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three Boise-area hospitals that will connect patients who have experienced an opioid overdose to certified peer recovery coaches.
The program, which was supported by a $ grant from the AmerisourceBergen Foundation, aims to fill voids in the existing continuum of care by ensuring patients have access to critical recovery resources and support after they leave the emergency room.
As part of the program, recovery coaches will work with identified patients who have been admitted to the hospital through the emergency room and connect them with treatment options.
Recovery coaches will also help direct patients to free peer-based recovery support services.
Through the program, Recovery United aims to help reduce accidental opioid overdoses statewide and increase access to high-quality recovery support services.
Alliance partnered with leading education technology innovator EVERFI, Inc. to provide an evidence-based curriculum that aims to empower Florida high school students with the knowledge and resources to make informed decisions about prescription medications.
The organizations aim to provide the curriculum to as many as no cost to the schools.
policy makers and regulatory agencies to continue to monitor and stop suspicious orders and minimize and deter diversion.
for Effective Prescription Opioid Policies, two industry groups aimed at the development of safer drug distribution policies.
In addition, the company’s government affairs team regularly engages with state and federal legislators and regulators to discuss potential policy solutions to help address opioid abuse and diversion.
We are continuously working to identify and explore innovative ideas to combat the crisis and have formed an internal cross functional Opioid Task Force to help coordinate these efforts across the enterprise.
This Task Force consists of executives with backgrounds in operations, supply chain, customer education, pharmacy education, community outreach, government affairs, communications, law, as well as leaders from the AmerisourceBergen Foundation.
opioid crisis, we are supporting and partnering with municipalities and organizations across the country.
We are continually evaluating our benefits programs related to addiction and mental health and we offer a number of educational opportunities to all of our associates.
management program, and the Board is committed to effective oversight of key risks.
Our Board oversees risk management and considers specific risk topics on an ongoing basis, including risks associated with the company’s distribution of opioid medications.
Company management is responsible for the execution of the compliance program, which includes training initiatives, monitoring activities and any enforcement or corrective action.
doctors, pharmacies, manufacturers, policymakers and other stakeholders in the healthcare industry.
associated with the company’s distribution of opioid medication while also ensuring that the company is part of the solution in combatting the opioid epidemic.
Our and maintain a high-impact culture that unlocks expertise and facilitates collaboration with our customers, partners and fellow colleagues.
us as one of the Best Places to Work for LGBT Equality. DiversityInc.
Over the past year, we have piloted ABC Connect, a local engagement platform dedicated to offering associates opportunities to get involved in networking, community, wellness and environmental initiatives.
We introduced new wellness programs in response to associate feedback and asked associates for perspectives on our benefit programs.
Blood pressure and Body Mass Index (BMI) screenings were performed and many different health and wellness resources were offered such as wellness programs, mindfulness and meditation resources, therapy and nutritious snacks.
Our success rests on our associates’ ability to live with purpose, every day.
In addition to compensation, our comprehensive total rewards package includes healthcare, life and other insurance, a retirement plan with a company match, a discount employee stock purchase program, an employee assistance program, tuition assistance, adoption benefits, commuter benefits, paid leave programs, tobacco c...
In help associates understand and better maintain their health.
myWellbeing provides associates with a range of wellness resources designed to support individual wellness goals.
These numbers reflect diligent efforts to recruit and then retain our deeply valued associates.
• Our and prioritized enhancements for making our company a great place to work.
Many associates noted that they wanted to learn more about the company strategy and how to apply it to their own work.
• We conducted a total rewards survey among our U.S. associates to gather feedback on their satisfaction with the current benefits and rewards.
Previous total rewards survey results allowed our employees to be part of suggesting changes to our offerings.
At AmerisourceBergen, we hire the heart and train the brain.
We foster a culture that enables all of us to perform at the highest levels to achieve our strategic goals and promote engagement.
We are on a journey to ensure our associates feel a sense of involvement and belonging and feel supported during times of change.
This includes training programs, professional development resources, tuition reimbursement and opportunities to participate in mentorship programs, employee resource groups and volunteering events.
We encourage our associates to participate in external associations, third-party trainings and conferences relevant to their professional growth.
AmerisourceBergen is focusing on a continuous performance culture by encouraging managers to provide ongoing performance feedback to associates throughout the year, instead of just once during the annual performance evaluation.
By increasing the frequency of informal performance conversations, managers can provide more timely feedback to associates, allowing associates to adjust behavior and goals more quickly, which has a greater impact on performance.
On an online portal, we encourage managers and associates to provide feedback against goals at any time during the year.
We’ve also implemented a “Get Feedback” tool on our online portal which allows associates to request feedback from any other associate in the company.
Collecting feedback from peers and colleagues who understand the associates’ work is critical in helping associates grow and develop in an environment where associates must increasingly work with peers to be most effective.
in a variety of areas, including communication, influence, self-awareness, management, productivity and team development.
online courses this past year, and nearly in leadership development in the classroom setting.
We also offer hundreds of online courses and thousands of book abstracts and TED talks.
Moreover, we are focused on developing next-generation leaders.
At every stage of our associates’ journeys, we are committed to providing leadership opportunities to strengthen their skills.
Our associates are afforded opportunities to participate in numerous challenging projects, best-in-class training courses, live webinars, and they also have access to a broad array of subject matters.
across our full-line distribution centers, establishing a trainer network and developing consistent on-boarding for our associates.
The new training model employs a hub and-spoke approach—a central source of information that is pulled through to each of the distribution centers.
This standardized training model increases associate retention rates, workplace safety, quality, productivity and satisfaction.
In addition, we developed The AmerisourceBergen Duke Leadership program.
Invitation-only courses teach our leaders how to operate in a volatile, uncertain, chaotic and ambiguous environment.
Leaders assess future trends that impact our environment and discuss risk management, influence, strategy translation and decision-making.
Participants receive an assessment of their leadership style and engage in peer coaching to develop strategies that improve their management styles.
We also award both need- and merit-based scholarships to children of associates.
Each year, twenty $ scholarships are offered to children of our associates.
for an equal opportunity work environment where associates are treated with fairness, dignity and respect.
To this end, we launched programs in training and development that include an Unconscious Bias Training Program in April facets of our business and employee resource groups.
In all, our collective teams have completed more than and inclusion trainings individually and as teams.
In our Lash Group office in Fort Mill, South Carolina, former U.S. Air Force Aircraft Production Manager, Michelle, serves as a Program Manager.
We actively seek out veterans in recruitment knowing they have many transferable skills.
For Michelle, her Air Force experience taught her how to be a leader, a team player and efficient under pressure.
“Everything I learned prepared me for the role that I am in today.
I had heard nothing but great things about this company, from the culture, people, growth opportunities and benefits.
Who wouldn’t want to work for a company with so much positive energy?” explained Michelle.
Equality Index (CEI) while recognizing us as one of the Best Places to Work for LGBT Equality.
• Honored for the second year in a row by DiversityInc.
as a Noteworthy company for diversity, based on our hiring, retention and promotion of women, minorities, people with disabilities, LGBT and veterans.
The award is based on data that ranks information about recruitment, talent development, senior leadership commitment and supplier diversity.
The Forum has adopted a call for all companies to have a minimum of women on corporate and non-profit boards by 2020.
• Established an internal campaign that included training and social media, #connectwithrespect, deepening a positive work environment and fostering a sense of respect and inclusion in the workplace.
fosters a culture of respect in the workplace.
Whether an associate sits in an office or works in a distribution center, we want them to feel heard, accepted and welcomed by peers.
Our guiding principles remind us to put people first, be part of the solution and to celebrate individuality while remaining part of a community.
We believe that we all play a part in nurturing a culture of respect.
AmerisourceBergen LGBTAllies walked in the Alan Ross Texas Freedom Parade, named for the longtime executive director of the Dallas Tavern Guild and a primary organizer of the Dallas PRIDE Parade.
Our culture is built around an open environment that empowers its associates to have a voice through communication forums that encourage feedback and an open exchange of ideas.
who, based on shared experiences, come together to provide a positive setting for professional development and the creation of ideas to support the success of the company’s diversity and inclusion efforts.
to grow and develop personally and professionally while encouraging their male counterparts to support these efforts.
This year, WIN engaged in a deeper dialogue with company leaders who serve on the Governance Committee to explore an array of topics, initiatives and outcomes important to advancing women’s leadership, and deepened networking opportunities by joining the Healthcare Business Women’s Association.
Moreover, WIN worked in partnership with the AmerisourceBergen Foundation and donated $ to the American Heart Association’s “Go Red for Women” campaign.
Veterans in Action actively supports AmerisourceBergen’s efforts to recruit and provide ongoing support, guidance and opportunities for members of the military community.
military personnel transitioning to full-time civilian sector jobs.
community and highlighted skills and experiences to better understand the correlation between military and civilian jobs.
LGBTAllies creates a network of allies and resources to support lesbian, gay, bisexual and transgender (LGBT) associates and promotes initiatives that advance our vision of an inclusive and welcoming workplace, helping to make us an employer of choice in the industry.
values of diversity and inclusion by marching in Pride parades in Philadelphia, Charlotte and Dallas.
“We are very proud of the ongoing passion and purpose that has been generated by women throughout AmerisourceBergen and the work of our Women’s Impact Network.
We’re striving to make equal opportunity in our organization a given for women,” said Steve Collis, CEO.
AmerisourceBergen is one of only twelve companies out of the top Philadelphia area that has reached this milestone.
For more information, please see the full report.
We are committed to promoting the success of small-, minority-, women-, disabled- and veteran-owned businesses as they are the foundation of a competitive economy and the source of many business innovations that make us a leader in healthcare distribution and related services.
Accordingly, we support policies, procedures and programs designed to increase the inclusion of diverse suppliers across our sourcing process.
Our commitment to supplier diversity is led from the top, and is integrated across our businesses.
Leadership across our enterprise actively participates in procurement events, related business councils and conferences.
Our initiatives include supplier diversity employee training, supportive corporate strategic sourcing processes and a web based supplier registration portal where opportunities for diverse suppliers are posted.
with Initiative for a Competitive Inner City (ICIC), a national non-profit research and advisory organization, we are partnering to build capacity for healthcare related inner-city firms that contribute directly to the wellbeing of residents.
Based on the concept that inner cities have competitive advantages but lack access to capacity-building education, connections and capital, thereby impeding economic progress, ICIC seeks to address these gaps and drive the long-term success of inner-city businesses.
ICIC operates on the conviction that as businesses succeed they will provide residents with vital services, create jobs, bring wealth and help drive economic growth in their own communities.

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