Boston Scientific is working to increase the diverse talent pipeline in technical fields by building long lasting relationships with key stakeholders.
Boston Scientific developed the Dean’s Day program, where the Deans of Engineering from the 15 Historically Black Colleges & Universities (HBCU) were invited to meet with Mike Mahoney, CEO & President, and our senior executive leadership team at our Maple Grove, MN site for a tour and discussion on the talent pipeline. The purpose of this
The greatest outcome was increased efficiency in the recruiting model with significant cost and time savings within the first year of implementation. The HBCU Deans of Engineering were able to provide us with candidate referrals who were selected specifically for their fit with our open internship opportunities. Rather than traveling and attending 15 school career fairs and recruiting events, the Dean’s endorsements help to accelerate the process. This strengthened relationship led to 21 candidates, 16 internship offers, and 13 accepted offers within the first year following Dean’s Day and a total of 39 intern hires to date through the HBCUs. There was an immediate increase in the diversity of our intern population and subsequently an increase in diversity in our talent pipeline. HBCU engineering schools represent 4% of the United State’s accredited engineering schools, however they graduate 30% of black engineers. Boston Scientific has been identified as a Top Supporter of the HBCUs by the Career Communications Group for the last three consecutive years. Additionally, we have appointed Matt Lavelle, Vice President of Operations, to the Advancing Minorities Interest in Engineering (AMIE) board. This has helped to further strengthen relationships with the HBCUs and find key differentiators to attract candidates.
Scientific discovery is best advanced when we harness the insight and creativity of a diverse talent pool with unique perspectives to develop solutions for some of the most significant challenges in healthcare today.