At W. L. Gore & Associates, Inc., 86 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 929 employee surveys, with a 90% confidence level and a margin of error of ± 2.49. It was published on Sep 12, 2016. 7939 Visitors

What Employees Say

This is a physically safe place to work.
97%
 
I am able to take time off from work when I think it's necessary.
96%
 
I'm proud to tell others I work here.
91%
 
Management is honest and ethical in its business practices.
89%
 
People care about each other here.
89%
 

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 US Sites: 38
Major Locations: Elkton, Maryland; Flagstaff, Arizona; Phoenix, Arizona; Landenberg, Pennsylvania; Sunnyvale, California US Employees: 6,338
US Revenues: $2,929.2 million Worldwide Revenues: $2,929.2 million
Employees Worldwide: 9,889 Corporate Structure: Private
Founded: 1958

Awarded to companies on the Fortune 100 Best Companies List every year for 20 years

Gore associates are encouraged to communicate openly and directly without the need to operate through chains of command.

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 formally, actively and personally committed 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 feedback. They also act as advocates who ensure that associate contributions are recognized in the compensation process.
  • Health & Well-Being: Gore’s Health & Well-Being program offers support for healthy lifestyles through free, confidential biometric screenings and a variety of activities that have included, for example, walking programs, fitness classes, healthy cooking demonstrations, stress reduction seminars and personalized health coaching programs.
  • 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. New guidelines on flexible work have built on that foundation, providing greater structure to support associates in exploring formal flexible work arrangements that run the gamut from telecommuting and alternate work hours to compressed workweeks and rotating shift schedules.
  • Volunteer Support: Two programs channel Gore support to non-profit organizations based on where associates invest their own time and energy: The Volunteer Support Grant program offers financial grants to non-profits to which associates give their own time, while the 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: Each year, all associates are asked to assess and rank the contributions of their peers (those for whom they can provide knowledge-based input). These rankings then play a role in determining associate compensation. In more traditional workplace settings, a manager or a 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; in other words, executing with focus and discipline while achieving team and individual goals.

COMPENSATION BY THE NUMBERS

84% Company-paid health coverage for employees 84% Company-paid health coverage for dependents (Dependent children under age 26)
84% Company-paid health coverage for part-timers 20 hours Weekly hours required for part-timers to receive health insurance

COMPENSATION PROGRAMS

  • 401(k)
  • Employee stock ownership plan
  • Health insurance for retirees
  • Pre-tax savings account
  • Restricted stock units to employees

PERKS TO MAKE LIFE EASIER

  • Subsidized lunch on a regular, daily basis
  • Discount ticket sales
  • Dry cleaning
  • Massage therapy
  • Fitness classes
  • Subsidized public transportation
Gore is a materials science company committed to improving lives and industries.

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
4 weeks Unpaid sabbatical

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule
  • Job sharing
  • Phased retirement planning
  • Telecommute option
  • Compressed work weeks

FAMILY CARE BY THE NUMBERS

35 days Fully-paid maternity leave (does not include personal vacation or paid time off)56 days Average length of maternity leave new mothers take
3 days Fully-paid paternity leave (does not include personal vacation or paid time off)11 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
  • Elder care resources

HEALTH INSURANCE COVERS

  • Medical care
  • Vision care
  • Mental health care
  • Fertility treatments
  • Dental care
  • Prescription drug subsidy
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)

ONSITE HEALTH BENEFITS

  • Breast cancer screening
  • Complete biometric screening
  • Medical facilities (at some locations)
  • Flu shots
  • Fitness center (at some locations)

Community Involvement & Philanthropy

8 hours Paid time off to volunteer

Diversity

  • 'Diversity Champion' is accountable to formal diversity goals for employee recruitment and retention
  • Formal programs support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees; Disabled employees
  • 35 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Married employees in same-sex or heterosexual relationships receive the same benefits
  • Non-birth parents in same-sex relationships can take parental leave

Executive Diversity

 
Associates make a commitment to encourage each other to grow in knowledge, skill and scope of responsibility.

Demographics

 
We have a fundamental set of beliefs at Gore that are the basis for our strong culture, which connects Gore associates worldwide in a common bond.

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.

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

665 Job openings forecast for coming year -4% Job Growth
19,004 Applications received 736 Positions filled in past year
12% New hires by employee referrals 444 New positions created
325 Jobs filled by current employees Yes Recruits on college campuses
48 New graduates hired 4% Voluntary turnover for full-time employees
3% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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