At W. L. Gore & Associates, Inc., 82 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 1445 employee surveys, with a 90% confidence level and a margin of error of ± 1.89. It was published on Sep 11, 2017. 21495 Visitors

What Employees Say

I am able to take time off from work when I think it's necessary.
93%
 
I'm proud to tell others I work here.
89%
 
Management is honest and ethical in its business practices.
87%
 
I feel good about the ways we contribute to the community.
86%
 
I believe management would lay people off only as a last resort.
86%
 

What They Do

We asked W. L. Gore & Associates, Inc. to explain what they do. Here is what they had to say.

Our products include everything from consumer items—such as ELIXIR® guitar strings and GORE-TEX® fabrics—to medical implants and toxin-destroying filters.  We foster innovation through a unique culture that relies on teamwork and direct communication rather than chains of command. 

About this Company

Website: gore.com Industry: Manufacturing & Production
US Headquarters: Newark, Delaware, 19711 US Sites: 39
Major Locations: Elkton, Maryland, 21921; Flagstaff, Arizona, 86005; Phoenix, Arizona, 85085; Landenberg, Pennsylvania, 19350; Santa Clara, California, 95050 US Employees: 6,095
Worldwide Revenues: $3,168.2 million Employees Worldwide: 9,535
Corporate Structure: Private Founded: 1958

W. L. Gore & Associates, Inc. has been awarded:

World's Best Workplaces 2017 (ranked 15)

Fortune 100 Best Companies to Work For 2017 (ranked 52)

Best Workplaces for Flexibility 2016 (ranked 29)

Best Workplaces in Manufacturing & Production 2016 (ranked 6)

World's Best Multinational Workplaces 2016 (ranked 3)

Fortune's 100 Best Companies to Work for® 2016 (ranked 12)


A visit from the ice cream truck. A festive cookout. Yard games. Live outdoor music. These are among the summer traditions you’ll find at Gore, dating back to the frequent cookouts Bill and Vieve Gore held at their home for Associates and their families.

Perks and Programs

We asked W. L. Gore & Associates, Inc. to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Associate Stock Ownership Plan: All Associates with a year of service become shareholders in Gore through a stock ownership program that contributes the equivalent of 12 percent of pay to each Associate’s account each year, reflecting a longstanding Gore commitment to Associates' “sharing in the success of the Enterprise.”
  • Sponsors: Every Associate at Gore, regardless of role or years of service, has a sponsor. A sponsor is selected by the Associate and formally, actively and personally commits to the Associate’s success. A go-to resource for any questions, anytime, sponsors offer guidance on development and learning opportunities as well as provide support and feedback.
  • Health & Well-Being: Gore’s Health & Well-Being program offers support for healthy lifestyles through free, confidential biometric screenings for Associates and access to free health coaching programs, focused on such areas as personalized nutrition, tobacco cessation, managing and preventing high blood pressure, lowering cholesterol and more.
  • Flexible Work Arrangements: Gore’s environment has long been rooted in trusting Associates and believing in them, and that trust extends to how Associates manage their time and commitments. Guidelines on flexible work have built on that foundation, providing greater structure to support Associates in exploring formal flexible work arrangements with their leaders that run the gamut from telecommuting and alternate work hours to compressed workweeks and rotating shift schedules.
  • Volunteer Support: Gore’s community giving programs are built on the premise that Associates should have the strongest voice in determining where Gore philanthropy dollars are spent. In this spirit, our Volunteer Support Grant program offers financial grants to non-profits to which Associates give their own time, while our Volunteer Time program provides all Associates with a day of paid time off each year to volunteer at community organizations of their choice.
  • Contribution & Compensation Process: Every year, Associates are asked to provide input on the contributions of their peers (those for whom they can provide knowledge-based input). Each Associate identifies those they feel are most familiar with their work. This becomes part of the information a knowledgeable committee uses to do their work determining Associate compensation. In more traditional workplace settings, a manager or boss might have the largest say in assessing an employee's work and determining his or her compensation. With our distinctive approach, however, we can gain greater insight. When assessing contribution, we use the concept "Impact x Effectiveness." Impact refers to how critical the Associate's contribution is to the success or failure of the business. And effectiveness refers to how effectively the desired result was achieved.

COMPENSATION BY THE NUMBERS

85% Company-paid health coverage for employees 79% Company-paid health coverage for dependents
85% Company-paid health coverage for part-timers 20 hours Weekly hours required for part-timers to receive health insurance
$4,363 Average Tuition Reimbursement

COMPENSATION PROGRAMS

  • 401(k) or 403b Program
  • Employee stock ownership plan (ESOP)
Gore's Volunteer Time and Volunteer Support Grant programs support Associates in giving back to causes they are passionate about.

WORK-LIFE BALANCE BY THE NUMBERS

21 days Paid time off after one year of full-time employment 10 days Paid sick days after one year of full-time employment
21 Days Paid time off as of first day of full-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule
  • Telecommute option
  • Job sharing
  • Compressed work weeks
  • Subsidized On- or Off-site Fitness
  • Medical facilities (at some locations)
  • Onsite Amenities (Massage therapy Fitness classes Biometric screening Subsidized lunch Discount ticket sales Discount on purchases at our Gore Store (GORE-TEX and WINDSTOPPER outerwear, footwear, gloves, etc.))

FAMILY CARE BY THE NUMBERS

35 days Fully-paid maternity leave (does not include personal vacation or paid time off)*60 days Average length of maternity leave new mothers take
3 days Fully-paid paternity leave (does not include personal vacation or paid time off)*13 days Average length of paternity leave new fathers take
$5,000 Adoption benefit20 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are not required to use all their personal paid time off before taking parental leave. All employees are eligible for parental leave benefits.

FAMILY CARE PROGRAMS

  • Lactation room(s)
  • Paid sick leave to care for a child or relative

HEALTH INSURANCE COVERS

  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
  • Fertility treatments

Community and Environmental Impact

8 hours Paid time off to volunteer Yes Sustainable commuting program
Yes Recycling program

Diversity

  • Diversity Champion is responsible for the success of formal recruiting and retention diversity goals
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees; Disabled employees
  • 30 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Leadership Diversity

 

Workforce Diversity

 
At an Associate-planned “Founders Day” event, participants had the opportunity to take a selfie with life-size cardboard cutouts of Bill and Vieve and share what they would thank our company founders for if they had the opportunity.

DEMOGRAPHICS

 
One Gore plant recently brought in four-legged friends through the Paws for People program to help relieve stress and raise awareness about the volunteer organization.

How to Get Hired

We asked W. L. Gore & Associates, Inc. for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

We’re interested in prospective Associates who are active learners. Seeking out different perspectives and being prepared for new ways of doing things have long been valued in our environment. Accordingly, candidates who take initiative in their own development, who are energized by learning new things and refreshing their skills pose a good fit. We also look for applicants who are comfortable working in ambiguous situations, and, taking it a step further, applicants who can help bring clarity to ambiguity by helping to define a path forward.  

What can prospective employees do to get your attention?

It’s a plus to have a Gore connection with a current or former Gore Associate. One of our most effective sources of candidates is our own Associates, so our recruiting team pays close attention to referrals. Another way to get our attention is to share insights about your personality or interests in an authentic way. When we’re evaluating candidates for a particular opening, we do take the time to read cover letters of candidates who appear to match our qualifications. If a cover letter speaks to why you are passionate about the position or field of work or our company, and you are able to convey who you are in a genuine way, the resume will be more likely to get special attention.  

 

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

We’re always looking for engineers from a variety of disciplines—chemical, mechanical, electrical, biomedical, materials science and the like.  In particular, the hiring of new engineering graduates remains a cornerstone of our recruiting program. In addition, we expect to make some strategic hires this year with skills and experiences that enhance our digital marketing capabilities and customer/market-facing understanding.

What should interested candidates do to find out more and get started?

Go to the Careers section on gore.com to explore job openings, view videos that bring our culture to life, check out additional tips on the characteristics that pose a good fit with Gore, and learn about who we are as a company. Follow us on social media: search “Gore” under the companies section of LinkedIn for our jobs listing. 

hiring Outlook

650 Forecasted positions to fill in coming year -4% Job Growth
21 Average applicants per opening 17,588 Total job applicants
10% New hires by employee referrals 51% Openings filled by current employees
50 Recent graduates hired 3% Voluntary turnover for full-time employees
11% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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