DIVERSITY IN THE WORKPLACE: WOMEN IN LEADERSHIP CITIZENSHIP
Working to better support women pursuing leadership roles
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Medtronic, Inc. (“Medtronic”) offers RemoteView, which permits a user (“Programmer User”) of the Medtronic CareLink® 2090 Programmer (“Programmer”) to allow the viewing of information presently displayed on the Programmer screen with one or more individuals in remote locations anywhere in the world (“Remote Viewer”), including remote health care professionals or Medtronic representatives.
Limited License Grant. You are hereby granted a nonexclusive, nontransferable, terminable, nonassignable, nonsublicensable, limited license to install and use a copy of the Licensed Software solely for authorized and legitimate purposes. You may not otherwise copy, use, modify, reverse engineer, decompile, disassemble, create derivative works based on, or integrate with other systems or programs the Licensed Software without the prior written consent of Medtronic. You shall have sole responsibility for any fees or charges, including service or data charges, incurred by you in connection with your use of the Licensed Software. You shall not remove any proprietary or other legend or restrictive notice contained or included in the Licensed Software or other documentation associated with such Licensed Software. You agree to maintain any and all copyright, trademark, and other notices on the Licensed Software and any associated documentation.
Licensed Software Functionality and Data Use, Collection, Viewing, and Transfer.
“Active Remote Viewer” as referred to herein shall mean a Remote Viewer that has installed the Licensed Software and has at the relevant point in time an active network connection to a Medtronic server via the Licensed Software.
By installing or using the Licensed Software or clicking any acceptance button in connection with this Agreement, you acknowledge, understand, agree to, and consent to all of the following, including when you are an Active Remoter User:
) Registration. To obtain access to the Licensed Software, you must register at the Medtronic RemoteView website and establish a user name and password. All information that you provide in connection with such registration must be complete, accurate, and truthful. The user name and password are personal to you and must not be shared with anyone else. You will also not attempt, directly or indirectly, to disable, bypass, or defeat any password protection associated with the Licensed Software. Medtronic reserves the right to deny or disable any user name or password or request for any user name or password.
) Your Personal Information. Medtronic will collect information in connection with your registration and installation and use of the Licensed Software, including your first and last name, your email address, a selected security question(s) and your corresponding answer(s), your address, and your telephone number. You agree that Medtronic may store this personal information about you on a Medtronic server, including a server located in the United States of America.
) Session Key. To view the information on the Programmer, the Remote Viewer must generate a Session Key that must be shared with and entered by the Programmer User. “Session Key” as used herein means a unique token active for a limited period of time generated by the Remote Viewer. You agree not to share this Session Key with anyone other than the Programmer User who has initiated the specific session.
) Logging of Session Activity. Each time you log in to the Licensed Software, Medtronic will collect information about your activity, including in an aggregated log or database, regarding you and your session, including your name, username, computer name, IP address, operating system details, and session details (including transferring and sharing activity, start and end times, view only or control activity, and any chat messages between or among any Active Remote Viewers. You agree that Medtronic may store any personal information about you on a Medtronic server, including a server located in the United States of America.
) Active Remote Users. When you are an Active Remote Viewer: (1) you will be able to view the name and/or user name of any other Active Remote Viewer who is logged into the same Medtronic server; and (2) any other Active Remote Viewer who is actively logged into the same Medtronic server will be able to view your name and/or user name. The Licensed Software also permits one Active Remote Viewer to share the information being viewed to any other Active Remote Viewer. You must not share any information from the Medtronic programmer, including with any other Active Remote Viewer, absent the express permission from the Programmer User that is allowing you to view the information.
) Availability. Medtronic has limitations on the number of users that can concurrently log in to the Licensed Software at any given time. Thus, installation of or accessing the Licensed Software does not guarantee that it will be available to you for use at any time.
Permissions. By installing and using the Licensed Software, you represent that you have permission to do so from any associated clinic, hospital, or medical practice and that your use of the Licensed Software complies with any policies or requirements of such associated clinic, hospital, or medical practice. You are also responsible for confirming that the Programmer User has obtained any necessary patient consent before allowing you to view any patient information via the Licensed Software.
Your Acknowledgements. You acknowledge that the Licensed Software is not the exclusive method of viewing information from the Programmer and that the Licensed Software is not the exclusive method by which to obtain a patient’s implanted cardiac device data, including any data on the Programmer. You also acknowledge that the Licensed Software is not intended to be used as a life-sustaining or interventional tool during medical emergencies. You further acknowledge that Medtronic is not, and shall not be deemed to be, a provider of patient health care services by virtue of its provision of access to the Programmer screen information via the Licensed Software. You also acknowledge that information from the Licensed Software is not an electronic medical record and use of the Licensed Software does not in any way relieve you from using your best medical judgment to determine a proper course of treatment for patients.
Security/Privacy of Patient Data. Your use of the Licensed Software and any Session Keys shall be solely for legitimate and lawful purposes and not for any malicious purpose. You are solely responsible for and will use your best efforts in maintaining the confidentiality and security of any copies of the Licensed Software as well as any user name, password credentials, and any Session Keys that can be used in accessing the Licensed Software, a Medtronic server, or any information from a Programmer. You are solely responsible for and will use your best efforts in keeping any patient information you may receive or view in connection with the Licensed Software confidential and secure, and you will not attempt to capture or copy any patient information you view in any electronic or hard copy format without the express permission of the Programmer User. You will be responsible for any obligations or liabilities associated with any lost, stolen, or otherwise compromised patient information.
Reporting Issues and Feedback. You agree that you will report any issues or questions, technical or otherwise, regarding the Licensed Software promptly and directly to Medtronic. If you submit any comments or ideas to Medtronic, in the absence of a separate agreement regarding such submissions, you grant to Medtronic an unrestricted, royalty-free, irrevocable license to use, reproduce, display, perform, modify, transmit, and distribute such ideas in any medium and agree that Medtronic is free to use them for any purpose. In addition, Medtronic has no obligation to provide continued maintenance and support to you in connection with the Licensed Software. Any maintenance and support services provided by Medtronic shall be at Medtronic’s sole discretion.
Limitations of Liability.
THE LICENSED SOFTWARE IS PROVIDED TO YOU “AS IS,” AND MEDTRONIC EXPRESSLY DISCLAIMS ANY AND ALL WARRANTIES WITH RESPECT TO THE LICENSED SOFTWARE AND YOUR USE THEREOF, INCLUDING WITHOUT LIMITATION ANY IMPLIED WARRANTIES OF MERCHANTABILITY, FITNESS FOR A PARTICULAR PURPOSE, TITLE, AND NONINFRINGEMENT. MEDTRONIC DOES NOT WARRANT THAT THE USE OF THE LICENSED SOFTWARE WILL BE UNINTERRUPTED OR ERROR-FREE.
Legal Compliance. You shall at all times use the Licensed Software in compliance with all applicable laws. You shall ensure that your installation and use of the Licensed Software complies with all applicable export and import laws, regulations, orders, and policies of the United States of America and any other applicable jurisdiction. You represent and warrant that (i) you are not located in a country that is subject to a U.S. Government embargo, or that has been designated by the U.S. Government as a “terrorist supporting” country, and (ii) you are not listed on any U.S. Government list of prohibited or restricted parties.
Term, Termination, Modifications, and Support. This Agreement shall be in effect from the date when you first install or use the Licensed Software. Medtronic may modify, amend, or terminate this Agreement at any time, including by providing notices or an updated version of this Agreement on a Medtronic website. Medtronic may modify, disable, or terminate your use or Medtronic’s support of the Licensed Software at any time, including by providing notices on a Medtronic website. All obligations which are ongoing in nature shall survive termination or expiration of this Agreement. At any time upon Medtronic’s request (including via a notice on a Medtronic website), you agree to promptly delete and terminate use of any and all copies of the Licensed Software. In addition, upon Medtronic’s request, you agree to provide written verification that you have destroyed all copies of the Licensed Software together with the manner, date, and time of such destruction.
NayaMed International Sárl Customers: Whether the RemoteView feature shall be used in connection with NayaMed customers or devices shall be solely within the discretion of NayaMed International Sárl. If the Licensed Software is used connection with NayaMed customers or devices, this Agreement shall be directly between you and NayaMed with respect to those uses.
Working to better support women pursuing leadership roles
Bronwyn Brophy speaks candidly about her career path. “Growing up, the motto in my house was always ‘you’re as good as everyone else, but no better.’ Throughout my career, I’ve applied that thinking to how I approach my work and how I manage and mentor others. I tell rising female leaders, ‘You have to back yourself, you have to have the swagger and the belief in your own ability. Work hard, speak up, and be your own advocate.’” As vice president and general manager of Medtronic Gynecologic Health, Brophy was recognized three years in a row as one of Ireland’s Most Powerful Women, and, in 2018, she was inducted into the Women’s Executive Network Hall of Fame. She points out, though, that there is still significant progress to be made in the journey toward gender equality in the workplace. “The glass ceiling has certainly diminished since I started my career,” she says. “But not as much as I had hoped. There is still much that remains to be done.”
Elevating Women Leaders at Medtronic
Hear Carol Surface, Chief Human Resources Officer at Medtronic, explain how the commitment to diversity and inclusion started with the Medtronic cofounder and is embodied in the Medtronic Mission.
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While public dialogue — and a commitment by many large companies — to address the gender equality gap is helping raise awareness, the percentage of women in leadership roles, across industries, continues to lag.
According to the 2018 Catalyst Findings on Women in Leadership, women account for less than a quarter (24%) of senior roles globally. The results are similarly disproportionate in the United States. The McKinsey Women in the Workplace study found that in corporate America, only one in five senior leaders is a woman and only one in 25 is a woman of color.
To reduce this gap and make significant progress toward elevating women into leadership roles, companies must move beyond dialogue and focus on action. At Medtronic, action translates into fostering a strong culture of inclusion and accountability; setting aggressive, measurable goals; and implementing policies and programs that accelerate progress.
Employees who feel that they are part of an inclusive work environment are 42% less likely to say they intend to leave their job within a year.* For diversity to thrive, Medtronic leaders believe building an inclusive culture must come first.
The foundation for that culture began in 1960, when cofounder, Earl Bakken, penned the Medtronic Mission and created a powerful vision for the company. Knowing early on how important diverse perspectives are to business, Bakken dedicated a section of the Mission to employees — specifically to recognize the dignity and the personal worth of all employees.
“Our work to create a powerfully inclusive and diverse workplace is essential to our purpose, and Earl was absolutely visionary in this respect,” says Carol Surface, Chief Human Resources Officer, Medtronic. “Over a half century later, the business case is as real as ever: bringing diverse perspectives, diverse experiences, and diverse voices together leads to better decisions and ultimately better business results. For us, this translates to meaningful innovations that help our partners deliver superior patient outcomes.”
Building and fostering a strong pipeline of female talent at all levels of the company, especially in leadership roles, takes focus and dedication. While commitment to change is important, setting, measuring and communicating goals and metrics is crucial to progress and accountability. Over the last few years, Medtronic has been working toward having at least 40% female leadership in manager and above roles by 2020. At the end of 2018, women held 37% of the management level or above positions globally.
Accountability for results, driven from the top and cascading throughout all managers, is key to advancing the careers of women. Since joining Medtronic in 2011 as Chairman and CEO, Omar Ishrak has emphasized the need for more women in senior leadership roles. He has made inclusion and diversity, in general, a strategic priority, frequently emphasizing the role it plays in fostering innovation and the company’s ability to better serve patients. According to Deloitte’s “The Diversity and Inclusion Revolution: Eight Powerful Truths,” diversity of thought enhances innovation by 20%.†
In 2018, Ishrak committed Medtronic and its employees to accelerate change and gender equality in the workplace by formally joining the Catalyst CEO Champions for Change Initiative. This pledge — to work toward closing the gap on gender equality in the workplace — not only sets the standard for the type of company Medtronic strives to be, but also empowers people managers at all levels to contribute to that change.
I truly believe bringing different perspectives to our work, as well as employing a workforce that represents our patients and customers, will create a stronger, better company.- Omar Ishrak, Chairman and CEO
“In a global marketplace and diverse world, fostering an enriching and inclusive workplace is essential to our success, as is a commitment to gender diversity and the advancement of female leadership,” Ishrak says. “I truly believe bringing different perspectives to our work, as well as employing a workforce that represents our patients and customers, will create a stronger, better company.” Because of this, Medtronic senior leaders are held accountable for, and measured on, their contributions toward achieving the 2020 aspirational goal. They are expected to measure and create action plans to diversify talent, as well as nurture an inclusive environment where unique voices can be heard .
Today, across industries, women are less likely to be hired into entry-level and manager jobs and are far less likely to be promoted to manager. Studies show that for every 100 men who receive the first critical promotion to manager, only 70 women do.‡ At Medtronic, there is progress to be made in elevating senior women leaders in science and engineering, general management and customer-facing roles.
Recognizing bias can exist in the interviewing process, Medtronic developed programs to ensure diverse hiring slates and interview panels. In 2018, the company hired nearly 16,000 new employees, of which 54% were women.
Creating balance in senior-level roles requires intentional tools and investments in internal growth opportunities for women and facilitating a consistent and fair promotion process. Medtronic provides a variety of development programs for people managers, including unconscious bias training. Likewise, seeking input from women through a structured career development process opens a two-way street for women to share their goals and aspirations and help leaders support the growth of that person’s career.
Seeking input from women has helped shape recent family-friendly policies like the Medtronic Family Care Leave for U.S. employees. Combined with already existing parental benefits, new parents can now receive additional weeks of paid time off. Employees can also take time away to care for an ill family member, or if a spouse is deployed to active duty.
“We are committed to providing all employees flexibility to manage their career through different life stages,” says Surface. “Our job is to ensure women are not walking away and leaving the workforce because they can’t find advancement opportunities or balance.”
Another program giving women more options to balance both a family and the ability to develop a career is Careers 2.0. Research suggests close to 25% of women in engineering careers leave the industry by age 30, citing work culture or family commitments.§ The Medtronic “returnship” program is for individuals looking to get back into STEM-related careers. It provides paid internships that help engineers on-ramp back into the workforce after an extended absence .
“It’s hard to balance career and family. They don’t always go hand in hand,” says product engineer Amanda Miranda. After taking six years off from her career in biomedical engineering, Miranda wasn’t sure she’d be able to return to the work she loved. The Careers 2.0 program gave her the opportunity she was looking for. “You question whether someone will hire you with a gap in your resume,” she says. “When I read the [returnship] job description, I was relieved.”
Accountability from senior leadership is important to drive results, but equally as important is having the voice of all employees contributing to company-wide goals for inclusion and diversity. One of the biggest drivers of inclusion, and perhaps the strongest resource for women at Medtronic, is the Medtronic Women’s Network (MWN). The largest employee resource group (ERG) within Medtronic, the global network is comprised of 14,000 women and men at 105 locations across 60 countries and offers professional development, networking, and mentoring programs and tools that empower women to grow their career and lead.
Employee resource groups like the MWN are critical to creating peer groups and helping individuals combat the feeling of being the “only one” in their respective areas of work. “The MWN is a way for women to connect with others across the company who they might not otherwise have the opportunity to get to know,” says Liliana Gonzalez, vice president of the Medtronic Cardiac and Vascular Group in Latin America and member of the MWN leadership team. “At such a large company, it’s really important to do what we can to make everyone feel connected in some way, provide support, and encourage individuals to pursue their goals.”
Medtronic also offers a group for global senior women leaders called Commit to Connect to ensure female leaders at the level of vice president and above have a strong support system.
I’ve had some incredible women mentors at Medtronic,” says Brophy. “But I’m delighted to say I have also had some really great male leaders who have supported me, backed me, and championed my cause as I’ve built my career.- Bronwyn Brophy, Vice President and General Manager, Medtronic Gynecologic Health
Elevating women in the workplace was built into the DNA of Medtronic by Earl Bakken when he said, “I dreamed of a world where women lead.”
“If we expect to increase representation of women at more senior levels, then we must inspect metrics at all levels in the organization to make that happen,” said Surface. “We don’t have all of the answers, and our policies are far from perfect, but our commitment to getting this right is absolutely there.”
Committed to building a sustainable system that fosters inclusion and diversity, Medtronic continues its work to achieve true gender equality across all areas of the business. Adds Surface, “We should not rest until, at every level of the company, our gender diversity reflects that of the world, which means 50% women and 50% men.”
“Diversity Doesn’t Stick without Inclusion,” Harvard Business Review, 2017
“The Diversity and Inclusion Revolution: Eight powerful truths,” Deloitte Review, issue 22, 2018.
“Why So Few? Women in Science, Engineering and Mathematics" (The American Association of University of Women) http://www.aauw.org/research/why-so-few/ (2010)
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