Equal opportunity: A chief concern of Merck
Merck trains young people in several professions: here a trainee with her instructor
We select employees solely on the basis of their qualifications and character; this is part of the corporate culture of Merck.
Our Code of Conduct says: “We do not tolerate discrimination based on gender, race, color, nationality, age, religion, sexual
orientation, disability or on any other basis prohibited by law.” Diversity and equal opportunity in the workplace has an
inspiring and motivating effect.
At the same time, we can only defend our international leadership positions if we succeed in attracting the best people to work for our company.
At the same time, we can only defend our international leadership positions if we succeed in attracting the best people to work for our company.
Antidiscrimination legislation implemented
National antidiscrimination legislation has been passed throughout Europe in order to implement the corresponding EU directives. In Germany, the “General Law on Equal Treatment” (Allgemeines Gleichbehandlungsgesetz - AGG) applies. At Merck, we implement this through numerous company agreements as well as our globally valid Code of Conduct. The staff of Human Resources and the works council have been informed in detail. All senior executives must complete an online training course on the intranet. All the German companies of the Merck Group have set up company discrimination complaint departments, which was one of the main requirements of the AGG.
National antidiscrimination legislation has been passed throughout Europe in order to implement the corresponding EU directives. In Germany, the “General Law on Equal Treatment” (Allgemeines Gleichbehandlungsgesetz - AGG) applies. At Merck, we implement this through numerous company agreements as well as our globally valid Code of Conduct. The staff of Human Resources and the works council have been informed in detail. All senior executives must complete an online training course on the intranet. All the German companies of the Merck Group have set up company discrimination complaint departments, which was one of the main requirements of the AGG.
Opportunities for women
Merck encourages women to realize their opportunities and take on responsible positions in the company. While women represent around 43 Percent (2009) of the Merck Group’s global workforce, they hold only 12% of top management positions. With our cross-mentoring program, we are targeting the promotion of female executives.
Merck encourages women to realize their opportunities and take on responsible positions in the company. While women represent around 43 Percent (2009) of the Merck Group’s global workforce, they hold only 12% of top management positions. With our cross-mentoring program, we are targeting the promotion of female executives.
Opportunities for young people
Merck wants to offer as many young people as possible solid vocational training and therefore offers vocational training exceeding the company’s own requirements. At the end of 2009, Merck had 519 vocational trainees in Germany (2008: 503), working students and interns are not included in this figure. Because the German dual training system, which links theoretical training in vocational training schools with practical training in the companies, is something very unique, Merck cannot report comparably date for the entire Group.
Merck wants to offer as many young people as possible solid vocational training and therefore offers vocational training exceeding the company’s own requirements. At the end of 2009, Merck had 519 vocational trainees in Germany (2008: 503), working students and interns are not included in this figure. Because the German dual training system, which links theoretical training in vocational training schools with practical training in the companies, is something very unique, Merck cannot report comparably date for the entire Group.
Opportunities for people with disabilities
Our goal is to offer professional opportunities to people with disabilities or re-integrate them into the workforce. In Germany, large companies are required by law to fill five percent of their positions with people with disabilities. Comparable quotas do not exist in other countries. In 2009, we filled 4.1 percent of positions in Germany with people with disabilities. Our goal is at 5 percent. We are focusing in particular on those employees who become disabled during their career in order to create optimum working conditions for them.
Our goal is to offer professional opportunities to people with disabilities or re-integrate them into the workforce. In Germany, large companies are required by law to fill five percent of their positions with people with disabilities. Comparable quotas do not exist in other countries. In 2009, we filled 4.1 percent of positions in Germany with people with disabilities. Our goal is at 5 percent. We are focusing in particular on those employees who become disabled during their career in order to create optimum working conditions for them.
