External recognition for gender-equitable salary practices in 2021
As part of our vision to support gender equality throughout our organization while nurturing a diverse, equitable, and inclusive culture, the EDGE assessment methodology objectively measured where we currently stand in terms of representation and pay equity.
By promoting and supporting gender-equitable salary practices, we are contributing to the UNGC’s Sustainable Development Goals on gender equality to support a healthier and more prosperous world. By empowering women, championing equality, and cultivating a culture of belonging, we have aligned these efforts and others within the People pillar of Medela Cares, our global corporate social responsibility program.
At Medela, we want to play a key role in supporting gender equality within our organization and in supporting our customers – and we are already on our way there. In addition to ensuring gender-equitable pay practices, we have also taken many additional steps to provide equal opportunities for all:
- Promoting gender equality: 60% of Medela employees are female and 46% of our leadership team is comprised of women, with a goal of achieving 50% gender diversity on our leadership team by 2025.
- Implementing flexible working hours: By introducing new flexible working hours and mobile work policies globally in 2020, we support flexibility and a positive work-life balance.
- Fostering personal growth and well-being: Through dedicated training and leadership development opportunities, we support employees on their individual growth trajectories and strive to help them achieve their professional goals.
- Investing in parental benefits and support: Medela is strongly committed to our new parent employees and offers benefits, such as 16 weeks of paid parental leave for all employees in the U.S. and Switzerland, to help new parents after welcoming baby and when returning to work.