Our People

Health at Your Fingertips: MSD’s Commitment to Employee Well-being Through Office Vaccinations

September 27, 2024

MSD Philippines has demonstrated a strong commitment to employee well-being through its comprehensive office vaccination program, which has been instrumental in fostering a healthier workplace. The initiative, which involved three rounds of vaccinations within their Philippine headquarters, underscores the company’s dedication to safeguarding the health of its employees. The first vaccination event took place on March 20, 2024, with the administration of HPV vaccine. This was followed by the second round on May 28, 2024, and the third on July 31, 2024. Over 250 employees participated in these events, receiving a range of vaccines that included both MSD and non-MSD products. This program not only highlights the company’s proactive approach to health but also reflects its broader commitment to the well-being of its workforce.

The office vaccination initiative was organized under the leadership of the Women’s Network, a key Employee Business Resource Group (EBRG) within MSD, as part of their strategic focus on “Business Integration and Insights.” This initiative was particularly inspired by the need to raise awareness about health issues, starting with Cervical Cancer Awareness Day and extending into a broader vaccination campaign. The decline in employee vaccination uptake after the shift to a partner clinic was identified as a critical issue that needed to be addressed. The Women’s Network, in collaboration with various business units, sought to overcome these barriers and make vaccination more accessible and affordable.

The office vaccination program is a testament to MSD’s holistic approach to employee health. By addressing the financial and logistical barriers to vaccination, the initiative ensured that employees could easily access the necessary vaccines. A key solution was the collaboration with a retailer licensed by the Food and Drug Administration (FDA) to conduct mobile vaccinations, making it convenient for employees and their families to get vaccinated. Additionally, the Office Cooperative played a crucial role by partnering with the vaccine provider to make vaccines more accessible. This allowed employees to benefit from the upfront payment arrangement, with the option of reimbursing the amount through salary deductions via the Cooperative. These measures reflect MSD’s commitment to fostering a supportive and health-conscious workplace environment.

The inspiration for this vaccination initiative stemmed from a sobering reality: cervical cancer, one of the most preventable and treatable forms of cancer, still claims the lives of 12 Filipinas daily. The Women’s Network, recognizing the urgent need for preventive measures, was motivated to take proactive steps to empower women by prioritizing their health. The initiative, which initially focused on HPV vaccination, quickly expanded to include a comprehensive range of vaccines. The involvement of the Human Resource partners, as well as other EBRGs, such as the Next Generation Network and Rainbow Alliance, in this collaborative effort further enhanced the program’s reach and impact. This collective endeavor not only promotes significant health benefits for employees, but reinforces the company’s role as a leader in healthcare.

The vaccination program also garnered positive feedback from the participants, who expressed their appreciation for the initiative. Employees highlighted the program’s convenience and the sense of security it provided. Testimonials from vaccinated employees reveal a deep appreciation for the accessibility and organization of the vaccination events. Many participants emphasized that the easy access to vaccines and the financial support provided through the Cooperative were significant motivators for their participation. Moreover, the program’s success was further amplified by the educational aspect, as employees were able to learn more about the importance of vaccines and the diseases they prevent, which encouraged them to take proactive steps in safeguarding their health.

One of the most notable outcomes of the program was its impact on the families of MSD employees. The program’s reach extended beyond the workplace, as employees brought their family members to participate in the vaccination events. Testimonials from participants’ relatives, such as nieces and nephews, highlighted their positive experiences and the convenience of receiving vaccinations at the office. The program not only provided immediate health benefits but also played a crucial role in educating younger family members about the importance of vaccination, thereby fostering a culture of health consciousness within the community. The program’s success in engaging both employees and their families underscores the effectiveness of MSD’s approach to promoting health and wellness.

The choice of vaccines offered during the office vaccination rounds was strategic and comprehensive. This selection ensured that employees had access to vaccines that addressed a wide range of health concerns, from preventing cervical cancer and shingles to protecting against pneumococcal diseases and influenza. The diversity of the vaccine offerings reflects MSD’s commitment to a holistic approach to health, ensuring that employees are protected against multiple diseases that could impact their well-being and productivity.

The program’s success can be attributed to the collaborative efforts within MSD. The involvement of various EBRGs and business units, coupled with the support of the Office Cooperative and the logistics provided by the licensed retailer, ensured that the vaccination events were well-organized and effectively executed. This collaboration not only facilitated the smooth implementation of the program but also ensured that the initiative was aligned with MSD’s broader goals of employee well-being and business integration. The successful execution of this initiative serves as a model for other companies looking to implement similar health programs, demonstrating the importance of collaboration and employee-centered solutions.

By promoting the uptake of vaccines among employees and their families, the program contributed to a more robust and proactive approach to health within the company. The program thus serves as a dual success story, enhancing both employee well-being and business outcomes, and reinforcing MSD’s reputation as a leader in healthcare.

The office vaccination program conducted by MSD in the Philippines stands as a remarkable example of the company’s dedication to employee well-being and health. Through strategic planning, collaboration, and a focus on overcoming barriers to vaccination, MSD successfully reintroduced workplace vaccination and ensured that its employees could easily access and afford life-saving vaccines. The positive feedback from participants and the program’s impact on both employees and their families highlight the initiative’s success in fostering a healthier and more informed workforce. MSD’s commitment to this initiative reflects its broader values of care, collaboration, and a proactive approach to health, setting a standard for employee wellness programs in the corporate world.

Our People

Call on our industry partners to join the fight against Cervical Cancer

July 9, 2024

In the Philippines, every two hours, a Filipina dies from cervical cancer. It is the second most frequent cancer among Filipino women and girls, particularly those in the prime of their lives (from 15 to 44 years of age). Every day, an estimated 12 Filipinas die from this disease, with more than 4,000 lives lost, yearly.¹ Each devastating death of a mother, wife, daughter, sister, aunt, and friend is an unnecessary loss. Unnecessary, because the knowledge and tools to prevent and even eliminate cervical cancer are available. Cervical cancer is preventable, through vaccination against the human papillomavirus (HPV), the virus behind 99.7% of Cervical Cancer². Screening and early detection greatly improves the chances of successful treatment and can save lives.

The health care industry, and the business community at large, role in giving women- who hold “half-the-sky” in the workplace and in our communities– a stronger shield against this preventable disease.

As a company that puts patients at the center of everything we do, MSD is committed to our role in the fight against cervical cancer—using the power of leading-edge science to bring innovation in cancer care, from prevention to treatment.

Moreover, as part of One Community Against Cervical Cancer, we have strengthened our strategic collaboration with leaders from the government, the medical community, the private sector, and patient groups to advance cervical cancer elimination in the Philippines. Working with a community of advocates, our efforts are focused on ensuring access—to information, life-saving vaccines and medicines, and diagnostics and care—for every person at risk of cervical cancer.

A shared commitment: public-private partnerships

The Philippines is one of 194 countries that in 2020 committed to the World Health Organization’s 90-70-90 Global Strategy to eliminate cervical cancer,³ based on three pillars and their corresponding targets: vaccinating 90% of girls with the HPV vaccine by the age of 15; screening 70% of women using a high-performance test by the age of 35, and again by the age of 45; and treating 90% of women with pre-cancer and 90% of women with invasive cancer.

Gynecologic cancers, such as cancer of the cervix, are included among the eight cancer types that the Department of Health (DOH) has prioritized. The National Integrated Cancer Control Act (NICCA or Republic Act 11215), signed into law on 14 February 2019, also allows for a comprehensive cancer control program and a Cancer Assistance Fund (CAF), aimed toward reducing incidence and mortality rates from preventable cancers, making cancer care and treatment more affordable and accessible, and supporting cancer survivors in their recovery and reintegration to society.

We support and share in the government’s aims, and have advocated for the earliest interventions, such as re-doubling efforts at prevention, long before there is a need for treatment. MSD participates in the national immunization drive spearheaded by the DOH, with the assistance of the Department of Education (for school-based inoculation against HPV) and the Department of Interior and Local Government (for community-based inoculation against HPV). To protect women and children, we have supported capacity-building efforts for local government unit (LGU
)-led immunization programs across the Philippines including Banna in Ilocos Norte, the first municipality in the Philippines to achieve a 91.16% vaccination rate of girls aged 9 to 14 years. This unprecedented achievement by a fourth-class municipality is proof positive that the national goal to achieve the 90-70-90 targets is indeed possible.

MSD in the Philippines is working with both public and private partners to advocate for prioritization and proper implementation of the national cancer control program, towards a cervical cancer-free Philippines. Most recently, MSD partnered with the Pharmaceutical and Healthcare Association of the Philippines (PHAP) to organize the forum, “Together for Health: Making a United Stand Against Cervical Cancer,” on 5 April 2024, gathering champions to share survivors’ stories, raise awareness, and call for concrete and effective action.

In time for Cervical Cancer Awareness Month, MSD also hosted the 1^st Philippine Cervical Cancer Elimination Summit: One Community Against HPV on 16 May 2024, gathering stakeholders—among them the United Action Against Cervical Cancer Taskforce Philippine Obstetrical and Gynecological Society, the Philippine Society of Pharmacist Vaccinators, Philippine Foundation for Vaccination, patient advocacy groups, and LGUs—to pledge their commitments and contributions to achieving the 90-70-90 targets.

This was followed by the cervical cancer awareness event, “Cervical Cancer: Di mo DeCerv” on 26 May 2024, bringing together medical organizations, patient communities, and healthcare companies to amplify the advocacy. No one deserves to suffer from cervical cancer, and they shouldn’t—we can help not just those at risk of contracting cervical cancer, the women and girls, but also those who can transmit HPV which leads to cervical cancer, and that includes the male population.

Walk the talk: start in your own workplace

It is heartening to see that the lead government agencies are advocating HPV vaccination and, as of May, HPV DNA testing as well, kickstarting screening services within their own workforce.⁴ What about private sector leadership?

Private companies in the Philippines play a significant role in addressing the burden of cervical cancer, by spreading awareness, promoting vaccination, and soliciting support for the campaign against HPV and cervical cancer, starting with our own employees

Anchored on the Department of Labor and Employment’s (DOLE) Labor Advisory No. 20, “Guidelines on the Implementation of the Workplace Policy and Program on Cancer Prevention and Control in the Private Sector,” which was released on 15 September 2023, developing a Cancer Prevention and Control in the Workplace Policy and Program (workplace CPCPP) institutionalizes safety nets for employees in terms of health education and prevention; access to screening, diagnosis, and treatment; and return to work, compensation, and other social policies. Adopting a well-crafted workplace CPCPP will help promote a safe and healthy lifestyle among employees, and reinforce good habits through the conduct of awareness campaigns.

In our company, we prioritize addressing health risks by ensuring that our own MSD employees, and by extension, their dependents, can avail of life-saving vaccines. To date, we have protected hundreds of employees and their dependents, from HPV, pneumococcal infections, shingles and influenza. The cancer-preventive HPV vaccine is especially critical for female employees at risk of contracting cervical cancer, including those in their 30s and 40s, among the most productive years at work.

At MSD, we are dedicated to supporting people living and working with cancer. We support and have initiated cancer awareness campaigns that not only help destigmatize cancer but also encourage flexible accommodations benefiting cancer patients and survivors in the workplace. We take our cues from the head office, an accredited CEO Cancer Gold Standard employer, and a founding member of the Working with Cancer pledge, to help provide a more open, supportive and recovery-forward culture at work. Actively listening to our colleagues who are cancer patients, and understanding their needs, will further refine polices that allow them to feel more secure at work, such that they do not need to worry about their jobs on top of worrying for their lives.

The road to cervical cancer elimination in the Philippines

Eliminating cervical cancer in the Philippines- through the 90-70-90 strategy requires concerted and accelerated commitment and action from all sectors, and we in the business community continue to play a more active role in its realization- as many of those impacted are women in the workplace. By getting involved in public dialogue, awareness and education drives, and implementation efforts led by the Department of Health, medical societies, industry organizations and patient groups, we can better support, and give Filipinas, hope for a cervical-cancer free future.

Our People

Women’s Network provides a safe space for our female employees to connect and grow

April 16, 2024

Did you know that the Philippines has one of the highest levels of gender equality across industries?¹ In fact, out of 146 countries, the Philippines is the 19th best-performing country in terms of gender parity, according to the Global Gender Gap Index of the World Economic Forum (WEF).²

Despite this good standing, we can still do more to support women in the workplace and encourage their further growth and development.

The World Bank underscores the need for relevant policies and programs to boost female labor participation in the Philippines.³ These policies and programs may include supporting flexible work arrangements, addressing gendered social norms limiting women’s access to the labor market, and providing alternatives to in-home childcare, just to name a few.

Why women’s networks matter in the workplace

Establishing a women’s community or network is a simple yet meaningful program that can support women in the workplace. It provides a safe space for women to connect, support each other, and advance their careers. It also promotes diversity and inclusion in the workplace, thereby helping break down the gender pay gap and forward gender parity.

Women’s Network: A safe space for women and their allies

True to our commitment to diversity and inclusion, MSD in the Philippines offers many initiatives and programs that help us achieve this goal, including a Women’s Network. To date, MSD’s Women’s Network has 10,000 members in 72 global chapters empowering women throughout the company.

Women’s Network in the Philippines was formally launched in 2018 and re-launched last March 28, 2023, in time for the Women’s Month celebrations. The network is led by Jade Fortin, with co-lead Jonnabee Hular and core team members Lai Valenzuela, Nicole Tenorio, Sheila Perete, Julie Dequit, and Michelle Marcelo and country leadership team sponsors Roan Evangelista and Ma-an Galang-Escalona.

The Women’s Network aims to empower and support the women of MSD to fully realize their professional potential and achieve gender equality through all levels of the organization. The Women’s Network aspires to be an engaged and influential community that unapologetically champions and inspires women in MSD to be their authentic selves, feel a sense of belonging, and realize their professional aspirations.

“My passion lies in empowering women within our organization and creating a space where their voices are heard, valued, and celebrated. I am committed to fostering an environment where women can thrive, break barriers, and unlock their full potential. Through mentorship, networking, and professional development opportunities, we are building a community of strong and resilient women who inspire and support one another. Together, we will continue to shatter glass ceilings, cultivate leadership, and pave the way for a more inclusive and equitable future for all women at MSD,” emphasized Jade Fortin, Women’s Network Lead, Philippines. .

Women’s Network activities reflect its three key priorities: business integration and insights, talent acquisition and development, and community outreach and social responsibility.

Women’s Month 2024: #InspireInclusion

As part of the festivities for Women’s Month, the Women’s Network held a trade fair to promote and showcase up-and-coming female-owned and female-led businesses.

They also distributed cupcake treats for their female colleagues on International Women’s Day last March 8, in partnership with HR and GWES. Through an #InspireInclusion Photo Challenge, we let our female colleagues and allies unleash their creativity by striking their best poses to depict what embracing gender equity looks like.

In partnership with the Vaccines business unit, the Women’s Network has also launched the “Her Point of View (HPV) Cervical Cancer Prevention Lunch and Learn” activity.

With cervical cancer as the second most common cancer afflicting women in the Philippines, the Women’s Network reaffirms its commitment to make cervical cancer a thing of the past through awareness campaigns encouraging women to get vaccinated and screened for cervical cancer as early as possible in partnership with HR, Vaccines Business Unit, CO and Employee Cooperative.

During the second half of 2023, the network and their allies held Family Day and another Trade Fair, as well as an outreach activity called “Hair for Hope”, where volunteers can donate hair for cancer patients.

Lastly, the Women’s Network also held its Sister Circle locally called “Circle of Strength”, a safe space for our female and female-identifying colleagues and their allies to have courageous, bold, and inclusive conversations. For the last quarter of 2023, conversations delved into mental health, work-life balance, and balancing career and parenting. Additionally, long-term Women’s Network projects include the construction of an office playroom or family room, as well as improvements to the lactation room.

Lighting the path for our female colleagues and leaders

Indeed, the diversity of our colleagues enables us to better understand the unique needs of the consumers, healthcare providers, and patients we serve. Moving forward, we will remain committed to equity across gender as we continue to develop inclusive policies and programs that support women in the workplace and promote gender equality.

Want to know more about our commitment to diversity and inclusion? View our diversity and inclusion stories here.

Want a career where you can help invent for a more hopeful future? Visit our careers website today.

References

BusinessWorld, Present state of women in the workplace, March 2023
Philippine Institute for Development Studies, Women in the workplace: Paving a better landscape in the labor force, March 2023
BusinessWorld, Present state of women in the workplace, March 2023

Diversity, equity, and inclusion (DE&I) encompasses the principles of creating a diverse workforce, fostering an inclusive environment, and ensuring equitable opportunities for all employees, regardless of their background or characteristics.

A study found that companies in the top quartile for ethnic and cultural diversity were 36% more likely to outperform their industry competitors in terms of profitability. In an era marked by societal transformations and a greater emphasis on equality, companies that prioritize DE&I initiatives not only experience a boost in productivity and innovation but also foster a more harmonious work environment.

Global healthcare company, MSD in the Philippines, has been modeling DE&I as part of its strategic priorities, to nurture its talent pool, and better serve its equally diverse stakeholders. Through the establishment of Employee Business Resource Groups (EBRGs), MSD aims to provide a platform for employees to come together based on shared backgrounds, experiences, or interests, fostering a sense of belonging and support, as they grow their careers and work to save and improve patients’ lives.

“Leadership plays a pivotal role in ensuring that diversity, equity, and inclusion or DE&I programs are not just supported, but truly embraced. We know it is our responsibility to foster a workplace culture where every employee feels valued, respected, and empowered to contribute their unique perspectives and talents. By championing DE&I initiatives, we not only cultivate a more inclusive environment but also unleash the full potential of our diverse workforce. We can create a future where everyone thrives, where barriers are shattered, and where our collective success knows no bounds,” said Andreas Riedel, MSD in the Philippines President and Managing Director.

Empowering women to be at their best

MSD in the PH female employees celebrate Women’s Month by launching the Women’s Network

A prominent initiative within MSD’s commitment to DE&I is the establishment of the Women Network (WN). The primary goal of WN is to empower and support women to realize their full professional potential and promote gender equity throughout all levels of the organization. With an aspiration to create an engaged and influential community, the Women Network inspires women to embrace their authentic selves, fostering a sense of belonging and supporting them in realizing their professional aspirations.

Women Network has organized a range of impactful activities that highlight their dedication to promoting gender equity and empowering women in the workplace. One such event was the International Women’s Day celebration, where the accomplishments and contributions of women were recognized and celebrated. In addition, the Women’s Network, in collaboration with Vaccines BU organized a cervical cancer prevention lunch and learn activity, raising awareness about an important health issue affecting women. Special occasions like Mother’s Day and Women’s Health Month were commemorated, emphasizing the significance of women’s roles and well-being. WN also established regional circle sisters, which provided a safe space for bold and inclusive discussions and learning circles.

Notably, women make up over 50% of MSD’s employee population, and over 50% of management roles are held by women leaders in health care.

Bridging the generation gap

Meanwhile, the Next Gen Network (NGN) program is a dynamic initiative aimed at breaking generational barriers and fostering a strong sense of belonging and acceptance among employees. By creating a genuinely safe-to-speak environment, NGN ensures that every individual within the organization feels valued and heard. By bringing together employees from different generations, NGN not only fosters understanding and collaboration but also accelerates business outcomes through diverse perspectives. Furthermore, the program plays a vital role in developing the leaders of tomorrow by providing opportunities for mentorship, skill-building, and professional growth.

“By nurturing intergenerational relationships and creating spaces for meaningful dialogue, we can harness the collective wisdom and innovative ideas of both seasoned professionals and emerging talents. We are breaking down barriers, fostering understanding, and cultivating a dynamic workplace culture that values the unique contributions of each generation. Through the Next Gen Network, we are shaping the leaders of tomorrow, united in our commitment to drive positive change and achieve remarkable outcomes,” noted Justin Jerome De Jesus, Next Gen Network Lead, Philippines.

Leading with pride

The newest of the EBRGs, Rainbow Alliance is an integral part of MSD’s commitment to diversity and inclusion, envisions an accepting workplace culture that fully supports a vibrant LGBTQ+ and visible Allies employee network globally. Through initiatives such as talent recruitment and development, community outreach, and business integration, Rainbow Alliance strives to inspire and nurture a workplace environment that embraces and celebrates the LGBTQ+ community. In collaboration with the Human Resources department, a consultation session was held to explore the possibility of extending benefits to common law and same-gender partners. After thorough research and extensive discussions, the policy was approved, marking a significant step toward fostering equality and inclusivity within the organization. Effective January 2023, this policy change demonstrates MSD’s commitment to creating an environment where all employees, regardless of sexual orientation or gender identity, are treated with dignity and respect.

“I am inspired by the support and encouragement we receive in our mission to create a safe and affirming environment for the LGBTQ+ community and their allies. With the backing of our leadership, we are empowered to drive meaningful change, break down barriers, and ensure that every individual feels valued and respected for who they are. We are building a workplace where diversity is celebrated, and all voices are heard. MSD’s leadership is instrumental in paving the way for a more inclusive future, and I am honored to be part of this transformative journey,” shared Mel Siapno, Rainbow Alliance Lead, Philippines.

As businesses strive for success in a rapidly changing world, they must recognize the value of DE&I and take proactive measures to foster an inclusive and equitable workplace. By embracing diversity, promoting inclusivity, and ensuring equity, organizations can cultivate a thriving workforce that drives innovation, enhances employee well-being, and paves the way for a better future for all.

The right to health for all people means that everyone should have access to the health services they need, when and where they need them, without suffering financial hardship.

Although our nation’s healthcare has a long way to go in terms of improvement, healthcare professionals across the country have been hard at work on how our nation’s Universal Health Care can progress. This time, it is not solely healthcare professionals who are working to change the healthcare landscape. Now, we have patient leaders to push dialogues and create opportunities for patient voices to be heard.

Recently, the Philippine Alliance of Patient Organizations (PAPO) in partnership with the Asian Institute of Management (AIM) in Makati held the graduation ceremony for their rigorous Post-Graduate Certificate Course on Healthcare Leadership and Management. This is part of PAPO’s vision to be the unifying voice of Filipino patients, where patient leaders across the nation have the unique opportunity to hone their knowledge and skills to drive positive change within the healthcare sector.

During the ceremony, five groups presented their Action Learning Projects (ALP) – which are real-life, results-oriented projects designed to provide participants with more meaningful learning and help ensure the learning in the classroom is translated to the workplace. PAPO looked at innovative ways to improve the Philippines’ current healthcare landscape. In these presentations, the patient leaders discussed the following topics: 1) Project Padayon, a toolkit guide for local health officers in organizing and partnering with patient groups; 2) Developing a strategic partnership for people-centered healthcare; 3) automation of Filipino medical records through mobile application development, 4) Increasing access to financing for rare disease patients; and 5) enhancing the patient experience in accessing financial assistance through the Malasakit Center.

“Mas lumakas ang confidence naming mga PAPO leaders through the program after knowing now how to frame problems and propose solutions in a better way,” says PAPO trustee Mel Lamsin. “Our ALP is all about helping indigent patients regarding financial assistance. We saw the pain points of patients and what the government should tackle and the solutions that patients can offer. That is why patient leaders are important, so we can serve as the patient’s voice in important matters and co-create solutions.”

A Pioneer in Healthcare Leadership Education

AIM and PAPO co-developed the customized, first-of-its-kind program under the School of Executive Education and Lifelong Learning. Patient leaders had the opportunity to hone their leadership skills toward creating a people-centered approach to health care.

“Each of the patient leaders is a volunteer, and they don’t have any compensation, but because of their personal experience, either as a patient or a carer of someone with the disease, this motivated them to start their patient advocacy,” says PAPO president Karen Alparce-Villanueva.

The primary objective of the program is to enhance the capabilities of patient leaders, empowering them to effectively lead and transform their organizations. By equipping them with the necessary skills and knowledge, these individuals can play pivotal roles as members of the local health boards. The program aims to foster their active participation in decision-making processes, enabling them to contribute meaningfully to the improvement of healthcare systems at the grassroots level.

“Under the Universal Health Care law, there’s going to be a functioning local health board, and we want the patient’s voice to be represented and reflected in these local health boards. But we realize we cannot come there unprepared,” says Alparce-Villanueva. “That’s the reason why we have the courses to prepare ourselves mentally, physically, emotionally, and then have the confidence because we will be sitting with other stakeholders. This course will further enhance our leadership, strategic thinking, and our empathy through design thinking, which is the major framework that we learned from this program.”

Patient voice matters

In recent years, there has been a general trend toward transforming the healthcare system from something that happens to patients, into something that happens with them. Listening to patients and their families, and involving them in the development of diagnosis, treatment, and after-care services will improve patient care and experience. This is why a strong patient voice matters.

“We hope to develop leaders that will be inspired to do good things that will be beneficial to society and in its transformation,” says Albert Mateo, Head of the School of Executive Education and Lifelong Learning at AIM. “Today, I think we have achieved that by allowing these patient leaders to be empowered, see their passion and the burning desire how to contribute moving forward. “I’m looking forward to seeing that the action learning project that the patient leaders have just presented is only the first of the many, many projects they will do eventually.”

A community of champions to empower Filipino patients

This strategic collaboration between PAPO and AIM was also supported by key players in the pharmaceutical industry, represented by the Pharmaceutical and Healthcare Association of the Philippines (PHAP) and sponsors, including MSD, Roche, and Boehringer Ingelheim.

“As a member of PHAP, we at MSD stand with PAPO, AIM, and the broader community in championing patient-centered health care for Filipino patients. We laud PAPO for bringing this vision closer to reality by equipping patient leaders through this postgraduate course, and feel honored to be among the sponsors,” said Andreas Riedel, President and Managing Director, MSD Philippines.

The journey towards a better future for healthcare in the Philippines relies on the active involvement and empowerment of dedicated leaders. By investing in the education and capacity-building of patient advocates and group leaders, PAPO is nurturing a generation of change-makers who possess the knowledge and skills to transform their organizations and contribute to local health boards. As these individuals disseminate their learnings and add value within their communities, a ripple effect occurs, ultimately leading to an enhanced healthcare system.

Our People

MSD gifts back hope and cheer to kids of Kythe Foundation

June 29, 2023

For enterprises of all sizes, giving back is a must. First and foremost, it helps uplift the community they are serving. Secondly, volunteerism can be empowering to the employees themselves, as it allows them to advocate and work for worthy causes, using their time and talent. And for the organization itself, it helps builds trust among stakeholders.

MSD in the Philippines (known as Merck & Co. Inc., Rahway, NJ, USA in the U.S. and Canada) champion volunteerism by encouraging its employees to find ways to give back to the community. Through the global volunteerism and skills share program, MSD Gives Back, employees take an active role to ‘pay it forward’ through participation in programs offered to promote a healthier society, advance education, foster the arts, address the welfare of animals and preserve the environment.

In 2022, MSD employees in the Philippines reached out to over 200 pediatric cancer patients supported by Kythe Foundation in National Children’s Hospital, Philippine Children’s Medical Center, and Quirino Memorial Medical Center, through MSD Gifts Back to Kythe. True to the spirit of the season, employees and their families donated, dedicated, wrapped and delivered presents- mostly educational toys- to Kythe kids in the abovementioned centers.

The company has been a long-time supporter of Kythe Foundation, a non-stock, non-profit organization dedicated to the health and well-being of children with chronic illness, such as those with cancer.

“MSD employees in the Philippines, and around the world, are passionate about giving back to their communities. Volunteerism is at the heart of MSD’s culture, and giving back is part of our DNA. We are honored to collaborate with Kythe Foundation and support its mission to help address the fears of children who are going through their cancer journey by promoting a culture of care, that allows children to learn, play and grow” said Andreas Riedel, President and Managing Director.

MSD employees led by Andreas Riedel, President and Managing Director, turn over gifts to Kythe Foundation, for distribution across centers in Metro Manila and Cebu

MSD employees are empowered to give back and help build healthier communities by engaging in activities where they can share their skills, time, and resources for the benefit of others. Every year, MSD employees can donate their time and talent to help improve the health and well-being of communities through notable programs such as MSD Gives Back.

“We at MSD aspire to improve access to health by discovering, developing and providing innovative products and services that save and improve lives. But our commitment to the community goes beyond business practices. We believe that supporting society, people and communities around the world is fundamental to our long-term success. As we serve the community where we have presence, we remain true to our purpose, “patients first,” Riedel added

In May 2022, Kythe Foundation recognized MSD as a Corporate Volunteer Group of the Year for its continuous support and commitment. The award celebrated the exemplary volunteers from MSD who supported Kythe’s mission of improving the quality of life among hospitalized children with cancer and other chronic illnesses.

“There is a saying, it takes a village to raise a child and I say, it takes a village to care and to cure a child patient with cancer. That’s what we are in Kythe– we are a village, we are a family.”, said the Kythe Co-Founder Maria Fatima Garcia-Lorenzo.

Kythe provides play, engagement, and psychosocial care to children living with cancer. Play is an important part of children’s development, as it helps them learn new skills and express themselves in a healthy and productive way. In the context of a cancer journey, play can provide children with a sense of control and normalcy during a difficult and uncertain time. It can also help them cope with the physical and emotional challenges of cancer treatment.

In addition to the benefits of play, psychosocial support can also be crucial for children dealing with cancer. This support can take many forms, including counseling, therapy and support groups. It can help children and their families to better understand and cope with the cancer diagnosis and treatment, and provide a safe space for them to express their emotions and concerns.

Overall, play and psychosocial support can have a significant role in helping children to navigate the challenges of a cancer journey, and can help to improve their overall quality of life during a difficult time.

“Whenever I see volunteers give off their time, skills and effort, I am always grateful and in awe. They could have chosen more leisure or more fun things and yet they choose to volunteer. We are thankful you make this choice. Not everyone will make that choice. Kythe will not be able to serve as many children, have an impact on so many families, nor grow the seeds of change without you who help Kythe live its mission.”, said the Kythe Executive Director, Dra. Angie Sievert-Fernandez.

Engaging in volunteer work can be an enriching experience for people. Keeping a dynamic employee engagement policy allows MSD to provide employees with opportunities to make a difference in people’s lives, through means of encouraging, empowering children and their families to fight cancer, and letting them know they’re not alone in their journey.

Our People

MSD in the Philippines harnesses lessons from the pandemic for a more human-centric workplace

November 4, 2022

Andreas Riedel, President and Managing Director of MSD in the Philippines, addresses employees as the company launched its new strategic priorities and hybrid work setup.

Over the last two years of the pandemic, the pharmaceutical industry needed to step up in ensuring access to life-saving medicines and vaccines amid unprecedented challenges. For global healthcare leader MSD in the Philippines, navigating across lockdowns and uncertainties meant that it needed to actively listen to the needs of its own people, and respond through innovative workplace practices and initiatives, so its employees may be well-equipped and enabled to continue delivering impactful healthcare solutions to patients and communities.

MSD President and Managing Director Andreas Riedel explains, “By continuing to build MSD as a great place to work, we aim to empower our employees to deliver our purpose of saving and improving the lives of Filipino patients.”

At the onset of the lockdowns in 2020, MSD in the Philippines stepped up to support its employees, through innovative workplace programs and initiatives. MSD’s HR team worked with MSD’s leadership team to organize daily check-ins with the purpose of monitoring both the employees’ and their family’s health status, set up an employee help hotline, conducted surveys to assess the evolving challenges and needs of its talent, and held weekly virtual townhall meetings to provide information, updates and guidance to the team, to ensure the safety and well- being of the employees, and equip them to continue serving patients, amidst uncertainties.

Dollette Wong, Hospital Acute Care Product Manager shares, “The daily check-ins took getting used to, to be honest. But it truly showed that they were really looking after us. It was a very simple act—communicating with your manager how you and your family are, even on weekends at the height of the pandemic—but it had a good impact on the people. It showed us they really care.”

Power of Speaking Up & Being Heard

Wong describes how families incurred unforeseen additional expenses during the height of the pandemic because everyone remained at home. To augment the employees’ financial resources, MSD provided daily allowance and increased internet allowance allocation “so even though we’re doing our work from home, we were well-compensated and we felt cared for.”

Riedel believes that it is important for leadership to listen and respond to employee feedback, as it builds a culture of trust and openness in the organization. “I’m a strong believer in the power of speaking up to drive innovation. Something we like to point out is that in every employee session that we had, we always left enough time and opportunity for colleagues to ask questions so that we could hear them, understand their challenges, and be quicker in adjusting to new scenarios. The information that we got from these was very important and helped us come up with the right initiatives to support our colleagues during this COVID-19 pandemic.”

A Culture of Agility

For Haydee Antonio, CVM Senior Professional Healthcare Representative, whose fieldwork entailed almost 100% face-to-face engagement, pivoting to fully digital because of the quarantine situation proved quite challenging. Thankfully, prior to the pandemic, MSD was already strengthening its digital capabilities, which means that the field workers had already obtained consent from doctors to connect with them through electronic mail. “That was a great boost for us going into the pandemic already partially digital. We were almost ready for that.”

According to Riedel, MSD takes to heart its responsibility of guiding the organization to lead—and not merely adapt—to ongoing shifts in the healthcare system and the communities it serves. “We are focused and invested on two aspects of agility: the first one is acting with urgency. What this means is that we are reviewing key processes to simplify the way we act and make decisions so we can move faster as an organization. The other aspect is flexibility, really being able to adapt quickly and propel innovation. Our organization encourages our employees to experiment, learn, and adapt because the evolving needs of the patients cannot wait.”

Best of Both Worlds

As the government gradually eased pandemic restrictions in the workplace, due largely to the downtrend of COVID-19 cases after the first quarter of 2021, businesses have started welcoming back employees. MSD moved to a hybrid work model with the aim of keeping employees safe, and thus able to continue serving patients well even amid an ongoing pandemic. With the new policy, office-based colleagues have the option to work 2 or 3 days from the office, and the rest of the week from their homes.

The coming to the office with the implementation of strict health protocols following IATF (Inter- Agency Task Force) guidelines.

To ensure that the first week would feel like a special reunion after almost two years of remote work, the organization prepared welcome activities and gave personalized gift packs for employees coming back to the office. “What I can share from that week is that I saw many, many smiles; I felt their excitement of being together and working closely in person again,” says Riedel.

The company has been receiving favorable feedback from employees on the new hybrid workplace model. On the days they work from home, they value the time saved from commuting, and the chance to spend it with their families. At the same time, they recognize the importance of being together in the office to collaborate effectively, make faster decisions, and be more agile in delivering innovations that matter to patients.

Wellness and High Performance

Another innovative workplace solution recently implemented is the enhancement of employees’ home office. MSD in the Philippines partnered with a leading and global furniture supplier to provide eligible employees with height-adjustable or fixed-height desks and chairs, pre-approved based on high standards of safety and ergonomic quality. The home office furniture provision received favorable feedback, with employees saying it was a demonstration of how the company puts a high value on employees’ health and wellness, so they can succeed while working from home.

Evolved Ways of Working

MSD in the Philippines recently refocused its strategic priorities, to help employees deliver the company’s value to the patients and other stakeholders. Setting the tone from the top, programs like Listening Circles and Huddles– where different groups of employees get a chance to share their thoughts, challenges, and innovative ideas directly with the President of the company, encourage a culture of openness, personal leadership and innovation. Riedel points out that these specific initiatives are “open to anyone who wants to join, because every employee’s unique point of view matters, and contributes to the success of the organization.”

MSD in the Philippines, led by its President and Managing Director Andreas Riedel, together with the country leadership team, launched its refocused strategic priorities and evolved ways of working to better deliver on its purpose of saving and improving the lives of Filipino patients.

Riedel describes the company’s evolved ways of working: “Through this pandemic and beyond, we are focused on unleashing the power of our people through a corporate culture where employees are supported and encouraged to focus on what matters—the patients, our partners and customers in the health care community, and their own professional and personal well-being.”

“It’s been worthwhile to see our colleagues actively engaged in their own roles, their own growth and welfare even as the world still battles COVID-19,” he says. “All of our employee-focused initiatives and workplace innovations aim to help us understand the needs of our own people so we could better collaborate to fulfill our purpose of saving and improving the lives of Filipino patients.”

This article was originally published in Business Mirror.

Our People

MSD in the Philippines announces Andreas Riedel as new President and Managing Director

August 22, 2022

MSD in the Philippines (NYSE: MRK), a trade name of Merck & Co., Inc, Kenilworth, NJ, USA, today announced the appointment of Mr. Andreas Riedel as its new President and Managing Director. He succeeds Dr. Beaver Tamesis who has announced his retirement from the pharmaceutical company.

The leadership transition reaffirms the company’s commitment of inventing for life, for Filipino patients. Mr. Riedel brings with him more than 20 years of experience in regional and local roles in emerging markets, including Argentina, Chile, and the Philippines. As chair of Business Sustainability and Board of Directors member for the Pharmaceutical and Healthcare Association of the Philippines, he was pivotal in shaping the Philippine healthcare environment through programs created for long-term sustainability.

Prior to joining MSD, he was the Country Manager of Pfizer Philippines, where he developed an enterprise-wide strategic plan that improved health outcomes of populations and greatly impacted patients’ lives. With a special focus on Market Access, he laid the foundation for the largest COVID-19 vaccine agreement with the local government.

His strong background in population health will boost the company’s capability in closing the gap between pharmaceutical innovation and access to groundbreaking medicines, two areas that MSD in the Philippines actively advances.

New Opportunities Amid Challenges

Andreas Riedel steps into the role as the Philippines is currently experiencing a manifold health concerns in the areas of cancer, cardiovascular and metabolic diseases, vaccine-preventable diseases, antimicrobial resistance, and COVID, among others.

He says that the ongoing pandemic has underscored the need for broader access to quality health care. “One of the lessons that we need to take from this experience is that we need to work together, urgently and unceasingly- with government, industry, health care professionals, and the communities, to find sustainable ways of making quality health care accessible. We’ve learned that the well-being of one affects the health of the broader community.”

Mr. Riedel thanks his predecessor, Dr. Tamesis, for his valuable service to the company. “The progress he has brought through his leadership will serve as our foundation to further MSD’s mission as an innovative organization that always puts patients first.”

Saving More Lives

Dr. Tamesis has had an inspirational career in MSD spanning 27 years. In 2013, he earned the distinction of being the first-ever Filipino managing director of MSD in the Philippines since it operated onshore in the 1960s. The cardiologist has since transformed MSD into a force that brings perspectives together to make a difference in the patients’ lives.

The outgoing managing director will leave behind a strong legacy in urgently important areas such as Diabetes, women’s health, immunization, oncology, and public health education. “It’s been an honor to lead the company in bringing MSD’s innovative health solutions for the Filipino patients,” Dr. Tamesis said.

With Mr. Riedel as managing director at this critical juncture, MSD in the Philippines will continue to lead in furthering positive health outcomes among Filipinos. Through timely intervention and stakeholder collaboration, the company aims to continue delivering innovative medicines and vaccines to save more lives of Filipino patients.

This article was originally published in INQUIRER.net.

Our People

A culture of innovation: Reshaping the future of the workplace at MSD in the Philippines

February 14, 2022

For over 125 years globally, and for 25 years here in the country, MSD in the Philippines has
been researching and developing medicines and vaccines for many of the world’s most
challenging diseases. With unwavering focus, MSD looks for medical innovations that improve
health and save lives throughout the world. At the heart of MSD’s success is its strong Human
Resource (HR) team.

Through the years, MSD positioned itself as a company that focuses on leadership and culture to
drive breakthrough healthcare innovations and business success.

“Patients first”, said Marese de Vera, HR Leader. “All our actions must be measured against our
responsibility to those who use or need our products.”

The way MSD operates is based on four pillars: Patient First, Ethics and Integrity, Respect for
People, Innovation and Excellence. With these, MSD leads a conscious effort to be a company
worthy of trust by its employees and patients.

“MSD is focused on protecting the safety of its employees and their families, ensuring that our
supply of medicines and vaccines reach our patients and customers”, Mike Blanch, Corporate
Affairs Director, remarked. “We are also supporting healthcare providers, through the PHAP
Cares foundation, to make sure our frontliners are adequately equipped and protected from this
pandemic.”

Leading the fight against COVID-19

When the global pandemic escalated back in March, the government placed Metro Manila and
the whole island of Luzon under enhanced community quarantine. Several employees were
affected, fearing that they might lose their jobs along the way. MSD HR responded to address
this anxiety and fear in order for the organization to continue its operations.

Constant communication is key. “We made sure, throughout this pandemic, that we addressed
not just the physical health but the mental health of employees as well”, de Vera noted.

As a leader in the pharmaceutical industry, MSD is currently exploring multiple pathways to
advance understanding of SARS-CoV-2 and develop vaccines and treatments, including two
COVID-19 vaccine development efforts, a research collaboration to develop a novel antiviral
candidate, and an expansive internal research program to assess available vaccine and antiviral
candidates.

With the company’s experience in HIV and Ebola, MSD knows that innovation, science, and
collaboration are both essential to develop medicines and vaccines in a global public health
emergency like COVID-19. The path to vaccine development is not easy but MSD is optimistic
that collaborative spirit of the industry will yield new tools to fight coronavirus.

The culture of innovation

“Inventing for Life”, MSD’s battlecry, guides the culture of innovation that pervades across the
organization. To continually enable its pool of talent to deliver scientific breakthroughs and
health solutions that impact as many patients as possible, MSD takes a unique approach in
people management.

Innovation manifests in the company’s robust values-based HR practices – from recruitment,
onboarding, talent development, and continuous learning and leadership development.

According to de Vera, MSD ensures that employees are enabled with the knowledge, tools, and
environment that allow for innovation and creativity in the workplace. Every employee is
encouraged to always push the boundaries of what they can do for patients – while at all times
upholding ethics and integrity.

Innovation also empowered employees during the COVID-19 pandemic. The leadership
management made a call to allow work-from-home and provided employees with tools,
applications, and equipment to make remote work a success.

“We empower them, encourage them to learn, open networks up to them, encourage sharing,
and encourage experimentation with new ideas and approaches”, de Vera highlighted.

This was possible through MSD’s “Ways of Working”. Employees are empowered to make
appropriate decisions within their jurisdictions and encouraged to be forward-looking and be
open to changes, to explore different roles and functions to reach their potential. As part of
MSD’s 25th anniversary, the “Boost Up Program” will be introduced to open more opportunities
for employees to grow their career within the organization.

Prior to the pandemic, HR held various communication efforts to reach out to employees. These
are: engaged leadership or Kapihan, an intimate group breakfast session where employees
raise any question under the sun; Country Leadership Team Ikot or CLT IKOT; and, an
employee engagement pulse survey done biannually.

During the pandemic, these efforts are replaced with regular town hall meetings and daily
check-in calls done through video conferences. The goal is to reassure the employees and
ensure that the company is with them in this fight.

As a company dedicated to saving and improving lives, MSD recognizes that they have a
special responsibility to help. Innovation plays a vital role in achieving this mission.

“Over the last 25 year here in the Philippines, MSD has pushed the boundaries of science with
the hope and expectation that advancing scientific knowledge will lead to major advances in
health”, Blanch shared.

Through innovations and collaborations, MSD successfully developed and launched the first
vaccines for measles and mumps, and the first vaccine for HPV that causes cervical and other
cancers. The company also led the development of ground-breaking medicines for heart
disease, osteoporosis, diabetes, tuberculosis, HIV and melanoma. This success is not achieved
single-handedly. MSD recognized the relationships established from working with healthcare
professionals, partners, and the government, with the aim of delivering quality healthcare for the
Filipino.

Transformational leadership in action

MSD advocates transformational leadership in order to build and nurture a culture of innovation.
Programs such as MSD Fellowship Global for Health, a three-month, field-based corporate pro
bono program designed to leverage the skills and talents of our employees worldwide, help
empower leaders and develop potential leaders within the organization.

The move from a traditional office setup to a semi-open space also encouraged employees to
break barriers, communicate openly, and think creatively.

“The fact that our workplace is set for the future in that it is conducive for collaboration, agile,
innovative helps us stay ahead. This drives the sustainability of the organization”, de Vera
shared.

MSD is mission-focused on helping save and improve lives of the Filipino people. As such, the
organization continues to create an environment of mutual respect, inclusion, creativity and
accountability. With innovation and collaboration, challenges can be overcome.

Our People

Empathy: A force that moves MSD forward

December 28, 2021

Against a backdrop of unprecedented health crisis, societal shifts, and global economic uncertainty, a foundational value stands out. That is empathy.

Empathy, which is the ability to experience and relate to the thoughts, emotions, or experience of others, is all the more essential to enabling any organization to survive in the midst of a pandemic. It fosters connectedness, concern, and effective collaboration among teams –despite the physical distance.

But with or without pandemic, understanding other people’s emotions is a key skill in the workplace. It can enable us to resolve conflicts, strengthen commitment to our profession, and to improve our relationships with co-workers, partners, and customers.

For healthcare company, MSD in the Philippines, demonstrating empathy takes root from its values, and permeates as part of its culture. In an interview with Marese de Vera, MSD Human Resource Leader, and Mike Blanch, MSD Market Access and Corporate Affairs Director, we explore exemplary approaches to fostering empathy in the organization and why it drives engagement and innovation.

Defining empathy at MSD

“Empathy plays a big role in how we look after our employees, their families and the patients that we serve. Our leaders and employees have empathy or malasakit sa kapwa. This is the driving force for our employees to help those in need, and to make a difference in all our patients’ lives,” said Ms. de Vera.

Empathy enables MSD to attend to their employees’ evolving needs. In return, MSD employees are able to take care of their families, serve their clients and support their community. They are able to thrive despite unprecedented challenges.

Listening is key

“The stance of the whole organization is to listen first. And that’s where empathy starts. The only way to find solution is by listening first”, related Mr. Blanch. By listening, MSD demonstrates meaningful connection with patients and patient advocates worldwide.

During the pandemic, MSD actively listened to the needs of its employees through daily check-ins, team meetings, and virtual town hall meetings with the Managing Director, where employees get updates about the COVID-19 situation, guidance on business operations, and employee support. At the end of these sessions, employees are invited to raise questions or concerns, and get responses from the country leadership team. The company also conducted surveys to better understand and manage new employee concerns such as connectivity issues, challenges for employees whose children suddenly shifted to homeschooling or distance learning. These surveys aided the company to come up with the right initiatives to address their employees’ needs.

MSD values the perspectives of their employees. By actively listening, the company was able to create a diverse workforce and nurture a sense of belonging. Employees are comfortable to express their ideas and concerns.

“When our employees know they are crucial to our mission, not only will they thrive, but our company will, too,” Ms. de Vera added.

Helping employees navigate uncertainties

On top of adapting to the sudden shift from face-to-face work to remote and digital workplace, the pandemic brought uncertainties in terms of health and wellness, safety, finances and job security. All of these things affected the wellbeing of employees.

Christine Zuñiga, Innovative Customer Solutions Lead, shared how MSD helped employees transition by ensuring that no one is left behind.

“Our leaders asked us to support and hold the hands of our colleagues – especially in terms of how we can transition seamlessly to our digital channels and tools.” said Ms. Zuniga.

From a manager’s point-of-view, Anna Lisa Cordial, Senior District Manager, noted that achieving targets became challenging. For 21 years, she has been used to personal interactions in the field. Due to the pandemic, from personally interacting with team members and clients, to doing collaborations remotely, her team faced challenges to deliver as usual.

“MSD has always emphasized work-life balance to avoid digital burnout. The company initiated activities that aim to support its people and improve engagement with customers”, shared Ms. Cordial. “I made a conscious effort to reach out to my team and our customers. I tried to put myself in their shoes and see the situation from their perspective.”

Understanding employees’ needs

Employees appreciate how MSD has shown compassion when they experienced personal struggles regardless of their tenure.

Ms. Zuñiga related how MSD leaders and colleagues showered her with much support and encouragement during her personal COVID-19 battle.

“The kindness and empathy I received during that difficult period extinguished my fears and anxieties. When someone is kind to you, you want to emulate that person… to pay it forward,” expressed Ms. Zuniga. “I’m very thankful to be in an environment that cultivates compassion and kindness.”

Carolyn Bayabos, a Tender Operations Specialist and relatively new in MSD, conveyed the same appreciation for MSD. In 2020, her nephew underwent a critical surgery. In 2021, she tested positive for Covid-19. Through it all, her manager and MSD leaders showed compassion and empathy by allowing her to take time off and attend to her personal needs.

“They are not just concerned about my work and output,” emphasized Ms. Bayabos. “They genuinely care about me and my family. The company understands what I’m going through. I truly appreciate the support of my colleagues and MSD. It gave me hope and allowed me to carry on.”

MSD aims to provide the best health care solutions to patients. The same applies to their employees. MSD walks the talk in ensuring that their employees also have access to the best healthcare benefits. “If not for MSD, I will not have the best treatment option for cancer. When you work for a company that relates to your situation, not just as an employee, but as a person, as a woman, as a mother, your determination to stay is heightened,” shared Ms. Cordial who is a breast cancer survivor. “I am grateful for MSD’s support that has allowed me to enjoy this second life.”

Empathy brings innovation

For more than 100 years globally, and for over 25 years in the Philippines, MSD has been an innovator in the health care industry. While scientific and technical expertise are required to pursue medical breakthroughs, MSD credits empathy for driving innovation.

“Every great innovation has come from a place of empathy. Empathy is the core of an innovation culture. Without it, we are unable to create anything truly new,” said Mr. Blanch.

MSD continues to innovate across all major therapeutic areas. Mr. Blanch cites two examples—in vaccines and oncology.

To ensure equitable access to life-saving vaccines, the company partnered with government and nongovernmental organizations to build sustainable and effective vaccination delivery programs that reliably reach people. Among their landmark initiatives are “Bakunado si Lolo at Lola, Iwas Pulmonya”, a campaign that aims to educate senior citizens and caregivers on the value of immunization; “Back to BakUNA”, a school-based immunization (SBI) that underscores the safety and efficacy of vaccines and its crucial role in disease prevention, and “Sa Aking Paglaki, Walang HPV”, a program which helped introduce HPV vaccination as part of the SBI Program in LGUs.

In the area of Oncology, MSD spearheads Hope from Within, a multi-stakeholder cancer advocacy, that aims to renew hope that cancer need not be a death sentence anymore by promoting early detection of cancer, increasing access to cancer care, and spread knowledge of innovative treatment options that improve survivorship. In terms of cancer treatment, MSD worked closely with patient advocates to push forward the landmark National Integrated Cancer Control Act.

“MSD is committed to delivering breakthrough innovations to extend and improve the lives of people with cancer worldwide,” emphasized Mr. Blanch.

Empathy delivers progress

Empathetic leaders realize that the bottom line of any business is only reached through and with people. Therefore, they have an attitude of openness towards and understanding of the feelings and emotions of their team members.

“When we meet as a leadership team, we ask, what can we do to address our employees’ concerns, and how will we implement these initiatives?” We take a top-down and bottom-up approach, so it allows us to understand employees’ concern and this process is very fluid,” remarked Ms. de Vera. “It’s difficult to lead when you don’t know the pulse of the employees.”

By learning about the needs of their employees, leaders are better equipped to enable a culture of innovation and high performance.

“The reason why the leadership has a strong sense of listening to people we work with is because of empathy. We want to fully understand what our customers, what our employees are feeling. That’s the only way to come up with innovative approaches, innovative medicines. The only way for employees to trust you is through listening to them,” commented Mr. Blanch.

By prioritizing the well-being of its people, MSD, with its empowered employees, continues to serve the Filipino patients amidst the pandemic, and is well-positioned to continue innovating and delivering progress for health care, in the years to come.