The primary purpose endeavor of Merck is to build improve and retain a multicultural workforce so that the company is successful in providing an innovative atmosphere to its employees to offer solutions to the numerous challenges in order to meet their company growth as well as reputation. The company does not believe in being diverse simply because they want to be, rather they aspire to hire, retain and develop the best people they can so that the company benefits from their talent and hard work. The company “does not hire diversity as a distinct program” but has inculcated diversity into the core processes of their strategic business plans and policies.
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The company has several strategies and plans including the support of medical and science education in varied universities and colleges, by way of scholarship programs and internships. Merck does this with the crucial aim of addressing the shortfall of minority students who may be talented, but are unable to pursue their education due to a lack of financial resources. In one such program, Merck has committed itself for ten years to the fund of United Negro College. Through this program, the company aims to “expand the pool of outstanding minority researchers” who may someday be qualified and talented enough to join their research company. Merck is also involved in more programs of this kind including through their associations with school districts in Pennsylvania and New Jersey. Thus, in this way, for Merck, diversity “was a welcome outcome of an inclusive hiring process”. The company understands very well that innovation is an important factor in the success of the business and this can only be achieved if Merck is able to “able to bring together talented and committed people with diverse perspectives” with the capability and potential to “collectively approach problems from multiple points of view”.
Through its establishment of Global Constituency Groups, Merck ensures that the company is representative of the diversity prevalent in America. the CCGs aim to provide key leaders who steer the company in accordance with the market and its needs by providing recommendations for the augmentation of inclusion, and development of leadership to ensure enhanced performance of the company at the global level; The GCGs of the company are a varied workforce including Asians, Blacks, differently-abled individuals, apart from gay, lesbian, bisexual and transgendered individuals. These CCGs are representative of the demographics of America through their inclusion of Latinos, Hispanics, and men and women belonging to distinct communities and cultures.