Transcription
Annual Review 2013OUR COLLEAGUES“I own it.”“Creating a culture of ownership helps us to apply ourexpertise and work collaboratively to get things done anddone well. I was the tech leader, but I decided I wasn’t goingto be just the scientist on the project. I got involved in everyarea. I wasn’t thinking of it in these terms at the time, butmy team and I, we owned the project. And we’re proud tohave done our part on this important study to advance theknowledge base in nutritional sciences and support theCentrum business.”Alpa V. ShahSenior Medical Manager, Dietary Supplements,Global Medical Affairs, Pfizer Consumer HealthcareOwning the PossibilitiesIn Pfizer’s ownership culture, we encourage people to seize theopportunity to try something new, and be accountable for thesuccess of their projects and the work around them. We call thisowning the business. Such efforts advance our mission, helpingus shape the industry and win in the marketplace. Our colleaguesstrive to deliver on their commitments with speed, decisivenessand integrity — to impact results.nutritional science of dietary supplements. Alpa showed scientificand business leadership in guiding the team that prepared forthe publication of study results. She worked with a small groupto dig into all existing data to help provide direction on possibleoutcomes and set up an advisory board to get further perspective.Taking ownership — it’s the new way of business for Pfizercolleagues around the world.That is just what Alpa Shah and her team did in preparing Pfizerfor the results of the Physicians’ Health Study II — a more thandecade-long clinical trial that contributed to research in thePfizer Annual Review 2013 www.pfizer.com/annualOur Stories Our Colleagues1
Annual Review 2013OUR COLLEAGUESOwning a Cultureof AccountabilityOWNIT! is about owning the business,winning in the marketplace, impacting results,confronting corrosive behaviors, and havingtrust in one another — all of which are vitalto becoming the world’s premier innovativebiopharmaceutical company.“Having an ownership culture is what will give us the ultimatecompetitive advantage, and it is a key priority for me andPfizer’s entire senior leadership team.”Unprecedented91%colleague participation in the 2013Pfizer Voice Colleague Engagementsurvey and a significant 4 point increasein overall engagement from last year.Ian C. ReadChairman and CEOWe are building a culture where colleagues marryexpertise and innovation, recognize the value ofappropriate risk-taking, are accountable for theirdecisions, work collaboratively, deliver on theircommitments, invest in candid and constructivedebate to ensure one another’s success, and operatewith integrity and in compliance with applicablelegal requirements and company policies. In thisway, each and every colleague is actively engaged indriving the business outcomes we seek.Pfizer Annual Review 2013 www.pfizer.com/annual90 Colleague Resource Groupsengaged in diversityinitiatives worldwide.Colleagues energizedabout Straight Talk feelconfident, empowered andexcited to start havingcandid conversations.Our Stories Our Colleagues Owning a Culture of Accountability2
Annual Review 2013OUR COLLEAGUESGlobal OWNIT!Day InspiresColleaguesOWNIT! Day Broadcast:Learn more about our Ownership Culture.OWNIT! Day Reflections Video:Learn more how colleagues at everyPfizer facility marked our progresstoward creating an ownership cultureon OWNIT! Day 2013.Talent MattersAt Pfizer, we believe ourtalent makes the difference.With over75%of colleagues havingan approved individualdevelopment plan, Pfizerempowers its employeesto seize developmentopportunities and shapetheir career experiences.In early 2013, we held our first GlobalOWNIT! Day where, throughout thecompany and around the globe, colleaguesstepped away from their day jobs to focuson creating an ownership culture. Held inconjunction with the one-year anniversaryof the kick-off of Pfizer’s ownership culture,OWNIT! Day 2013 ushered in the next phaseof the transformation — a phase that callsfor colleagues at every level of the companyto embrace the OWNIT! culture and, whereneeded, make concerted efforts to reshapetheir behaviors.The day sparked a level of participationand candor that was fresh and palpablewith high levels of participation fromevery market and every group across thecompany. Personal stories from executiveleaders demonstrated their commitmentto the culture and local activities ledby leaders in every part of the businessreinforced the priority we have placed ontransforming our culture. The energy andcommitment by colleagues to embraceOWNIT! was notable and showed the powerof every Pfizer colleague working togetherto influence change.Our managers and senior leaders areresponsible for engaging today’s talentand building the next generation. Eachyear managers participate in a globalenterprise wide talent planning processto ensure we have the right talent inthe right place at the right time. Thishelps us align colleagues’ professionalaspirations with organizational needsand allows us to focus on short- andlong-term career opportunities.Developing a strong talent pipeline is keyto positioning Pfizer’s potential to fulfillour mission to be the premier innovativebiopharmaceutical company.Colleagues at Pfizer have a wealthof development opportunities andmanagement support to own and growtheir careers. Our Discover Talentinternal website provides colleagueswith information and resources oncareer planning, mentoring, Pfizer’score competencies, and learning anddevelopment programs. As a globalorganization, we offer opportunitiesto get involved in local, regional orinternational projects and assignments.16%of Pfizer’s managersnominated for the prestigiousGreat Manager Award in2013 recognizing managerialexcellence, outstandingperformance and abilityto create a culture ofopportunity, accountabilityand engagement.Pfizer Annual Review 2013 www.pfizer.com/annual47%increase in the number ofmentors actively engagedin Mentor Match in 2013,resulting in increasedopportunities for colleaguesto develop importantrelationships, growprofessionally and enhanceorganizational capability.Creating an environmentthat fosters the growthand development of ourpeople:40%of open positions werefilled by Pfizer colleagues,exceeding the benchmark of37% at other companies.Our Stories Our Colleagues Owning a Culture of Accountability3
Annual Review 2013OUR COLLEAGUESEmployeeHealth and SafetyAt Pfizer, we recognize that our colleagues are thekey to our ability to succeed. Health and safetyremain integral parts of a broad environmental andworkforce sustainability strategy that reduces therisk of harm to colleagues and helps them remainhealthy, engaged and productive.Pfizer has had an effective globaloccupational health and safety program inplace for many years, helping us achievea very low incidence of occupationalill-health. We believe there is value indoing more to enhance employee health,and have established employee wellnessprograms in many countries where weoperate. In 2013, our U.S. wellness program“Healthy Pfizer” joined forces with our“Get Old” outreach campaign, highlightingactions colleagues can take to improve theirwell-being and support healthy aging.70% of Pfizer colleagues inthe US participate in“Healthy Pfizer”.260 OccupationalHealth professionalsemployed globally.In the U.S., our annual HealthQuestionnaires have shown that ourcolleagues’ health risks are being reducedover time as individuals make healthierchoices, supported by “Healthy Pfizer”.For further information, please see our EnvironmentalHealth and Safety (EHS) policy statement and relatedmaterials at pfizer.com.Pfizer Annual Review 2013 www.pfizer.com/annualOur Stories Our Colleagues Employee Health and Safety4
Annual Review 2013OUR COLLEAGUESDiversity and InclusionAt Pfizer, creating an ownership culture includes building a diverse workforce andan inclusive workplace. Diversity and inclusion expands Pfizer’s access to diversemarkets, talents, resources and ideas.We realize our success depends on having colleagues witha wide range of backgrounds and capabilities to approachproblems from different angles and perspectives, and who willchallenge prevailing opinions. At Pfizer, diversity and inclusionare everyone’s business; colleagues, managers and seniorleaders have access to a comprehensive collection of learningtools to promote and support inclusiveness, including tipsheetsand toolkits to help identify and mitigate unconscious bias.Throughout our enterprise we have more than 90 regional andlocal business resource networks of colleagues that inform andimplement strategies and initiatives that align with Pfizer’sbusiness imperatives. Our seven Pfizer Colleague Councils(PCCs) work to expand access to diverse talent pools to engage,develop and retain diverse talent and advance Pfizer’s business.The seven PCCs include Veterans, Asians, Blacks, Latinos,LGBTA, Women, and people with disabilities or (disAbility).Recognized as a Leader2013 Top 50 Companiesfor Diversity —DiversityInc magazine.Top 50 Companies forExecutive Women —National Association ofFemale Executives (NAFE).Most Friendly to Women Employerof the Year — The Gulf and LevantMarkets, Women in LeadershipMiddle East and Africa Forum.100% score on HumanRights Campaign CorporateEquality Index.Pfizer Annual Review 2013 www.pfizer.com/annualWorking Mother 100Best Companies in 2013 —Working Mother magazine.Our Stories Our Colleagues Diversity and Inclusion5
owning the business. Such efforts advance our mission, helping us shape the industry and win in the marketplace. Our colleagues strive to deliver on their commitments with speed, decisiveness and integrity — to impact results. That is just what Alpa Shah and her team did in preparing Pfizer
