ESG is fundamental to our strategy, purpose and culture. We have established cross-functional ESG working groups made up of leaders in the organization to guide the development of our ESG strategy and social impact initiatives, with ultimate oversight maintained by our Board of Directors. A wide range of departments are involved in our ESG strategy and work, including corporate affairs, corporate strategy, supply chain management, research and development, commercial, patient support services, human resources and legal, among others. We are also guided by our stakeholders and third-party frameworks including the Sustainability Accounting Standards Board (SASB) Biotechnology & Pharmaceuticals standard.
Jazz is committed to creating a company where the culture reflects three important goals – our purpose to serve patients, be a great place to work, and to live our core values of integrity, collaboration, passion, innovation, and pursuit of excellence.
At Jazz we believe our people are one of our greatest assets. We make diversity, equity and inclusion (DEI) a priority because it is a key to unlocking the potential of our people and living our core values.
We strive to create a workplace culture that fosters the ability to be your authentic self and contribute boldly. We aspire to have multi-dimensional diversity through our entire Jazz workforce. We want underrepresented groups to be surrounded by allies everywhere and our people practices to enable all employees to thrive equitably. We want to take bold actions to foster DEI in all parts of our business.
Our Diversity, Equity and Inclusion strategy includes developing annual plans and actions to strengthen our commitment to: 1) building a more diverse workforce represented by unique backgrounds, experiences, thoughts and talents 2) investing in our diverse talent to drive equity 3) and creating a culture of inclusion and belonging.
Our Employee Diversity, Equity and Inclusion program is designed to empower employees to guide and support our strategy and programs related to hiring diverse talent and using education and communication to continue fostering an inclusive environment. We also have a Diversity, Equity and Inclusion Delegation, a committee of employees focused on helping to embed diversity, equity and inclusion into all we do.
Our Jazz ConcERTos, or employee resource groups, are self-led teams of employee volunteers with diverse backgrounds who come together to promote innovation through inclusion and to increase awareness of all dimensions of diversity. We believe that these groups will contribute positively to Jazz’s culture and business success by working cross-functionally to drive innovation, helping to decrease unconscious bias, and encouraging employees to be their whole selves so they can perform at their best.
We are focused on ensuring leadership diversity as a means to drive our business. Our board of directors is diverse in terms of experience, skills and tenure, as well as in gender, ethnicity, and sexual orientation. At the management level, women comprise half of our executive committee, which also includes diverse members in terms of race, age, ethnicity and national origin. While we are proud of what we have accomplished, we recognize there is much to do. We remain committed to furthering our goals of providing a diverse and inclusive culture that is supportive of all backgrounds, including among our broader leadership.
Jazz has a strong employee value proposition steeped in our shared commitment to our purpose to innovate to transform lives and ensuring a rich culture that provides a great place to work for our employees.
We focus company-wide efforts on creating an environment where our people feel valued, respected, and able to contribute to their full potential. We believe employee engagement and the power of our employee voices is foundational to strong performance. We have transparent and regular communication channels with our employees consisting of many forms – including all employee meetings, regular communication messages from executive leadership, top leadership forums, intermittent pulse checks and engagement surveys.
Our annual employee feedback survey is designed to help us measure overall employee engagement and we consistently achieve stellar participation rates between 80-90%. The feedback employees provide during the survey helps us measure our performance and we consistently have high measures in areas of employees feeling highly connected to our mission and of Jazz as a great place to work where their well-being is supported and they feel valued and included. It also provides important insight into the areas where we need to focus in the year ahead for several key components of our company objectives, such as decision-making and diversity, equity and inclusion. Our survey informs programs and activities aligned with achieving our corporate objectives and achieving our goal of evolving our operating culture for agility and scalability.
Our Community Beat teams are employee volunteers and representatives that promote company culture and create a sense of belonging and camaraderie among our employees. They foster programs and engagement activities on a local level to draw better connections to employees with the company strategy and business milestones, give back through community service, and promote different health and well-being initiatives.
We appreciate the importance of retention, growth and development of our employees. We empower people to find new and better ways of doing things to drive the business and enrich their development. The exciting opportunities within our business provide rich and ample learning grounds and experiences for career growth.
Our talent strategy is focus on attracting the best talent, recognizing and rewarding their performance as defined by the What and How, and continually developing our talent through new experiences and learning opportunities. We focus on the talent experience at Jazz to continually assess what we can improve to more actively engage and retain our employees. We routinely assess our talent practices to determine how we can improve equity the overall effectiveness.
We recently launched a new performance management system to support our culture of learning, feedback, and continual growth. We encourage all employees to have an individual development plan (IDP) to outline learning and growth interests and focus areas. We invest in manager and leadership development through our Harmonize programs that emphasizes the important behaviors and values to successfully lead others and promote our culture. We offer tuition reimbursement in our major markets aimed at growth and career development.
Our management and leadership teams places significant focus and attention to diversity, capability development, and succession planning. We regularly review talent development and succession plans for each of our functions and operating segments to successfully maintain business operations and develop a pipeline of talent. We have goals concerning employee retention, diversity, and talent development.
Health and safety are top priorities for Jazz. We aim to avoid accidents and to promote a culture of care and health and well-being for all employees.
To create and sustain a safe workplace where health is protected, Jazz implements proper risk evaluation, education and training of employees, use of appropriate personal protective equipment, and compliance with relevant national and international health and safety standards.
We strive to create a culture of health and well-being throughout the organization by offering a diverse and customizable set of programs focusing on employee experience, self-care, work-life balance, flexibility and early intervention.
In addition to traditional employee benefits, Jazz supports employees and their families through access to a suite of innovative programs that enhance their physical, financial, emotional and social well-being.
Jazz pursues sustainable development through careful use of resources with minimal environmental impact.
We seek to operate our manufacturing facilities in an environmentally responsible way to protect our people, our business, our environment and the local communities in which we operate. In light of the potential impact of our business on the environment, we have adopted a number of internal environmental policies and management systems designed to manage our operations in compliance with applicable laws, directives and regulations on environmental protection and in support of environmental sustainability and local biodiversity. Our environmental policies and management systems include procedures for assessing compliance with applicable environmental laws and regulations and reporting incidents of non-compliance to applicable governmental authorities. For example, we have environmental policies governing both of our manufacturing facilities in Athlone, Ireland and Villa Guardia (Como), Italy, which demonstrate our commitment to environmental sustainability and require us to minimize resource use (e.g., energy and water) and waste generation, optimize the use of raw materials, and undertake continuous improvement in environmental performance, with an emphasis on pollution prevention.
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