GlaxoSmithKline (GSK) is a name synonymous with healthcare innovation, global impact, and a commitment to improving lives. But how did GSK come to be? What drives its mission today? Let&rsquo;s dive into the story of GSK&mdash;a journey marked by scientific breakthroughs, an unwavering focus on patients, and a vision for a healthier world.
<h2>What&rsquo;s the Story Behind GSK?</h2>
GSK&rsquo;s roots trace back over 300 years, with its foundation built on the entrepreneurial spirit of small pharmacies and the relentless pursuit of medicinal advancements. The company as we know it today was formed through a series of mergers, including Glaxo, Burroughs Wellcome, and SmithKlineBeecham, culminating in 2000 as GlaxoSmithKline. This rich heritage is one of innovation, from pioneering penicillin production during World War II to breakthroughs in vaccines and respiratory care.
At the heart of GSK&rsquo;s mission is the drive to unite science, technology, and talent to get ahead of disease together. This purpose fuels everything&mdash;from groundbreaking discoveries in immunology to delivering life-saving vaccines and medicines to underserved communities. Today, GSK&rsquo;s focus remains clear: to help people do more, feel better, and live longer.
<h2>What Role Does GSK Play in Its Industry?</h2>
GSK occupies a critical role in the pharmaceutical and biotechnology industry, shaping the future of healthcare through innovation and collaboration. The company&rsquo;s work spans three core areas: vaccines, specialty medicines, and general medicines. With a strong emphasis on infectious diseases, oncology, and immunology, GSK addresses some of the world&rsquo;s most pressing health challenges.
The healthcare landscape is constantly evolving, demanding agility and adaptation. GSK has embraced these changes, driving advancements in digital health technologies, precision medicine, and sustainable manufacturing practices. By staying ahead of trends and prioritizing patient needs, GSK continues to be a leader in delivering impactful solutions.
<h2>Key Roles and Career Paths at GSK</h2>
GSK offers exciting opportunities across career paths, with roles essential to driving its mission forward. Key areas include:
<ul>
<li>Research &amp; Development: Lead groundbreaking work in vaccines, oncology, and infectious diseases, contributing to life-saving therapies.</li>
<li>Data &amp; Digital Roles: Harness cutting-edge technologies like AI and data analytics to transform healthcare delivery and operations.</li>
<li>Manufacturing &amp; Supply Chain: Ensure medicines and vaccines are produced and distributed globally, meeting the needs of millions.</li>
<li>Commercial Operations: Shape GSK&rsquo;s presence in the healthcare market through marketing, sales, and strategic partnerships.</li>
</ul>
<h2>What Makes Working at GSK Special?</h2>
GSK&rsquo;s vibrant company culture fosters integrity, teamwork, and continuous learning, ensuring employees feel empowered to thrive and contribute meaningfully.
Employees at GSK enjoy standout benefits that reflect the company&rsquo;s commitment to their well-being and growth, including:
<ul>
<li>Flexible Working: GSK supports work-life balance through a hybrid working model, which varies depending on the role and business needs.</li>
<li>Health &amp; Wellbeing: Comprehensive healthcare packages, including medical, dental, and vision coverage, as well as mental health resources and wellness programs, ensure employees can prioritize their health.</li>
<li>Continuous Development: Opportunities for upskilling, mentorship, and career progression are abundant, with access to learning platforms and leadership development programs.</li>
</ul>
<h2>Recognitions and Awards</h2>
GSK is consistently recognized as a top employer worldwide, reflecting its commitment to creating a supportive and inclusive workplace. The company has been named one of the Top Global Employers by Forbes and Best Places to Work by Glassdoor. These accolades underscore GSK&rsquo;s dedication to empowering employees and providing opportunities for growth and development.
<h2>Explore Opportunities and Connect with Us</h2>
Are you ready to make a difference and help us get ahead of disease together? Whether you&rsquo;re looking to advance your career or find meaningful opportunities to contribute to healthcare, GSK is the place to thrive. Visit <a href="https://www.gsk.com/en-gb/careers/" rel="follow noopener" target="_blank">GSK Careers</a> to explore current openings and learn more about how you can join our team. You can also connect with us on <a href="https://www.linkedin.com/company/gsk/" rel="follow noopener" target="_blank">LinkedIn</a> for updates on company news, employee stories, and insights into life at GSK.

Explore GSK careers in R&D, digital, and more. Join a top global employer driving healthcare innovation.

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When you write age-inclusive job descriptions, you open your company to a wider, more skilled pool of candidates and strengthen your reputation as an employer of choice. Ageist language can limit your reach, expose you to legal challenges and convey that your culture does not value every generation, even when unintentional.

Today&rsquo;s workforce comprises multiple age groups that contribute unique strengths. You cannot afford to let biased wording hold you back. It is essential to recognize exclusionary phrases and replace them with skills-focused, inclusive language that highlights what a person can do, not how old they are.
<h2 style="margin-top: 18pt; margin-bottom: 6pt;">The Impact of Ageist Language in Hiring</h2>
Age bias in job descriptions usually hides behind phrases that sound harmless but carry big consequences, like &ldquo;recent graduate,&rdquo; &ldquo;high energy&rdquo; or &ldquo;digital native.&rdquo; These terms suggest you are only interested in younger candidates and discourage experienced professionals from applying.

A survey revealed that <a href="https://www.myperfectresume.com/career-center/careers/basics/workplace-age-bias" style="text-decoration: none;">99% of U.S. workers</a> over 40 said there is some level of ageism in the workplace, which shows how deeply this problem runs. When your job postings reinforce bias, you limit your talent pool and cut off the innovation that comes from blending different generations. You also risk damaging your business&rsquo;s reputation, since age-exclusive language makes you appear outdated and unwelcoming.
<h2 style="margin-top: 18pt; margin-bottom: 6pt;">Phrases to Avoid in Job Descriptions</h2>
Many job descriptions unintentionally include phrases signaling age preferences, even when that is not the goal. By recognizing and replacing these terms, you can create postings that attract talent of every generation.
<h3 style="text-indent: -18pt; margin-top: 16pt; margin-bottom: 4pt; padding-left: 18pt;">&ldquo;Digital Native&rdquo; or &ldquo;Tech-Savvy Young Professional&rdquo;</h3>
Using phrases like &ldquo;digital native&rdquo; or &ldquo;tech-savvy young professional&rdquo; sends a message that only younger candidates are welcome. These words suggest that age is tied to ability, reinforcing harmful stereotypes that older professionals <a href="https://www.ncbi.nlm.nih.gov/books/NBK588538/" style="text-decoration: none;">are friendly but less responsible</a>, intelligent, or ambitious than their younger peers. That perception discourages highly qualified applicants from applying and undermines your credibility as an inclusive employer.

Focusing on specific capabilities instead of age-coded terms makes your posting clearer and more inviting. For example, instead of saying &ldquo;digital native,&rdquo; write &ldquo;proficient in [specific tools/technologies].&rdquo; It tells candidates exactly what is required and attracts applicants of all ages who can confidently demonstrate the required skills.
<h3 style="text-indent: -18pt; margin-top: 16pt; margin-bottom: 4pt; padding-left: 18pt;">&ldquo;High Energy&rdquo; or &ldquo;Work Hard, Play Hard&rdquo;</h3>
Describing a role as needing &ldquo;high energy&rdquo; or promoting a work-hard-play-hard culture risks alienating experienced professionals who may not resonate with that lifestyle but are equally capable of excelling in the position. These phrases often come across as coded language for youth, which makes older candidates feel like they will not belong, even if they have the skills and motivation to succeed.

Instead of leaning on language that hints at age or personality type, focus on qualities that drive performance. Say you are looking for a &ldquo;collaborative and motivated team player,&rdquo; which shows you value mindset and contribution over age-coded energy levels. This way, you attract people who share your values and are ready to work without making it sound like you only want recent graduates pulling all-nighters.
<h3 style="text-indent: -18pt; margin-top: 16pt; margin-bottom: 4pt; padding-left: 18pt;">&ldquo;Recent Graduate&rdquo; Without Flexibility</h3>
Asking for a &ldquo;recent graduate&rdquo; or limiting your requirements to 0 to 2 years of experience might seem like a way to define an entry-level role. Still, it clearly signals that you are only interested in younger candidates. This phrasing can discourage mid-career professionals making a transition or parents returning to the workforce who can thrive in the role with the right transferable skills.

A better approach is to write &ldquo;entry-level role, open to candidates with transferable skills or equivalent experience,&rdquo; which welcomes a broader audience without lowering expectations. In fact, <a href="https://www.watermarkinsights.com/resources/blog/technical-school-career-readiness-measurement/" style="text-decoration: none;">73% of employers adopted skills-based hiring</a> in 2023, proving that companies increasingly value demonstrated ability over arbitrary milestones like graduation dates. Aligning with that trend shows your candidates that your organization values what they can do, not when they finished school.
<h3 style="text-indent: -18pt; margin-top: 16pt; margin-bottom: 4pt; padding-left: 18pt;">Capping Experience Requirements</h3>
Putting a cap on experience in your job descriptions &mdash; such as writing &ldquo;4 to 8 years of experience&rdquo; &mdash; suggests you are not open to candidates with more expertise. It can also turn away older professionals who exceed that range. This kind of language unfairly signals that too much experience is a drawback, even though those applicants could bring valuable knowledge, leadership and perspective to your team.

A smarter way to write it is &ldquo;4+ years of experience,&rdquo; which clearly sets the minimum requirement without penalizing people who have more. Considering it costs <a href="https://designerly.com/reliable-employees/" style="text-decoration: none;">an average of $5,000</a> to hire a new employee, you cannot afford to miss out on highly skilled candidates because of narrow phrasing. This simple shift broadens your pool and makes it clear that you welcome talent with deep experience as much as those just meeting the baseline.
<h2 style="margin-top: 18pt; margin-bottom: 6pt;">Benefits of Age-Inclusive Hiring Language</h2>
Using age-inclusive job descriptions attracts candidates across experience levels. It gives your enterprise access to a broader talent pool. This approach drives innovation because people from different generations bring unique problem-solving approaches, perspectives, and skills that fuel creativity and stronger decision-making.

You also protect your organization from legal risk. The Age Discrimination in Employment Act <a href="https://www.eeoc.gov/age-discrimination" style="text-decoration: none;">forbids discrimination against people 40</a> or older, and a single biased phrase in a job posting can raise red flags. Beyond compliance, inclusive language positions you as fair, welcoming and future-ready. It strengthens your brand and helps you compete for top talent in a workforce that values equity and inclusion.
<h2 style="margin-top: 18pt; margin-bottom: 6pt;">Building a Workforce That Welcomes Every Generation</h2>
As a business leader, you should audit your job descriptions regularly to catch and remove hidden age bias. Replacing exclusionary language with skills-focused wording opens the door to a broader range of qualified candidates. Those that adopt inclusive hiring practices build stronger teams and position themselves as forward-thinking employers.
&nbsp;
Written by Content Contributor:&nbsp;
This blog was authored by a guest contributor or third party. The views expressed are their own and do not necessarily reflect those of CareerCircle. CareerCircle does not endorse any products, services, or claims mentioned. This content is for informational purposes only.
Eleanor Hecks is a business writer and researcher with a passion for bringing awareness to neurodiversity inclusion in the workplace. You can find her work as Editor-in-Chief of&nbsp;<a data-ogsc="" title="https://designerly.com/" data-linkindex="1" href="https://designerly.com/" target="_blank" rel="noopener noreferrer" data-auth="NotApplicable">Designerly Magazine</a>&nbsp;or as a staff writer at sites such as HR.com and Clutch.co.
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142 Articles

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