---

At Pfizer Thailand, we respect people for who they are - because diversity raises us all. DE&I initiatives in Thailand focus on addressing the differences that make impact to business and encourage colleague to be proud on that differences which will turn Pfizer Thailand to be an amazing workplace that everyone has joy. Last 3 years, Pfizer Thailand colleagues have low to moderate understanding on diversity and inclusion and how it impacts to organization.

Gender inequality is not the problem, but other aspects are the area the Pfizer Thailand organization need to focus to overcome cultural or structural organization challenges e.g. speak up, etc. Low awareness on some DE&I policies and most of them are not visible to colleagues which results in not fully maximized impact from these policies.

Thailand DE&I Committee team formed from 2020 by involving people from many functions to establish the DE&I culture in Pfizer Thailand organization to make colleagues proud to be Pfizer and make Pfizer an amazing place to work. Our vision is to be a best-in-class organization that embeds DEI in our workplace and into our purpose of delivering breakthroughs that change patients’ lives. We set up regularly communications ex. DE&I newsletter and contents. Also, we bring DE&I into life by launching many activities with variety of DE&I theme ex. Pride month, young generation leader, women as mothers.

We had achieved short term goal in first year whereby we can raise awareness on DE&I and how it impacts to organization, making colleagues understand key policies that support DE&I and demonstrate Pfizer commitment to support our people, and lastly, to demonstrate through example how can we work together under challenges of work-life balance (e.g. mother in workplace), cultural challenges (e.g. young leadership, LGBT)

In 2023, Our DEI Strategy is outcomes-focused and built around 3 key stakeholder pillars. Each pillar has a clearly defined scope and cross-functional leadership and DE&I became DNA of Pfizer Thailand people.

• Build a More Inclusive Colleague Experience
  • SCOPE : Our internal ecosystem of colleagues across talent lifecycle
  • PRIORITY
    • IMPROVE DIVERSITY Diverse representation spanning the talent lifecycle (recruitment, development, retention, advancement, and leadership)
    • FOSTER BELONGING Explore policy initiatives for LGBTQ+; Create OPEN Colleague Resource Group (CRG) in Thailand; Awareness and colleagues experience sharing – LGBTQ+, Disability.
• Advance Equitable Health Outcomes
  • SCOPE : Current and future patients, as well as those who impact and influence their life and healthcare decisions
  • PRIORITY
    • IMPROVE HEALTH OUTCOMES Communication on stories of Pfizer initiatives to preventing, identify, treat and/or mitigating disease drivers that disproportionately impact underserved populations.
    • REMOVE BARRIER TO ACCESS Communication on access and affordability for patients; Integrate initiatives and drive access to underserved population in corporate strategy
• Transform Society with External DEI Partnerships
  • SCOPE : The partners we work with, as well as the broad set of stakeholders we engage with to impact society
  • PRIORITY
    • IMPROVE PARTNER DIVERSITY Identify partners and execute program to empower underrepresented communities.
    • CONTRIBUTE TOWARDS A MORE EQUITABLE SOCIETY External partnership to deploy capital, and knowhow to amplify equity initiatives; Deploy colleague volunteer hours for Pfizer Thailand Foundation Initiatives (Pfizer First Aid Center, other CSR activities)