At Novartis Pharmaceuticals Corporation, we are fully dedicated to our Diversity programs and our EEO mission. Our policy is to employ and retain the most qualified individuals without regard to gender, age, religion, sexual orientation, national origin, race, disability, military status, or any other category protected by federal, state, or local law. This policy applies to recruiting, hiring, promotions, compensation, employee benefits, transfers, layoffs, terminations, Company-sponsored training, education, tuition assistance and social or recreational programs, and all other terms and conditions of employment.

We see our commitment to EEO as a moral imperative. But we also have a compelling business rationale for EEO. As the American workforce rapidly becomes more diverse, we face the challenge of creating new and better ways of recruiting and retaining talent from all segments of the American workforce, and we must ensure that Novartis Pharmaceuticals Corporation continues to provide a positive environment where we can all work together comfortably and effectively.

Americans with Disabilities Act ("ADA")

It is Novartis Pharmaceuticals Corporation's policy to comply with all applicable provisions of the Americans with Disabilities Act ("ADA") and any state laws protecting applicants and employees with disabilities. NPC provides reasonable accommodation to assist qualified individuals with disabilities to perform the essential functions of their jobs.

Equal Employment Opportunity

It is Novartis Pharmaceuticals Corporation's policy to provide a workplace that is free from discrimination because of race, religion, national origin, gender, sexual orientation, gender identity, characteristics or expression, age, marital status, military status, Vietnam Era veteran status, disability or any other basis prohibited by law. NPC will strictly comply with all laws and regulations to ensure equal employment opportunity. Skills, qualifications and other job-related and business criteria should be the sole bases for all employment-related decisions.

In addition, as a federal contractor, NPC has an Affirmative Action Plan which assists the Company in achieving its EEO goals and which is designed to take action to address those areas where underutilization of women and minorities has been identified.

Harassment

It is the policy of Novartis Pharmaceuticals Corporations to provide a work environment that is safe, conducive to good job performance, and free from discriminatory practices. The Company will not condone or tolerate harassment of any individual on the basis of race, religion, national origin, gender, sexual orientation, age, marital status, military status, Vietnam Era veteran status, disability or any other legally protected classification. Novartis Pharmaceuticals Corporation will take all steps necessary to prevent such harassment by supervisors, other employees or non-employees.

Recruiting

Enhancing our Ability to Recruit Diverse Talent

As part of a global group of companies, Novartis Pharmaceuticals Corporation reflects a great diversity of cultural backgrounds. But our scope with diversity goes beyond culture, and incorporates many visible and invisible differences, including, among others, leadership and thinking styles, gender, race, ethnicity, religion, sexual orientation, age and experience.

Our Diversity & Inclusion strategies are conscious efforts to fully derive and leverage the value available from diversity, with the performance interests of the business at heart.

If we cast the net widely and proactively across all segments of the talent market, then we will be successful in attracting our share of the best available talent. If we integrate multiple perspectives into our idea generation and decision making processes, then we heighten the probability of greater creativity and innovation in our outcomes. And if we reflect the diversified marketplace in our internal demographic, then we will be better positioned to understand our customers, to incorporate their insights into our products, and to serve them with excellence. In short we will consolidate competitive advantage.

Ensuring diversity of representation and complementarities across our internal teams and communities is the starting point. It takes inclusive leadership, in spirit and in practice, to secure the strategy's success. Only by motivating positive team dynamics and productivity, leveraging the differences, and bringing about the best possible contribution from each individual, can we deliver on the promise of diversity.

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