Bio+ DEI | Bioventus Logo

Greater than the sum of our parts.

We are resolved to make Bioventus more than a good company to work for. We’re going to make Bioventus a place where each employee can feel, “I belong—I am seen and heard, accepted and valued here.” We know that in doing so, we will become a more competitive, resilient, and vibrant company.

Bioventus leadership has committed to creating a welcoming, inclusive, and supportive work environment for every employee.

That’s the purpose of Bio+: to recognize, embrace, and even leverage our differences. Because taken together with the values we have in common, our differences can make us stronger.

Real transformation happens only when we commit to:

  1. Listen to and learn from each other.
  2. Take risks and challenge the status quo.
  3. Do what we say, and say what we do.
  4. Embrace change.
  5. Welcome and build trust with each other.

Companies in the fourth quartile on both gender and ethnic diversity are 29% more likely than the other three quartiles to underperform on profitability.1


elevates performance.

Companies with equal men and women earn 41% more revenue.2

Our Vision Link

Our vision

The words diversity, equity, and inclusion are everywhere these days.


ignites greater trust.

Companies with the most ethnically/ culturally diverse executive teams are 33% more likely to outperform their peers on profitability.1

But behind the words is a reality too long ignored: we are not all alike. Each of us brings to the table a unique combination of knowledge, skills, values, and life experience.


ensures everyone is heard.

Diverse groups outperform groups of even the best performers at solving problems.3

Shared values will bring us together.

For much of human history, belonging has been tied to sameness. At Bioventus, we are tying it to shared values instead. Adopting a set of core values as the foundation of Bio+ enables us to reflect the beliefs that we as a company share. These values will be our compass, guiding our actions, behaviors, and decision-making processes.

At first glance, a DEI initiative may seem to be for specific groups of employees. In fact, this work will support all of us, no matter a person’s characteristics, including but not limited to: Age, Disability, Ethnicity, Gender, Gender identity or expression, Race, Religious beliefs and practices, Sexual orientation

Let’s also keep it simple.

The idea of a cookie cutter DEI program is antithetical to the very meaning of DEI.

While there are best practices and proven principles to guide us, we believe DEI programs must be custom built for the employees served.

That means we’ll take our best ideas and the best ideas of others, and we’ll work with them. So don’t be afraid to make suggestions. We can adopt and adapt what works and leave the rest.

Diversity of thinking enhances innovation by about 20%.4

We are
the plus.

We are the plus link

Little things add up.

DEI transformation is an inside job: every step and action each of us takes adds to our success. Our differences help us define, learn from, and celebrate each other. Harnessed together, they also give us more power to overcome limits,
unleash opportunity, and turn a good company into a great one.

76% of job seekers and employees consider diversity important when evaluating companies
and job offers.5

References: 1. Hunt V, Prince S, Dixon-Fyle S, Yee L. Delivering through Diversity. McKinsey & Company. January 2018. Accessed November 15, 2021.,outperform%20their%20peers%20on%20profitability 2. Perry N. 20 Diversity in the Workplace Statistics to Know for 2021. Updated December 16, 2020. Accessed November 15, 2021. 3. Hong L, Page SE. Groups of diverse problem solvers can outperform groups of high-ability problem solvers. Proc Natl Acad Sci U S A. 2004 Nov 16;101(46):16385-9. doi: 10.1073/pnas.0403723101 4. Bourke J. The diversity and inclusion revolution: Eight powerful truths. Deloitte Review, issue 22. January 22, 2018. Accessed November 30, 2021. 5. Glassdoor Team. “What Job Seekers Really Think About Your Diversity and Inclusion Stats.” July 12, 2021. Accessed November 15, 2021.