Global Diversity, Equity & Inclusion

We at Biogen are committed to building on our culture of inclusion and belonging that reflects the communities where we operate and the patients who we serve. We are focused on strengthening our foundation to advance our overall Diversity, Equity and Inclusion (DE&I) strategy and, most importantly, ensure all our employees feel included.

What does diversity, equity and inclusion mean for us?

  • Diversity – The similarity and differences of background, perspective and experience.
  • Equity – Ensures fair treatment, access, opportunity and advancement.
  • Inclusion – Creating and sustaining a culture where differences are valued and respected.


Annual Diversity, Equity & Inclusion Report

Our 2021 Diversity, Equity & Inclusion Report tracks our progress on our commitments to increase diversity and foster inclusion at Biogen and to improve health equity and economic empowerment across our communities. We publish Biogen’s workforce diversity data as part of our leadership in transparency and to drive lasting change with our DE&I work. Read our inaugural report below.

Read Report».

Biogen is built on and committed to the power of diversity – in our organization and among our patients and customers. Diversity is an essential asset of complementary strengths and perspectives from which all benefit, and which must unite us, not divide us.

— Michel Vounatsos, Biogen CEO

Our Way Forward

Our approach to DE&I and our culture has matured during the past several years – and we continuously evolve to meet the expectations of our employees, patients and the communities that we serve. Our commitment to furthering diversity, equity and inclusion is absolute and across all levels. Our CEO Michel Vounatsos has signed the CEO Action for Diversity & Inclusion™, the largest CEO-driven business commitment to advance DE&I within the workplace as well as the Pledge for a More Equitable and Inclusive Life Sciences Industry, an important initiative within our industry.

Through our corporate DE&I efforts, by the end of 2021, we aim to achieve the following:

  • Our overall aspiration is to increase diversity within all our teams globally, acknowledging that not all teams and regions have the same focus areas
  • Increase women in leadership (Director+) by 30% globally, until we reach gender parity
  • Increase Black/African American, Hispanic, Asian, American Indian/Alaska Native or two+ races in U.S. in leadership (Manager+) positions by 30% in the U.S. (until we achieve at least U.S. population parity by level and function)
  • Increase veterans, people with disabilities, and LGBTQ representation by 30% in the U.S. (until meeting internal goals)

Informed by more than 75 leader-hosted listening sessions with our Employee Resource Networks, our Diversity, Equity and Inclusion team and our employees, we have created and implemented a four-part strategy:


Where We Are

For more detail on our workforce diversity data, read our 2021 Diversity, Equity & Inclusion Report.


Philosophy on Pay Equity

Biogen is committed to ensuring our employees receive equal pay for equal work. ​

Biogen establishes components and ranges of compensation based on market and benchmark data. Within this context, we strive to pay all employees equitably within a reasonable range, taking into consideration factors such as role; market data; internal equity; job location; relevant experience; and individual, business unit and company performance.​

Biogen regularly reviews compensation practices and analyzes the equity of compensation decisions, for individual employees and our workforce as a whole.  If we identify employees with pay gaps, we review and take appropriate action to ensure fidelity between our stated philosophy and actions. ​

We institute measures, such as communications and trainings to interrupt and prevent bias in hiring, performance management, and compensation decisions and provide resources to further develop managers and leaders to help them make equitable decisions about pay. 


Employee Resource Networks

Employee Resource Networks (ERNs) are internal groups for employees of shared characteristics, life experiences and interests. These networks provide opportunities to share knowledge, find mentors and receive support, which can be invaluable resources for career development. Employees interested in advancing inclusion are welcome to join any network.



The AccessAbility network is the network for employees with disabilities, those who are caretakers of individuals with a disability and their allies. The network’s mission is to foster a culture of awareness, advocacy and inclusion to empower employees with disabilities and care partners to bring their best selves to work in order to make the biggest impact for those we serve. This network focuses on building disability awareness and creating timely resources for employees with a disability, as well as providing resources for employees who are caregivers. The network has two chapters: one for Alzheimer’s disease (AD) and one for Multiple Sclerosis (MS).

Biogen Veterans Network

The Biogen Veterans Network focuses on engaging and empowering veterans. Veterans are recognized as an important part of our diverse community. Heightened visibility and increased knowledge help colleagues understand the unique attributes and leadership capabilities that veterans offer while enhancing veterans’ capabilities.

In collaboration with our recruitment team, the Biogen Veterans Network aims to bring the experience and competencies of veterans to Biogen’s workforce. Biogen has also been recognized as a military-friendly employer by Employer Support of the Guard and Reserve.


Ignite is our Employee Resource Network for early-career professionals and their advocates. It will create an engaged working environment for those who are early-career, provide opportunities to connect with other early-career professionals, encourage collaboration with mid-to late career employees and demonstrate a deep commitment to social responsibility.

Our vision is an inclusive community for those early in their careers, and a collaborative relationship with experienced employees that furthers the growth and development of all Biogen employees and the advancement of the company’s overall mission.


Mosaic, our multicultural network, aims to foster awareness, appreciation and collaboration within Biogen through a richer understanding of our employees’ cultural heritage and identity differences.

Mosaic’s vision is to be an action-oriented, global and diverse force that eliminates barriers, adventurously collaborates and unites differences by building a strong foundation that generates forward-thinking leaders.


In 2020, employees launched ourIMPACT, which focuses on environmental sustainability and its links to human health. ourIMPACT aims to help employees share new ideas and best practices for personal sustainability, as well as helping to implement projects to support Biogen’s Healthy Climate, Healthy LivesTM initiative to advance climate, health and equity at work, at home and in the community.


ReachOUT is our network for lesbian, gay, bisexual, transgender and questioning (LGBTQ) employees, along with their straight allies. ReachOUT works to increase awareness and acceptance of the LGBTQ community within Biogen and supports a best-in-class working environment for LGBTQ employees.

Our company has a long history of supporting workplace equality. Our policies and actions include enhanced benefit programs to better support the health of our transgender employees, and corporate sponsorship and participation of the Gay & Lesbian Advocates and Defenders (GLAD), Human Rights Campaign (HRC), Pride Boston, Pride Durham and Pride Zürich.

Since 2013 Biogen has been rated 100% on the Corporate Equality Index, the benchmarking tool on corporate policies and practices pertinent to LGBTQ employees.

Women’s Innovation Network (WIN)

The Women’s Innovation Network (WIN) is committed to ensuring this employee population is fully included, engaged and valued at all levels of our company. In addition to creating networking, mentoring and learning opportunities, WIN further drives increased representation of women in senior leadership positions.

In recent years, WIN has focused on strengthening gender intelligence, particularly highlighting the role of men as allies. WIN has 1,400+ members – both women and men – in chapters at all of our major Biogen offices worldwide.


Employee engagement remains a critical component of the implementation and execution of our DE&I strategy. We rely on a cross-functional governing body of employees known as the Diversity, Equity and Inclusion Strategic Council (DEISC). Created in 2019, DEISC serves as the voice of employees and helps inform the organization’s DE&I strategic focus.


Commitment to the Community

Biogen is deeply committed to furthering Diversity, Equity and Inclusion outside of its walls. From supporting underrepresented students in science, technology, engineering, and mathematics (STEM) to being advocates for marginalized communities, we seek opportunities to exemplify greater corporate social responsibility.

Our Advocacy work is guided by core principles:

  • Ensuring affirmation of our Values and Diversity, Equity and Inclusion Strategy
  • Upholding current protections and evolving progress around Diversity, Equity and Inclusion for underrepresented talent and underserved communities

Examples of our advocacy related work:

  • We supported the ‘Yes on 3’ Campaign, which aimed to keep protections in place for the transgender community in spaces of public accommodation.
  • We signed open letters denouncing the repeal of the Deferred Action for Childhood Arrivals (DACA) program and an immigration ban of Muslim countries.
  • We support global inclusion for the LGBTQ community by participating in Pride Parades around the world.

In addition to hosting internal and external events that focus on accountability, ownership and innovation in diversity, equity and inclusion, Biogen is committed to supporting and attending conferences that focus on and elevate those who are underrepresented. As part of our global Diversity, Equity and Inclusion Talent Acquisition Strategy, we are committed to engaging with the community to assure we are bringing in a rich mix of talent of all backgrounds, perspectives, and experiences into the organization.

In addition to our Diversity, Equity and Inclusion Report, our 2020 Year in Review has information on our commitment to the community. Read more here.


Awards and Recognitions

We scored 100 percent on the 2021 Disability Equality Index (DEI) for the fourth year in a row and are one of the DEI Best Places to Work for the fifth consecutive year, reinforcing our status as one of America’s best places to work for disability inclusion. For the eighth consecutive year, we’ve been recognized as the ‘Best Place to Work’ for LGBTQ Equality in the U.S. by the Human Rights Campaign, scoring 100 percent on the Human Rights Campaign (HRC) Corporate Equity Index. Additionally, Biogen has received Best Workplaces awards from the organization Great Place to Work for our offices in France, Italy, the U.K., Canada and Poland. See our report for a full list of Biogen’s diversity awards.

Equal Opportunity Employer

Biogen welcomes all job applicants, and we strive to provide all employees with equal opportunity for advancement. We will not tolerate any form of discrimination or harassment based on an individual’s sex, gender identity or expression, sexual orientation, marital status, race, color, national origin, ancestry, ethnicity, religion, age, veteran status, disability, genetic information or any other basis protected by local government agencies or law.

As an employer of choice, we strive to:

  • Provide attractive employment opportunities for diverse candidates at all levels and in all segments of our organization.
  • Pursue and maintain relationships with sources of diverse candidates, community organizations and academic institutions.
  • Comply with both the letter and the spirit of all applicable laws and regulations relating to nondiscrimination and affirmative action in employment.
  • Ensure that all individuals are compensated equitably for similar work and have an equal opportunity to contribute and advance in the workplace.


Data Transparency

Measuring our workforce data is important to assure progress on our DE&I strategy and to hold ourselves accountable for advancing diversity at Biogen. Although we publish our EEO-1 reports, our job levels and titles differ from the categories provided in the EEO-1. As such, we do not rely solely on the report to measure our progress. Our overall DE&I journey, in our 2021 DE&I Report, provides a more accurate reflection of our progress toward diversity at Biogen. 

We choose to make our EEO-1 reports available publicly. We have become more diverse in race, ethnicity and gender during the last few years, and our EEO-1 data reflects that. With our continued focus on embedding priorities, actions and behaviors to bolster our overall diversity, we aim to make our organization a more equitable and inclusive workplace.  

Workforce Development, Diversity & Inclusion Principles (WDDI)

We are dedicated to being at the forefront of efforts to develop both a diverse and talented global workforce and an inclusive culture to unlock the full potential of that workforce. In addition to our robust internal and external programs, we also support the Workforce Development, Diversity, and Inclusion, principles (WDDI) adopted by the Biotechnology Innovation Organization.


Supplier Diversity

Visit our page on how we broaden our Supplier Diversity efforts globally.