Purpose-driven Team Members

Diversity and Inclusion

As a purpose-driven, pharmaceutical-centered company focused on fueling growth through innovation, diversity and inclusion (D&I) is personal to AmerisourceBergen.


Accelerating our D&I journey is important to our workforce of 41,000 team members around the world and to our business performance.

In FY20, we conducted a comprehensive situation assessment, advanced our diversity and inclusion strategy, and added a new Chief Diversity & Inclusion Officer role. Our long-term diversity and inclusion strategy is focused on three critical dimensions—people, culture, and community—and is grounded in deep organizational insights, our people data, and industry research and benchmarks. We are proud that our efforts continue to be recognized: the Human Rights Campaign awarded AmerisourceBergen a perfect score of 100 percent on its Corporate Equality Index for the third consecutive year. We were also listed as one of the “Best Places to Work for LGBT Equality,” and DiversityInc deemed us a “Noteworthy Company” for the fourth year in a row. We are dedicated to growing, learning and shaping our approach to diversity and inclusion for the betterment of our workforce and the communities we serve. There is significant intrinsic value created for all our stakeholders by having a strong culture and diversity that mirrors society as a whole.

Diversity & Inclusion metrics are available in ESG Reporting Index.

At AmerisourceBergen, we are committed to fostering a global workplace that values all cultural, experiential and philosophical differences; creates pathways for every team member to thrive; makes a positive impact on our communities through equitable access to healthcare; and is transparent and accountable for progress.

Focus areas


We are accelerating workforce diversity at every level by increasing organizational movement, strengthening our talent and performance processes, advancing diverse hiring, and differentially investing in diverse, high-potential talent. Highlights from our FY21 plan include establishing an early career rotation program and making additional investments in recruitment to establish new partnerships and create diverse talent-sourcing strategies.


We are cultivating a culture of equity, inclusion, and belonging across all dimensions of diversity, cultures, and geographies by launching a new leadership model for all team members, implementing a new modern D&I learning curriculum, expanding the reach and impact of our Employee Resource Group (ERG) program, and enhancing our people listening and feedback mechanisms. This year, we launched AmerisourceBergen's new ERG online platform to make it easier for team members to join ERGs, learn about initiatives, and connect with other members. Highlights from our FY21 plan include an intensive D&I workshop series with our top executive team led by Dr. Linda Hill, Harvard professor, author, and innovation and D&I expert. We are also creating a D&I-focused individual performance goal for all people managers and new inclusion, bias, and respectful workplace training for all managers and team members offered in partnership with the NeuroLeadership Institute and ELI, Inc. 


We are committed to playing a meaningful role in communities we serve through customer engagement, corporate responsibility, and supplier diversity by expanding our diverse supplier network, increasing our diverse supplier spend, and maximizing the alignment between our charitable giving and D&I strategy. Highlights from our FY21 plan include new external memberships, creating a new supplier diversity portal, and introducing diverse supplier goals for senior leaders. We have also published a Global Human Rights Policy and strengthened our external D&I disclosures. 

Sustaining momentum

To ensure we sustain momentum and focus on our long-term D&I strategy, we have launched an Enterprise D&I Council chaired by Bob Mauch, Executive Vice President and Group President. The Enterprise D&I Council will be accountable for steering the long-term strategy and assessing the progress of outcome-based measures, including representation, diverse team member promotions, pay equity and turnover, operating income through innovation, diverse team member engagement scores, diverse supplier spend, and charitable giving demographics.