culture of involvement

Our culture strengthens our business. We believe that a positive working environment is built on empowerment, trust, continuous improvement and inclusion. With our Mission, Vision and 4i Values as our operational foundation, we encourage our colleagues to help shape and cultivate our culture through participation in programs designed to elevate the colleague experience. Our focus and commitment is to create a culture where our colleagues are engaged and passionate about excelling, inspired to help our customers make the world healthier, cleaner and safer, and committed to realizing our collective full potential.

We know that for employees to thrive, they must have meaningful work where they can learn and grow, be treated with respect and dignity, valued and recognized for their contributions and feel connected to their colleagues and company. While we take great pride in our culture, we also recognize that there is always room for improvement. We measure the employee experience through our annual Employee involvement Survey (EIS) which asks colleagues to provide feedback. For more information, including policies on Freedom of Association and Collective Bargaining Agreements, please refer to our Equal Employment and Affirmative Action Policy.

2018 impact

Community-yellowgreen2

47,000+

Colleagues trained in
PPI Business System

customer-approval-yellowgreen2

27,000+

Colleagues recognized through “Appreciate”
recognition program

Clipboard-Checkmark-yellowgreen2

75%

Participate in Employee
Involvement Survey

clock-yellowgreen2

 0.29

Lost time injury rate

Focus on continuous improvement

2-PPI

At Thermo Fisher, we work together to continuously exceed our customers’ expectations. We have developed a business system that supports the way we think about our work; our Practical Process Improvement (PPI) Business System is our operational discipline. It enables us to drive profitable growth by continuously improving quality, productivity and our customers’ experience when doing business with us. This model empowers our colleagues to become problem-solvers and to implement change where they see opportunity or waste.

PPI Graph2

2018 highlights

home-yellowgreen2

5,600+

Kaizen events

human-yellowgreen2

56,700+

Gemba walks

checkmark-yellowgreen2

96,000+

“Just Do It” actions

PPI spotlight

3-Linz PPI

Throughout 2018, our site in Linz, Austria, utilized PPI tools to increase efficiencies and better serve customers. The site, which manufactures the Active Pharmaceutical Ingredient (API) used in medicines for a variety of conditions ranging from cancer to high cholesterol to insomnia, set a target to improve its manufacturing process. Engaging all 100 colleagues in the pilot plant, their strategy was to involve colleagues in all aspects of the organization, offer training on capabilities and raise the visibility of any issues. In only one year, they were able to improve their processes and reduce mistakes, saving $2M

Culture of involvement

4-Involvement

Involvement is one of our core values and we empower our employees to take ownership of the Thermo Fisher culture. Our company-supported, colleague-driven teams drive positive change in a number of important areas:

Employee recognition program

Our comprehensive benefits and rewards offerings help our colleagues feel recognized and supported. We also want our colleagues to have the ability to recognize one another, which is possible through the social platform “Appreciate”. Appreciate enables real-time recognition and reward for those who go above and beyond to support our colleagues and our customers. The platform, which launched in 2017 and expanded globally in 2018, gives both managers and peers visibility to a colleague’s great teamwork and collaboration.

5-Appreciate

At Thermo Fisher, we recognize the value of transparent communications. Our annual Employee Involvement Survey (EIS) gives every colleague a voice and is used to influence the enterprise-level goals annually, drive leader action plans and develop more opportunities for colleagues to grow and innovate. The survey is open to 100 percent of our workforce. It is mobile-enabled and designed to be universally accessible with twenty-three language offerings. The survey serves as a way to capture employee feedback and deliver comprehensive and insightful analytics to our leaders and managers in the following areas:

6-EIS
  • Company leadership and effective management
  • Inclusion: fostering a workplace where everyone is valued for their individual differences
  • Involvement: colleague commitment to the company

In 2018, we refreshed our survey to ensure that our questions were actionable and aligned with our company strategy. The survey consists of 40 questions with five-point scales and comment fields available, and one open-ended question. Additionally, our colleagues are encouraged to utilize Thermo Fisher’s Ethics Hotline if they need to provide feedback related to a violation of any law, regulation or the Code of Business Conduct and Ethics.

2018 highlights

Based on opportunities identified in our 2017 EIS, we increased efforts specific to promoting diversity and inclusion in our workplace. Our 2018 survey showed positive results directly correlated to these efforts. Other strengths of our company and culture that were recognized in our 2018 survey results included pride in the company, confidence in our future success and workplace safety.

Community-yellowgreen2

74%

Inclusion Index

CRM-yellowgreen2

73%

Involvement Index

profile-yellowgreen2

74%

Leadership Index

7-_MARC_preferred_headshot
“I take this feedback very seriously because our future as a company depends on continuously improving the way we work.  I believe the improvement in our D&I score is a direct result of our focus on creating a diverse and inclusive culture where our colleagues feel empowered to bring their authentic selves to work.”
– CEO Marc Casper
female-yellowgreen2

79%

Participation by
female employees

male-yellowgreen2

75%

Participation by
male employees

In 2018, we saw a 75 percent participation rate, which was consistent with prior years, and stable Involvement scores. Our colleagues make it clear: they’re comfortable sharing their feedback, but there are always opportunities to make meaningful improvements to our colleague experience.

Our employees deserve and expect to be treated with fairness, dignity and respect. We promote a culture of trust through transparency of company goals and expectations. Our policies provide guidelines that inform how we treat our employees and how they should engage with one another. Our Code of Business Conduct and Ethics is supported by our 4i Values and reinforces the importance of engaging in ethical business practices. This policy helps communicate our commitment to providing equal employment opportunities and expresses our belief that employees should be treated fairly and evaluated on their contributions, and not on any personal attribute or characteristic.

As stated in our Equal Employment and Affirmative Action Policy,Thermo Fisher Scientific provides equal employment opportunities to all employees and employment applicants without regard to unlawful considerations of sex, sexual orientation, gender (including gender identity and/or expression), pregnancy, race, color, creed, national or ethnic origin, citizenship status, religion or similar philosophical beliefs, disability, marital and civil union status, age, genetic information, veteran status or any personal attribute or characteristic that is protected by applicable local, state or federal laws. We are proud to not only attract, but to retain and support a diverse and inclusive workforce. 

Pay for performance is the cornerstone of our Total Rewards philosophy, not only as it applies to compensation, but to other rewards as well—for example, stock options and Time-based Restricted Stock Units (Time RSUs) are awarded based on performance rating and pay band to eligible colleagues. Our policies ensure we are accommodating the unique needs of every employee and enabling their growth at Thermo Fisher. We recognize the barriers to achieving an equal and equitable workplace. We measure our current state and our progress toward addressing our gaps to success, such as our gender pay gap, and its root causes.

 Gender Pay Gap Report (UK)

 Gender Pay Gap Report (France)

 Gender Pay Gap Report (France-French)

We are committed to fostering a culture of safety and well-being for our colleagues around the globe. Our Environmental, Health and Safety (EHS) professionals are vital to the success of our company. A strong commitment to EHS helps us achieve our business goals by enabling productivity and quality improvements, ensuring stewardship of our employees and the environment, and creating a strong culture of Involvement. For example, our focus on continuous improvement and our proactive approach to site safety have helped decrease our lost-time injury rate (LTIR) ‒ a standard industry metric that measures the number of injuries resulting in lost work days per 1 million person-hours worked – by more than one-third in recent years. We utilize our EHS management system and the engagement and involvement of our workforce to drive continuous improvement in our overall performance and ultimately a safe working environment.

Safety in the workplace is best complemented by safety in one’s personal life, which is why we’re committed to securing our employees’ holistic and familial well-being through comprehensive benefits and rewards offerings.

LTIR graph

2018 Highlight

everbridge

Fostering a culture of safety means thinking beyond the typical work day—our global security team is helping to enable multichannel communication to colleagues in the event of an emergency or natural disaster. In 2018, we launched the Everbridge™ Mass Notification System in North America to enable with plans to expand that system globally in 2019.

Focus on continuous improvement

2-PPI

At Thermo Fisher, we work together to continuously exceed our customers’ expectations. We have developed a business system that supports the way we think about our work; our Practical Process Improvement (PPI) Business System is our operational discipline. It enables us to drive profitable growth by continuously improving quality, productivity and our customers’ experience when doing business with us. This model empowers our colleagues to become problem-solvers and to implement change where they see opportunity or waste.

PPI Graph2

2018 highlights

home-yellowgreen2

5,600+

Kaizen events

human-yellowgreen2

56,700+

Gemba walks

checkmark-yellowgreen2

96,000+

“Just Do It” actions

PPI spotlight

3-Linz PPI

Throughout 2018, our site in Linz, Austria, utilized PPI tools to increase efficiencies and better serve customers. The site, which manufactures the Active Pharmaceutical Ingredient (API) used in medicines for a variety of conditions ranging from cancer to high cholesterol to insomnia, set a target to improve its manufacturing process. Engaging all 100 colleagues in the pilot plant, their strategy was to involve colleagues in all aspects of the organization, offer training on capabilities and raise the visibility of any issues. In only one year, they were able to improve their processes and reduce mistakes, saving $2M

Culture of involvement

4-Involvement

Involvement is one of our core values and we empower our employees to take ownership of the Thermo Fisher culture. Our company-supported, colleague-driven teams drive positive change in a number of important areas:

Employee recognition program

Our comprehensive benefits and rewards offerings help our colleagues feel recognized and supported. We also want our colleagues to have the ability to recognize one another, which is possible through the social platform “Appreciate”. Appreciate enables real-time recognition and reward for those who go above and beyond to support our colleagues and our customers. The platform, which launched in 2017 and expanded globally in 2018, gives both managers and peers visibility to a colleague’s great teamwork and collaboration.

5-Appreciate

At Thermo Fisher, we recognize the value of transparent communications. Our annual Employee Involvement Survey (EIS) gives every colleague a voice and is used to influence the enterprise-level goals annually, drive leader action plans and develop more opportunities for colleagues to grow and innovate. The survey is open to 100 percent of our workforce. It is mobile-enabled and designed to be universally accessible with twenty-three language offerings. The survey serves as a way to capture employee feedback and deliver comprehensive and insightful analytics to our leaders and managers in the following areas:

6-EIS
  • Company leadership and effective management
  • Inclusion: fostering a workplace where everyone is valued for their individual differences
  • Involvement: colleague commitment to the company

In 2018, we refreshed our survey to ensure that our questions were actionable and aligned with our company strategy. The survey consists of 40 questions with five-point scales and comment fields available, and one open-ended question. Additionally, our colleagues are encouraged to utilize Thermo Fisher’s Ethics Hotline if they need to provide feedback related to a violation of any law, regulation or the Code of Business Conduct and Ethics.

2018 highlights

Based on opportunities identified in our 2017 EIS, we increased efforts specific to promoting diversity and inclusion in our workplace. Our 2018 survey showed positive results directly correlated to these efforts. Other strengths of our company and culture that were recognized in our 2018 survey results included pride in the company, confidence in our future success and workplace safety.

Community-yellowgreen2

74%

Inclusion Index

CRM-yellowgreen2

73%

Involvement Index

profile-yellowgreen2

74%

Leadership Index

7-_MARC_preferred_headshot
“I take this feedback very seriously because our future as a company depends on continuously improving the way we work.  I believe the improvement in our D&I score is a direct result of our focus on creating a diverse and inclusive culture where our colleagues feel empowered to bring their authentic selves to work.”
– CEO Marc Casper
female-yellowgreen2

79%

Participation by
female employees

male-yellowgreen2

75%

Participation by
male employees

In 2018, we saw a 75 percent participation rate, which was consistent with prior years, and stable Involvement scores. Our colleagues make it clear: they’re comfortable sharing their feedback, but there are always opportunities to make meaningful improvements to our colleague experience.

Our employees deserve and expect to be treated with fairness, dignity and respect. We promote a culture of trust through transparency of company goals and expectations. Our policies provide guidelines that inform how we treat our employees and how they should engage with one another. Our Code of Business Conduct and Ethics is supported by our 4i Values and reinforces the importance of engaging in ethical business practices. This policy helps communicate our commitment to providing equal employment opportunities and expresses our belief that employees should be treated fairly and evaluated on their contributions, and not on any personal attribute or characteristic.

As stated in our Equal Employment and Affirmative Action Policy,Thermo Fisher Scientific provides equal employment opportunities to all employees and employment applicants without regard to unlawful considerations of sex, sexual orientation, gender (including gender identity and/or expression), pregnancy, race, color, creed, national or ethnic origin, citizenship status, religion or similar philosophical beliefs, disability, marital and civil union status, age, genetic information, veteran status or any personal attribute or characteristic that is protected by applicable local, state or federal laws. We are proud to not only attract, but to retain and support a diverse and inclusive workforce. 

Pay for performance is the cornerstone of our Total Rewards philosophy, not only as it applies to compensation, but to other rewards as well—for example, stock options and Time-based Restricted Stock Units (Time RSUs) are awarded based on performance rating and pay band to eligible colleagues. Our policies ensure we are accommodating the unique needs of every employee and enabling their growth at Thermo Fisher. We recognize the barriers to achieving an equal and equitable workplace. We measure our current state and our progress toward addressing our gaps to success, such as our gender pay gap, and its root causes.

 Gender Pay Gap Report (UK)

 Gender Pay Gap Report (France)

 Gender Pay Gap Report (France-French)

We are committed to fostering a culture of safety and well-being for our colleagues around the globe. Our Environmental, Health and Safety (EHS) professionals are vital to the success of our company. A strong commitment to EHS helps us achieve our business goals by enabling productivity and quality improvements, ensuring stewardship of our employees and the environment, and creating a strong culture of Involvement. For example, our focus on continuous improvement and our proactive approach to site safety have helped decrease our lost-time injury rate (LTIR) ‒ a standard industry metric that measures the number of injuries resulting in lost work days per 1 million person-hours worked – by more than one-third in recent years. We utilize our EHS management system and the engagement and involvement of our workforce to drive continuous improvement in our overall performance and ultimately a safe working environment.

Safety in the workplace is best complemented by safety in one’s personal life, which is why we’re committed to securing our employees’ holistic and familial well-being through comprehensive benefits and rewards offerings.

LTIR graph

2018 Highlight

everbridge

Fostering a culture of safety means thinking beyond the typical work day—our global security team is helping to enable multichannel communication to colleagues in the event of an emergency or natural disaster. In 2018, we launched the Everbridge™ Mass Notification System in North America to enable with plans to expand that system globally in 2019.