I, Brett Pletcher, personally commit to the following:

Personal Commitment

  • Use my voice within Gilead, my community, and our profession to advocate for Diversity, Equity and Inclusion (DE&I) and to champion diverse talent.
  • Demonstrate my commitment through actions and words to drive DE&I at Gilead, within our department, and in our profession. 
  • Commit personally to DE&I goals and improving the equity of our processes, including, but not limited to, enhanced practices for the hiring, development, and retention of diverse talent. Share those goals with my team and our department and hold myself accountable by measuring progress.
  • Share data, as appropriate, with my team and our department so that everyone has visibility into the goals we set, the progress we have made, and the areas that require attention.
  • Connect with diverse team members regularly and personally to listen, hear, understand and support their perspectives, goals and objectives.
  • Mentor and sponsor diverse talent in our department, within Gilead, and in our profession, including at our outside law firms. 
  • Use my personal network and relationships with other General Counsels, current and former colleagues, and leaders in our outside law firms and in the community at large to help define and advance positive change in our departments, in public service, and in our profession.

Organizational Commitment

  • Continue to be a voice for DE&I efforts at Gilead, including support for organization-wide programs and Employee Resource Groups. 
  • Formalize and enhance our department’s DE&I program, with the continued objective of advancing DE&I goals in all elements of our business, including talent development and retention, legal services supplier diversity, data and metrics, and accountability. 
  • Define, promote, and advocate for policies and practices that focus on access to business opportunities, professional networks and organizations, and financial influence to attract and retain diverse talent.
  • Identify opportunities to strengthen the development and advancement of diverse talent, including to leadership roles within our department. This includes, among other things: 
    • Continuing to utilize diverse candidate slates for open positions;
    • Continuing to refine our hiring process to promote diversity, including in identifying, interviewing, and selecting potential candidates;
    • Continuing to incorporate DE&I into succession planning for leadership roles; 
    • Continuing to share anonymized DE&I metrics with the members of our department to track and assess progress and focus on areas that require greater effort; 
    • Continuing to champion diversity training in our department;
    • Examining, and continuing to develop and enrich coaching, sponsorship, and mentorship programs for our professionals; 
    • Continuing to support an environment that welcomes all talent to be authentic and confident in the workplace and ensuring my leaders are held accountable for creating an equitable and inclusive environment.
    • Continuing to support involvement in diverse bar associations, other civic organizations, and LCLD, including through the Fellows and Pathfinder programs; 
    • Continuing to identify opportunities for our department to support, through amicus briefs and pro-bono legal support, ongoing legal efforts that impact change for diverse communities; and
    • Refining and enhancing our focus on developing and retaining our diverse talent through, among other things, stretch and cross-disciplinary opportunities to increase visibility and help position them for advancement.
  • Identify and endorse suppliers, including outside law firms and other professional services providers, who commit to staffing our matters with diverse personnel, including in leadership positions on our engagements, and work with our suppliers, including outside counsel and other professional services providers, to help attract, retain and advance diverse talent in our department, in their firms and in their professions.


  • Diversity and inclusion representation metrics, including workforce composition, hiring, promotion, retention, and succession planning. 
  • Supplier diversity metrics, including outside law firms, and regular engagement with our suppliers on ways to drive and enhance diversity on the teams that serve Gilead.
  • Internal and external engagement, including within Gilead, with other General Counsels, and within the legal profession and our community.

Make a move,
join the movement.

Make Your Pledge