Action Plan

We strive to increase the representation of women and minoritized groups at Gladstone. The more diverse our internal community, the more we will benefit by learning from every person’s unique perspective, background, and experiences. This diversity not only enriches our culture, but bolsters our science and, ultimately, can result in a greater impact of our collective work on overcoming disease.

To attract talented individuals from all walks of life, we must pay close attention to each step of the recruitment and hiring process. We cannot continue operating in the way we always have and expect different results.

We will re-examine all our practices—from where we post open positions and the language used in job descriptions, to our interview questions and selection criteria—to minimize unconscious bias and ensure the process is inclusive and equitable. We also aim to remove as many obstacles as possible that would prevent individuals from groups underrepresented in biomedical research from applying to or accepting a position at Gladstone.

And once we attract talent, we will work diligently to retain it. We will also focus on increasing the number of women and people of color in executive and investigator positions, not only providing advancement opportunities but also allowing individuals from these groups to see themselves reflected in our leaders.

We recognize that, along their journeys, people do not all benefit from the same privileges or face the same challenges. If they are not accounted for and addressed, these differences can lead to inequities in the workplace, with certain individuals being presented with—or being able to capitalize on—more opportunities than others.

As we continue to recruit people from various backgrounds and the Gladstone community becomes increasingly diverse, it is important for us to be thoughtful and vigilant to ensure that every individual has access to resources that will provide them with support and help them grow professionally.

To do so, we will systematically review all our policies and processes—especially as they relate to hiring practices, performance evaluation, promotions, pay equity, and professional development—to ensure they are equitable. We will also give everyone a chance to voice their opinions and concerns by promoting inclusive decision-making approaches.

In order to sustain a community that is courteous, sensitive, respectful, generous, and kind, it is crucial that everyone has the right—and feels they have the right—to express themselves fully. That’s why our DEI efforts are centered on people. We want to ensure that every individual feels a sense of belonging and experiences a positive relationship with Gladstone, from the time they apply for a position to the time they leave.

We will continually review our internal communications to confirm they are inclusive and make all community members feel welcomed and involved, while also bringing transparency to processes whenever possible. In parallel, we will aim to increase the understanding of diversity and inclusion competencies for all community members to create strong allies and partners in one another.

Gladstone is committed to going far beyond what is legally required to ensure all employees feel they can thrive in our workplace. In addition to the fundamental principles of diversity, equity, and inclusion, we must also emphasize the importance of maintaining an environment that is free of bullying, harassment, prejudice, and racism. And we must address all behaviors that can have a pernicious influence on our community by enforcing meaningful consequences.

Ultimately, and of paramount importance, we need to hold ourselves accountable to our objectives—not only as an organization, but as individuals who make up its internal community, and as partners who can influence its development. We have to commit the necessary time and resources to implement the tactics we have devised, track their progress, make adjustments based on our learnings, and eventually, celebrate our successes.