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Global Measures

Gender Diversity in 2020 Global Q1 Q2 Q3 Q4
Leadership Goal

Measure:
Building an environment Year-over-year increase in Year-over-year 29.2% 29.1% 28.5% 29.2%
improvement
representation of women in
where all employees can thrive leadership positions

We want Agilent to be the place where talented people bring their unique Gender Pay Equity 2020 Global Q1 Q2 Q3 Q4
ideas to work each day because we believe in the power of collaboration. Goal
Only together can we can find the most innovative solutions to the evolving Measure:
problems facing our customers. Our commitment to building diverse and Pay equity is a comparison
inclusive teams is what makes it possible for Agilent to deliver trusted between male and female 1.000 ±0.005 1.005 1.004 1.002 1.002
answers and insights that advance the quality of life. compensation for comparable
roles

Here you will find our global measures of gender diversity in leadership and
gender pay equity, as well as a D&I index from our global leadership survey.
We continue to track quarter by quarter so we can course-correct where we
identify gaps. D&I Index 2020 Global 2018 2019 2020
Goal
Our annual leadership survey
We are proud that in 2020 we exceeded our goals for pay equity, and In my organization, managers and
also achieved satisfaction scores of 80+% on the D&I-related index on includes questions that ≥ 80% employees value diversity & inclusion 90% 89% 90%
our annual leadership survey. Even though 2020 was a particularly tough measure Agilent as a diverse
year for working women everywhere, we remain consistent in our gender and inclusive employer.
representation at the leadership level. Measure: Agilent enables people from diverse 89% 89% 90%

Responses to the backgrounds to excel
D&I Index in the annual My team has a climate in which diverse
leadership survey are equal or perspectives are valued N/A 86% 87%
greater than 80% favorable