We recognize that our ability to excel depends on the integrity, knowledge, imagination, skill, diversity and teamwork of our employees.
THE CHANGING DEMOGRAPHICS OF OUR INDUSTRY, PATIENTS AND COMPANY
Working from a diversity of thought is no longer an aspiration, it is a business imperative for our company. The demographic makeup of our patients and customers is changing, and we are striving to keep pace. Approximately 50% of new recruits this past year have been women, and 33% ethnically diverse.
FOSTERING A LEARNING CULTURE THROUGH EMPLOYEE TRAINING, EDUCATION AND DEVELOPMENT
A positive, inclusive and high-performing work environment helps enable our employees to fully contribute to their teams’ objectives. Our commitment to training and education serves as the foundation for employee development, aligns with our business strategy, and is key to a learning culture.
PRACTICING OUR MISSION: HEALTH, SAFETY AND WELL-BEING
In keeping with our mission to save and improve lives, we are committed to helping our employees and contractors be well. We believe that through visible management, leadership and engagement, we can help them make the right choices when it comes to safety, health and the environment.
Employees and the UN Sustainable Development Goals (SDG)
The interactive graphic below indicates which SDGs we are addressing with regard to our Employees. Hovering over the icons will give you a description of the goal, with links to more information.
For a list of all of the global goals which our company is working toward, and a directory of pages with our related initiatives and performance data, please visit our Sustainable Development Goals page.
|Key Performance Indicators|
|Diversity & Inclusion||2011||2012||2013||2014||2015|
|Executive roles held by women1,2||35%||31%||31%||31%||34%|
|Women on the Board||17%||17%||17%||17%||21%|
|Underrepresented ethnic groups on the Board||11%||25%||25%||25%||21%|
|Underrepresented ethnic groups of executives (U.S.)2||17%||17%||20%||20%||20%|
|Underrepresented ethnic groups in the workforce (U.S.)||29%||24%||24%||24%||26%|
|Response rate to the Voice Survey3||63%||77%||77%||78%||NA|
|Employees who completed a health assessment (U.S.)||58%||58%||62%||57%||58%|
|Lost-time incident rate (LTIR)||0.30||0.27||0.28||0.20||0.21|
|Recordable injury rate (RIR)||0.74||0.62||0.61||0.57||0.47|
|Employees who took release time according to the global policy on employee volunteerism4||11.0%||15.0%||NA||12.5%||13.8%|
|NA: Not available.|
1 Beginning with 2012, data reported for women are global; previously, these data were limited to the U.S.
2 “Executive” is defined as the chief executive officer and two structural levels below.
3 In 2014, we moved to a biannual administration of our global employee engagement survey.
4 2015 figures are based on employee self-recorded volunteer hours through MSD Gives Back in the U.S. and Puerto Rico, and volunteer hours communicated directly to the Office of Corporate Responsibility for all other countries. 2015 marks the first year in which volunteer-hour reporting is based solely on employee self-report. Prior years included estimates for unrecorded volunteer hours.
Today’s professionals are interested in finding work environments that are amenable to their meeting personal life needs and to engaging interests that support and enhance their emotional and social well-being.
Our employees are the key to our success. We demonstrate our commitment to them by offering competitive and valuable compensation and benefits package as well as resources to support professional achievement and personal well-being.
We strive to foster employee engagement by promoting a positive work environment and by communicating proactively with all employees. Employee engagement is achieved through transparent communication, mutual commitment and trust.