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Richard A. Gonzalez
Richard A. Gonzalez
Chairman and CEO

We can’t change the world, but we can make AbbVie a role model for fairness, inclusion and the rejection of bias and racism.

Rae Livingston
Rae Livingston
Chief Equity Officer

I continue to be inspired by colleagues at AbbVie and their collective effort around the world to lean into equity and inclusion and do their part to create an amazing workplace. This ensures that the important work of equity, inclusion and belonging is the fabric of AbbVie’s foundation now and into the future. Participating in the DiversityInc Top 50 provides yet another opportunity to learn from other organizations as part of our journey to continuously raise the bar.”

From The Company

Our Equity, Equality, Diversity and Inclusion (EEDI) strategy includes specific priority areas to drive continued progress at AbbVie in fostering a community and organization that is inclusive and working for our people, patients and business.

Abbvie’s progress for 2022 on this strategy includes continuing to:

Leverage talent attraction and talent management to grow workforce representation given the diversity of patients we serve worldwide. In addition to our existing executive diversity mentoring and sponsorship programs, we launched ASCEND (Accelerating Success, Cultivating Excellence, Nurturing Diversity), a talent development program for mid-level U.S. employees, focused on those in underrepresented populations, to enhance our talent and leadership pipeline and opportunities to thrive.

Reinforce the inclusive-leader competency in our people leaders, with emphasis on enhanced understanding, skill building, ownership and accountability. Education remains a priority accelerator along this journey for leaders and employees, including a new speaker series called Going Deep to enrich our journey of learning together. We also launched additional hiring manager education programs around inclusive recruiting and hiring practices and expectations in the realm of talent sourcing, diverse candidate slates, interview panels and unconscious bias awareness.

Strengthen community, well-being and belonging. We continued our focus on creating connections and building a sense of community through the work of our Employee Resource Groups and related communities because community fosters greater belonging and belonging is essential to greater performance. In addition, we make it a priority to listen to the voices of our employees regularly through Employee Voice Sessions. These sessions allow us the opportunity for awareness and a pulse on what’s on the hearts and minds of employees, enhancing workplace culture, often surfacing important ideas and advancing inclusion. Listening to employees builds trust and has enabled us to expand opportunities for belonging.