MERCK SELF-ID CAMPAIGN

1. MERCK SELF-ID CAMPAIGN • July 11, 2018 Nicole Stovall Executive Director and Managing Counsel Global Labor and Employment

2. Merck Case Study In 2013, Merck’s Employee Business Resource Groups came together to prep for a Business Plan Review with the CHRO. At that prep meeting, the Rainbow Alliance EBRG Leader, expressed his frustration about not having data to report on the current utilization of LGBT in the workplace. A few months later, OFCCP published its final regulations revising Section 503 and 4212 requiring companies to periodically survey their employees on disability and veteran status. Decision was made to use a more holistic approach to self-id and expand the scope to include LGBT status. Retained a certified disability owned business to develop a series of videos focused on the value of sharing ones identity 1. The Importance of Self-Identification 2. The Importance of a Diverse Workforce 3. Value of Participating in an EBRG 4. Personal Stories from the Rainbow Alliance EBRG 5. Personal Stories from the Disability EBRG 6. Personal Stories from the Veteran EBRG

3. Enabling Self–ID Campaigns: Build off of Disability Inclusion Framework • Top Down Approach - Message and Video from CHRO and Executive Sponsor • Articulate business case for employing IWDs and incorporating into broader disability inclusion framework • Emphasize voluntariness, confidentiality and safeguarding of data • Communicate benefits of Self-ID; e.g., improve programs • Improved messaging over years made portal more user friendly • Improved participation

4. SELF-IDENTIFICATION: OPPORTUNITY NOT JUST COMPLIANCE!! • Employer data more accurately illustrates workforce demographics • Puts a face on disability • Allows for companies to refine their practices regarding placement, retention and promotion • Affirms the disability community’s presence within the workforce • Destigmatize perception of “disabilities” and raise awareness when employee feels like they belong, they are able to be more innovative, creative and drive business performance • Gain deeper understanding of their employees with disabilities * Provide a workplace where employees can be their most productive .

5. I AM MERCK, COUNT ME IN! • 20%US PARTICIPATION RATE

6. BEST PRACTICESStrong Communications and Branding Campaign Communicate why you are asking for the information Communicate examples of ADA definition of “disability” as some may not realize they have a covered disability Enhanced social media presence and incorporated disability images for use in ads and social media

7. Business Results Since Launch Participation Rate • Any US employee who accessed the self-service portal to update their diversity information - 20% Response Rate* • Disability Status – 28% • Sexual Orientation/Gender Identity - 47% • Veteran Status - 52% Percent Increase in number of employees who responded “Yes” • Employees with disabilities increased by 138% • Employees who identified as LGBT increased by 75% • Employees identifying as a veteran increased by 14% *Response Rate includes “Yes”, “No”, or “I choose not to answer”.

8. As a person with a physical disability, I wanted to be an advocate and a supporter for people with disabilities who work at Merck, but also for people in my community, people I live with and my family. The first change with me [was] needing to actually be myself all the time. What I learned from that is, when people see you confident and strong, that you are who you are, it doesn’t matter-- nothing else matters. They don’t see your differences as you think they see it. Self-disclosure is very important to me; it’s very important to be comfortable showing up as the person you are. My life really changed when I was able to come out at work. Covering is HARD work. It is extremely hard work remembering what you told people about what your personal life is. Its so much easier when I can have a picture of my partner on my desk. Self-Identification is critical; if you can’t measure it, you can’t manage it.

9. Thank YOU!