Human capital
To create a better and healthier every day for every woman, we need a talented, dedicated workforce. As part of our efforts to foster that mission-focused workplace, we have created a powerful culture, built around our purpose.
Our culture starts with our six core corporate values, which focus on creating an innovative, diverse and performance-oriented experience. These values set the cornerstone for how Organon employees partner with one another and approach their daily work. To achieve this cultural aspiration, we also established six leader behaviors required to achieve it. We believe all our employees can demonstrate leadership and thus consider all of our founders to be leaders.
From the company’s launch in 2021, we have referred to our employees as “founders,” referring to the outsized role and impact they have in establishing a new type of company where we are united in our pursuit to prioritize the health of women. This mindset has helped us drive our culture and live our vision and values. Our human capital strategies incorporate what we learn from our employees through a full life cycle strategy of listening to our employees from the moment they join us as a new hire through their decision to leave.
Join our team: Visit our careers site.
Progress on goals
- Aspire to have balanced gender representation through all levels of the company globally by 2030.
- Aim to achieve pay equity.
Our approach
Employee engagement
Our founders feel a strong sense of connection to our purpose to help women and girls achieve their promise through better health. We believe every founder has a vital role to play in making the company successful and they flourish when there is support for their sense of engagement, well-being, growth, and belonging. We have a multi-pronged listening strategy to ensure we increase engagement by listening to our employees and acting on what we hear.
Just as we listen to her about her health needs, we listen to our employees’ ideas about how to enhance our culture. We strive to lead the change we want to see reflected in the world — starting from inside our walls. We aim for our employees to be engaged and committed. And we also want them to feel that they can be their authentic selves at work and that they have time to rest and recharge so they can be at their best. We deploy a robust survey strategy that includes an annual census survey (Founder Experience), as well as ongoing life cycle and pulse surveys.
We measure the Organon founder experience through a four-pronged model that we call Flourishing, which consists of:
All managers receive access to a portal with the annual Founder Experience Survey aggregated results for their teams, as well as training on best practices for action planning. We also asked all managers to share their team results and create local-level action plans to address feedback. Each department also developed action plans to address common themes. Learn more about our survey results in our ESG reporting center.
Learn more about our employee volunteering efforts in community engagement
Talent development
To maintain a strong leadership focus, we have succession plans that cover the top two levels of our organization, with additional levels included in some functions. We discuss our talent at our Executive Leadership Team meetings. We also review executive succession planning with the Talent Committee of the Board in order to evaluate the strength and depth of our bench.
We believe everyone has a fundamental right to learn and grow, and career development is about gaining diverse skills and experiences to help employees progress in their career. We champion all aspects of growth, including that which occurs in one’s current role, lateral moves and upward moves where appropriate.
We all have a role to play. As an organization, we provide a variety of ways to learn and apply new skills through on-the-job experience, learning from others and through formal training. Employees own their career and are empowered to seek feedback and create a diversified development plan. Managers provide coaching and have career development conversations with them.
Growth is core to our culture, and we expect all employees to have regular growth conversations with their managers. It is one of the four keys to flourishing in our Employee Experience model, and we track employee sentiments about their development annually. Additionally, we track feedback conversations, internal movement (lateral moves and promotions), gig opportunities and learning and development participation.
These forward-looking conversations are focused on strengths and development and can happen at any time. Check-ins are initiated by employees to ensure their actions align with company priorities, reflect on feedback they have received or talk about career development. These conversations establish a continuous cycle of feedback and check-ins. They also set the stage for our plans to implement additional development programs.
Our employees can request feedback from a variety of stakeholders and check in with managers for coaching as often as they like, within the natural ebb and flow of their work. This ongoing cycle of feedback and check-ins replaces the traditional annual performance review and rating with a system that allows us to recognize and reward our employees’ efforts continuously.
In addition to our ongoing feedback cycle, our Annual Compensation Process (ACP) supports our purpose-driven pay for performance approach. This process typically occurs in the first quarter of the year, and it includes base pay increases, annual incentive plan payments, and issuance of long-term incentives to eligible founders.
The Annual Incentive Plan (AIP) provides eligible founders with an opportunity to share in our company’s success, as determined by our company scorecard which establishes our financial and organizational health priorities for the performance period. Our collective contributions to achieving our scorecard priorities determine our organizational success and the funding for the plan.
We continue to offer our Inspire and Thrive recognition and reward programs. Inspire is a points-based program that enabled founder-to-founder recognition for day-to-day achievements. Thrive is a cash-based discretionary program that allows managers globally to reward exceptional performance for AIP eligible employees. We define exceptional performance as consistent overachievement of the responsibilities for a given role.
Attracting top talent
The success of our business depends on our ability to recruit top talent around the globe.
Since becoming a standalone company, more than one million job seekers have visited our careers site.
The global nature of our operations means that we target talent with particular skill sets in different parts of the world. For example, in Europe our talent pipeline is focused on engineering, quality and supply chain expertise, while in China we are focused on sales and marketing roles.
Organon’s Global Future Talent Program contributes to important work that makes a difference in women’s health every day. Our participants are assigned to projects that directly impact our mission to deliver impactful medicines and solutions for a healthier every day. Our Future Talent Program is for individuals who are currently enrolled in a degree program, or other formal education.
The program is designed to help build necessary skills and experience, which serve as a foundation for professional careers. The term “Future Talent” varies across the globe and can include the following terms: interns, co-ops, fellows, summer student, apprentice, contractor, trainee, working student and more.
We have partnered with the Rutgers University Ernest Mario School of Pharmacy for our Global Medical Affairs and Outcomes Research Fellowship Program, aimed at helping PharmDs and physicians build foundations as future leaders in the pharmaceutical industry. Additionally, we have collaborated with Florida A&M University’s (FAMU) College of Pharmacy and Pharmaceutical Sciences Institute of Public Health on our Field Medical Center of Excellence Fellowship Program, which is designed to assist PharmDs in developing clinical expertise, executing innovative ideas and improving patients’ outcomes as leaders in the healthcare industry.
Diversity, equity, inclusion and belonging
We believe that belonging is a business imperative.
A culture in which every employee feels empowered to be his or her authentic self must nurture Diversity, equity, inclusion and belonging (DEI&B). We recognize the intersectionality of gender, class and race/ethnicity, and we work to advance equity among historically underrepresented groups as defined by their geographic and cultural contexts.
We aim to recruit diverse talent and work toward that goal by partnering with diversity-focused organizations and associations. We launched a Global Talent Sourcing team and established partnerships with universities in local communities around the world to help identify and engage with diverse talent in the marketplace and strengthen our entry-level pipeline. We also signed the Hispanic Promise, a pledge to prepare, hire, promote, retain and celebrate Hispanic people in the workplace, as well as the Disability:IN CEO commitment to expand disability inclusion efforts.
“We all belong” is one of our corporate values, and we strive for all founders to feel comfortable being their authentic selves at work. We have facilitated these results through a combination of toolkits and workshops that equip founders to have courageous conversations with a variety of audiences (e.g., managers, peers, and other diverse founders.) Our 10 Employee Resource Groups (ERGs) promote community and belonging, as well as sponsor programs on topics including suicide prevention and mental health, parenthood, reverse mentoring, psychological safety, and caregiving. Founders are free to participate in any ERG, regardless of their individual gender, race, age, national origin, ethnicity, sexual orientation, veteran status or any other characteristic protected by law.
Our ERGs include:
Asian Pacific Association
Represents a network of business leaders dedicated to accelerating business growth by focusing on the importance of culture, people and community.
Black Leaders Network
Promotes diversity, equality, inclusion, and belonging within Organon and the community at large while also providing our members with a safe, open outlet to connect with other colleagues to empower, motivate and maximize the potential of Black employees.
HER ERG
Cultivates value from our diversity, empowered to freely voice concerns and propose robust and equitable solutions for a better every day for every Organon woman.
Intercultural Home
A community that aims to be inclusive and celebratory of all employees’ diverse cultures, faith, traditions and philosophies. The ERG is driven by our common humanity to act with kindness and compassion to serve as agents of good works in our communities and the world.
Families at Organon
Connects parents and caregivers across the globe by providing support and advocacy for resources, programs, and policies that meet their professional and personal needs at every stage of parenting and caregiving.
Next Generation Network
Attracts, retains and develops Organon talent through a global intergenerational workforce community that strives to promote innovation and influence enterprise strategy.
Organon Capability Network
Provides a welcoming and inclusive environment for colleagues with disabilities. The network strives to ensure Organon is a place where all founders belong and have opportunities to thrive.
Organon Pride Network
Focuses on providing a sense of community for our LGBTQ+ founders and allies. Pride makes a difference by creating a safe, equitable, and inclusive environment every day so our LGBTQ+ employees and allies can be their true, authentic selves.
Organon Hispanics, Latinos and Allies
Creates an inclusive and empowering environment for Hispanics, Latinos and their allies to impact business insights, career development and corporate responsibility.
Veterans ERG Organon
Promotes Organon as an employer of choice for veterans, supporting employees who serve within the company and their communities, providing mentoring support, building partnerships with service-related organizations and serving the local community.
In addition to our aspiration for balanced gender representation across all levels, Organon strives to empower all groups, including Black, Indigenous and people of color (BIPOC) founders, to be their authentic selves at work. We have democratized leadership development to ensure all founders have the opportunity to participate, learn and grow.
We recognize that diversity looks different around the world and have launched a Global Diversity Council made up of business leaders from our locations worldwide who will help differentiate our DEI&B strategy at the local level. In addition, we are participating in CEO Action for Diversity & Inclusion’s Mentoring Initiative for Diverse Executives, in which C-suite leaders across organizations come together to accelerate the development of diverse senior leaders.
Our DEI&B efforts helped us garner a host of awards as an employer of choices in 2023. These include:
- Best company for diversity
- Great Place to Work — Diversity, Brazil
- Top Employer 2023 in China
- Best Workplace for Women (Greater China 2023)
- Gender Parity Certification, Canada
- Bloomberg Gender Equity Index, Global
- Pro-Women Company of the Year Award (category: work-home balance), Poland
- Health Friendly Company (HCF), Italy
- Fortune Change the World, Global
- Best Workplaces in Asia™ 2023
- Great Place to Work Certification, Korea
- T+ Employer® 2023 Certified Healthcare Excellent Employer, China
- Best Companies x DE&I Best Practices, China
- Best Companies x ESG, China
- Corporate Equality Index
- Organization of the Year with the Power to Generate Change Towards Gender Equity, Global
- Top 50 Pharmaceutical Company, U.S.
- Great Place to Work- Pharma companies, Brazil
We are additionally a signatory for the U.N. Women’s Empowerment Principles, which aim to advance gender equality.
Learn more about our efforts on diversity, equity, inclusion and belonging
Pay equity
Our strategy aims to achieve pay equity across our global operations, and we are making notable progress toward this goal.
We have completed pay equity studies conducted by external economic and legal experts in nine of our largest markets (Australia, Brazil, Canada, China, Portugal, Spain, Switzerland, the United Kingdom and the United States), and showed that we have achieved 100% balance in pay equity for similarly situated female and male employees in equivalent positions.* Additionally, the 2023 pay equity study for the United States showed that we have achieved 100% balance in pay equity for similarly situated non-White (including Black, Hispanic/Latino, and Asian employees) and White employees in equivalent positions.**
Where appropriate, based on the determinations of our pay equity studies, we will make base salary adjustments to support our progress toward sustained pay equity.
Going forward, we intend to continue to use comprehensive evaluative approaches to support equitable decision-making regarding compensation allocation across our organization. These include regular pay equity studies in other regions over the next three years.
Learn more about our performance on pay equity
*Adjusted to account for legitimate labor economic factors.
**Adjusted to account for legitimate labor economic factors. Due to local legal and regulatory requirements, there was insufficient information available to conduct this second analysis outside the United States.
Employee benefits and well-being
We are focused on creating a culture in which our employees have the time to leverage the benefit programs we offer.
Well-being is influenced by our experiences at home, in our community and at work. We design our compensation and benefits to support our employees physically and mentally, as well as financially. We prioritize work/life balance, including offering flexible work options based upon employee needs.
To support employees’ mental health, a majority of markets offer access to online meditation services, free professional counseling, work/life services and speaker-led workshops on topics like time management through our global Employee Assistance Program (EAP) provider, Resources for Living.
Our Founder Experience Survey identified two overarching themes among our employees: a desire to understand the resources available to them and opportunities to take the time they need to care for themselves and loved ones. We offer a wide range of programs that respond to these needs.
A comprehensive benefits package
We offer benefits that aim to enrich the health and well-being of the majority of our employees around the world, including:
- Retirement plans with competitive employer contributions
- Tuition reimbursement
- 12-weeks of gender-neutral paid leave for birth, adoptive and surrogate parents
- 20 days of bereavement leave for employees who have experienced the loss of a loved one, including pregnancy loss
- Access to online meditation support and mental health counseling
- Work/life balance services and workshops
- Country-specific work/life programs in all markets
International Women's Day
We gave employees around the world time off in honor of International Women’s Day, encouraging individuals to use this time to make a commitment to their own health and the health of the women in their lives. Among other things, employees used this time to make overdue medical appointments, spend extra time with loved ones and focus on their personal well-being.
Employee health and safety
We believe that promoting wellness for employees and respect for the environment is not just the lawful thing to do, it’s the right thing to do. We strive to maintain a safe and healthy working environment for all employees, contractors, and guests.
Our Environmental Health and Safety (EHS) Council, made up of senior leaders across all business functions, is responsible for ensuring that we maintain a safe workplace and a culture of EHS excellence. The Global Safety, Health and Environment (SHE) group is responsible for overseeing our EHS Management System, which is implemented throughout the organization through EHS policies, standards, and procedures. The EHS Management System applies to all workers in all of our workplaces. We perform periodic internal audits to assess compliance with internal policies and regulations, as well as to identify areas for potential improvement. We are committed to protecting our employees, contractors, and visitors by effectively identifying and managing risks. All employees are responsible for maintaining a healthy and safe workplace.
Training our employees on occupational health, safety and emergency response
Training is one of the most important components within the EHS management system. It gives Founders an opportunity to learn their responsibilities, and it helps to put our Safety, Health and Environment Program into action. All Founders must understand their role in the program, how to identify potential workplace hazards that need to be prevented or controlled, and the ways to protect themselves and others.
Organon facilities and operations globally determine training needs for activities performed at the site or in the course of work, including the frequency of any refresher training for employees, contractors and visitors. We provide both in-person and online EHS training for many job classifications and continuously work to identify when training materials or delivery form/format need to be updated based on changing site operations, feedback on training effectiveness, internal requirements, external requirements and other appropriate factors.
Hazard identification, risk assessment and incident investigation
Organon is dedicated to managing risks effectively to safeguard employees, contractors, visitors and the environment. This includes effective identification of hazards, control and mitigation of risk factors and compliance with regulatory obligations, company and SHE standards and policies.
Employees are required to immediately report accidents, injuries, unsafe conditions, and near misses to their supervisor. If they are not comfortable doing so, employees may report such situations through to their SHE representative, Human Resources support or confidentially through our EthicsPoint reporting portal. We do not tolerate retaliation against employees or other individuals because they have provided truthful information in connection with investigations. We take claims of retaliation seriously — anyone who is found to have committed a retaliatory act is subject to disciplinary action, up to and including termination.
We set annual injury and illness performance targets and objectives and monitor progress monthly. When safety events occur, we work to identify the cause and put corrective actions in place.
We also work with our external partners to support their efforts to operate in an ethical, safe, and environmentally and socially responsible manner. We monitor these efforts through periodic assessments and corrective actions. For example, we assess our supply network to identify EHS risks associated with external partners’ activities and operations and consider compliance with EHS regulations and integrity of EHS programs when selecting partners.
Learn more about our performance in our ESG reporting center