1. Creating a Harmonized Approach for Workplace Accommodations
Thank you for opportunity to participate in today’s USBLN session on “Creating a Harmonized Approach for Workplace Accommodations” at Merck.
Today, I would like to speak with you briefly about the approach Merck has taken to ensure we fully leverage the strengths of internal and external partners to create an inclusive work accommodations process that supports the evolving workplace needs of our employees.
In the time allotted, I will share highlights of the various stakeholder groups and relationships – from external vendors, subject matter experts, employee inputs and others - that have weighed in and helped us to create a customized workplace accommodations process. Through these relationships we have moved from a tactical, one-off approach to workplace accommodations to a collaborative and truly harmonized approach. We’ve learned that “not all requests are created equal.”
And, while we have made great progress, we at Merck are still on a continuous journey of new learning. To this point, I will share what we see in the foreseeable future as major goals for Merck Workplace Accommodation.
June Mills
Disability Management Leader
Merck & Co., Inc.

2. MERCK ‘s GOAL AND MISSION
Our Goal: We will be the best healthcare company in the world.
Our Mission: To discover, develop and provide innovative products and services that save and improve lives around the world. .
So, with that as a backdrop, at Merck, our goal is to be the best health care company in the world.
In this way, we will achieve our mission of creating an environment where all employees, including those with an apparent or non-apparent disability, are able to contribute to their full potential …and through them, we are able to discover, develop and provide innovative products and services that have the ability to save and improve the quality of life for individuals, globally.
The hallmark of our journey for full disability inclusion has been distinguished by a strategy of harmonization—both intra harmonization with external key stakeholders to achieve alignment of business goals for disability inclusion; and inter-harmonization of resources and priorities with key internal business partners. The result is our ability to leverage enhanced relationships to drive Merck’s business goals through customized workplace accommodations.

3. MERCK WORKPLACE ACCOMMODATIONS INTERNAL AND EXTERNAL HARMONIZATION
INFOGRAPHIC
Corporate
Standards & Reputation
Compliance,
Clinic,
Safety,
Fleet &
Planning
FULL DISABILITY
INCLUSION
Subject Matter Experts, Vendors
and
Disability
Partners
Executive
Sponsors
Greenbelt
Project
Internal
External
PwD
Growth
&
Impact
Let’s talk about the harmonization process.
ENHANCE
RELATIONSHIPS &
DRIVE BUSINESS
RESULTS
Internal
External
Compliance, Clinic, Safety,
Fleet & Planning. – This work is about stakeholder engagement and involvement.
SMEs, Vendors, Disability Partners – This work is about leveraging strategic alliances such as JAN, USBLN, Cornell University, OurAbility.com, and equipment, assistive technology, and interpreter suppliers to achieve accommodations process goals.
Executive Sponsors – This is focused on working with HR Leadership, Global Constituency Groups and the current BIR to drive awareness and elevate workplace accommodations processes as a business priority. The executive compliance committee also served an important role as an impetus for workplace accommodations.
Corporate Standards & Reputation – This work is about maintaining Merck’s corporate reputation as employer of choice for PwD; hiring and retaining employees with disabilities, and aligning with external measurements to determine how well the Company is performing against PwD goals.
Greenbelt Project –A Greenbelt project was put forward to create the centralized accommodation process, as well as Workplace EnABLEment. A multitude of work streams were evaluated as a result of this work.
PwD – The demographics and future trends supporting the growth of PwD is evidenced by the 54 MM people in the U.S. (10% globally) who have an apparent disability, the aging workforce and incidence of disabilities as one ages, the higher incidence of PTSD and TBI among returning military employees and their need for workplace accommodations, and the shortage of talent requires we create an inclusive environment for all employees to remain competitive.
Merck & SP Merger – Merger provided an opportunity to harmonize practices of two legacy companies.
Government Policy –Regulatory changes have driven a review of the current processes. Merck had the foresight to proactively prepare for these regulatory changes -- putting the Company in a favorable position to advance workplace accommodation processes for employees.
Voice of the Employee, Differently Able EBRG –Post Merger, EBRGs provided Merck with valuable information about what employees’ needs were.
Customer Alignment – It is important for Merck to support key customers, such as Walgreen’s and WellPoint. These customers are committed to PwD; therefore, the Company is aligning itself with these customers to help them achieve business objectives.
Merck &
Schering Plough
Merger
Government Policy
“Voice of the Employee,” Differently Able Employee
Business Resource Groups
Customer Centricity
Alignment

4. MERCK WORKPLACE ACCOMMODATIONS HARMONIZATION JOURNEY
Pre-2011 Development
Compliance with external regulations such as 503 and ADA
RTW/Transitional work assessment and benchmark
Initial system solutions for accommodations
2011 – 2013
Leadership Commitment
Communication Strategy
Program Pilot in U.S.
Positive program impact across key measures
Just in Time Toolkit
Training Materials
Etiquette Guide
2014-Forward
Moving from “tactical” to fully collaborative
Utilizing Technology-enabled systems
Promoting In-Country Workplace Accommodations
Implementing Section 503 and 4212
Offering E-Module training for managers
Taking an inclusive approach to self-disclosure
So where do we go from here?
I have demonstrated through the info graphic the various external and internal relationships that have been critical to Merck’s Workplace Accommodation process
Going forward, we anticipate greater engagement with technology-enabled systems
Having the ability to identify requests leveraged in terms of office development, space planning
Working with equipment vendors who can provide cost efficiencies and advantages to us to support an active recovery process
Creating internal and external ways to improve how we deliver services and accommodations to our employees here in the U.S. as well as abroad (Japan example)
And, of course from a compliance perspective, supporting new 503 and 4212 regulations is a priority for Merck (as it is for many)
We have launched a new HR portal to support workplace accommodation and e-module training, which is mandatory for all managers
And we are in the midst of planning a major self-ID campaign with external partners and suppliers to build awareness of employees with disabilities through videos and testimonials of our leadership (OurAbility.com reference). We are also taking an inclusive approach to self – identification, encouraging all employees (Veterans, African – American, Hispanic, etc.) to self- identify.

5. Results
Results-to-date have been positive—dedicated page in HR portal for Merck Workplace Accommodations
The average cost of an accommodation is nominal—within the industry average for accommodation support
Our collective efforts are having an impact in creating an inclusive environment and in driving productivity
As shared, we are encouraged by the results we have achieved to-date for Merck Workplace Accommodations.
Launched an HR portal under the strategic umbrella of Workplace EnABLEment for Merck employees (highlight some of the functionality of the site)
We have found that the average cost for an accommodation is surprisingly low in comparison to initial estimates of the costs to support a request. This provides a strong ROI and furthers the business case for workplace accommodations and the resulting employee productivity it has the ability to deliver.
And, most importantly, the collective work of our internal and external stakeholders is resulting in an ability to create an inclusive environment where employees can fully contribute to Merck’s goals and mission.

6. Creating a Harmonized Approach for Workplace Accommodations
Thank You!