With over 65,000 employees worldwide, we value the diverse skills and capabilities that a global workforce brings to our business.
The integration of responsible business thinking across all our activities is a top priority, alongside aligning skills and capabilities with business needs, improving leadership capability, optimising performance and maintaining high levels of employee engagement.
We aim to provide our people with effective leadership, open lines of communication, excellent learning and development opportunities and a healthy, safe and energising workplace, within culture of equal opportunity in which diversity is valued and individual success depends solely on personal merit and performance.
As well as our global Code of Conduct, we have a range of policies that underpin our commitment to our employees, including our global People and Safety Health and Environment Policies, which were both revised and strengthened during 2008 as part of our overall review of our global policy framework.
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PERCENTAGE OF EMPLOYEES BY GEOGRAPHIC REGION
MANAGING THE IMPACT OF BUSINESS CHANGE
Our continuing strategic drive to improve efficiency and effectiveness resulted in further planned reductions of the workforce in some areas of our business during 2008. New business re-shaping activities, combined with revised estimates for the original 2007 programme (7,600 job reductions), will result in the overall programme delivering a reduction of approximately 15,000 positions by 2013. To ensure that a consistent approach, based on our core values, was and continues to be adopted throughout the programme, we provide specific guidance for HR and line managers across the company. Our challenge is that there are differences in the legal frameworks and the customary practice in the different geographies which are most affected by the business changes, but the global guidance aims to ensure that the same or similar elements are included in local implementation, for example open communication and consultation with employees, face-to-face meetings, re-deployment support and appropriate financial arrangements. In line with our core values, we expect the people affected to be treated with respect, sensitivity, fairness and integrity at all times.
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WORKFORCE BY AGE GROUP *
MONITORING PERFORMANCE
We continue to work to improve our global reporting processes through the implementation of a global Human Resources information system that is driving consistent people management practices and information standards worldwide.
Since launch in 2006, the system is now being used in 16 countries, including the US, UK, Sweden, China, Hong Kong, Indonesia, Japan, Korea, Malaysia, New Zealand, Philippines, Singapore, Taiwan, Thailand and Vietnam. Most recently, the system was implemented in Canada in September 2008. This means we now have consistent, detailed and integrated people information available at a global level covering around 40,000 employees – 62% of our workforce.
The new system enables us to further align our reporting with the Global Reporting Initiative (GRI). Although we currently don’t have the means to make a meaningful breakdown of our global workforce into different levels of seniority, we can meet some of the required GRI indicators, as shown in the graphics on this page. Please also note that these indicators cover only the 16 countries in which the system had been rolled out by the end of 2008, and that we will build on this year-on-year.
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AVERAGE SALARY - MALE : FEMALE *
EMPLOYEE PERFORMANCE REVIEWS
In the US, UK and Sweden, where this information is captured centrally, all employees received a performance grade, but the systems are not yet fully in place for confirming that this grading was backed by formal performance reviews.
We are working to improve these processes, supported by the new global Human Resources information system.
* MedImmune data is included but note that MedImmune is not covered by the Human Resources information system.
The content of this page was externally assured by Bureau Veritas, February 2009.
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At 20-Nov-2009 23:22 GMT
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