Diversity, Equity & Inclusion

Management Approach

At Lilly, we believe in the power of diversity, equity and inclusion (DEI) to fulfill our purpose of creating medicines that make life better for all people. By leveraging the diverse backgrounds of our more than 42,000 employees and driving actionable and measurable strategies to improve DEI, including diversity within our clinical trials, we can better deliver scientific breakthroughs.

Our long-standing values of integrity, excellence and respect for people foster an environment where team members are encouraged to speak up, share ideas and be fully engaged in our work. We are cultivating an inclusive culture that encourages all to feel safe being their true selves. To fulfill our purpose, we believe we must look at challenges from multiple viewpoints and understand the diverse experiences of the people who depend on our medicines.

When Lilly employees come to work each day, we bring different experiences, perspectives and traditions, and we are committed to welcoming, respecting and valuing those differences. Because people are our priority – and they power our purpose – we treat DEI like any other priority business objective. We set strategy to drive progress on attracting, developing, engaging and retaining a highly skilled and diverse workforce. We continually look at metrics to inform our approach to these efforts.

We conduct in-depth employee research that continues to yield important insights into employee-reported experiences. The research has uncovered factors that employees say may influence their ability to contribute to their fullest potential. This Employee Journeys research (explained further below) has led to a multifaceted People Strategy to improve our culture for all. Through our People Strategy, we have developed a comprehensive approach to DEI that strives to make working at Lilly better for everyone and helps deliver on our employee value proposition, “Be part of a team that cares about you and our shared purpose to make life better.”

Our commitment to DEI extends beyond our employees and into our broader business, including patient safety, clinical trials, access to and development of our medicines, and engagement with small and/or diverse suppliers and partners.

Leadership Commitment

The DEI commitment at Lilly includes purposeful corporate culture and ongoing data analyses to inform our approach. Our CEO and Executive Committee consistently set expectations for inclusive leadership and diversity in the workplace.

Our executive leadership integrates DEI within our human resources talent management organization. Lilly’s executive vice president for human resources and diversity, a member of our Executive Committee, reports directly to our chair and CEO and is ultimately accountable for DEI at Lilly. Our chief DEI officer is a senior vice president reporting to the executive vice president for human resources and diversity and is also responsible for leading our talent management functions. This allows us to fully embed DEI into recruiting, developing, and retaining talent.

We began setting internal aspirational representation goals in 2017 as part of our efforts to address underrepresentation of women in management globally and minority group members in U.S. management roles and have since expanded this to our research career path and the upper levels of our professional career path.* We monitor our progress over time against aspirational representation goals, which identify opportunities to grow the diversity of our candidate pools based on the external available talent market.

Senior leaders have long coached, mentored and sponsored employees. In 2023, our CEO sponsored leadership development programs for key talent, including employees from historically underrepresented groups. Members of our Executive Committee – our CEO and the executive vice presidents who directly report to our CEO – sponsored similar programs. Sponsorship efforts across various levels of the organization grew last year to just under 580 formal pairs. Mentoring relationships grew to more than 12,800 pairings because of a number of factors, including onboarding efforts, peer to peer, informal and formal mentoring programming.

* A “minority group member” (MGM) is an individual who identifies with one or more of the following races or ethnicities: Black or African American, Hispanic or Latinx, Native Hawaiian or Other Pacific Islander, American Indian or Alaskan Native, or Asian (each as defined by the U.S. Equal Employment Opportunity Commission (EEOC)).

DEI Progress

Building a more inclusive culture requires sustained focus to drive action and the holistic integration of equitable strategies into our entire business. Leaders at Lilly are expected to lead more inclusively by valuing differences, recognizing and overcoming bias, and fostering a speak-up culture where all colleagues feel their ideas and contributions are welcome and valued. We gauge employee feedback through surveys and other mechanisms.

Our commitment to DEI is a core component of how we do business. Here are some examples of how this work has made a difference: 

Lilly has participated in key external surveys and trackers that evaluate our DEI efforts compared to other participating companies.
Additionally, we tracked our progress, including:
- Management-level progress: Between 2019 and 2023 the number of women in management roles globally increased from 45% to over 49%. Representation of minority group members in U.S. management positions also increased from 22% at the end of 2019 to 24% at the end of 2023.
- As of end of 2023, four members, or approximately 31%, of Lilly’s 13-member Executive Committee were women, and three members were minority group members. Our 12-member board of directors range in age from 51 to 69 and include five women and five members who identify as minority group members.

DEI Programs and Activities

Employee Journeys

Over the past eight years, our employee journeys research has yielded important insights about the experiences of women, Black American, Latinx, Asian and LGBTQ+ employees. In 2023, we conducted our sixth journey, this time for employees with disabilities and caregivers at Lilly. This journey uncovered priority solutions to enhance the employee experience. We have used the collective insights from our journey work to create education and awareness programs to help build cultural literacy and understanding about expectations for employees to feel psychologically safe and to help drive equity and inclusion.

Our employee journeys research has contributed to growing energy around DEI across Lilly, including a companywide network of DEI champions, functional DEI initiatives and DEI teams across business areas. The research continues to inform several internal initiatives, including Make It Safe to Thrive training and our psychological safety efforts, which are discussed below.

While there is always room to continue to improve, these initiatives are making an impact. In our 2023 employee Pulse surveys, we saw continued progress on key questions related to inclusion such as “I speak up during meetings without worrying about how it will impact my relationships or career” and "I feel comfortable sharing my personal passions, interests and activities with the people I work with.”

Explore Your Career – We deliver on our talent strategy to treat all employees as a source of talent, identify future leaders and encourage the growth and development of all employees by providing a global framework of tools and resources for employees that aid in career development and advancement.

In addition, we invite eligible employees across all job paths, including employees in non-exempt roles, to participate in a global external assessment that can provide objective inputs for professional and leadership development supported through conversations with their manager. Since 2020, over 22,000 eligible employees have been invited to engage in education, and over 12,000 employees chose to complete the online assessment and receive developmental insights and coaching from their manager.

Access Lilly: Disability and Accessibility – In 2023, Lilly maintained membership with National Organization on Disability (NOD) and continued our commitment to improve inclusive technology and behaviors through Access Lilly, which is designed to create awareness and training for all employees on inclusive technologies.

Access Lilly: Learning and Development – We are focused on making Lilly’s learning and development offerings more user friendly for everyone by removing barriers, focusing on universal design and updating design standards for training courses to improve accessibility globally. For example, we reviewed new courses for compatibility with assistive technologies such as screen readers and ensured transcripts were available for individuals with hearing impairments. Across Lilly, we intentionally design learning experiences and other communications technologies to be more inclusive and effective for everyone and make training available so that employees can learn how to use technology to make content they generate more accessible.

Access Lilly: Facilities – We undertook various activities to enhance accessibility in our facilities globally, going above minimally-required legal standards, including benchmarking best practices and approaches for improving technology and building navigation. We conducted accessibility assessments at sites in the UK, Ireland and Italy and are investing to further improve accessibility for our employees and guests.

Access Lilly: Information Systems – We incorporate universal design standards in our requirements for developing externally facing websites.

Unconscious Bias – Lilly continues to offer a Conscious Inclusion program, developed to help employees identify and overcome unconscious biases and create an inclusive environment where all employees feel welcomed, heard, respected and valued.

Leadership Programs – Emerge is a three-day program led by our CEO that is designed to develop historically underrepresented talent at Lilly. Multiple cohorts, including employees across a range of dimensions of difference, have participated in this enterprise-level program since 2018. Lilly also offers leadership development programs for women, multicultural talent and leaders at all levels. The newly launched Discover Leading@Lilly program is a curriculum designed for all new Lilly leaders globally to build inclusive leadership skills and foster a culture of psychological safety.

Africa, Middle East and Central Asia Network (AMECA) – Historically, AMECA represented the interests of employees from Africa, the Middle East and Central Asia. AMECA has grown from an affinity group to an ERG, representing diverse geographies and cultures. The group’s mission is to create a global village by embracing our cultural differences and sharing connections that help build a courageous, more inclusive organization.

Black Employees at Lilly (BE@Lilly) – BE@Lilly engaged employees through several events in 2023, supporting the group’s mission that Black employees feel heard, safe and valued while advancing in their careers. In recognition of Black History Month BE@Lilly collaborated with internal speakers, other ERGs and the DEI office, BE@Lilly hosted sessions on innovation and allyship highlighting the accomplishments of our employees. The ERG supports Lilly’s Racial Justice Commitment, which aims to help combat racial inequity and social injustice and encourages its members to give through Lilly’s annual United Way campaign and volunteer with United Way agencies throughout the year. The ERG offers professional development programs for Black employees and leaders that focus on topics such as career planning and mentoring. BE@Lilly also offers programming to address the needs of Black employees who work remotely across the United States.

Chinese Culture Network (CCN) – CCN continued to increase awareness of and provide ways to enhance the experiences of employees of Chinese cultural heritage at Lilly. CCN influences Lilly’s multicultural landscape from both a Chinese and broader Asian Pacific American perspective, where all are welcome to grow and unleash potential in themselves and in others. CCN works to help its members develop into leaders who are equipped to impact their community at work and at home. It offers leadership development programs, enrichment events and external community partnerships. Through the Lunar New Year Gala, as well as Asian Pacific American Heritage Month and the Mid-Autumn Mooncake Festival, the ERG underscores the importance of cultural stewardship. Responding to world events and employee experiences, CCN sponsored Bystander Intervention Training for all interested employees, which provides tools and tactics to use in the event of harassment or a hate crime. The ERG continues to expand its influence by building new chapters at Lilly sites throughout the U.S. and partnering with global affiliates.

EnAble represents the interests of Lilly employees with apparent and non-apparent disabilities and those who are caregivers. EnAble’s vision is to create a disability confident culture by promoting awareness, providing support and removing barriers. Lilly conducted Employee Journeys research for employees with disabilities and caregivers in 2023 and communicated insights internally in the first half of 2024.

Lilly was one of the first medicine companies to join the Valuable 500, a global movement to put disability inclusion on the business leadership agenda. EnAble has initiated an enterprisewide initiative called Access Lilly that promotes barrier-free experiences for employees and customers in both physical and digital environments. The Accessibility Champions Community was formed and has more than 420 trained champions to help embed accessibility best practices into the way we work.

In 2021, Lilly joined other organizations and signed the Business Disability Forum Charter, where we pledged to ensure people living with a disability or who acquire a disability can apply for jobs, be employed by and do business with Lilly. In 2022, we received the Zero Project Award, which is awarded to organizations demonstrating exceptional work to improve accessibility.

Early Career Professionals (ECP) – ECP focuses on creating an inclusive culture where employees, including those who are new to Lilly, the workforce, the industry or a role, feel connected, engaged and equipped to succeed professionally. The group consists of more than 1,400 members who work to promote community, professional and personal development, and focuses on bridging gaps in the business, workplace and community.

Pride – In 2023, the DEI Office, International Pride, Corporate Pride and Field Pride continued building on the learnings from the LGBTQ+ Employee Journey. The ERG leveraged those learnings by building on the foundation of psychological safety for LGBTQ+ employees and their active allies and committing to providing visibility and support both at Lilly and in the communities we serve. Pride also hosted several well-attended events, including quarterly Pride and Ally Lives, to strategically drive LGBTQ+ engagement, increase allyship and educate employees on topics important to the LGBTQ+ community. Pride supported two important initiatives over the past year. First, the introduction of technology that allows employees in the U.S. and Puerto Rico to self-identify their sexual orientation, gender identity and appropriate pronouns to better reflect and represent these dimensions of difference. Second, ERG members partnered with the DEI Office to build and rollout a computer-based training for first-line supervisors to provide culturally informed education and build a more inclusive culture.

International LGBTQ+ Allies – This group is part of Lilly’s Pride network and promotes equal experience, treatment and safety for Lesbian, Gay, Bisexual, Transgender and Queer or Questioning people everywhere Lilly operates. The scope of the group includes all countries outside of the U.S., and the group works to enable LGBTQ+ people to bring their authentic selves to work and to help them feel valued and included everywhere in the world. The ERG has worked to expand global awareness and education by hosting discussions of the LGBTQ+ journey across multiple international hubs, offering a podcast about allyship and an internal Viva Engage page where allies can engage in a safe space to learn and ask questions about LGBTQ+ topics.

Japan International Leadership Network (JILN) – JILN educates employees and leaders on the value of the Japanese market and the capabilities Japanese employees bring to the broader Lilly community. JILN hosts an annual Japan Day to focus on the growing Japanese market and hosts multiple lunch-and-learns to create cultural awareness and educate employees on how to create an inclusive workplace.

Lilly India Network (LIN) – In 2023, LIN hosted Lilly’s annual global Diwali celebration with more than 1,000 attendees. The group also sponsored a speaking series, a panel to discuss gender diversity in South Asia with about 100 attendees globally. LIN membership expanded globally last year through increased partnerships with cultural and cross-cultural engagements. LIN collaborated with CCN, AMECA and the Asian American Field Network affinity group to host and celebrate Asian Pacific American Heritage Month and hosted multiple mixers to create a sense of community among volunteers.

Organization of Latinx at Lilly (OLA) – OLA’s focus in 2023 was empowerment of the Latinx workforce to own their career development and contribute to creating a best-in-class employee experience at Lilly. To do this OLA launched a new program that provided 1:1 mentorship to participants, expanded reach of the Latinx Mentorship Circles and hosted several workshops and events on career development and leadership topics as well as networking events. In addition, OLA celebrated and enhanced cultural awareness of the rich diversity within the Latinx community through multiple Hispanic Heritage Month events and partnered closely with external community organizations providing opportunities for volunteering and allowing Lilly employees to impact the communities where they live.

Veterans Leadership Network (VLN) – VLN successfully grew its membership by 38% to more than 1,000 members and held events with record attendance in 2023, including the annual Army vs. Navy flag football game and tailgate. The network continues to partner with Lilly’s recruitment and retention teams to improve veteran representation at the company and raise awareness of the unique set of skills and value that veterans can bring to Lilly. This partnership includes supporting the Department of Defense SkillBridge Internship Program to help participating service members transition from the military to civilian work. VLN hosted its annual Toys for Tots drive and multiple volunteer events to provide support to homeless veterans through our partnership with the Hoosier Veterans Assistance Foundation. The network grew its presence at Lilly's Research Triangle Park location in North Carolina and established new groups at Lilly facilities in Colorado and Philadelphia.

Women’s Initiative for Leading at Lilly (WILL) – WILL works to create advocacy for gender equity at Lilly by empowering women and men through training, networking, and mentorship to elevate women’s voices and perspectives in the business. WILL has more than 4,500 employee members. WILL engages their community through external partnerships with Lean In, Girls Inc., Women of Color in Pharma, Healthcare Businesswomen’s Association and Integrating Women Leaders. This year, the community benefited from efforts such as:
- Men as Allies mentoring
- Greater connection with other ERGs while underscoring intersectionality
- Engagements in difficult conversations about external events that impact our employees to ensure voices are heard, benefits are understood and that the company understands the feelings of impacted employees
- Workshops on the realities of women in the workforce at Lilly’s signature DEI event, Level Up.

GIN WILL International – The Gender Inclusion Network, Women’s Initiative Leading at Lilly, known as GIN WILL International, sponsored a team of women across global hubs at the Integrating Women Leadership Conference that hosts speakers to share best practices on how to improve female representation in leadership. GIN WILL works to establish an international presence to focus on allyship through initiatives like the Strategic Mentorship Program. The ERG also launched a podcast series that featured different Lilly leaders and employees around the world sharing experiences and learnings on how they are navigating both personal and professional challenges.

Our Approach to Talent Acquisition

We believe cultivating diverse talent starts with the talent acquisition process and continues through the training and development of people with wide-ranging backgrounds and experiences. Lilly has a history of fostering diverse representation in our recruiting practices with a focus on opportunities to expand our pool of candidates to reach more candidates across a variety of dimensions, including but not limited to race, religion, sexual orientation, gender identity, national origin, veteran status, disability status, education and experience.

As part of our efforts to build a diverse recruitment pipeline, we have:

Established new recruiting relationships and partnerships with institutions (including Historically Black Colleges and Universities) such as Morehouse School of Medicine, Charles R. Drew University of Medicine and Science and Purdue University.
Implemented a number of programs through Lilly Research Labs, including our Accelerated R&D leadership program (bringing in MD/MBA and Ph.D/MBA talent from highly regarded business schools); postdoctoral scientist program; and Medicines Innovation Hub Talent Development Academy, focused on early career scientists, potential leaders and experienced scientists for rotations within our organization.
Partnered with community organizations to identify first- and second-year college students for participation in our Summer Experience Program, and provided high school students with opportunities to explore their interests in information technology through our Information and Digital Solutions High School Program.
Worked with the Department of Defense SkillBridge program, which provides service members with opportunities to gain valuable civilian work experience during the last 180 days of service.
Launched multiple apprenticeship programs, including under a broader initiative called Skills First, which aims to hire and upskill individuals without four-year degrees, leveraging relationships with Ivy Tech Community College, Martin University, Be Nimble and the Indianapolis Urban League.

Clinical Trial Diversity

Every time someone takes a medicine – even if it’s over the counter – they are benefitting from the results of a clinical trial, a scientific study where researchers apply rigorous testing to ensure the safety and effectiveness of a medicine.

Many factors impact how someone will respond to a treatment, including their genetic background, race and/or ethnicity, gender, lifestyle and physical environment. To ensure that medicines are safe and effective for the patients who bear the burden of disease, it is critical that the patient population in clinical trials reflect the prevalence of the disease in the community. At Lilly, inclusive research goes beyond meeting regulatory requirements: it is a strategic business imperative that allows us to have greater impact in improving equitable health outcomes. Unfortunately, clinical trials have traditionally lacked inclusion of historically underrepresented populations. According to the FDA's 2020 Drug Trials Snapshot report, the 53 approved novel drugs that year included 32,000 clinical trial participants. Seventy-five percent of those participants were White, but just 8% Black/African American, 6% Asian and 11% Hispanic/Latino. By comparison in 2020, the U.S. population was 62% White, 13% Black, 7% Asian, and 19% Hispanic/Latino.

To increase trial accessibility to more patients, Lilly established clear, measurable goals to increase diversity in our trials, which helps us better understand more fully the comprehensive safety and efficacy of the medicines we develop for the patients who will be taking them.

These goals include:

Strategically designing trials to enroll participants who match the prevalence of the disease in the community.
Intentionally selecting a diverse range of clinical investigators in underrepresented patient geographies.
Ensuring tailored reach through elevating the patient’s voice, education activities and collaboration efforts.
Increasing diverse representation through education, partnerships and collaboration.

Racial Justice Commitment

In 2020, Lilly and the Lilly Foundation launched the Racial Justice Commitment to support effective solutions to racial inequality and social injustice. Together, our work and investments focus on improving the education, health, and professional and social mobility outcomes for Black Americans and historically marginalized groups. We’ve committed to building an ecosystem of equity for the benefit of our people and patients. The Racial Justice Commitment aims to drive change across five areas: people development, health equity, social impact, diverse suppliers and family-sustaining jobs.

Since launching the effort, we have made important progress:

Internal People Development

Building on our robust recruitment pipeline with many Historically Black Colleges and Universities (HBCUs), we have expanded our outreach, establishing two new recruiting relationships with Morehouse School of Medicine and Charles R. Drew University of Medicine and Science. In 2023, we hosted our second HBCU Day at Lilly Corporate Center in Indianapolis. Forty students and two faculty members from six HBCUs, where Lilly has not been as active in recruiting in the past, participated. Lilly also launched Propel in 2022, a development program offered two times per year, to connect Lilly employees from historically underrepresented groups to the company’s purpose and equip them with the tools they need to pursue their career goals. More than 50 employees attended in 2023.

Health Equity

In 2021, Lilly announced our commitment of $5 million over five years to Direct Relief’s Fund for Health Equity. Through this fund, U.S. health centers, free and charitable clinics, and other community-based organizations and educational institutions are offered the opportunity to apply for grants from Direct Relief of up to $250,000 annually. Direct Relief will make grants aimed at strengthening the capacity of recipient organizations to provide high-quality, culturally appropriate health care while focusing on social determinants of health for the underserved populations they serve. Lilly’s funding has been distributed to twelve awardees to date.

In 2018, Lilly announced a $7 million commitment to Diabetes Impact Project – Indianapolis Neighborhoods (DIP-IN) which takes a holistic approach to improving diabetes prevention and control in three Indianapolis communities. These urban communities of color where there is a higher prevalence of type 2 diabetes were disproportionately impacted by the COVID-19 pandemic. In 2021, to help address these health inequities, Lilly announced support for the expansion of DIP-IN, committing an additional $5 million to the project led by Indiana University Richard M Fairbanks School of Public Health at IU Indianapolis, along with other partners.

Social Impact

In 2020, Lilly committed 25,000 hours of volunteer service over five years to support organizations and efforts that aim to decrease the burden of racial injustice and its effects on communities of color. In 2022, Lilly employees helped complete that commitment, two years ahead of schedule. With the pledge goal met, Lilly will continue to strive to make life better for communities of color.

Since 2020, the Lilly Foundation has awarded more than $19 million to combat racial injustice and inequity in Indianapolis. Funding to date has supported the Indianapolis Public Schools Foundation for education initiatives aimed at underserved students. Grants also supported the launch of the Indianapolis Urban League Entrepreneurship Center to assist minority entrepreneurs with developing, sustaining and growing small businesses in Central Indiana and surrounding counties; the Central Indiana Corporate Partnership Foundation to support the management of Business Equity for Indy; and to aid Ascend Indiana in implementing strategies to improve employment opportunities for communities of color.

Lilly aspires to advance economic opportunity for underrepresented innovators by investing in first-time venture capital partners, with an emphasis on funds that invest in health care, health care-tech, or Midwest innovation (industry agnostic). Since 2020, Lilly has committed $110 million to venture capital firms supporting Black, Latinx, Women, Veteran, Disabled and LGBTQ+ startups. An additional $30 million has been approved for commitment to venture capital funds in 2024. These commitments include an investment in Black Opal Ventures, a fund investing at the intersection of health care and technology to improve health outcomes. Additional commitments include funding to SteelSky Ventures, a fund focused on women’s health innovation, particularly serving diverse patient populations, and Capitalize VC, a fund investing in underrepresented founders in the Midwest.

Lilly continues to engage with diverse financial institutions through its treasury operations, including using diverse brokers/dealers for the company’s $4 billion debt issuance in 2023, placing $365 million in bond investments with Black-, Latinx- and veteran-owned asset managers, and depositing $10 million with minority depository institutions (MDIs).

In 2022, Lilly committed $42.5 million to Purdue University over 10 years to fund pharmaceutical manufacturing scholarships for incoming undergraduate students, offering at least 75 students each year full tuition with a guaranteed co-op at Lilly and an opportunity to interact with company leaders. With the intent to create a diverse pool of recipients from a broad range of backgrounds, priority is given to students who (1) demonstrate that they have overcome obstacles in their lives or in their educational access, such as socioeconomic or educational disadvantage or (2) are first generation in their family to attend college.

In April 2023, Lilly announced a $15 million commitment over five years for the Lilly Scholars program in partnership with the Ivy Tech Foundation. This program will provide scholarships and experiential learning opportunities at Ivy Tech Community College for high school and college students from a variety of backgrounds who intend to pursue careers in pharmaceutical manufacturing. The program also supports a new pathway for high school students, which allows them to receive a college certificate in pharmaceutical manufacturing or medical device quality upon graduation.

Diverse Suppliers

Lilly spent nearly $1.5 billion with around 1,600 small and/or diverse suppliers in 2023. We engaged partners such as Indy Chambers, National Minority Supplier Development Council and their regional affiliates in Indianapolis, Puerto Rico and North Carolina to support the advancement of underrepresented businesses. Lilly also continued to mentor underrepresented suppliers through the Lilly Mentor Protégé program and participated in an “Elevate Black” matchmaking program with Black suppliers in conjunction with Diversity Alliance for Science. Read more about our supplier diversity efforts.

Family-Sustaining Jobs

Lilly launched multiple apprenticeship programs under a broader initiative called Skills First at Lilly, which aims to hire and upskill individuals without four-year degrees – a population that disproportionately consists of Black Americans and other historically underrepresented minorities. Lilly joined OneTen, an organization that will combine the power of other committed American companies to hire, promote and advance skilled talent who do not have a four-year degree into family-sustaining careers over the next ten years. We also have local partnerships for our Skills First recruiting efforts, including Ivy Tech, Martin University, Be Nimble and the Indianapolis Urban League. Martin University is Indiana's only Predominantly Black Institution of Higher Education.

Lilly has launched multiple apprentice programs to build the skills necessary to pursue a career at Lilly:
- The Professional Apprenticeship Program provides individuals without a four-year college degree access to roles at Lilly that they may not have had through traditional recruiting means. There are apprenticeship opportunities available in various functions: human resources, marketing, research and development, and beyond.
- The Technical Pathways Program Apprenticeship Program was launched in October 2022 in partnership with TechPoint and New Apprenticeship. This program focuses on developing information technology skills through on-the-job training, mentorship and coaching area various IT capabilities, from operations to data and beyond.
- Lilly also developed and launched the nationally registered Department of Labor Craft Apprenticeship Program, which will provide skill-based, on-the-job training for people while they earn a technical certification or associates degree at Ivy Tech Community College in Indiana. Lilly job roles that could be filled through students participating in this program include positions at our manufacturing sites such as maintenance mechanics, HVAC mechanics, instrument technicians and welders.
- Together, more than 130 individuals have participated in these programs, and we anticipate expanding the offerings to more in the future.

DEI Data

See our 2023 EEO-1 data.

2023 Data

Board Diversity

As of May 15, 2023, the company’s board composition includes five women and five minority group members on our 12-person board of directors.

U.S Workforce Ethnic Diversity

	2020	2021	2022	2023
Minority Group Member Employees^1,2	2020: 27%	2021: 28%	2022: 30%	2023: 32%
Asians	2020: 10%	2021: 11%	2022: 11%	2023: 12%
Black	2020: 10%	2021: 9%	2022: 10%	2023: 11%
Latinx	2020: 5%	2021: 5%	2022: 6%	2023: 6%
Other	2020: 2%	2021: 3%	2022: 3%	2023: 3%

Historical numbers may not add due to rounding.
In 2023, approximately 2% of the population declined to disclose.

Minority Group Members in Management (U.S.)

	2020	2021	2022	2023
Minority Group Members in Management Positions (U.S.)	2020: 22%	2021: 24%	2022: 25%	2023: 24%

Gender Diversity at Lilly

	2020	2021	2022	2023
Women on Board	2020: 31%	2021: 31%	2022: 38%	2023: 42%
Women on Executive Committee	2020: 43%	2021: 33%	2022: 33%	2023: 31%
Women in Management (all M levels)	2020: 46%	2021: 48%	2022: 49%	2023: 49%
Women in Global Workforce	2020: 50%	2021: 51%	2022: 51%	2023: 50%
Women in U.S. Workforce	2020: 50%	2021: 50%	2022: 50%	2023: 50%