Colleague insights are essential to understanding our strengths and improvement areas as we continue to build a culture of inclusion and belonging. The annual Employee Involvement Survey (EIS) is a comprehensive tool for listening to colleagues and gauging our performance.

Our latest EIS results reflect a company culture where individual differences are celebrated. Colleagues reported feeling that their direct manager (84%) and team (82%) value diversity of perspectives.

We achieved an 86% response rate to our annual Employee Involvement Survey (EIS), reflecting feedback from more than 100K colleagues.

People managers are critical partners in unlocking the full potential of our teams. We support them in making equitable talent decisions and creating and strengthening an environment where everyone feels they belong. Beginning with enhanced tools in 2024, we are developing structured, transparent approaches to support our managers in making inclusive decisions in hiring, pay, and other key moments that shape our colleagues’ experience.

We are also deeply committed to the professional development of our people managers through tailored trainings and resources. In 2024, we launched a new research-backed initiative on the behaviors that foster an inclusive team and workforce.

“Our microscopy customers rely on multi-modal analysis to deliver greater understanding of atomic structures. The same can be said of building high-performing teams. We need colleagues of all perspectives to deliver compelling products and services. We must be aware of our own filters, so we can cultivate an inclusive culture that produces the best results.” — Glyn Davies, President, Materials and Structural Analysis, Thermo Fisher Scientific

To foster an environment where everyone feels valued and supported in their growth, we regularly evaluate our pay practices. We are committed to making certain our colleagues receive fair, competitive and equitable pay for their contributions to Thermo Fisher—without regard to race, color, religion, sex, national origin, disability, protected veteran status or other characteristics protected by law.

To preserve our pay-for-performance culture and ensure pay decisions are merit-based, we have been expanding our pay equity studies. These have covered the United States, United Kingdom, and France.

In 2024, we conducted our first pay equity study in Australia and observed less than a 1% difference in pay between men and women after controlling for confounding factors. The difference was statistically insignificant, requiring no corrective action.