SOCIETY

In order to actively support this strategy, we have proceeded to create corporate networks, as well as to undertake initiatives, which we list in detail below.

Corporate Network

MSD Youth Network (Next Generation Network – NGN)

For the creation of NGN, the initiative was taken by a cross-departmental team, which had as its vision the creation of an inclusive working environment, in which all generations coexist and everyone feels inspired and internally motivated to reach the highest point of their potential, thus contributing to the success of MSD. The team is made up of workers of all ages and some of NGN's most important actions that continue to this day are:

MSD's Internship Program – The initiative was intended to give young professionals the opportunity to start their career at MSD. These people work on strategic projects under the guidance of experienced company executives and bring their own fresh perspective to the existing MSD team. In the 2nd internship cycle that started in 2021, we welcomed 6 young women and men from the ReGeneration program to MSD Greece.

Speed Dating with Leadership Team – Today, employees have the opportunity once a month to meet with a member of the management team and in a more relaxed atmosphere to discuss career issues, development, etc. To date, 12 meetings have been held and the 180 participation places have been fully filled.

Tuition Fees Reimbursement Program – MSD financially supports the attendance of graduate programs for all employees of the company. In the period 2020-2021, 2 colleagues received the relevant grant and 2 graduated from their master's degrees.

Social Ahead – This is a series of short videos showing an easy way to use social media to help colleagues who may not be as familiar. Videos have already been released for LinkedIn, Twitter & You Tube and will follow for Facebook & Instagram.

MSD Tx Series - Employees have the opportunity to hear new ideas, suggestions, actions, thoughts and experiences from charismatic people who have great work to do in the field

MSD's Women's Network

The Women's Network is made up of a group of women of different ages, hierarchical levels and departments, with different needs and priorities, who are called to balance their multiple roles. The group's goal is to help women discover and develop skills that will support them in their career development while ensuring an equal opportunity environment. The most important actions implemented by the network for the period 2020-2021 are the following:

School of Parents - The action was implemented in collaboration with the Hellenic Society of Adolescent Medicine and was addressed to all employees. In fact, the idea for the initiative came from a mother who works at MSD, who experienced the difficult conditions during the pandemic, trying to effectively combine working from home with motherhood. "Parenting School" is a series of online conferences on topics of contemporary reality that concern parents, presented by scientists with expertise and experience in their fields, such as the period of adolescence, prevention of high-risk behaviors, adolescence and the Internet, learning disabilities, COVID-19 and family rules, sexual behavior. In this context, a total of 7 meetings were held and approximately 60 employees participated in each meeting.

Empowerment Circles - In partnership with Women On Top, this initiative took place in April 2021 and aimed at empowering MSD women. 30 female workers participated and 4 meetings lasting 2 hours each were held during working hours. Topics included effective cross-group communication, self-care, boundaries, resilience tools, balancing multiple roles, and stress management.

 Leadership Workshops – In the Leadership Workshops, 15 Team Managers participated in two two-hour meetings and discussed managing unconscious biases, communicating effectively across diverse teams at a distance, and inclusive leadership.

Mentoring - The Mentoring program aimed to share knowledge and experiences with other women outside the organization. A large number of MSD employees shared their own personal experience and supported women who are now planning their own career steps.

How do you like your coffee? - This action started in 2021 with the aim of bringing all MSD employees closer, even online, by drinking their coffee and chatting in a relaxed mood. The meetings are monthly and there have been 4 so far. The aim is to strengthen women's networking and to meet new colleagues.

Finally, the Women's Network has also successfully implemented mindfulness seminars and the Parenting School. The meditation seminars were carried out by "One breath", they lasted a total of six weeks, while the women and men who attended said they were very satisfied.

Corporate Policies

Harassment Policy

Through the company's Harassment Policy, which expressly prohibits any kind of discrimination based on characteristics such as gender, ethnicity, age, marital status, any form of disability and sexual identity, we ensure equality among employees. This policy is part of the company's code of conduct which all our employees follow faithfully. Employees can, through the SPEAK UP TOOL, report any potential violation of the code of ethics, company policy, law or procedure either by calling the hotline or online through the dedicated platform. The feeling of equality and providing equal opportunities to all is embedded in our company culture.

Parental Policy

At MSD Greece, wishing to practically support all new parents, regardless of their gender and regardless of the way in which they had their child or children (birth, adoption, surrogacy), we announced in June the new parental leave policy ) with retroactive effect from January 1, 2021, which provides:

Maternity leave, 17 weeks, with full pay, to all working women who have given birth to a child/children. We cover the difference between the employee's actual salary and the maternity allowance given by the state. Maternity leave, 12 weeks, with full pay, to those working women who became mothers through adoption or surrogacy.

Paternity leave, 12 weeks, with full pay, to working men who have had a child/children through birth, adoption or surrogacy. Fathers can take the leave either continuously or in parts in up to 4 parts within the first 2 years from the day of the birth or adoption of their child.

With this new policy we recognize the new parent's need to be close to their family during this transitional stage. This policy reflects our beliefs in inclusion and diversity as well as our willingness to always contribute to the creation of equal opportunities for all.

It is also very important to mention that the company has asked all employees that one of their annual individual goals is linked to Diversity & Inclusion. Finally, September has been designated as a month dedicated to Diversity & Inclusion, for this reason presentations & actions are held in all countries with the aim of further promoting the strategy internally in the company.