At MSD we believe there is strength in differences. We are deeply committed to fostering an inclusive environment that embraces and values the varied skills, experiences, backgrounds and cultural perspectives of each individual.

In Australia and New Zealand, we have a long-standing commitment to creating an organisation that is more diverse and a culture that is inclusive and socially responsible. Our Diversity & Inclusion Council, chaired by the Managing Director, Australia and New Zealand, was established in 2014 to define, develop and drive diversity and inclusion strategies across the business. The council’s vision is to foster a workplace that allows our colleagues to bring their whole selves to work.

We aim to:

• Foster an inclusive culture;

• Address unconscious bias;

• And provide an accessible and flexible work environment

for all of our people in everything that we do.

We know that having a more global and diverse workforce makes us a more innovative and agile company and better attuned to the needs of our customers, health care providers and patients who ultimately use our products.

Current achievements and initiatives:

• MSD is proud to be named an Employer of Choice of Gender Equality (2015 and 2016) by the Workplace Gender Equality Agency, recognising our commitment to achieving gender equality in our workplace. Our Managing Director, Australia and New Zealand, Riad El-Dada, took the Pay Equity Pledge in 2016, aligning to our organisational commitment to gender equality: “Initiating and maintaining gender pay equity in the workplace should be one of the priorities for all leaders. MSD started this journey in 2013 and under my leadership, achieving gender pay equity will be front and centre for myself, my leadership team and for all people managers at MSD. It makes perfect sense for our people and for our business that we continue on this journey that we are proud to be on. Gender pay equity is in my hands, and it’s in your hands too.”’

• Commitment to annual gender pay equity reviews and action to close identified pay gaps

• Encouraging membership by both women and men of the MSD Women’s Network, a global network that allows people to connect with others to foster gender equality

• Actively promoting flexible work arrangements, with 9 in 10 employees saying they have the flexibility they need to manage work and caring responsibilities.

• Membership of and contribution to diversity networks including the Diversity Council of Australia, NEEOPA (NSW Equal Employment Opportunity Practitioners Association) and Diversity Works New Zealand

• A leading flexible workplace culture supported by a comprehensive policy offering and the activity-based work environment at our head offices in Sydney and Auckland

• Proactive programs to advance gender diverse leadership across the business

• Training and other methods to cultivate mental health and unconscious bias awareness

• The highlighting and celebrating of key diversity events including A Taste of Harmony, Close the Gap, International Women’s Day, R U OK? Day, and White Ribbon Day

• The provision of exceptional benefits for colleagues experiencing family/domestic violence, and for care givers, including parental leave and additional leave that can be used flexibly.

Supplier diversity

At MSD, we believe a diverse supplier base helps us better understand and anticipate the needs of the people we serve. That is why we cast a wide net in search of talent, seeking qualified suppliers from all segments of the global community. Our local supplier diversity program includes Indigenous- and women-owned business enterprises.

We hold our suppliers to the same standards to which we hold our own employees. We expect our suppliers to:

• provide top-quality products and services along with the highest level of service.

• demonstrate that they are proactive, innovative and able to think strategically.

Leadership Commitment

Understanding and leading diversity and inclusion practices are considered an essential leadership skill for all of our employees.

We expect all employees, beginning with our leaders, to achieve diversity and inclusion goals, which are used to gauge individual and company performance. We define, measure and reward diversity performance through a number of tools, including affirmative action plans and diversity objectives on our company scorecard.