Advancing diversity, equity, and inclusion

We relentlessly practice diversity and inclusion in all we do to advance equity and belonging

Inclusion shows up in our purpose, our work, and our practices. It is foundational to why we exist—expanding the impact of genomics to all people. Diverse perspectives are valued and needed to drive discovery and innovation. And our diversity, equity, and inclusion (DEI) commitment is demonstrated through our words, decisions, and actions.

We are addressing DEI in our workplace, with our suppliers and business partners, and in our communities. As we embed DEI in all we do, our DEI strategy is integrated internally with our employees and our culture, and externally with our suppliers, business partners, and our community.

Acquire and develop diverse talent to drive inclusion and representation
Enhance inclusive culture by sharing commitments and measurements, and celebrating successes
DEI Approach diagram
Build and practice leadership inclusion capability
Build equitable processes and strengthen DEI outcomes

Our 2030 targets

Increase Minority

representation of Black, Native, Pacific Islander, Hispanic or Latino, and two or more communities in our US workforce and leadership

Zero Pay Gap

zero net pay gap1

Gender Representation

Gender representation in leadership2

  1. Zero net pay means no statistically significant difference in pay for the same or similar work, regardless of gender ethnicity, or race
  2. Leadership = Manager, equivalent, and above
  3. Though we do not use the Federal Employer Information Report EEO-1 to measure progress, the data represented is from our most recent filing. Gender and race/ethnicity are self-reported by the employee. Totals may not add up to 100% due to rounding or employees who have not reported their race/ethnicity.
Female Scientist

Maintaining a Zero Net Pay Gap1

Our pay practices are designed to compensate employees based on factors such as job performance, expertise, and experience relevant to individual geography. We believe no one should be paid differently due to their gender, race, age, ethnicity, disability, sexual orientation, or national origin. For this reason, we monitor our pay equity status and market competitiveness on an annual basis to ensure we offer equal pay.

Pay Equity Reports

L’égalité professionnelle Femmes/Hommes 2021

France Gender Equality Index 2021

UK Gender Pay Gap Report 2021

Previous reports

  1. Zero net gap in pay means no statistically significant difference in pay for the same or similar work, regardless of gender, ethnicity, or race.

We celebrate and connect diverse employees through our Employee Resource Groups

Our Employee Resource Groups (ERGs) deepen our respectful, inclusive culture by engaging employees around the issues they care about. They help employees develop connections with their peers and allies, and collectively advocate for diversity initiatives. Our growing ERGs also deliver expanded career and development experiences. We are proud to have ERGs represented globally supporting young professionals, LGTBQ+, veterans, people of color / minorities, and women.

Our ERG program philosophy

Our four contribution pillars ensure programming both supports ERG member needs and aligns with Illumina’s values. This focused work educates our teams about the value of difference and uses the power of diversity to drive innovative problem solving for our business.

Community Service
Community Service

Support our communities with social impact projects

Career Development
Career Development

Focus on building the careers and skills of diverse employees as future leaders

STEM portal
Education and Advocacy

Create more understanding and deeper collaboration

Business Impact
Business Impact

Enhance innovation with diverse teams identifying and solving business challenges

Our ERG program aims to:

Develop diverse leaders
  • Identify, develop, and retain talent from many different backgrounds
  • Reward and recognize those who invest in our inclusive culture
  • Support the growth and expansion of employee networks
Enable skills practice
  • Create opportunities to practice and advance strategic thinking and leadership skills in a soft-landing environment
  • Provide access to Illumina leaders to develop broader business perspective
  • Get exclusive participation in conferences, training programs, and early-access tools through DEI

Dedicated to Black/African American employees and allies

Green Team
Green Team

Dedicated to educating employees on how to be more sustainable


Employees early in their careers and allies


Employees connected to the Latin-American/Hispanic culture


Employees of the LGBTQIA+ community and allies


Employees who served or currently serve in the military and allies


Employees of color from diverse backgrounds and allies


Women at all levels and stages of their careers and allies

Dr. Toppin

"ERGs are an important component of our DEI strategy. We gain greater perspective in partnership with ERGs as they lift up the voices and needs of their respective communities. By supporting program leaders, we encourage diverse talent development, engagement, and career growth within Illumina."

Genomics for good in action

Veterans Find New Rewards at Illumina
Q&A: Jenn Foley, Illumina's Most Prolific Female Inventor
Illumina's Diversity, Equity, and Inclusion Actions Earn External Recognition and Further Advance Our Culture of Care