Our Business, Our Purpose

Our Culture

At Pfizer, we believe our internal culture is as essential to our purpose as our external reputation – and that the two are inextricably linked. With that in mind, our OWNIT! culture empowers all colleagues to “act like an owner.” We expect every colleague to take personal responsibility for their careers and be accountable for their work in order to make a positive impact on the business.

Our culture is built on the power of our colleagues’ passion for their work and the stakeholders we serve, and we strive to foster an environment where that passion can be channeled into speed, decisiveness and integrity. This means that innovation and new ideas are met with openness and careful consideration, not skepticism and dismissal. And it means everyone, regardless of their role, contributes to our success.

Our OWNIT! culture aligns every colleague to our purpose, positions Pfizer for long-term success and, ultimately, benefits the patients we serve.

http://www.pfizer.com/careers/en/culture

Taking Our Culture to the Next Level with Head, Heart and Guts Leadership

Every day, the behaviors and interactions of Pfizer’s colleagues bring our OWNIT! culture to life. By focusing on the choices we make and the actions we take, we demonstrate our personal stake in Pfizer's mission and purpose and our accountability for the positive results.

In February 2017, we introduced Head, Heart and Guts Leadership, a simple, memorable way for colleagues to exhibit leadership, regardless of their role or level. This concept aligns our culture with our business environment through six leadership behaviors that drive our success today and into the future:

Head leadership encourages us to be decisive, strategic and analytical in how we address the complex issues and dilemmas we face as we strive to make a difference to patients and customers. Heart leadership drives us to be passionate about what we do and inspire others to learn, grow and succeed. And Guts leadership gives us the courage and resilience to face ambiguity and adversity. It’s that inner strength that allows us to push through and make sure that strategy and compassion are combined with the will to achieve.

Building Head, Heart and Guts Leadership @ Every Level

Pfizer offers innovative learning and employee development experiences to enable everyone at Pfizer to maximize their contribution to business results. It starts with programs that provide colleagues with a focused and engaging introduction to Pfizer. Once the foundation is laid, we offer a set of specific programs for colleagues, managers and senior leaders enabling them to continue to learn, adapt and stay agile as they embrace their leadership development. Launched in 2017, our new development programs – under the rubric Leadership @ Every Level – advance the Head, Heart and Guts behaviors to drive culture and performance. A Head, Heart and Guts 360 Feedback Tool drives self-awareness and development opportunities by collecting structured input from managers, direct reports (if applicable), peers and others, allowing colleagues to understand how they are viewed from a variety of perspectives.

Reinventing HR for Employees on the Go

Recognizing the need to be more in tune with the needs of an increasingly mobile and technology-dependent economy – including a need for a standard platform that allows for self-service and greater simplicity and efficiency – Pfizer implemented a cloud-based HR On Demand solution for colleagues in 2017.

This undertaking required a fundamental shift in our processes and the introduction of an entirely new way of engaging with HR and approximately 400 business applications with commercial, financial and manufacturing impact for Pfizer.

Building Success Through Diversity and Inclusion

Diversity and inclusion are just as crucial to building a successful business as they are to building a vibrant culture.

At Pfizer, colleagues of diverse backgrounds and abilities contribute their unique viewpoints and perspectives to all aspects of the business. Diverse colleagues offer a more personal understanding or our customers' needs and concerns, while inclusive teams are more collaborative, more accepting of difference and more apt to embody a balance between prudence and risk-taking.

Our Head, Heart and Guts Leadership behaviors and our “Straight Talk” approach encourage open dialogue and the surfacing of new ideas, which help ensure that we are having the types of candid and constructive conversations needed to make the right decisions for the company and for the patients we serve.

“Diversity and Inclusion bring tremendous value to an organization. We have implemented innovative programs to help ensure we have a diverse workforce and are working to create an environment where all of our colleagues feel valued for their unique personal characteristics and perspectives. It starts by recognizing that we are all personally accountable for creating an inclusive environment. This is a fundamental part of our OWNIT! culture.”

Pamela Puryear Senior Vice President and Chief Talent Officer, Pfizer

Targeting Diversity & Inclusion Efforts for Maximum Impact

In 2017, we expanded our internal audience at Pfizer's Diversity & Inclusion (D&I) Summit, engaged in dialogue with senior leaders and stepped up our sourcing of external diverse talent, including:

• This year’s annual D&I Summit included a live Global Town Hall open to all employees, with Pfizer CEO, Ian Read, and Pfizer Board Member, Ron Blaylock, sharing their perspectives on the value of a diverse and inclusive workplace.
• Senior leaders and leaders of top-performing diverse talent participated in peer-facilitated Inclusion Commitment Sessions, where they exchanged perspectives, ideas and strategies on inclusive leadership.
• Our Diversity Power Breakfasts bring together Pfizer’s senior leaders with diverse senior talent from outside the company to build relationships and source talent.

Colleague Resource Groups (CRGs)

At Pfizer, our CRGs play a critical and wide-reaching role in maintaining a culture of diversity and inclusion. CRGs are groups of colleagues who are part of and/or support the goals of a diverse population and offer development opportunities, mentoring and networking for skill-building and career advancement. CRG members contribute their unique backgrounds and viewpoints to help advance our business, and they help communities outside the business through volunteer and philanthropic activities.

Beyond internal culture-building within Pfizer, the CRGs also build external community relationships. From sponsoring scholarships for students to supporting health fairs focused on the unique health care concerns of diverse populations, our CRGs view the world as our community.

Key 2017 highlights from the CRGs include:

• Pfizer Poland became a cosignatory of the Diversity Charter, an international initiative that identifies organizations that are committed to eliminating discrimination in the workplace and promoting diversity.
• Pfizer Belgium hosted a DiversiCom workshop that focused on engaging and encouraging colleagues to think about our potential unconscious biases toward individuals with disabilities in the workplace and to understand how individuals with disabilities experience work.
• Pfizer launched the new Take Action for Health web tool, in collaboration with the National Urban League, Anthem, Inc. and City of Hope, to address health disparities among African-Americans.
• Through Mentor the Next Generation of Local Scientists, members of Groton’s CRGs helped 18 teams of Norwich Technical High School students practice their presentations for the Connecticut Science & Engineering Fair.
• Pfizer’s Business Technology Women’s Leadership Network sponsored the Girls Who Code Summer Immersion Program in New York. The program, which hosted 38 high school students, featured workshops on several topics, including robotics and web apps, as well as Pfizer-led initiatives such as cybersecurity, artificial intelligence, EMTech and Data Analytics, and a field trip to one of Pfizer’s manufacturing sites via virtual reality.

Becoming a Catalyst for Change Through the Multicultural Center of Excellence

Over the past decade, Pfizer’s outreach and work in America’s multicultural communities have been spearheaded by the Pfizer RxPathways® and Pfizer Government Relations teams, in an effort to increase awareness of our patient assistance program and to help the uninsured and underinsured get access to our medicines. This work led to the development of our Multicultural Center of Excellence (MCoE), which is focused on building strong partnerships with multicultural organizations to help improve health equity across all communities.

The MCoE seeks to partner with organizations on activities across four key health care priorities:

• Access: Support patients by connecting them to assistance programs that offer insurance support, co-pay assistance and medicines for free or at a savings
• Clinical Trials: Ensure that diverse populations are aware of and understand the clinical trials process
• Disease Awareness: Educate communities about a variety of disease states, including oncology, pain, smoking cessation, vaccines and sickle cell disease
• Health Care Reform: Raise awareness of resources available for multicultural communities and patients in need to help better manage their health and to support initiatives designed to help reduce health disparities

Volunteering to Improve Health Care Delivery Around the World

In 2017, we welcomed six new colleagues into the Pfizer Global Health Fellows (GHF) Program, our international corporate volunteer program that places Pfizer colleagues in short-term assignments with international development organizations. Now in its 14th year, the program pairs Pfizer colleagues, who possess a variety of professional, medical and business skills, with partner organizations to work together to bring about meaningful and systematic improvements in health service delivery for people in greatest need.

Fellows volunteered in Hanoi, Vietnam, with such organizations as FHI 360 and Save the Children, and in Delhi, India, with Population Services International and Project HOPE.