In accordance with the Merck Values, we live a culture of mutual esteem and respect. We want to become better and faster by recruiting, developing and motivating the most suitable employees. In addition, we would like to further enhance the performance culture of our company and promote the diversity of our workforce. As of December 31, 2013, Merck had 38,154 employees worldwide (2012: 38,847). Merck was represented by a total of 191 companies in 66 countries, with 63 production sites located across 21 countries. Fit for 2018 The “Fit for 2018” transformation and growth program impacted HR work in 2013 as well. At the majority of Merck’s sites, the structural [...]

More information on this topic can be found in our 2012 Corporate Responsibility Report1. Strategy and management Our corporate responsibility (CR) activities are steered by our Group-wide CR Committee, which consists of representatives from Merck’s divisions, as well as from relevant Group functions. Our ambition is to be a global company that creates added value for consumers, our market partners and the community while also helping them lead better lives. We endeavor to achieve positive recognition for Merck in society and have an obligation to operate safely as well as respect the environment. Mankind is confronted with major global issues, such as the [...]

Based on a corporate culture that places the fundamental company values – courage, achievement, responsibility, respect, integrity and transparency – at the center of our entrepreneurial actions, the Code of Conduct helps those involved in the business process to implement the values when dealing with one another on a daily basis. Merck has created the Code of Conduct as a set of rules and regulations intended to help our employees to act responsibly and to make the right decisions in their daily work. The Code of Conduct explains the principles for dealings with business associates, general partners, colleagues, and employees, as well as the communities in [...]

Depending on the legal, economic and fiscal circumstances prevailing in each country, different retirement benefit systems are provided for the employees of the Merck Group. Generally these systems are based on the years of service and salaries of the employees. Pension obligations of the Merck Group include both defined benefit and defined contribution plans and comprise both obligations from current pensions and accrued benefits for pensions payable in the future. In the Merck Group, defined benefit plans are funded and unfunded. Provisions also contain other post-employment benefits, such as accrued future health care costs for retirees in the United States. In [...]

Merck’s future growth is highly dependent on its innovative strength. Therefore, the expertise and engagement of employees in all areas in which Merck operates are crucial to the success of the company. The markets relevant to Merck are characterized by intensive competition for qualified specialists and by demographic challenges. One of the key priorities for our company is therefore not just recruiting but also retaining specialists and talented employees in the long term. In this context, the focus on highly competitive and rapidly growing markets makes it especially necessary to have engaged employees. Fluctuation risks specific to countries and industries [...]