Exploring Diversity and Inclusion Potential at Danaher

DeMario Moore, GMDP Associate, and Cindy Castellanos, Global MBA Recruiting Manager at Danaher spoke to myGwork about why graduates should strongly consider joining Danaher. Discussing the potential, benefits and diversity standards at the company, they offer a glimpse into their experiences with inclusivity and team morale in the workplace.

DeMario Moore, GMDP Associate

Professional Development/Growth Opportunities – As an associate in Danaher’s General Management Development Program (GMDP), I am stretched to realize my greatest potential. This is achieved through 3-4 rotations across various business groups such as Product Management, Sales, Operations, etc. Each rotation lasts 18-24 months and gives me the opportunity to deepen my understanding of how businesses function. The end goal is to equip myself with the skills needed to become a General Manager at one of Danaher’s operating companies.

Work-life Balance – At Danaher, I am encouraged to put my best foot forward at work and take the necessary time to recharge. Work-life balance is essential in preventing burnout and I am thankful that I have a manager and organization who supports my wellbeing.

Danaher Business System (DBS) / Continuous Improvement – The DBS tools are at the center of everything we do at Danaher and are deeply ingrained in who we are as people. With a strong focus on continuous improvement, we are constantly looking at ways to better ourselves, our processes, and even our customers. I’m so happy to work at an organization that doesn’t rely on complacency and actively pushes me to be better.

Mobility – Danaher highly encourages associates to explore opportunities within and outside of their operating company. This methodology is a core driver in fostering a culture focused on promoting from within. It’s very common to come across people who have been with Danaher for many years due to the organization’s commitment to promoting from within.

Diverse and Inclusive Culture – Working at an organization that prioritizes Diversity, Equity, and Inclusion (DEI) is extremely important to me. Danaher has various Associate Resource Groups (ARGs) such as: Women + Friends, Black + Friends, LGBTQ + Friends, Latinx + Friends, and Asian Decent + Friends. These ARGs are safe spaces for diverse groups to be seen and heard. I love attending ARG events and seeing the number of allies who show up to listen and learn how they can be better champions.

Cindy Castellanos, Global MBA Recruiting Manager

When recruiting graduates what do you look for?

There are five things that I think align with our culture and program   1. Adaptability, 2. Self-Awareness, 3. Growth-Minded, 4. Insight/Innovation, 5. Humility/Humbleness. These align with our core values and it’s important to be able to see this in our talent pool. 

Are there any specific recruitment processes you follow or is it different every time depending on the graduate?

Yes, there are a couple of internal processes that align with recruitment at our core business schools that I follow and internally within Danaher as well.  Danaher’s culture allows associates to create what we call Standard Work which serves as a tool to detail a sequence or action in a process providing routine for consistency and for improvement.  I’ve been able to create many processes throughout the years that have provided consistent recruitment in our programs. 

How important are diversity and inclusion when you're recruiting a new professional?

Extremely important, as a Latina in this industry it is not only important but a priority in what I do every day. I think it becomes a responsibility for every associate to create a diverse culture and place of belonging in their space. As an HR professional I have to hold myself accountable to assuring I am not only providing an inclusive culture but recruiting diverse talent in all of my efforts. 

How do you ensure you receive diverse graduate candidates?

I partner with many diverse networks, and I drive recruitment by engaging in opportunities and events on campus and with organizations who promote diversity of people, experience, background, thought and culture. Supporting underrepresented student lead organizations on campus and assuring my team understands our strategies helps bring a diverse range of candidates to our programs from the start.

How do you make sure the recruitment process is inclusive?

I make sure the roles are appropriately broadcast throughout the right venues and are able to hit as many diverse networks as possible. We focus on skill and ability and make sure we are asking the same questions to each candidate to be able to evaluate them with the same criteria. 

Would you encourage successful applicants to come out during the interview? If yes, what would be an easy way for them to come out?  

I encourage candidates to be transparent in what they want to share whether it’s their coming out story or something different.  The essential during this process is for candidates to feel comfortable and connected with the interviewer and feel our culture of belonging come through in the folks we use to represent Danaher. 

Does your organization have an LGBTQ+ network? How important do you think that is?  

Yes, I think our LGBTQ+ ARG helps provide a community of support for underrepresented groups at Danaher as well as fostering a sense of belonging, it helps promote a diverse and inclusive workspace and gives us all permission to bring your whole true self to work. 

Do you talk about all your employee resource groups to your candidates during the interview process? 

My focus is bringing in diverse MBA talent to our leadership development programs. I make it a priority to speak with candidates regarding Danaher’s 5-year DE+I plan and break down the essentials of the why and the importance in this.  I also have the privilege of using current associates who are MBA alums to talk about our diversity journey and have ARG members who join me on campus during our recruitment process. Candidates see diverse representation during our recruitment events and that matters to me! 

Have you seen significant changes in the diversity and inclusion policies of your company in the past five years? 

Yes, I’ve been with Danaher for 6 years and I’ve had the opportunity to see some significant progress within our DE+I priorities and pillars.  Overall, this is a journey, with understanding that we will continue to strengthen our pipelines of talent so that we may continue to hire the best talent for all roles. We continue to prioritize and adapt as we move forward, this is important to Danaher which is important to me. 

For new LGBTQ+ professionals, is their involvement in the LGBTQ+ network of their university important to you? 

I think it’s important to have representation and to further diversity recruitment which fosters diversity of thought. Finding the right community to support during work helps motivate associates in their day to day – find your tribe!! 

Do you introduce your new LGBTQ+ graduates to your HR team and LGBTQ+ employees resource group? How important do you think this is? 

Yes, and I also introduce our new associates to all of our Resource Groups so they can choose appropriately.  It’s important to do this early on so our groups know they have options and support. During our internship program we have various ERG members connect with our interns early on and also have our DEI teams speak with them to understand our DEI strategy and the importance of inclusion.  

Do you believe that being part of a network will help new professionals integrate within the organization? How? 

Yes, feeling like you belong and feeling included is an important part of your career when beginning in a new organization, it helps with motivation and feeling like you’re being impactful in your day to day.  I encourage everyone to look into Employee Resource Groups and getting involved in giving back or being involved in projects you’re interested and passionate about.