Diversity matters at Amgen. We believe our differences lead to better science and better business outcomes, enabling us to better serve patients. Our global presence is strengthened by having a diverse workforce and creating a work environment where staff feel that they are able to contribute their full potential.

Amgen is an equal opportunity employer; we do not hire, promote or make employment decisions based on race, ethnicity, gender or any other protected characteristic. Amgen is committed to promoting and maintaining an inclusive, high-performing culture where team members embrace and leverage each other's talents and backgrounds. Our commitment to diversity is articulated in our values and reflected throughout our organization.

We define diversity as everything that makes each human being unique; it includes all aspects of a person's physical, emotional, experiential and intellectual dimensions. Diversity, inclusion and belonging at Amgen is about employees taking responsibility for creating a welcoming, inclusive and productive work environment where employees feel valued, regardless of their differences.

Learn more about Amgen's Commitment to Diversity, Inclusion and Belonging.

Amgen Pay Gap Studies

As part of our total rewards program, we have built a strong foundation for determining and managing our pay practices based on both relevant market data and internal equity among our employees.

At Amgen, internal equity and fostering a workplace where all team members can thrive enables us to better serve patients. In 2024, we conducted an independent third-party pay study that compared pay gaps at Amgen between men and women globally, and between minorities and non-minorities in the U.S. (excluding Puerto Rico).^*

Our study showed that when we account for factors that may influence pay, such as location, job type, and experience, in the aggregate, women at Amgen earn almost the same as men (99.9%). In the U.S., minorities make 99.5% of what non-minorities make.

We also conducted a pay gap study that does not account for the previously mentioned factors that influence pay. Rather, the study measures the difference between the middle-paid employee from one group against the other. Using that methodology, we found that, in the aggregate, women earn 93.5% of what men do globally, and in the U.S., minorities earn 88% of what non-minorities make.

Because pay gaps are about the distribution of people across different roles in an organization, we believe our efforts to source the best talent, offer learning and mentorship opportunities to help all our team members reach their fullest potential, and provide opportunities for all our team members to grow professionally will help address pay gaps over time.

*In October 2023, Amgen acquired Horizon Therapeutics. Legacy Horizon employees were excluded from this study.

Employee Resource Groups

Employee Resource Groups (ERGs) are an important component in helping us recruit and retain the best talent. ERGs help to create connections across Amgen's global locations and flexible work arrangements. They provide multiple opportunities for employees to bond across time zones and shared interests, while reinforcing Amgen's strong culture of belonging.

Currently, we have 12 global ERGs, all with executive sponsorship from CEO staff and senior leaders, and all are open to any staff member who wishes to join. We provide leaders and managers with training and tools to create an inclusive environment for all staff.