Qualified, diverse and engaged employees are foundational to Elanco’s success. Our people shape the Elanco culture and everything we do. Our Employee Promise states that together, we foster an inclusive culture where everyone can make a difference – encouraging ownership, growth and well-being, while focusing on customers and the animals in their care.
We strive to create a positive experience for all current and future employees globally, fostering an environment for learning and career growth. Our global talent management strategy includes efforts to recruit and retain talent through targeted programs focused on the employee experience and well-being; advancing diversity, equity and inclusion; continuous learning and development; and competitive compensation and benefits.
Our employees’ unique experiences and backgrounds allow us to achieve our business goals effectively and efficiently. Jobs at Elanco create value for the communities we serve, through the economic impacts of our compensation and benefits programs, the skills of our employees and the efficacy of our products and services.
We believe having a consistent flow of new talent is an important part of being a leading animal health company. We recruit talented and diverse individuals for roles across all functions, levels and countries where we operate.
Our higher education internship program operates globally but is managed locally, with the intent to convert interns to full-time employees. Our internships allow students to work with key business stakeholders on real-world projects, take part in an active curriculum to build skills, and receive formal mentoring – all with an opportunity to impact the success of our business.
We place diversity, equity and inclusion at the center of our engagement with future employees. We maintain recruiting partnerships with many colleges and universities in the U.S., including partnerships with several Historically Black Colleges and Universities (HBCUs) and Hispanic Serving Institutions (HSIs) to increase the diversity of our talent pool. Additionally, we partner with several minority affinity groups to make connections with talented individuals interested in the animal health industry (see Affiliations, Associations and Industry Groups section below).
We track global employee engagement as a key indicator of understanding employee well-being, confidence and satisfaction. Colleagues around the globe provide feedback through regular surveys and supervisory interactions. These engagement opportunities support our values and speak-up culture. Our formal Voice of the Employee survey measures key drivers of employee engagement at Elanco:
Empowering employees to support organizations of personal interest with their time and talents is central to our purpose-driven culture. We believe giving back provides physical and mental benefits to those served – and those serving. We support this, in part, with generous paid time off policies that support our employees in their efforts to give back.
Elanco also empowers our employees across the globe with opportunities to financially contribute to charitable organizations. Subject to certain restrictions and annual contribution limits, the Elanco Foundation provides matching gifts based on employee giving and volunteer hours.
We invest in our workforce by offering competitive base salaries, variable pay and benefits. We are committed to equitable, pay-for-performance compensation for all employees – and we benchmark our total rewards annually to ensure our compensation and benefit programs remain competitive with our peers and local markets.
In 2022, as part of our integration of Bayer Animal Health, we launched a variable pay harmonization effort to ensure equitable annual bonus treatment for all employees in similar roles and at similar management levels, while aligning to the external market. We also conducted an internal review of pay levels to evaluate gender pay equity and to ensure processes are in place for establishing equitable salaries when hiring, promoting and awarding merit increases – taking into consideration factors such as experience, qualifications, performance and applicable market data.
We provide competitive benefits for employees and their dependents that support every component of employee well-being – including physical, mental and financial well-being. Our benefits package is designed to encourage employees to develop a healthy work-life balance, where they enjoy coming to work and feel supported in their outside lives.
The physical, mental and financial health of our people is the foundation for the long-term success of our business. We know that employee well-being is connected to more productive outcomes, better collaboration, more fulfilled people and a more connected culture.
Our Employee Assistance Programs, available globally, offer free, confidential and impartial guidance and support for all global Elanco employees and their families. To ensure awareness and access to our well-being initiatives, opportunities for engagement are managed cross-functionally across our business functions through our teams focused on Health, Safety and Environment (HSE), global learning and development, and employee engagement. This multi-faceted approach to well-being allows employees to engage how, when and where they want – supporting their individual preferences.
We also drive employee engagement with well-being efforts through our global Well-being Champions group. This team meets regularly to provide a framework for communicating well-being topics and initiatives, with a focus on shared learning and well-being advocacy.
At Elanco, we encourage success based on individual merits and abilities. We support and obey laws that prohibit discrimination everywhere we do business. And Elanco fully considers qualified applicants, including those with a criminal history, for certain positions.
Our comprehensive DEI strategy includes targeted recruitment efforts, equity and inclusion learning opportunities for all employees, dedicated mentorship programs and development opportunities for individuals from underrepresented groups. We also acknowledge the needs of our diverse workforce through the continued evolution of our benefits and paid time off policy, including adding additional commemorative holidays and parental leave. Our Diversity Equity and Inclusion Toolkit provides an overview of DEI at Elanco and supports all colleagues with tools for their own personalized DEI journey.
In partnership with employees globally, the Elanco Global DEI Council (Council) promotes a healthier enterprise by helping to make our Employee Promise of an inclusive culture come to life. This employee-led and leadership-supported group influences the strategic direction of diversity, equity and inclusion efforts at Elanco. By serving as a key partner and advocate for all employees, the Council serves as an internal business consultant and DEI champion, builds DEI partnerships across Elanco, furthers community building through our annual Multicultural Summit and other events, and acts as a recruiting and retention resource for diverse talent.
Our nine global ERGs serve as communities to celebrate dimensions of difference, resources for each group’s unique needs and change catalysts to drive our promise of an inclusive culture:
Employee development is a key part of our global talent management strategy. Elanco welcomes new U.S.-based employees with a comprehensive and dynamic onboarding curriculum. This includes a multi-day introduction to our mission, vision and Elanco’s core business areas – laying the foundation for successful integration into the company. The program combines a focus on functional understanding with opportunities for personal enrichment and community volunteerism.
We support individualized development journeys for all employees, which start with the relationship between an employee and their supervisor. In line with the “Elanco Way of Execution,” all employees start the year by agreeing with their supervisor on their goals and expectations – including developmental goals and career development plans. This helps ensure company goals are cascaded throughout the organization and each employee’s goals are aligned with overall corporate and organizational “Essential Wins.” Employees and supervisors review these goals regularly and agree to adapt or establish new goals, as required. Evaluations cover both what was accomplished and how it was accomplished, in alignment with our Values (Integrity, Respect and Excellence) and Behaviors (Involve, Deliver, Innovate and Own). Continuous coaching between employee and supervisor is vital, to ensure employees receive timely feedback, guidance and support while adapting to the changing needs of the business throughout the year.
We also support a variety of development options for employees, such as role- and location-specific training, assignment to special projects, and internal or external learning opportunities. We offer an internal curriculum of online and instructor-led courses to help employees better understand our common leadership language and develop skills to expand their leadership toolkit. We also provide financial assistance to employees pursuing external academic degrees that benefit both the employee and the company.
Elanco offers global leadership development programs tailored for specific career points and development needs:
Our approach to human capital management is led by the following team, each reporting to our Executive Vice President of Human Resources, Corporate Communications and Administration:
Our management Executive Committee, which consists of our Chief Executive Officer and direct reports, reviews progress on our human capital management initiatives quarterly – including our workforce gender metrics and race and ethnicity representation, as well as the impact of DEI events and activities throughout the organization.
The Board Compensation and Human Capital Committee is responsible for evaluating and periodically discussing with management our performance in the development, implementation and effectiveness of our policies and strategies related to human capital management and workforce diversity. Through regular updates, they are also kept informed of our compensation practices, including pay equity. Our overall DEI strategy is reviewed annually by the Board Corporate Governance Committee. And the Board Audit Committee is responsible for oversight of our ethics and compliance program and regularly receives updates on our culture of integrity and the tone set by leaders throughout the organization.
Succession planning for our senior leadership positions is critical to our success. The Compensation and Human Capital Committee reports to our full Board on succession planning and leadership development for our Chief Executive Officer and certain other executive positions. This topic is discussed formally at least once per year and is also discussed regularly in executive sessions.
Elanco is a member of the OneTen Coalition, a group of corporations pledging to collectively hire 1 million Black Americans without college degrees into family-sustaining careers by 2030. Additionally, we maintain recruiting partnerships with many colleges and universities in the U.S., including partnerships with several HBCUs to increase the diversity of our talent pools. We partner with several minority affinity groups to make connections with talented individuals interested in the animal health industry, including:
We use data analytics and regular employee feedback to inform and enhance our human capital management strategy, policies, goals and programmatic efforts.
By 2023:
The content of this brief is informed by the following ESG disclosure standards:
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