Social Performance: Employees

Bristol-Myers Squibb currently employs approximately 41,000 employees, with people working in nearly 300 sites in over 100 countries around the world.

Bristol-Myers Squibb strives to provide jobs and equal opportunities regardless of sex, race, color, religion, national origin, age, sexual orientation, marital status, physical or mental disability, or status as a disabled or Vietnam-era veteran, or other covered veteran with regard to employment, retention, and advancement. We provide safe working conditions, pay fair wages, and strongly support ethical work practices, including provisions against child and forced labor.

We operate under the highest ethical standards, with full respect for human rights and the rule of law.

Number of Employees
2005	2006	2007
42,000	43,000	42,000

Health and Safety

Employee health and safety are among Bristol-Myers Squibb’s highest priorities. Improving our safety performance is a companywide goal. Our long-term vision is to eliminate work-related injuries and illnesses. Our goal for 2010 is to drive down reportable incidents and days away from work by:

Reducing recordable and days away from work case rate by 50 percent from a 2000 baseline year
Maintaining performance in the top 25 percent of similar companies

We experienced one workplace fatality in 2004 and one in 2007, and no workplace fatalities in 2005 and 2006. The lessons learned from the fatalities were immediately shared throughout the company in order to strengthen our global safety culture.

Bristol-Myers Squibb has established common definitions for recording and notification of occupational accidents and illnesses worldwide, consistent with criteria established by the U.S. Occupational Safety and Health Administration.

The data presented in this report are representative of our facilities and field sales operations throughout the world.

We have included data for 2005 through 2007. Lost workday case rates include all incidents that involve time away from work. Recordable cases include all incidents of injury or illness that require more than first aid. For both indicators, Bristol-Myers Squibb performs in the top 25 percent of similar industries.

Our recordable case rate has decreased 35 percent and our lost workday case rate has remained the same since the 2000 baseline for this goal. For the period 2006 to 2007, our recordable case rate has decreased 2 percent and our lost workday case rate has increased 10 percent.

We have developed numerous health and safety programs addressing ergonomics, safety awareness, case management and other safety issues.

Our manufacturing, research, and development, and distribution facilities, which account for approximately 75 percent of our work force, have safety committees in place. The company’s safety teams share best practices and work to improve our safety performance.

The number of Automatic External Defibrillators (AEDs) available at our sites continues to grow. In addition, several of our facilities have donated AEDs to their local communities.

June is Safety Month at Bristol-Myers Squibb. Company facilities take part in the effort to increase employee awareness of the importance of safety. Safety Month is a time for the Company to reenergize our focus on safety and the importance of adopting and maintaining safe and healthy behaviors.

Among the many activities associated with Safety Month, employees and family members participated in poster contests to promote safety and environmental protection at work and home. Bristol-Myers Squibb issued a global EHS Calendar in 2007 that highlighted these posters from countries and divisions around the world.

Occupational Health

Bristol-Myers Squibb is a leader in occupational health and wellness. The mission of Bristol-Myers Squibb's employee health program is:

to extend and enhance the lives of our employees by providing the highest quality health and fitness services

In April 2002, Bristol-Myers Squibb received one of the most prestigious awards in occupational medicine – the Corporate Health Achievement Award presented by the American College of Occupational and Environmental Medicine (ACOEM). The achievement focused on exceptional programs in the broad categories of healthy people, healthy environment, healthy company, and management and leadership. The company was selected based on its policies and guidelines for employees relating to reproductive health and cytotoxic drug handling and for our medical surveillance program for early detection of potential occupational related health effects.

Bristol-Myers Squibb is a leader in occupational health and wellness. The Bristol-Myers Squibb Health and Fitness organization runs 19 medical departments in the United States and Puerto Rico and 11 fitness centers in the United States. Additional medical clinics are operated outside the United States under local management. The physicians and nurses in these groups work actively in the areas of work-site health evaluations, safety awareness and training and medical surveillance. In addition, our reproductive health program assists pregnant women and those considering pregnancy to take appropriate action to avoid any untoward risk while at work. We also offer voluntary periodic health evaluations to enhance the general health and reduce future risk factors of our employees.

Bristol-Myers Squibb has developed a companywide Alcohol and Drug-Free Workplace policy. The program offers a comprehensive approach to rehabilitating employees and their families with chemical dependence and emotional disorders. The preventive, interventional and treatment services provided directly by our medical staff and through our Employee Assistance Program (EAP) are compassionate, confidential and highly effective. We provide confidential telephonic depression screening, individual evaluation and consultation for emotional disorders, and, at some locations in the United States and abroad, treatment. The EAP professionals are clinical therapists who provide face-to-face counseling sessions for employees and their eligible family members for a variety of psychological disorders, including stress-related career transition. Active employees and their family members are eligible to receive up to six sessions per issue per year without cost. When additional counseling or treatment beyond the EAP is required, costs for these services are typically covered under the company's medical plans.

We strongly encourage employees to seek help on their own through the EAP, and more than 95 percent of EAP contacts are self-referred. Self-referrals to the EAP or directly through medical providers for substance abuse rehabilitation are encouraged and have no employment consequence.

Based on employee survey results, 95 percent would use EAP again and recommend it to a coworker. Over two-thirds of employees who provided feedback after using the service reported benefits, such as improved productivity, reduced stress, missing less work and being more inclined to stay with the company.

The company is in conformance with the ILO Guidelines for Occupational Health Management Systems through our EHS Guidance.

Exposure Guidelines

In 1991, Bristol-Myers Squibb began a program that established guidelines for employee exposure to pharmaceutical compounds in the workplace. Since its beginning, this voluntary industrial hygiene initiative has set occupational exposure limits, called exposure guidelines, for over 70 active pharmaceutical ingredients used in our products. An internal Bristol-Myers Squibb laboratory, accredited by the American Industrial Hygiene Association, analyzes air samples collected from our research and manufacturing operations worldwide. The results of these analyses provide important information used to control employee exposures to acceptable levels through engineering solutions, work practices, and personal protective equipment.

Because of the trend in the pharmaceutical industry to develop more selective drugs that have greater potency and the availability of new technology, the company has updated several key program elements and developed guidelines for potent compound handling and design. The enhancements to the Exposure Guideline Program include:

An exposure guideline manual and updated website;
New exposure control bands;
Updated material safety data sheets to utilize the new exposure control bands;
The manufacturing and laboratory handling and design guidelines; and
Training and awareness programs.

The new handling and design guidelines are to be implemented for all new construction, new product or process introductions, and major renovations. For mature products, a team is evaluating existing operations, and developing capital projections based on risk and business assessments.

Diversity and Work/Life Integration

Bristol-Myers Squibb is building its future growth and leadership by strengthening its corporate culture. We have a clear mission of extending and enhancing human life, and through our Core BMS Behaviors, we have a common standard of conduct. Each of our 41,000 employees is expected to develop people, collaborate, energize others, drive performance, communicate directly, build alignment and lead strategically.

The company is committed to recruiting, retaining and developing top talent with a diversity of background and experience. We offer an array of career development and advancement opportunities, and a performance management system that rewards behaviors and results.

We are committed to our diversity and work/life integration efforts. Examples include:

Four onsite state-of-the-art child development centers that care for children from 8 weeks through 14 years of age
Resources for assisting aging family members
Employee resource groups for diverse constituencies, including African Americans; Pan Asian employees; Women; Hispanic employees; and Gay, Lesbian, Bisexual, and Transgender employees
A variety of flexible work arrangements
Mentoring programs
Training and development programs
Career development opportunities

As a result of these and other innovative employee programs, Bristol-Myers Squibb is widely regarded as an employer of choice, not just this year, but year after year. Among our recognitions from 2005 to 2007:

The National Association of Female Executives named Bristol-Myers Squibb as one of the Top 30 Companies for Executive Women for the 9th year in a row (2/06)
Working Mother Magazine named Bristol-Myers Squibb as one of the Best Companies for Working Mothers for the 10th year in a row (10/07)
For the second year in a row, Bristol-Myers Squibb received a perfect score of 100 on the Human Rights Campaign’s Corporate Equality Index for the company’s policies and programs for Gay, Lesbian, Bisexual, and Transgender Employees and outreach to the GLBT community. This recognition was largely due to the diligent work of our Gay, Lesbian, Bisexual, Transgender, and Allies affinity group to incorporate protections for gender identity and expression into our Non-Discrimination and Anti-Harassment Corporate Policy (07)
Bristol-Myers Squibb was rated one of the Best Companies to Work for in Mexico (BB Mundo, 2005)
Ranked 6th among The Top 10 Best Companies for Women to Work For in Brazil (Great Places to Work Institute, 2006)

As we focus on attracting and developing the leaders we need for the future, we are pleased to note that the diversity of our leadership ranks continues to grow. In the U.S., women currently represent 50 percent of our professional employees and minorities represent 34 percent.

The Board of Directors currently has 2 women and 1 minority among its 10 members.

The table below shows the percentage of women and minorities in the company by job category within the United States. Although we do not have systems in place to capture this information for our international facilities, we believe that the United States is representative of our operations worldwide.

Workplace Diversity U.S. Employees Only (as of July 31, 2007)
Women	percentage
Executive level	24.9%
Mid level	44.2%
Professionals	50.6%
Technicians	47.6%
Sales	54.8%
Office and clerical	92.4%
Crafts (skilled)	4.2%
Operatives (semi-skilled)	37.1%
Laborers	40.0%
Service workers	8.3%
Total	50.5%
Minority	percentage
Executive level	11.5%
Mid level	21.4%
Professionals	34.0%
Technicians	23.0%
Sales	16.1%
Office and clerical	19.6%
Crafts (skilled)	13.7%
Operatives (semi-skilled)	25.6%
Laborers	40.0%
Service workers	33.3%
Total	23.7%

Performance Measures

We have a performance management system that rewards behaviors as well as results. Our employees must perform effectively in many areas that are not measured specifically by financial or operational results. These are included in our company’s core behaviors, which are minimal expectations for all employees. Performance is also assessed against the company's Standards of Business Conduct and Ethics.

Wages and Benefits

At Bristol-Myers Squibb, employees contribute to the success of the company through hard work, creative ideas, and enthusiasm. In return, the company makes a commitment to recognize individual efforts by providing highly competitive pay and benefits. Our health and welfare benefits to employees are among the best in the industry.

Additional details on pension, termination, and post-retirement benefit expenses can be found in the Notes to Consolidated Financial Statements section of our Annual Report.

TeamShare Stock Option Plan

The Bristol-Myers Squibb TeamShare Stock Option Plan has awarded stock options to full-time employees below the key executive level worldwide in recognition of their ongoing contributions and dedication, so that they might share in the future success of the company. By offering employees the advantage of purchasing stock at a fixed price, regardless of how much the price increases, TeamShare has enabled thousands of employees to realize significant gains as the company’s common stock has increased in value.

Training and Education

Career development begins with the selection of highly talented individuals and is reinforced by offering employees varied opportunities and support throughout their careers. Building Bristol-Myers Squibb's future leaders requires both selective external recruiting and focused internal development. Whether it is through Performance Connections – our performance management system – or through cross-functional opportunities, individual development plans or leadership development programs, Bristol-Myers Squibb adheres to a culture of growth and continuous lifelong learning that affects every level of the organization.

The amount of training provided to employees varies from site to site and is not tracked globally. The types of training include, but are not limited to, diversity, sexual harassment, codes of conduct, quality, safety and environmental responsibilities. As an example, at one of our bulk manufacturing facilities employees typically receive between 40 and 80 hours of training per year.

Employee Rewards

Employee Volunteer Award Program

By making a monetary contribution to the nonprofit organization where an employee volunteers, Bristol-Myers Squibb honors the outstanding efforts of some of its employees who devote their time and energy to volunteering.

Scholarships

The Bristol-Myers Squibb Foundation provides scholarships and career education awards for the children of U.S. employees. The Bristol-Myers Squibb Scholarship Program awards merit scholarships for up to four years of full-time study at a college or university. The Career Education Award provides scholarships for a two-year course of study at a vocational or technical school.

Matching Gift Program

The Matching Gift Program encourages employees in the United States, Canada and the United Kingdom to financially support eligible educational, biomedical research institutions and hospitals of their choice. In the United States, the program also is open to retirees and directors. The Bristol-Myers Squibb Foundation matches all contributions on a dollar-for-dollar basis.

United Way

The United Way is among the many causes that bring Bristol-Myers Squibb and its people together. Each year, at Bristol-Myers Squibb locations across the United States, a campaign is held to raise money for what the company believes to be one of the best sources for ensuring that financial support is given to a variety of health and human service organizations in the communities where Bristol-Myers Squibb employees live and work. The 2005-2006 Bristol-Myers Squibb United Way Campaign collected close to $2.5 million in contributions from employees in the United States and Puerto Rico. With a dollar-for-dollar match by the Bristol-Myers Squibb Foundation, almost $5.0 million will be contributed to support community organizations through United Way.

Employee Referral Program

Bristol-Myers Squibb believes that good people know other good people. Consistent with that belief, we pay a monetary reward to employees for individuals hired through their referrals.

HIV/AIDS in the Workplace

Education of employees and their families in support of prevention
Bias-free work environment
Care and treatment of infected individuals

Bristol-Myers Squibb is committed to extending and enhancing the lives of patients around the world who suffer from HIV/AIDS, including our own employees and their families. We care deeply about them. Further, we have taken steps to ensure that all employees and eligible dependents have the appropriate resources to access anti-retroviral drugs, produced both by BMS and by other manufacturers.

Privacy Protection

Bristol-Myers Squibb has adopted a formal policy on privacy. Compliance with data privacy laws on a global basis is an essential business practice for Bristol-Myers Squibb. In the course of our business operations, we receive, collect, maintain, and use significant amounts of data from individuals related to their financial, medical, and benefit information. Regardless of the subject of the data, Bristol-Myers Squibb has the responsibility to protect and respect personal information to which we have access. All Bristol-Myers Squibb employees share this responsibility and must comply with the highest standards of data privacy protection consistent with the laws of the jurisdiction in which they operate.

Employee Grievance Procedures

Our employees are expected to adhere to the highest ethical standards in the conduct of our business. The Office of Corporate Conduct is a resource for any employee wishing to report suspected instances of improper conduct within the company or to ask questions. Employees may contact the office by telephone through the company's helpline, by email, or by writing anonymously or identifying themselves with the assurance that their identity will be kept confidential. We regularly promote awareness of this resource through mailings to employees at their homes and other hardcopy and electronic media, including posters in common areas and the company's intranet.

Last updated June 13, 2008 . Italicized product names are registered trademarks of Bristol-Myers Squibb Company or one of its divisions or subsidiaries. Copyright © 1998-2006 Bristol-Myers Squibb Company. Your use of the information on this site is subject to the terms of our Legal Notices.