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 leadership 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,” acknowledging 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 throughout the duration of their employment with Organon.
Join our team: Visit our careers site.
For more information on our strategy, goals and progress, please see our ESG highlights document in the ESG reporting center.
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 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 careers. 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 careers 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 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 enables 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 students, apprentices, contractors, trainees, working students 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 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.
Our culture of inclusion, innovation 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 inclusion, innovation and belonging. We are a stronger, more responsive, and more entrepreneurial company when all voices are heard and respected. When our founders feel included, they are more likely to speak out, pitch new ideas and challenge the status quo – and this fuels innovation, giving us a business advantage. We strive to build a workplace where we are proud to work, enriched by the voices and perspectives of many different backgrounds.
At Organon, our values and behaviors guide how we work, collaborate, and grow. Activating belonging is a behavior we expect from all employees – it is fundamental to driving a workplace where people feel safe, valued and heard.
We are committed to driving a culture of belonging and an environment of psychological safety, fueled by curiosity of difference and grounded in optimism and respect. By living these values every day, we create a place where everyone belongs and thrives.
Organon is a global company with immense possibilities. We provide a broad range of transformational learning and development opportunities that offer current thinking and best practices for building and working in strong, connected cultures.
Organon has 10 employee-led employee resource groups (ERGs) representing the global community of our employees. They foster a culture of belonging by bringing together shared identities and experiences and cultivating ally ships across the organization.
Organon ERGs are open to all employees, supporting growth and development and creating opportunities for recruitment, retention, branding, training, networking and business development.
Our ERGs include Asian Pacific Association, Black Leaders Network, Families at Organon, HER ERG, Intercultural Home, Next Generation Network, Organon Capability Network, Organon Pride Network, Organon Hispanics, Latinos, and Allies and Veterans ERG Organon.
The Global Belonging Council was established to champion the culture of inclusion, innovation and belonging at Organon. The council fosters authentic connection between our company mission, local initiatives of our ERGs and the behaviors to activate belonging across the organization. Through this commitment, the council helps create an environment where every employee feels valued, connected and empowered to contribute to our shared success.
Our culture of inclusion, innovation and belonging helped us garner a host of awards as an employer of choice in 2024. These include:
- USA JUST Capital — America’s Most Just Companies
- China Top Employer Institute — Top Employer 2024
- Italy Ministry of Family and Equal Opportunities — Member of the “Code” for companies in favor of maternity
- Mexico Expansion — 2024 Mexico Top Companies; Responsible Companies
- USA Disability:IN — Best Place to Work for Disability Inclusion
Organon supports the Ten Principles of the United Nations Global Compact on human rights, labor, environment and anti-corruption.
Learn more about our efforts on inclusion, innovation 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 20 countries covering ~85% of our global employees (in Australia, Belgium, Brazil, Canada, China, Egypt, France, Indonesia, Italy, Korea, Mexico, Netherlands, Portugal, Russia, Singapore, Spain, Switzerland, Thailand, U.K., U.S.), and showed that we have achieved 100% balance in pay equity for similarly situated female and male employees in equivalent positions.* Additionally, the 2024 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.
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
Our Founder Experience Survey validates that our employees prioritize and value different aspects of Organon’s benefits and well-being programs. With this in mind, Organon continues to focus on offering a comprehensive benefits package that provides meaningful support to all.
While offerings vary by country, the majority of our employees around the world have access to:
- Retirement plans with competitive employer contributions
- Twelve weeks of gender-neutral paid leave for birth, adoptive and surrogate parents
- Twenty 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
International Women's Day
We added International Women’s Day to the company’s holiday calendar in a majority of our markets. Around the globe, we honor International Women’s Day – either on March 8 or another day based on our business needs. We encourage our founders to use the day to prioritize their own health and the health of the women in their lives. Among other things, founders use 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 put our SHE 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 or 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 and 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 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.