, PhD
Executive Vice President, Chief
Commercialization Officer

David Elkins
Executive Vice President andChief Financial Officer

Pamela Fisher
Chief Inclusion &Diversity Officer

Cari Gallman
Chief Compliance andEthics Officer

Samit Hirawat, MD.
Executive Vice President,
Chief Medical Officer, Global
Drug Development

Sandra Leung
Executive Vice President,
General Counsel

Greg Meyers
Executive Vice President, Chief
Digital & Technology Officer*

Elizabeth A. Mily
Executive Vice President,
Strategy & Business
Development

Ann M. Powell
Executive Vice President,
Chief Human Resources OfficeKarin Shanahan
Executive Vice President,
GLOBAL ProductDevelopment & Supply*

Catalina Vargas
Chief of Staff to theChief Executive Office

Rupert Vessey, MA, BM,
BCh, FRCP, DPhil
Executive Vice President
and President, Researchand Early Development

Estelle Vester-Blokland, MD
Senior Vice President,
Global Medical Affairs

Michelle Weese
Executive Vice President,
Corporate Affairs

2021
25%

30.8%

Asian American

Asian American

by Race/Ethnicity

50%

White

n=13

by Race/Ethnicity
n=12

16.7%

Black/African
American

69.2%
White

8.3%

Latino/Hispanic

2020

2021
28.6%

Female	Female
Maleby Gender

by Gender

n=14

n=13

61.5%

Female*New LT member appointed in 2022

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Our Global Inclusion& Diversity Council
Chaired by the Chief Executive Officer, the Global Inclusion & Diversity Council (GIDC)
provides strategic direction, best practice sharing and accountability at the enterpriseand business unit/functional level to advance BMS’ I&D and Health Equity priorities anddeliver meaningful outcomes.

2020	White	Asian American
Latino/Hispanic	Black/African American	Native Hawaiian or
Other Pacific Islander	Two or more races	American Indian or
Alaska Native

2021

Ann M. Powell
Executive Vice President,
Chief Human Resources Office

Pamela Fisher
Chief Inclusion &Diversity Officer

Ester Banque
SVP GM of US Hematology,
Worldwide Commercial

John Damonti
President, Bristol Myers
Squibb Foundation; VP
Corporate Philanthropy

Amadou Diarra
SVP, Global Policy, Advocacy
and Government Affairs,
Corporate Affairs

Kimberly Jablonski
VP Corporate Governanceand Securities Law, Employee
Benefits & Corporate
Secretary, Corporate Legal

Sydney Klein
SVP, Chief Information
Security Officer & Headof IT Core Services,
Information Technology

Rao Mantri
SVP, Product Development
Global ProductDevelopment & Supply*

Farryn Melton
SVP, Chief Procurement Officer,
Global Business Operations

Kathryn Owen
SVP, Global Development
Operations, Global
Drug Development

12.5% Latino/Hispanic

20% Latino/Hispanic

12.5%

by Race/Ethnicity

by Race/Ethnicity

n=10

n=8

80%

Black/African
American

75%

White

White
Race/Ethnicity was not identified
for three council members

Race/Ethnicity was not identified
for two council members

2020

	Female
Male

Giovanni Caforio, MD
Board Chair and Chief
Executive Officer

2021

by Gender

by Gender

n=13

n=10

69.2%

Female70%

Female*New GIDC member appointed in 2022

Leading with our Value of Inclusion: Driving equitable advancement and outcomes for all

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01

Our Path Forward: Inclusion& Diversity strengthen the I.D.
and foundation of BMS
We are guided by a single vision — transforming patients’
lives through science and are aligned to one of ourcompany’s six core values: Inclusion. To fully realize
this vision, we have relied on the strength of our richhistory and long-standing commitment to inclusion anddiversity to ensure that we can drive meaningful impact
and outcomes for our patients and communities, ourcolleagues, and our business and industry. Our evolved
Global Inclusion & Diversity strategy and priorities are thefirst steps on that path forward.

Argentina
Leading with our Value of Inclusion: Driving equitable advancement and outcomes for all

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Our Values

INCLUSIONACCOUNTABILITY

We embrace diversity and foster anenvironment where we can all work
together at our full potential

We all own Bristol Myers Squibb’s
success and strive to be transparent
and deliver on our commitments

INTEGRITYINNOVATION

We demonstrate ethics, integrityand quality in everything we do forpatients, customers and colleagues

We pursue disruptive and bold
solutions for patients

URGENCYPASSION

We move together with speed andquality because patients are waiting

Our dedication to learning andexcellence helps us to deliver
exceptional results

Leading with our Value of Inclusion: Driving equitable advancement and outcomes for all

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We lead with our
Value of Inclusion
Our Global Inclusion & Diversity
strategy has three pillars focused on
critically important stakeholders.

Patients and Communities

Colleagues

Business and Industry

Drive innovation & growth to address theunmet needs of our increasingly diverse
patients and communities around the world.

Lead with our Value of Inclusion to advancea workplace where our colleagues feel they
belong, and their unique perspectives arevalued and rewarded, while building a global
workforce that reflects the diverse cultures,backgrounds and experiences of our patientsand communities globally.

Reimagine and transform business andindustry practices, processes and policies
to achieve equitable advancement andoutcomes for all.

We relentlessly invest in and drive innovationand growth to better understand and serve
the unmet and evolving needs of our patientsand communities around the world. We
know that we must care comprehensively
for our patients and communities byaddressing the social determinants of healthas well as health disparities. We continue todrive this effort through our health equity
commitments — clinical trial diversity, global
public health, and supplier diversity.

We rely on our inclusive culture to engage
and harness the collective power of ourcolleagues around the world. We continue tostrengthen inclusive leadership competencies
across levels, businesses and markets to
attract, develop and retain a globally diverse
workforce, and drive greater transparency andstronger accountability for people leaders.

We continue to challenge ourselves andour industry to lead boldly to transform ourbusiness practices and drive sustainable,
systemic change.

Leading with Our Value of Inclusion: Driving Equitable Advancement and Outcomes for All

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02

Patients and Communities
Inclusion and Diversity strengthen the I.D. of BMS to drive
scientific innovation and serve the unmet and evolving
needs of our patients and communities, globally.

China
Leading with our Value of Inclusion: Driving equitable advancement and outcomes for all

13

The evolving patient landscape heightens ourneed to shape a future led by inclusion for all“As a science-driven company, we know it is through diversity ofthought and experience that we are able to discover, develop anddeliver innovative medicines that help patients prevail over serious
diseases. Patients have greater trust in our medicines when they
feel their own communities are reflected in the people responsiblefor developing these lifesaving therapies. It is our privilege to serve
any patient that needs our help, regardless of who they are or
where they’re located.”
Samit Hirawat, MD
Executive Vice President, Chief Medical Officer, Global Drug Development
BMS is leveraging our Inclusion & Diversity priorities
to unleash our collective ability to drive equitableadvancement and outcomes for all. We are driven
by our concern for the growing disparity in thetreatment of diseases around the world. We knowthat social determinants of health — including
social, economic and environmental factors —contribute to health inequities.
As one of the world’s largest healthcare companies,
we have a responsibility to address health inequities
and we aim to care comprehensively for our patientsand communities. We are addressing the diversityof our clinical trials and collaborating with partners
across the healthcare landscape with our sharedcommitment to drive differentiated education andeconomic development outcomes across our global
communities. We recognize the important role wecan play in leading systemic change.
“The road to a health-for-all economy starts withplacing value on the right actions. Only then can
we focus on carrying out actions that have theright values.”
World Health Organization Council on the
Economics of Health for All1

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Disparities in disease burden and inequities in access to high-quality healthcare drive BMS’s
commitment to meeting the unmet needs of our patients and communities, globally.
Cancer33%

of new cancer cases reported
in Eastern Asia249%

of new cancer deaths
reported in Eastern andCentral Asia2

61.7%

Five-year relative survival
rates for blood cancer cases
are lowest for Asian/PacificIslanders at 61.7%3

Heart disease+30%

Higher likelihood of deathfrom heart disease among
Black/African Americans thannon-Hispanic Whites7

2x

Latino/Hispanics are almost 2x as
likely to have and die from livercancer than non-Hispanic Whites4

60%

Asian American men have 60%
higher liver cancer death rate vs.
non-Hispanic White men5

50K

new cancer cases are reported
to the Veterans Administration
every year6

Rheumatoid
arthritis75%

of rheumatoid arthritis patientsare women — often beginningapproaching their 40s8

Multiple sclerosis

3x

Multiple sclerosis is at least
3x higher in women thanmen9

People withdisabilities

4x

People with disabilities reportbeing 4x more likely to betreated poorly in the healthcare system. They reportexperiences of prejudice,stigma and discriminationby health service providers
and other staff at healthfacilities as compared to
non-disabled.10

LGBTQ+LGBTQ+ people

Frequently avoid

seeking health care due to concerns about stigma.11

Proficiency in health literacy

Only 12%Global Disease
Burden23%of the global disease burden
is in Sub-Saharan Africa, yet
it accounts for 16% of theworld population13of adult Americans have proficient health literacy12“Technology and digital capabilities will catalyze our ways ofworking — from how we develop medicines, improve patient
experience and run our core business operations. Now more thanever, technological advancements in fields like artificial intelligenceand machine learning will help us conduct clinical trials morecommensurate with our population and develop and deliver
innovative medicines that help patients prevail over serious diseases.”
Greg Meyers
Executive Vice President, Chief Digital & Technology Officer

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Gaining ground in how we educate patients, recruit forclinical trials and improve access to equitable care
To ensure the efficacy and safety of our medicines,
we need to authentically engage our patients andcommunities in the discovery, development anddelivery processes. BMS has been focused on a
global effort to increase diversity in clinical trials
for nearly a decade. This fueled our commitment
in 2020 to invest $150 million over five years toaccelerate I&D and Health Equity. Because of
the company’s leadership in this space, we wereable to build on our many years of experience toexpand our clinical trial diversity commitment,
which accelerated our existing efforts to include
identifying and activating clinical trial researchsites in racially and ethnically diverse cities acrossthe U.S. This focus has also shifted how we conductclinical trials with an eye toward making them moreaccessible, diverse and inclusive — both in terms of
the investigators conducting trials and the patients
who enroll in them. We are proud to share that
54% of U.S. clinical trial sites were located in highly
diverse communities in 2021.
In addition, since 2020, BMS has worked closelywith patient advocates through an initiative called
Patient Expert Engagement Resource, or PEER, tomore formally embed and amplify the voice of thepatient at every stage, from drug discovery anddevelopment through product commercialization.
Through PEER, we engage patient advocates toprovide input into clinical trial design – including
exclusion inclusion/criteria for participation andthe selection of study sites – as well as ensure they
are consulted on all pivotal trial protocols prior tointernal sign-off.
“As someone who works to improve access totreatment for people with cancer, I’m often
distraught by the disparity between those whohave private insurance and those on public
assistance in Argentina. In Argentina, 40% of
patients are treated in public institutions, yet
few have access to innovative medicines. My
colleagues and I began working with local
hospitals and academic institutions to simplify
and standardize their processes to ensure all
patients received access to medicine, regardlessof their income.”“Global Medical Affairs plays a critical role in engaging the
medical community and implementing our science into clinicalpractice. Having the opportunity to interact with the greatercommunity has opened my eyes to some of the inequities faced inunderrepresented communities and energized me to pursue new
ways of thinking that help best serve our patients, who rely on ourlife-saving medicines.”
Estelle Vester-Blokland, MD
Senior Vice President
Global Medical Affairs

Cecilia Dantuono
Regional Clinical Operations
BMS Americas Region, Argentina

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The reality of not seeing my future and my kids’ future was real for me
Meet Latina, a BMS patient, nurse and cancer survivor.
Since my childhood, I always felt I was going to bestrong woman. I think that attitude helped me getwhere I am and become the nurse I am today. At
the time of my cancer diagnosis, I felt like I was indenial. I was told that if I had been diagnosed 10
years earlier, I may have had only five years left.
When I shared my diagnosis with my husband, he
was a source of strength and I knew I was ready tofight. After starting a new BMS treatment, I began
to see positive results. As my cancer got better, myperception changed. As a survivor I’m grateful not
only for myself and my family, but that I was able
to continue doing what I love. Because of BMS andmy successful treatment, I’m able to do what I’m
passionate about and that’s helping people.
Watch Latina tell her story.

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BMS’s diverse supplier commitment aligns withbroader I&D and Health Equity goals“Diversity in suppliers promotes innovation, champions job creationand has a companywide impact. That’s why we’ve nurtured
relationships with key vendors to achieve our goal of creating abase of partners that reflects the rich diversity and demographics
of our patient population.”

Diverse supplier spend

In 2021, we reached $899 million in
spend with diverse suppliers (target
spend $780 million), a 29% increaseover FY 2020 ($695 million) and 45%
increase since 2019 ($619 million).

1000
$899M

800
$695M

David Elkins
Executive Vice President and Chief Financial Officer

Our supplier diversity initiative is a global
through mentoring and by providing scholarships
imperative with partnerships in the U.S., Latin
to supplier development programs.
America, Europe and Asia. Through collaborations
We also leveraged supplier diversity to support
with diverse-owned suppliers and businesses, wethe communities where we live and work
continue to drive cutting-edge, innovative products
and services that benefit patients and communities, through our Power2Impact programs. Since
2016 we have implemented over 20 successful
while helping our business partners thrive throughcommunity outreach engagements to support
the creation of jobs and other positive impacts.
local communities. The impact of this work is
For BMS, supplier diversity provides “next generation” demonstrated through initiatives such as Hopeinnovation and competitive advantage across the
4 The Holidays — a distribution of food boxes,
business value chain while enabling our ability towarmer kits and blankets to over 16,000 individuals
care for, support and address the economic gaps — across Atlanta, Phoenix and Trenton; co-sponsoringa social determinant of health outcomes — that
outreach for LGBTQ and battered women in theexist across diverse communities. Our goal is to
Florida region and providing access to healthcare
develop and build the capacity of these businesses
resources and sponsoring Planet Mogul’s

29% increase

Target
spend
$780M

600

distribution of 1,000 STEM books across U.S.
schools in collaboration with the Women’s BusinessEnterprise National Council (WBENC).
Our supplier diversity procurement initiatives are
truly integrated into the business and are a sharedobjective across our enterprise. BMS’s supplier
diversity program is centered around an ethos of‘partnering with purpose.’ The organization exists
to champion economic empowerment, wealthcreation and job creation in the community, while
fostering inclusive innovation and a supply chainthat reflects the company’s values, its patientsand the world. Through meaningful partnerships,
the program continues to make a transformative
impact while building trust and instituting change.

400

200

0
2020

2021

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BMS’s diverse supplier commitment aligns withbroader I&D and Health Equity goals (continued)
Spend by diverse subgroups

Case study: Diverse teams andperspectives advance inclusive
cultures and business outcomes

Supplier count by diverse subgroups

1000

1000
$899M

800

To demonstrate our commitment to ensuring a culture of inclusion
and belonging, a diverse team of BMS colleagues along with
Integrated Facilities Management partner Jones Lang LaSalle, led acollaborative sourcing effort to harmonize the food services program
across the BMS network. The team selected SodexoMagic, a minorityowned business enterprise (MBE), to be the food and service provider
at 17 BMS sites in the U.S.

800
651
$604M

600

600

SodexoMagic, which sits within the portfolio of business icon andretired basketball superstar Earvin (Magic) Johnson (owner of 51%
of SodexoMagic), has a direct social impact on the community. The
partnership aligns with the overall mission of our supplier diversity
program, which uses agility and innovation to drive economic
development through wealth and job creation. BMS now offers its
employees and visitors a renewed culinary program with modern
recipes that serve culturally enriched food options, all while promoting
sustainability.

$475M

400

400
338

200

325

200
90
$53M

$27M

21

$14M

0

0

Spend by diverse subgroups	Veteran	Minority

	People with disabilities

	Women	LGBT

15“SodexoMagic is very closely aligned with how BMS works and with
our values,” said Brian Voss, associate director, Facilities Services
Procurement. “Magic Johnson is big on issues around health equity,community building and more.”

Leading with our Value of Inclusion: Driving equitable advancement and outcomes for all

19

Giving back to our communities through employee giving
A million ways to giveThe first time Mike Patten heard of Skills2Give
was from his manager, who described it as aninteresting opportunity to both volunteer anddevelop his skills. Patten, senior director, Research& Early Development Alliances, was intrigued andwhen a colleague shared that they were active on
Skills2Give and really enjoying the experience, heknew he had to give it a try.
Since 2017, the Skills2Give program has connected
employees with nonprofit organizations throughskills-based, virtual volunteering opportunities.
The program has facilitated over $1 million in pro
bono services donated by BMS employees to thenonprofit sector.
As a people manager and someone who has beencoaching and mentoring for several years, Patten
felt well-equipped to help Phoenix House Texas —an organization that helps adolescents in need ofsubstance abuse and mental health treatment. He
also found their cause very important. Professional
development is a huge need for those working in
the nonprofit sector, whose organizations often
have little-to-no budget to invest in this area. Staff
members often wear many hats and are stretchedincredibly thin. Receiving coaching and professional
development can be a real game-changer for theseorganizations.

Since 2017, he’s been working one-on-one with oneof their staff members and coaching them weekly
on their growth areas, with excellent results.
“I find it incredibly fulfilling,” Patten said, “It’sbeen great to be able to share my experience,
to be able to find that it can help anotherperson. Personally, it’s been a good opportunity
to continue to hone and develop my skills
and continue to reflect on how I can improveas a manager and mentor. It’s been a very
rewarding experience.”
Mike Patten
Senior Director, Global Alliances,
Business Development
BMS Americas, United States$1MMin pro bono services by BMS Employees

Donation matching program lets employees
choose their cause
The Bristol Myers Squibb employee giving programis a year-round initiative that supports our
employees in the U.S. and Puerto Rico in donating
to eligible charitable organizations. Contributions
are matched by the Bristol Myers Squibb
Foundation on a dollar-for-dollar basis.
Since the inception of the 2:1 employee giving
program as part of our I&D and Health Equity
commitments in September 2020, our employees
donated $267,400 to 24 designated organizations
that fight discrimination and promote social
justice such as the Equal Justice Initiative, theTrevor Project and the NAACP Legal Defense
and Educational Fund, the World Institute on
Disability and the Asian and Pacific Islander HealthForum, which represent U.S. and global outreachorganizations. Overall, the Bristol Myers Squibb
Foundation matched employee donations in the
U.S. and Puerto Rico 2:1 to the tune of $534,800 fora total of $802,200 donated to these designatedorganizations between September 2020 and
December 2021. In 2021, employees in the U.S. and
Puerto Rico received matching donations of morethan $7.5MM.

Since the start of the programvs. prior to program632

unique donors$267,400

employee donation amount$534,800

Bristol Myers Squibb Foundation
matching amount

Leading with our Value of Inclusion: Driving equitable advancement and outcomes for all20

Spotlight on the Bristol Myers Squibb Foundation:
Advancing diverse representation in clinical trials
To advance diverse representation in U.S. clinical trials, the Bristol
Myers Squibb Foundation, an independent charitable organization,
has established the Robert A. Winn Diversity in Clinical Trials Award
Program. This unique initiative seeks to improve representation ofdiverse investigators in clinical trials. It is known that patients inunderrepresented groups are more likely to trust and seek care andguidance from physicians or investigators who have had similar
lived experiences.
With that in mind, the Bristol Myers Squibb Foundation, along with
nonprofit healthcare partners, is training and developing more than
250 new clinical investigators across the country who are raciallyand ethnically diverse or who have a demonstrated commitment
to increasing diversity in clinical trials. This robust effort also is
introducing and attracting more than 250 medical students fromunderrepresented communities to clinical research career pathways,
changing the face of clinical work.
The program also assists investigators in building capacity and will
support the expansion of clinical trial sites in communities withdiverse patient populations.
In addition to this program, ongoing grants from the Bristol Myers
Squibb Foundation will continue to make a substantive impact inefforts to narrow racial gaps in treatment and achieve health equity.

Underrepresented groups in scholar selection
In 2021, 52 scholars were selected through the Bristol Myers Squibb
Foundation’s Robert A. Winn Diversity in Clinical Trials Award Programwith 73% coming from groups underrepresented in medicine: 19
Latino/Hispanic; 19 Black/African American; 6 South Asian; 5
Caucasian; 1 West Asian; 1 Middle Eastern; 1 Asian American.*Race/Ethnicity (group)	Latino/Hispanic“Many aspects of the Bristol Myers Squibb
Foundation’s program make it unique. Its focus
on helping clinical trialists become experienced
in community engagement research methods is
key to developing the trust necessary to realize
an increase in clinical trial participation bypeople of color, yet we have not seen this in any
other program of this kind.”
Eliseo J. Pérez-Stable, MD
Director of the National Institute on Minority
Health and Health Disparities
National Institutes of Health	Black/African American	South Asian	Caucasian	West Asian	Middle Eastern	Asian American*Data refers to Cohort I Physicians in the Winn Award Program*Bristol Myers Squibb donates to the Bristol Myers Squibb Foundation, an independent charitable organization.

Leading with our Value of Inclusion: Driving equitable advancement and outcomes for all

21

03

Colleagues
Inclusion and Diversity strengthen the I.D. of BMS toharness the collective power of the diverse cultures,backgrounds and perspectives of our colleagues aroundthe world.

Ireland
Leading with our Value of Inclusion: Driving equitable advancement and outcomes for all

22

Building a culture of inclusion and belonging to harness thepower and impact of our globally diverse workforce“Our people are our greatest strength. It is essential that we build aglobal workforce that reflects the diverse cultures, backgrounds andexperiences of our patients and communities around the world. We
focus on creating a workplace where everyone feels they belong,
their unique perspectives are valued and they can fully contributeto BMS’s vision of transforming patients’ lives through science.”
Ann M. Powell
Executive Vice President, Chief Human Resources Officer

Global gender by management level chart
2021

45.5%

54.5%

n=398

2020

42.6%

57.4%

n=345

2019

38.7%

61.3%

n=315

2021

51.8%

48.2%

n=15,489

2020

50.7%

49.3%

n=14,429

2019

49.5%

50.5%

n=14,025

2021

57.4%

42.6%

n=13,104

2020

56.9%

43.1%

n=12,184

2019

56.5%

43.5%

n=12,229	Female

ATTRACTINGDEVELOPING

Executive

Manager

ADVANCING

Professional

Male
Leading with our Value of Inclusion: Driving equitable advancement and outcomes for all23

Building a culture of inclusion and belonging to harness thepower and impact of our globally diverse workforce (continued)
Building a globally diverse workforce requires intentionality, transparency andaccountability and by leveraging talent management best practices, accelerated
leadership development and inclusive leadership behaviors, we harness the collective
power of our colleagues to drive the human connection and innovation we bring to ourwork every day.
We are proud of the significant progress we are making to expand the diversity of our
executive, management and professional teams.

U.S. ethnicity by management level chart
2021

70.4%

17.7%

7.2%

n=334

Executive

4.5% 0.3%

2020

76.4%

n=288

16.7%
4.2% 2.4% 0.3%

2019

79%

n=262

13.4%
4.2% 2.7% 0.8%

2021

57.5%

5.6% 5%30.2%

n=9,888

Manager

0.2% 1.3% 0.1%

2020

60.1%

29%

5% 4.5%n=9,235

0.2% 1.1% 0.1%

2019

28.6%

61.7%

4.3%4.1%

n=8,847

0.2% 1.0% 0.1%

2021

59.5%

21.2%

9.4%

7%

n=6,033

Professional

0.2% 2.4% 0.2%

2020

62.8%

19%

8%

7.2%

n=5,298

0.3% 2.3% 0.4%

2019

65.1%

18.6%

7.1%

6.4%

n=5,059

0.3% 2.1% 0.3%

Brazil	White	Native Hawaiian or Other Pacific Islander	Asian American	Two or more races	Latino/Hispanic	American Indian or Alaska Native	Black/African American
Leading with our Value of Inclusion: Driving equitable advancement and outcomes for all24

We value an executive team that reflects the perspectives andbackgrounds of the patients and communities we serve
Workforce aspirational representation goals
In 2020, we made bold Inclusion, Diversity, & Health Equity
commitments to accelerate our efforts to address systemic inequities
and drive meaningful change. We are proud of the progress wehave made to achieve our aspirational representation goals at theexecutive level of our organization given our intentionality andaccountability.
•	
Achieve gender parity at the executive level (VP+) globally by 2022
•	
Double executive representation (VP+) of Black/African American
employees in the U.S. by 2022 from 2020 levels•	Double executive representation (VP+) of Latino/Hispanic
employees in the U.S. by 2022 from 2020 levels“Achieving our vision of transforming
patients’ lives through science requires
prioritizing inclusion and diversity in ourclinical development and innovation
strategy. We are collaborating with adiverse and robust network of innovatorsin the most vibrant scientific hubs globallyto drive breakthrough science and better
outcomes for patients around the world.”
Elizabeth A. Mily
Executive Vice President
Strategy & Business Development

Global executive gender parity

45.5%

of global executives were women in
2021 vs. 42.6% in 2020
U.S. executive representation by
race/ethnicity

4.5%

of U.S. executives were Black/African
American in 2021 vs. 2.4% in 2020

7.2%

of U.S. executives were Latino/
Hispanic in 2021 vs. 4.2% in 2020

17.7%

of U.S. executives were Asian
American in 2021 vs. 16.7% in 2020**Not part of workforce goals within 2022 commitments

Leading with our Value of Inclusion: Driving equitable advancement and outcomes for all

25

Building a global, diverse workforce
that is driven by our values
Pay equity
We are committed to pay equity as one ofseveral enablers of an inclusive and diverse work
environment. It is a BMS principle to pay employees
equitably based on the work they do, thecapabilities, and experience they possess, and theperformance and values they demonstrate. We use
a market-based approach for roles at all levels in
the organization to set starting salaries and makepay decisions.
Aspirational goals — accountability& transparency
By leveraging analytics and external market data,
we set five-year aspirational goals to increase therepresentation of women globally and historicallyunderrepresented racial and ethnic groups in
the U.S. in the healthcare industry. We will strive
to achieve these goals by holding ourselves
accountable through key performance indicators(KPIs) linked to critical talent management data,such as robust succession plans, ensuring andtracking diversity of candidate slates and interview
panels.
Accelerated leadership development
and advancement
We have enhanced our longstanding investmentsin accelerated leadership development and havedeveloped unique and relevant content for women

globally and for underrepresented racial and ethnic
groups in the U.S. These initiatives include creating
differentiated development opportunities anddevelopment plans that prepare our leaders for
future global challenges.
Insights for Success
Our Insights for Success program is offered todiverse employees — women, Black/African
American, Latino/Hispanic and Asian Americans —to enhance their organizational and personal
career success and ensure equitable leadership
opportunities. During 2021, we hosted several
cohorts in this program and offered our first cohort
focused on LGBTQ+ employees.

“Our deep and unwavering commitment to ethics and integrity
provides the foundation for everything we do. It guides how weinteract with our colleagues and external partners, as well as thework we do on behalf of our patients and communities aroundthe world.”
Cari Gallman
Chief Compliance and Ethics Officer“As part of the BMS Greece Market Access team,
it was important that we worked together tohire candidates with diverse backgrounds toensure a stronger foundation and team —because strength lies in differences, notsimilarities. With that in mind, we took a chanceon someone with little experience but a great
attitude, commitment and a good foundation ofskills. During my maternity leave, our new hire
excelled, bringing new ideas to the table andtaking on new assignments with an unmatchedenthusiasm.”
Zefi Vlachopioti
Market Access Lead
BMS Europe Region, Greece
Leading with our Value of Inclusion: Driving equitable advancement and outcomes for all26

We leverage a broad suite of programs toidentify and develop future talent
Leveraging mentoring programs
The BMS Connections Mentoring Program leverages
intra-company global group mentoring capabilities
to build relationships and learn from the diverse
perspectives of others. Launched in 2007,
Connections Mentoring has been a hallmark of how
BMS enhances and accelerates the developmentof leadership capabilities for members of ourPeople and Business Resource Groups (PBRGs). Our
research shows a positive impact on promotion andretention among program participants.
One Young WorldOne Young World (OYW) is a global non-profit
that unites young leaders, from every country andsector, working to accelerate the change they want
to see. A participating organization since 2012,
BMS supports OYW as an opportunity to provide
leadership development and demonstrate ourcommitment to nurture and grow emerging leaders
at the company.
Encouraging tomorrow’s leaders throughsupport for education today
We know fulfilling our mission to be a more
inclusive organization — one that is laser-focusedon improving patient outcomes — takes strong
leadership. That is why we are nurturing a future
generation of decision-makers and opinion leaders
who can lead the charge in reducing healthcare
disparities among globally diverse patients.

Our Global Inclusion & Diversity focus plays a
key role in our global reputation as an employerof choice among top, diverse talent in science,technology, engineering and math (STEM). But ourcommitment to STEM goes far beyond developing
future employees for our business. We support
STEM because we believe in the power of scienceand its ability to do good for our society.

The BMS Network of Women (B-NOW) PBRG alsosponsors and leads a mentoring program with
the Rutgers Douglass WiSE Program to support
STEM. The BMS-Douglass WiSE WORKS mentoring
program provides a 1:1 mentoring relationshipbetween a female undergraduate student in the
Douglass WiSE program and a BMS employee eachacademic year. Since 2019, B-NOW also teams

up with the BOLD and the Organization for Latino
Achievement (OLA) PBRGs to include five additional
students from each of these PBRGs. The mentoring
relationship is coupled with a series of group
mentoring activities throughout the academic year,
including lab tours, a Women in STEM seminarseries, resume building, elevator pitch workshops,
and speed networking.

Partnering with Historically Black Colleges andUniversities (HBCUs) to solve STEM disparities
The number of STEM graduates has grown,
especially at the bachelor’s and master’s levels.
However, Black/African American and Latino/
Hispanic talent remain underrepresented in the
STEM workforce compared with their share of
all workers. HBCUs help address this disparity as
evidenced by the fact that 20% of the graduatesfrom these institutions receive a STEM-relateddegree.14 Preparing Black/African American
students for success in STEM requires resourcesand guidance they may not have exposure to
before college.
To help address this gap, BOLD (Black Organization
for Leadership and Development), one of our eight
PBRGs, not only engages middle school, high school
and university students in STEM mentoring, butalso has a continued sponsorship of the Executive
Leadership Council BMS Scholarship Program
and the United Negro College Fund Postgraduate
Fellowship Program.
Leading with our Value of Inclusion: Driving equitable advancement and outcomes for all

27

Exploring STEM in
Central New Jersey
Bristol Myers Squibb’s New Jersey STEM team helps cultivate a passion for STEM
in local youth
Inspiring budding scientists is the critically important mission of BMS’s Research and
Early Development team. This includes our new STEM educational program, which is
supported by the Central New Jersey STEM team. Members include participants fromtoxicology, drug metabolism and pharmacokinetics, chemistry, biology, translational
sciences and clinical pharmacometrics, all of whom volunteer their time and share their
passion for science to encourage STEM learning.
“The Science of Me” program at the Young Scholars Institute in Trenton, NJ, provided
STEM classes to local area students in grades three through six. Students attending
the eight-week program had the opportunity to learn by participating in fun science
experiments and educational games. Additionally, they learned JavaScript and coding
cohorts to prepare them for a future in computer sciences.
Click here to learn more about BMS’s commitment to STEM.

“Our STEM Council brings together people from across
our organization to build a program that benefits thenext generation of scientists and innovators. Not only
does it improve our broader community by providing
resources to stimulate young minds, but it adds apipeline of diverse talent for the company and theindustry.”
Rupert Vessey, MA, BM, BCh, FRCP, DPhil
Executive Vice President and President
Research and Early Development
Leading with our Value of Inclusion: Driving equitable advancement and outcomes for all28

Veterans, People with Disabilities andLGBTQ+ status Self-Identification
In the U.S. and Puerto Rico, employees havethe opportunity to disclose their veteran status,
disability status and LGBTQ+ status in our Human
Resources system of record. Through an amplified
self-identification program with leader messages
and employee videos called, “Everybody Counts,”
we are seeing increases in the number of employees
who voluntarily participate and report their veteran,disability and LGBTQ+ status.
From 2019 to 2021, we saw the percentage of
those willing to disclose their disability statusincrease from 36.7% to 44.4%. In addition, for
LGTBQ+ employees, the increase in those willing to
self-ID increased from 6.4% to 14.8%. These results
show that we are creating an environment of trust
and psychological safety where people feel they
can disclose the full spectrum of their identity
at BMS.

Veteran

2019

Disability

LGBTQ+

2021

63%

44.4%

14.8%

2020

75.7%

41.3%

13.2%

2019

83.4%

36.7%

6.4%

2021

1.5% Yes

2.4% Yes

Yes
No or I don’t wish to answer
98.7% No or I don’t wish to answer

Disability

2019

Chose not 3.7%
to answer

6% Yes

98.5% No or I don’t wish to answer

2020

97.6% No or I don’t wish to answer

2021

Chose not 3.9% 7.2% Yes
to answer

Chose not 4.2%
to answer

9.2% Yes

Yes, I’ve had/have a disability
No, I don’t have a disability
I don’t wish to answer
88.9% No, I don’t have a disability

90.3% No, I don’t have a disability

Percentage of workforce providing status
Veteran*

1.3% Yes

2020

LGBTQ+

2019

Chose not 9%
to answer

7.1% Yes

2020

Chose not 8.6%
to answer

7.2% Yes

86.6% No, I don’t have a disability

2021

Chose not 8%
to answer

6.9% Yes*Adjustments in how these data were captured between
2019-2021 caused a change in data availability

I consider myself LGBTQ+
I don’t consider myself LGBTQ+
I don’t wish to answer
83.9% I don’t consider
myself LGBTQ+

84.2% I don’t consider
myself LGBTQ+

85.1% I don’t consider
myself LGBTQ+

Leading with our Value of Inclusion: Driving equitable advancement and outcomes for all

29

Creating a culture of inclusion and belonging
We strive to ensure every colleague around theUnconscious bias educationworld — across diverse cultures, backgrounds and
To ensure we mitigate the impact of bias in theexperiences — is valued, respected and feels a sense workplace, we have refreshed and deepened ourof belonging. This brings to life our efforts to create focus on unconscious bias workshops for our global
a culture that rewards employees for bringing theirleadership team, managers and our employees.
authentic selves to work and encourages them tospeak up and contribute to how we move forward.

96%

of BMS employees who feel they are working
in an inclusive environment would recommendBMS to others as a great place to work.
“At BMS Middle East Africa Region, MEA, welive diversity every day. Inclusion is ingrained in
our office, where we encourage every voice andwelcome different backgrounds: soliciting input
and encouraging others to learn. In my financedepartment, we have 11 different backgrounds
and nationalities and speak eight languages.
Inclusion is vital to our success.”
Israel Eduardo Lopez
Finance Manager
BMS Middle East & Africa Region, Dubai

7,700+

Possibility Lives, diversity is celebrated, inclusion
is intentional and everyone benefits, especiallyour patients.
Working with our global PBRG leadership teams, wedeveloped what we believe to be the right habits
and actions that can further our I&D goals.

More than 7,700+ leaders and managers had
the opportunity to attend unconscious bias
education training in 2021.
Moreover, all global colleagues are provided
with access to on-demand training on
unconscious bias education through Global
Inclusion & Diversity.
Possibility Lives
We bring to life a culture that invites employees
to bring their authentic selves to work throughinclusion, authenticity and belonging. Possibility
Lives is a culture change program based onneuroscience and organizational change bestpractices and mobilized by nearly 800 global
Ambassadors and Verified Inclusion Partners
around the world. This program enables us tocreate an inclusive workplace — in the office,working remotely, in the field, across global timezones or in a hybrid working environment. ThroughLeading with our Value of Inclusion: Driving equitable advancement and outcomes for all

30

Creating a culture of inclusion and belonging (continued)
Focus on employee wellbeing
During 2021, we continued to invest in our Living
Life Better strategy that encourages wellbeing at
BMS for ourselves, our families, our patients andour community. Our strategy allows employees tochoose offerings that best suit their unique needs.
To further our support of emotional wellbeing,
we created a Mental Health Allies program totrain BMS employees to provide onsite real-timeemotional support on a peer-to-peer basis. This
supplements our global employee assistanceprogram and continued investments in access tomental health professionals. As a result of the
Mental Health Allies program, we saw a double
digit increase in positive sentiments about using
Employee Assistance Program (EAP) services andspeaking with a Mental Health Ally.

We understand that our employees have uniquepersonal priorities outside of work as well. To that
end, we provide support for:•	
welcoming and nurturing family members
through paid parental leave, bridge back parent
leave, adoption/surrogacy reimbursement•	
fertility/infertility benefits•	
support for traveling mothers• paid family care leave•	
child, elder and pet care resources•	
commuter accounts•	
paid sick time, vacation, holidays and annual
paid volunteer days

“I was first drawn to the biopharmaceutical industry to help bringmuch-needed treatments topatients with serious diseases.
I’ve held a number of roles acrossthe enterprise during my time here
and watching BMS implementchange has been powerful, uplifting
and truly rewarding.”
Catalina Vargas
Chief of Staff to Chief Executive Officer•	
paid bereavement leave•	
paid military leave and military family care leave.
We also recognize that financial security playsa critically-important role in the wellbeing
Universal designof our colleagues. BMS provides competitive
BMS has committed to the adoption of universal
compensation, insurance and retirement offerings,
design to help ensure our buildings are accessible
as well as counseling to assist them in meeting theirand built for inclusion. BMS facilities are being
financial goals.
built and refurbished with the intent of casting thewidest net possible with design so that the broadest
range of people can use or interact with the design
comfortably. This includes designing things to
be flexible and to account for the vast diversity ofpeople’s skills, knowledge and needs.

Leading with our Value of Inclusion: Driving equitable advancement and outcomes for all

31

Our People and Business Resource Group Leadership TeamThe PBRGs focus on our inclusion and diversity
priorities to build a workforce that reflects thediversity of the patients and communities we serve,
foster a culture of inclusion and belonging and drive
innovation and business results.
Each of our eight PBRGs is led by a full-timebusiness leader, who reports directly to members of
the BMS Leadership Team. They serve as a trusted
advisory group, providing critical insights and value
on key business initiatives, amplifying the voice of
our workforce and advancing innovation fueled bydiverse patient insights and knowledge. Our PBRGs
empower members to be business leaders, adding
value through the execution of business plans andaccelerated leadership development for members.
PBRGs offer our workforce proactive opportunities
to support business priorities, foster employee
engagement and shape a culture of inclusion.

Tinamarie Duff
Global Lead, Disability
Advancement Workplace
Network (DAWN)Patrick Krug
Global Lead, Veterans
Community Network (VCN)

John Loveseth
Global Lead, Cultivating
Leadership and Innovation
for Millennials andBeyond (CLIMB)*

Nataly Manjarrez-Orduño
Global Lead, Organization for
Latino Achievement (OLA)

Thalia Mingo
Global Lead, Bristol
Myers Squibb Networkof Women (B-NOW)

Monique Phillips
Global Lead, Black
Organization for Leadership& Development (BOLD)

Jennifer Rasing
Global Lead, PAN Asian
Network (PAN)Paul Shay
Global Lead, PRIDE Alliance

PBRG membership has grown to more than 12,200+
unique members in 2021 across 200+ chapters in
44 countries.

40%

Nearly 40% of our employees worldwide aremembers of PBRGs.

Adriana Zupa-Fernandez
Global Lead, Cultivating
Leadership and Innovation forMillennials and Beyond (CLIMB)*New CLIMB Global Leadappointed In 2022

Leading with our Value of Inclusion: Driving equitable advancement and outcomes for all

32

People and Business Resource Group highlights and progress

Impact on gender parity and allyship“B-NOW contributes to the successes BMS and its executive representation goal of reaching gender
parity by first focusing internally on advancing and retaining our pipeline talent while establishingstrategic partnerships externally. The B-NOW PBRG is deliberate about fostering a culture ofinclusion globally, so all members experience a sense of belonging and authentically contribute todriving our BMS mission and vision of delivering our medicines to our patients.”
Thalia Mingo
B-NOW, Global Lead
Member testimonial: Allyship“Since I joined the Italian B-NOW chapter, I’ve been proud that our group isn’t just made up of
women. The group is also comprised of men who feel strongly about the upward mobility of women.
I’ve also been surprised to discover that contrary to popular stereotypes about gender roles, people’s
backgrounds and circumstances actually played a bigger role in shaping their views. B-NOW has
helped me understand how important inclusion and diversity are for a company that wants to makea difference. It’s a reminder of why I love ballet: a great performance requires everyone to do theirpart. Through B-NOW, we can rise to this challenge with passion and curiosity as we work for thegreater good.”Michela Ferri
Associate Director, Oncology, Marketing
BMS Europe Region, Italy

Impact on STEM and professional development“BOLD is shaping the future of talent through STEM outreach in the Black/African American
community. This is accomplished through our relationships with colleges, universities, high schools,
civic organizations and nonprofits. Through these efforts BOLD is able to impact approximately
1,800 students annually and teach them science and practical skills — such as how to read a productlabel — while exposing them to the world of science and a plethora of career opportunities in thepharmaceutical industry.”
Monique Phillips
BOLD Global Lead
Membership testimonial: Professional development“I’ve seen firsthand how our PBRGs allow you to strengthen muscles that you’re not sure that you have.
It’s a safe place for development. It’s a safe place to make mistakes. I encourage everyone to be amember of at least one PBRG. I’m actually a member of all eight. What this experience provides to theworkforce is that kind of ‘for us, by us’ professional development.”
Learn more about Carla’s story here.
Carla Daily
Senior Director Development of People Operations
BMS Americas Region, United States

Leading with our Value of Inclusion: Driving equitable advancement and outcomes for all

33

People and Business Resource Group highlights and progress

Impact on sustainability and mentoring“The CLIMB PBRG leveraged internal communications channels to create the Sustainability Calendar
Challenge. Every month employees are encouraged to participate in a challenge related to theenvironment, safety or wellbeing. The digital calendar provides education and shares examples on
how everyone can take action. Last year, the program generated over 10,000 impressions. As wefocus more on sustainability as a company and as humans, CLIMB is committed to doing our part,both individually and collectively.”
Adriana Zupa-Fernandez
CLIMB, Global Lead (2021 Global Lead)

Tinamarie DuffDAWN Global Lead

Membership testimonial: Reverse mentoring“When my chapter of CLIMB proposed a reverse mentoring experiment last year, I was intrigued.
Instead of senior employees offering advice to their younger millennial colleagues, we would mentor
them. I immediately signed up and was surprised how nervous I was before my first virtual meetingwith my new mentee: Would I make a good first impression? What she offered was an eye-opening
lesson on the importance of meaningful work. During our second session, she told me how she wasdriven by a sense of purpose in her job and felt that many people in her generation shared the same
mission. Her comment made me reflect on my own sense of purpose. I realized that I — along withmy medical team — had the privilege of talking regularly with healthcare providers and learning how
our medicines directly helped patients. Hearing those stories made it very easy to remember why I
work at BMS. It became clear to me that finding one’s purpose wasn’t just a value held by millennials.
It’s something we all share.”
Emilie Brosse
Manager, Global Procurement
Site Support, Global Procurement
BMS Europe Region, Switzerland & Austria

Impact on voluntary self-disclosure and employee empowerment“DAWN guides the company in its hiring approach for people with disabilities, ensuring that at each
step, BMS is being fully inclusive. The DAWN PBRG identified opportunities to support the improvementof the accessibility of our platforms, documents, accommodations and building designs. By enhancing
our internal and external messages on disability inclusion, along with building the company capabilities,
we have seen consecutive years of growth in disability self-disclosure across applicants and in our
existing employee base. I find it encouraging to know that twice as many applications have disclosed adisability since we made changes to our communications and processes.”

Eveline Trachsel
Medical Director
BMS Europe Region, Switzerland & Austria

Member testimonial: Empowered by my disability
How my disability gave me confidence“As a fibromyalgia sufferer and a person with a disability, I say with great pride that BMS is unique inthe way employees like myself are supported. Since I joined, my colleagues have gone out of their way
to make sure I was given the tools to best do my job, which is really all I want from a position. BMS is
the one employer who has come to me and asked, “What can I do for you?” From confirming I have theright tools I need to succeed at my desk, to ensuring I know the building’s exit plan in the event of an
emergency, BMS has been there for me.”
Debbie Le Goff
Director of International Contracting
BMS Europe Region, Ireland

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34

People and Business Resource Group members around the world

People and Business Resource Group highlights and progress

Impact on clinical trials and patient access“Inclusion and diversity are essential for better outcomes for our patients and communities. At OLA,
we have prioritized the Latino/Hispanic patient voice. The OLA PBRG is sponsoring a clinical trial
academy that provides the training needed to certify clinical trial coordinators in Latino/Hispanic
communities in Texas and New Mexico. This initiative supports Latino/Hispanic patient communities
by improving their representation in healthcare and impacts local economies by providing access tohigh-paying jobs for the people selected for the academy. It also means patients will be receiving
care from clinical teams with diverse backgrounds, which we know increases the likelihood ofparticipation in clinical trials. We expect that this effort will contribute to the recruitment of morethan 50,000 racially and ethnically diverse patients over the next three years.”
Nataly Manjarrez-Orduño
OLA Global Lead
Member testimonial: Patient access“I used to compare my country to others with the hope that one day, it would be possible for
Mexicans to have the opportunity to receive BMS innovative therapies in the public sector. This year,that dream finally came true through the signature of a government sales agreement. The possibilityof bringing these medicines to the public hospitals filled me with energy, even during stressful
moments. After 15 years at BMS, I’m proud to share that in Mexico, patients now have access to ourinnovative therapies in both the public and private sectors. Enabling wider use of our medicines has
been challenging but immensely rewarding.”
Maria Guadalupe Leon
Access Director
BMS Americas Region, Mexico

Impact on Health Equity and a Sense of Belonging“Asian Americans are twice as likely to develop chronic hepatitis B than non-Hispanic Whites and have the highest
incidence of mortality rates of liver and stomach cancers. Representing our Asian American and Native Hawaiian/
Pacific Islander (AANHPI) communities, the PAN PBRG works diligently to promote health equity to improve thehealth outcomes of populations disproportionately affected by serious diseases. PAN partners with internal andexternal organizations and advocacy groups to accelerate disease awareness, provides educational programs,
develops culture-competent healthcare services and drives community outreach within the AANHPI communities.
Our efforts increase clinical trial diversity at all levels and engages with individuals with diverse knowledge andexperiences to share their stories and amplify their voices at the grassroots level.”
Jennifer Rasing
PAN Global Lead
Member testimonial: Belonging
Rita Thakkar, a recent recipient of the 50 Outstanding Asian Americans in Business Award from the Asian
American Business Development Center, on the topic of belonging.
“For me, belonging means having a place at the table where my contributions are heard and appreciated, being
part of a team that values me as an individual and where I feel comfortable enough to be candid about my story,
share my aspirations and provide input. Belonging also means being in an environment of possibility where I can
see women and other diverse individuals succeeding. For the longest time, I did not share much about myself, myculture, my values, my purpose, or my achievements unless I was asked. Over time, I learned how important it was
to open up about myself and be vulnerable and to share my goals and accomplishments. It’s something I continue
to work on. As I reflect on what helped me develop a sense of belonging, I think back to when I joined BMS a few
years ago from Celgene. I took the time to identify the leaders who could help me better appreciate BMS’s culture,context, history and priorities, and over the course of my discussions with those leaders, I learned how my passions
and values aligned with the company’s.”
Rita Thakkar
SVP, Chief Audit Executive
BMS Americas Region, United States
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People and Business Resource Group highlights and progress

Impact on health equity, belonging and inclusion“Transgender patients are at an increased risk of venous thromboembolism (VTE), also known as blood clots,
while receiving gender affirming therapy or surgery. However, many physicians do not know how to assess andmanage VTE risk in this population and patients may also be unaware. PRIDE Alliance has supported initiatives
by the North American Thrombosis Forum to provide education to patients and physicians around ways of
implementing gender affirming surgery, while minimizing thrombosis risk. In several therapeutic areas, PRIDE
Alliance has focused on identifying and understanding health equity opportunities for the LGBTQ+ community
by raising awareness internally and externally and supporting organizations that are building solutions.”
Paul Shay
PRIDE Alliance Global Lead
Member testimonial: Belonging and inclusion
From Taiwan with PRIDE“LGBTQ rights in Taiwan are regarded as the most progressive in Asia. In May 2017, the Taiwanese Supreme Court
ruled that laws banning same-sex marriage were unconstitutional and in 2019, same-sex marriage became fully
legalized: Taiwan was the first country in Asia to attain this goal. Despite the positive gains, I was disappointed
when seeing most Taiwanese voters disagreed with same-sex marriage in a November 2018 referendum, just six
months before legalization. Following the referendum results, my colleagues and I decided to launch the PRIDE
Alliance chapter in BMS Taiwan. Our goal was to demonstrate our allyship to those in the LGBTQ community.
Launching this chapter is only the first step in embracing an even more inclusive attitude towards the LGBTQ
community. I truly believe that with continuous effort to promote inclusion, all BMS Taiwan employees will
embrace our differences, celebrate our diversity, to include and to be included.”
Viv Chen
BI&A Manager
BMS Asia Pacific Region, Taiwan

Impact on veteran hiring and military leave support“VCN has heightened its focus to expand the applicant pool to include more veterans and those whoare military-connected. In 2021, the VCN PBRG worked closely with the talent acquisition team to
attract more veterans to apply at BMS which resulted in an increase in veteran hiring by over 350%
compared to previous years. Notably, the military-connected include members of the military, reservists
and military spouses (military spouses are statistically mostly women). We understand the career
sacrifices of dedicated career spouses and have committed to working with B-NOW, another of ourforward-thinking PBRGs, on a returner pilot program to create opportunities for military spouses.”
Patrick KrugVCN Global Lead
Member testimonial: Support during military leave“Shortly after starting at BMS, I found out that I was being deployed for several months as a memberof the Air National Guard. Without hesitation, my manager and team stepped up to support me during
my military leave. Upon my return, all parties worked together to make my transition back into civilian
life as seamless as possible. The support I felt meant the world at the time and still sticks with me tothis day.”Watch this video of Ken’s story here.
Ken Faria
Senior Associate Scientist
BMS Americas Region, United States

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04

Business and Industry
Inclusion and Diversity strengthen the I.D. of BMS todrive equitable advancement and outcomes for all.

Ireland
Leading with our Value of Inclusion: Driving equitable advancement and outcomes for all38

Addressing inequities in systems,
policies and processes“We know a culture of inclusion and belonging incubatesand encourages creativity and innovation. As a leader in thecommercialization of our products, I fully appreciate that thebest way to get life-saving treatments to those in need is to
speak to them directly. That thinking is another reason diversity
in thought is so critical to our mission. Inclusion and diversity
can’t be afterthoughts in our line of work and our rich legacy
in addressing health disparities has improved outcomes forpatients around the globe.”
Chris Boerner, PhD
Executive Vice President, Chief Commercialization Officer“The industry is committed to building a workforce
that represents the diverse communities that weserve now and in the future. This starts with having
open and honest conversations about racial equity
and what it means to have a culture of inclusionand calls for improving recruitment and hiring aqualified workforce that is more diverse from theentry level to the board room. We must also planfor future workers and create better pathways tobiopharmaceutical industry jobs for people of color
by investing in STEM and other curricula that serve
underrepresented students. And we must focus ondiversifying our business practices to better invest
in communities of color and serve as an engine for
economic change in all communities.”

In 2021, Bristol Myers Squibb awarded $27.9M for
107 health equity grants focusing on:•	trusted diseaseawareness andeducation•	
diversity in thehealthcare andbiomedical research
workforce•	
patient supportive
services and social•	health disparities
determinants of healthresearch•	
access to high-quality
care

•	
health equity policy
advancement•	diversity in clinical
trials
While the Health Equity commitment is focusedon the U.S., BMS continues to deepen its
investment globally in proven health equity
solutions by supporting patient advocacy,community-based and faith-based organizations,medical societies and nonprofit healthcare
institutions that together serve a wide range ofcommunities across the world.

China$27.9M

was awarded to 107 nonprofit organizations
to improve diversity in clinical trials and equitable
access to high-quality care for medicallyunderserved patients and communities in the U.S.
Leading with our Value of Inclusion: Driving equitable advancement and outcomes for all

39

Building partnerships that break down barriers
to equitable health outcomesWe recognize that to drive a more just and equitablesociety, we must address health disparities and thesocial determinants of health in communities aroundthe world. One step we are taking is activating sites
in metro areas in the U.S. and encouraging morediverse clinical trial populations. We understand thatchange often happens slowly and that continued
funding, education and resourcing is essential forsustainable change.

Our focus on building lasting partnerships is an
important differentiator in how we are executing our
Inclusion & Diversity strategy. We are proactively
pushing forward business results and global
innovation that bolster all our stakeholders —patients, communities, our colleagues and thehealthcare industry.

“Some diversity and inclusion measures are written law, while others
are guiding principles of our company. Both are instrumental in theoverall health, wellbeing and upward movement of BMS.”
Sandra Leung
Executive Vice President, General Counsel

BREAK
BREAK
BREAK
DOWN
BARRIERSBARRIERSBARRIERS
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40

Building partnerships that break down barriers
to equitable health outcomes (continued)
Total BMS U.S. spend on health equity commitments addressing
health disparities from August 2020 to December 2021

$54.6M

194 grants

Number of people reached with BMS health equity programs
and services

619K

4K

People have been reachedwith programs and services

People have been trained

Educational eventsand convenings$29.7M

in multi-year grants across oncology, immunology and cardiovascular therapeuticareas (of which $12.8 million has been paid out via milestone payments)

The Bristol Myers Squibb Foundation
Empowers grantees to develop and test innovative solutions to advance
health equity and improve access to quality healthcare for patients

18,7986,767

372$13.5M

Vulnerable people served

Educational resources and newly created platforms

537

The Bristol Myers Squibb Foundation committed

85

Educational resources
and platforms

119

Partnerships established

Healthcare workers trained

Additional funding secured

Collaborations with otherinstitutions/stakeholders

Leading with our Value of Inclusion: Driving equitable advancement and outcomes for all

41

Improving business & industry practices,
processes & policies for the patients we serve
At BMS, we are reimagining and transforming
business and industry practices, processes andpolicies to achieve equitable advancement
and outcomes for all. We have a rich legacy ofaddressing health disparities and improving healthoutcomes for patients around the globe.
We are deeply committed to making a meaningful
impact on today’s global health disparities by
ensuring medically underserved and diverse
patient populations benefit from inclusive research,innovative medicines and high-quality care andsupport. For example, health equity considerations
and business questions have been included

in our global commercial brand planning tool,
health disparities and inclusive research are now
regular topics of medical and patient advocacy
advisory boards and independent medical
education programs are raising awareness among
healthcare providers of unconscious bias andhealthcare quality disparities. In addition, we area tireless advocate for critically important policy
advancements with relevant government agencies.

“In my role overseeing worldwide product development,
manufacturing and supply for BMS I know firsthand the logisticalchallenges of providing life-saving medicines to communities inneed. I’m so pleased to return to BMS, where I first started mycareer, knowing how dedicated our company is to ensuring accessto our medicines safely and with certainty, regardless of region.”
Karin Shanahan
Executive Vice President, Global Product Development & Supply

GreeceLeading with our Value of Inclusion: Driving equitable advancement and outcomes for all42

Industry recognition as an admired company
across a spectrum of stakeholders
Our overarching commitment to our patientsand communities, colleagues and business andindustry have been recognized in innumerable
ways. While we know there is more work to bedone, we are honored to have been recognized forour achievements. These accolades confirm that
we are moving in the right direction and making ameaningful difference. Our reputation and record insupporting women, veterans, racial and ethnicallydiverse populations, LGBTQ+ communities andpeople with disabilities sustainably and globallyreflect our values and our passionate commitment
to being more inclusive.

“In a constantly changing world, it is important to engage allof our stakeholders and partner together to improve the livesof patients.”
Michelle Weese
Executive Vice President, Corporate Affairs

Diversity
Women

Multicultural

LGBTQ+Disability

Veteran•Global

2021

Sustainability#4 Reconocidos entre los Mejores Empleadoresde la Argentina

Revista

2021

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43

05

The Journey Continues
Inclusion leading the way

United States
Leading with our Value of Inclusion: Driving equitable advancement and outcomes for all

44

Leading with our Value of Inclusion to drive systemicchange and equitable advancement for all
We are proud of our company’s commitment toInclusion & Diversity and the meaningful steps
we are taking to drive equitable advancement
and outcomes for all. Our collaborative efforts tofoster inclusion require transparency across ourorganization. We want our workforce, partners andpatients to be aware of our culture of inclusion andthe commitment we have for continued growth inservice to our patients around the world.
We strive to ensure every colleague — acrossdiverse cultures, backgrounds and experiences —is valued, respected and feels a sense of belonging.
This brings to life our efforts to create a culturethat rewards employees for bringing their authentic
selves to work and encourages them to speak up
and contribute to how we move forward.

Acknowledging opportunities for growth
We readily acknowledge there are tremendous
opportunities for growth and progress ahead of us.
In order to continue to achieve success against our
GI&D strategy, we are working every day to improve
our ability to reach more patients and overcome
systemic barriers for a healthier society.
We aspire to do our part to promote equity bycreating a culture of inclusion so our patients,
our workforce and our suppliers achieve their fullpotential. We are confident this will lead to betterscience, better medicines and better communities
throughout the world.

It is through our human connection that we fuelinnovation and growth to boldly address theunmet needs of our patients and communities,
our colleagues and our business and industry. This,in turn, drives business performance, enables us
to innovate in science and moves society forward,
for everyone.

Leading with our Value of Inclusion: Driving equitable advancement and outcomes for all45

References
1.	
The WHO Council on the Economics of Health for All. “Valuing Health for All: Rethinking
and building a whole-of-society approach”. (March 8, 2022) https://cdn.who.int/media/
docs/default-source/council-on-the-economics-of-health-for-all/who_councilbrief3.
pdf?sfvrsn=b121f943_11&download=true
2.	American Cancer Society. “Global Cancer Facts & Figures 4th Edition. Atlanta: American Cancer
Society”. (2018) https://www.cancer.org/content/dam/cancer-org/research/cancer-facts-andstatistics/global-cancer-facts-and-figures/global-cancer-facts-and-figures-4th-edition.pdf
3.

L eukemia & Lymphoma Society. “Facts 2020-2021: Updated Data on Blood Cancers”. https://www.lls.org/sites/default/files/2021-08/PS80%20FactsBook_2020_2021_FINAL.pdf

4.	
U.S. Department of Health and Human Services Office of Minority Health. “Cancer and Hispanic
Americans”. (August 26, 2021) https://minorityhealth.hhs.gov/omh/browse.aspx?lvl=4&lvlid=61
5.	U.S. Department of Health and Human Services office of Minority Health. “Chronic Liver Disease
and Asian Americans”. https://minorityhealth.hhs.gov/omh/browse.aspx?lvl=4&lvlid=47

8.	
Gandhi S. Women’s Web. “What Should I Know As A Woman Living With Rheumatoid Arthritis
In India?”. (September 13, 2019) https://www.womensweb.in/2019/09/woman-living-withrheumatoid-arthritis-in-india-sept19wk3mad/
9.	
National Multiple Sclerosis Society. “Who Gets MS? (Epidemiology)”. https://www.
nationalmssociety.org/What-is-MS/Who-Gets-MS
10.	World Health Organization, Disability and Health, November 24, 2021. https://www.who.int/
news-room/fact-sheets/detail/disability-and-health11.	Center for American Progress. “Discrimination Prevents LGBTQ People From Accessing HealthCare”. (January 18, 2021) https://www.americanprogress.org/article/discrimination-preventslgbtq-people-accessing-health-care/
12.	
Office of the Surgeon General. “Health Literacy Reports and Publications.” https://www.hhs.gov/
surgeongeneral/reports-and-publications/health-literacy/index.html

6.	
U.S. Department of Veteran Affairs Office of Veteran Research and Development. “VA research
on Cancer”. https://www.research.va.gov/topics/cancer.cfm

13.	
Ogbuoji O., Bharali I., Emery N., and McDade KK. Brookings Institute. “Closing Africa’s
health financing gap”. (March 1, 2019) https://www.brookings.edu/blog/futuredevelopment/2019/03/01/closing-africas-health-financing-gap/

7.	
U.S. Department of Health and Human Services Office of Minority Health. “Heart Disease
and African Americans”. (January 31, 2022) https://minorityhealth.hhs.gov/omh/browse.
aspx?lvl=4&lvlid=19

14.	Graham M. AfroTech “HBCUs Are Producing Black STEM Professionals — But PWIs Aren’t
Matching That Energy” (September 10, 2021) https://afrotech.com/hbcus-black-stemprofessionals

All BMS data is from 2021, unless otherwise noted.

BMS consolidated EEO-1 report for 2021

Leading with our Value of Inclusion: Driving equitable advancement and outcomes for all46