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Regeneron’s award-winning IOPS organization has quality systems and training in place to ensure delivery of innovative and safe products.
INTEGRITY & EXCELLENCE Protecting Product Counterfeiting Through Serialization Serialization is a key part of our anti-counterfeiting efforts.
In our industry, serialization means giving a unique, identifying code to each individual carton of medicine.
This coding facilitates the tracking and verification of each approved commercial product from its final packaging location all the way to the dispensers, such as pharmacies and hospitals, where patients receive their medicines.
The U.S. FDA and European Medicines Agency (EMA) have introduced serialization regulations (e.g., DSCSA, EU FMD) to help protect patients from being exposed to counterfeit, stolen, contaminated or other forms of tampered product.
Serialization ensures that at any point in the supply chain, a serial number can be verified to confirm the product is an authentic Regeneron medicine.
It gives us the peace of mind that patients are receiving genuine products.
All approved commercial products in the U.S. are serialized as well as all Regeneron-licensed products sold in the E.U. We use traceability technologies to enhance our serialization efforts.
As part of Regeneron’s compliance program, we hold our suppliers, contract manufacturers and business collaborators to our same high in-house standards.
We regularly monitor suppliers’ financial and operational stability by assessing criteria such as financial stress, quality management, safety compliance, conflict mineral traceability, information security and compliance with applicable laws and regulations, including those related to anti-bribery and anticorruption.
Given the nature of our business, many supplier assessments concentrate on meeting or exceeding applicable good practices along with complying with other federal, state and local regulatory requirements.
We are investing resources into deepening our relationships with key suppliers, both to enhance our supplier governance and compliance programs and to seek out areas for collaboration.
Maturing our supplier relationships will be increasingly important to achieve our global greenhouse gas emissions targets.
We assess suppliers annually against various criteria including risk, regulatory compliance, safety, quality and criticality to the business.
Of the more than we identified more than 50 priority suppliers in 2019 that represented our most strategic and highest value partners.
INTEGRITY & EXCELLENCE Vendor Code Our Vendor Code reflects the biopharmaceutical industry’s expectations for sustainable performance and is aligned both with Regeneron’s standards and with the Pharmaceutical Industry Principles for Responsible Supply Chain Management.
The Code sets out expectations for ethical practices on issues such as business integrity and fair competition, animal welfare, clinical trials, privacy, transparency and reporting.
We require that suppliers uphold the human rights of workers in accordance with applicable laws and treat them with dignity and respect.
Supplier Diversity Regeneron recognizes the value and importance of having a diverse supplier base reflective of our patients, customers and communities.
Small and diverse businesses are an important part of our sourcing activities, and we actively seek firms for inclusion in the competitive bidding process.
We continue to target six certified diverse supplier groups: Small Business, Veteran Owned, Service Disabled Veteran Owned, Women-Owned Small Business, Small Disadvantaged and HUBZone.
Suppliers and the Environment Sustainable materials selection is important to our business.
We actively support suppliers that offer safe, environmentally-responsible products.
If materials are not compostable, we try to select alternatives with recycled content.
In diverse suppliers, representing 24 percent of our supply base and 21 percent of our addressable spend.
As part of the ongoing renovation of our Sleepy Hollow office, we are removing carpet and furniture from unoccupied building areas.
To avoid landfill disposal, our sourcing team seeks out contractors to recycle and re-use the materials in a responsible manner.
We have already achieved significant cost savings through this sustainable approach.
Carpet and Ceiling Tile Recycling The selected vendor helped us to recycle approximately feet of carpet and ceiling tiles.
Regeneron avoided using our local landfill and roughly $disposal fees.
Furniture Repurposing Our sourcing criteria specified that the furniture liquidator’s job was to re-use and recycle as much of our excess furniture as possible.
In addition to providing a low-cost bid, our selected vendor credited our bill $to account for furniture resold and calculated a landfill cost avoidance of $90,000.
Advance Our Goals: Cultivating a leading employee experience that is rooted in our unique science-driven culture.
Increasing representation of qualified diverse individuals in leadership and fostering inclusion across our organization.
People want to work for us because of our science-led mindset, our high ethical standards and our unbridled focus on solving big, complex problems.
Still, we operate in a competitive industry where top talent, particularly people with STEM skills, is in high demand.
As we continue to grow, we are making significant investments to attract, engage and develop the workforce we require to bring new medicines to patients in need.
TALENT ATTRACTION AND RETENTION Regeneron’s success is measured by our ability to deliver on our promise to repeatedly bring important new medicines to people with serious diseases.
It is sustained by our collaborative, science-driven culture.
Our recruitment and engagement programs are designed to attract top candidates with qualities that are important to our way of working.
We believe our transparent interview processes that focus on creating a two-way dialogue with candidates and finding people that exhibit and value these qualities drives the long-term success of our teams.
We have also consistently outperformed the industry in employee retention in recent years, as demonstrated by our employee attrition rate of less than half the industry average in each of the last five years.¹ In refreshed cultural values and behaviors that define who we are, what we stand for and how we work together.
They underscore the key attributes that drive Regeneron’s success and guide our hiring and employee engagement programs.
Employees say Regeneron is a great place to work in our annual engagement survey.
We are proud that Regeneron is a great place to work, and we think it’s important that 94 percent say they were made to feel welcome when they started their jobs.
We believe engaging our employees, from their first day and throughout their career is key to fostering new ideas, feeding our collective curiosity and driving commitment and productivity.
Our annual Great Place to Work employee engagement survey and regular Regeneron pulse surveys help senior leaders and managers understand and act on what is important to employees.
Global Regeneron Forums, which are companywide and hosted regularly by our leaders Len Schleifer and George Yancopoulos and receive an enthusiastic reception.
IOPS Global QUEST (Question, Understand, Educate, Sustain, Transform) events, where employees learn more about each department across the IOPS business, helping to foster cross-functional collaboration In 2020, we will launch a mobile app.
Designed to meet the needs of our growing workforce, many of whom are millennials and/or not desk-based, the app will engage them with easily digestible content, photos and videos, infographics and sharing, commenting and chat capabilities.
Since Biologics Training Program has provided graduating PharmD candidates with a unique opportunity to obtain expertise in various functions of the drug development process and gain scientific knowledge by working with leaders in the industry.
Designed for individuals who want to build a career in the biopharmaceutical industry, it offers an intensive, rotational, interdisciplinary program during which participants are exposed to critical issues and cultivate technical and non-technical skills across several clinical and scientific research areas.
Graduates of the exclusive two-year program (only two PharmD candidates are selected each year) take on roles in our Clinical Sciences, Clinical Operations and Regulatory Affairs departments.
An internship is an important learning experience for today’s students, providing work experience and an opportunity to learn about corporate culture beyond the textbook.
Regeneron’s intern program is open to students at the undergraduate to Ph.D. levels who are interested in working on a variety of projects to gain realworld industry experience.
In students from more than 160 schools interned with us, hosted in a variety of departments including R&D, quality assurance, manufacturing and process science.
In addition to our internships, our growing U.S. co-op program hired formal university study program.
We are proud to have received some great feedback from the students that have had experiences with us: program, and 97 percent would like to return.
Among their positive feedback, students noted the amazing introduction to the industry, the positive workplace and the ability to contribute to real science.
In program and invite nearly 400 students to complete projects at Regeneron.
In Ireland, our Limerick IOPS facility offers a hands-on apprenticeship program.
Welcoming our first recruits in of four on-the-job training phases with Regeneron and three off-the-job phases with Solas, Ireland’s post-secondary education and training organization.
Apprentices are paired with qualified “buddies” in the facilities department to learn their trade while they are onsite.
They also utilize our in-house manufacturing training modules in order to supplement their practical skills with an in-depth knowledge of the biologics process.
Once they complete their four-year apprenticeship, they will earn a craft certification and be eligible for full-time employment with Regeneron.
As a global company serving a diverse patient community, we recognize that every experience, perspective and idea that our employees contribute enriches our ability to create and innovate.
As we grow, we believe it’s important that our talent pool represents people from all walks of life.
So much so, we specify that respect and inclusion are core behaviors that shape our culture in our global set of values and behaviors.
Our efforts to promote diversity and inclusion are formalized in our new representation of qualified diverse individuals in leadership and foster inclusion across our organization.
We have established three key objectives to focus our efforts: 1.
Increasing diversity — by understanding the specific needs of diverse groups and providing resources and tools that facilitate access and advancement for those best qualified.
Fostering a culture of inclusion — by creating a management culture that models inclusive behaviors.
Mitigating unconscious bias — by creating a consistent employee experience and ensuring all voices are heard.
Beginning in December groundwork for a number of initiatives to help us achieve our objectives.
Our first step was to build a foundational understanding of the employee experience.
Working with an expert advisory firm, we held focus groups with Employee Interest Groups (EIGs) to gather insights.
In early signals of inclusion and unconscious bias.
We also facilitated working sessions with senior leaders to discuss bias and inclusion, using employee stories to highlight opportunities to create a more inclusive workplace.
Providing Jobs for People with Intellectual and Developmental Disabilities We recognize a diverse workforce is critical to generating novel ideas and fostering the innovation required to bring new medicines to people in need.
We also understand that attracting and retaining people with disabilities is an important dimension of diversity and inclusion.
Through the Arc of Westchester, a non-profit organization for children, teens and adults with intellectual and developmental disabilities, several autistic young people have accepted part-time positions at Regeneron.
They’ve helped us learn more about people with disabilities, gain a richer understanding of their experiences and challenges and celebrate the personal milestones they’ve achieved during their tenure with us.
SNAPSHOT / Regeneron’s Commitment to Veteran Causes Veteran causes are deeply important to Regeneron.
In our workplace, we foster an inclusive and healthy environment for our veterans, supporting and encouraging their participation in our veterans EIG, with its offer of camaraderie and open discourse, as well as supporting local veteran organizations.
We encourage employees to take the time to recognize the commitment and sacrifice veterans have made to the country at Veterans Day ceremonies at our U.S. offices.
We are also taking a critical look at our talent management processes, including recruitment and performance management, to assess to what degree they may be impacted by unconscious bias.
And, we expect to roll out an augmented writing platform to gender-neutralize our job descriptions.
A newly established Diversity & Inclusion steering committee of senior leader champions will provide guidance as we implement additional programs to identify, measure and monitor behaviors that promote inclusion and mitigate unconscious bias.
We plan to take a pulse of our progress mid-year, adding inclusion as a key measure on our employee engagement survey.
Diverse by gender, race or national origin 5. 56% of our independent directors are diverse by gender, race or national origin Building Inclusion Through Employee Interest Groups Since 2017, our grassroots, employee-led advocacy and interest groups have offered a valuable platform to build inclusion.
Employee Interest Group (EIG) initiatives support and encourage like-minded colleagues to come together over shared interests.
EIGs are completely voluntary, open to all and are supported with company-sponsored time and resources.
In just three years, the number of Regeneron EIGs has expanded from four to ten.
Resilience is Essential, Toastmasters and our new group Regeneron Players Guild, an employee club focused on creating a community of people who enjoy playing tabletop role-playing games.
Given that more women graduate from colleges and universities than men, and increasingly with science, technology, engineering and math degrees, attracting and retaining their talent is critical as we grow.
Our global Women in Science and Engineering at Regeneron (WISER) EIG provides an inclusive platform for networking and mentorship while supporting women through professional development, well-being and community outreach activities.
WISER hosted a number of activities in on International Women’s Day from Sally Paull, our Senior Vice President of Human Resources, who spoke about the value of developing strong collegial relationships and building an inclusive work environment to attain collective success.
The group also hosts careerdevelopment and mentoring workshops, health awareness sessions and Day for Doing Good activities.
One of the defining qualities of Regeneron is our openness to new ideas and continuous learning.
We believe that we will only be successful if each individual can reach his or her full potential through continual learning and growth.

Regeneron’s award-winning IOPS organization has quality systems and training in place to ensure delivery of innovative and safe products.

INTEGRITY & EXCELLENCE Protecting Product Counterfeiting Through Serialization Serialization is a key part of our anti-counterfeiting efforts.

In our industry, serialization means giving a unique, identifying code to each individual carton of medicine.

This coding facilitates the tracking and verification of each approved commercial product from its final packaging location all the way to the dispensers, such as pharmacies and hospitals, where patients receive their medicines.

The U.S. FDA and European Medicines Agency (EMA) have introduced serialization regulations (e.g., DSCSA, EU FMD) to help protect patients from being exposed to counterfeit, stolen, contaminated or other forms of tampered product.

Serialization ensures that at any point in the supply chain, a serial number can be verified to confirm the product is an authentic Regeneron medicine.

It gives us the peace of mind that patients are receiving genuine products.

All approved commercial products in the U.S. are serialized as well as all Regeneron-licensed products sold in the E.U. We use traceability technologies to enhance our serialization efforts.

As part of Regeneron’s compliance program, we hold our suppliers, contract manufacturers and business collaborators to our same high in-house standards.

We regularly monitor suppliers’ financial and operational stability by assessing criteria such as financial stress, quality management, safety compliance, conflict mineral traceability, information security and compliance with applicable laws and regulations, including those related to anti-bribery and anticorruption.

Given the nature of our business, many supplier assessments concentrate on meeting or exceeding applicable good practices along with complying with other federal, state and local regulatory requirements.

We are investing resources into deepening our relationships with key suppliers, both to enhance our supplier governance and compliance programs and to seek out areas for collaboration.

Maturing our supplier relationships will be increasingly important to achieve our global greenhouse gas emissions targets.

We assess suppliers annually against various criteria including risk, regulatory compliance, safety, quality and criticality to the business.

Of the more than we identified more than 50 priority suppliers in 2019 that represented our most strategic and highest value partners.

INTEGRITY & EXCELLENCE Vendor Code Our Vendor Code reflects the biopharmaceutical industry’s expectations for sustainable performance and is aligned both with Regeneron’s standards and with the Pharmaceutical Industry Principles for Responsible Supply Chain Management.

The Code sets out expectations for ethical practices on issues such as business integrity and fair competition, animal welfare, clinical trials, privacy, transparency and reporting.

We require that suppliers uphold the human rights of workers in accordance with applicable laws and treat them with dignity and respect.

Supplier Diversity Regeneron recognizes the value and importance of having a diverse supplier base reflective of our patients, customers and communities.

Small and diverse businesses are an important part of our sourcing activities, and we actively seek firms for inclusion in the competitive bidding process.

We continue to target six certified diverse supplier groups: Small Business, Veteran Owned, Service Disabled Veteran Owned, Women-Owned Small Business, Small Disadvantaged and HUBZone.

Suppliers and the Environment Sustainable materials selection is important to our business.

We actively support suppliers that offer safe, environmentally-responsible products.

If materials are not compostable, we try to select alternatives with recycled content.

In diverse suppliers, representing 24 percent of our supply base and 21 percent of our addressable spend.

As part of the ongoing renovation of our Sleepy Hollow office, we are removing carpet and furniture from unoccupied building areas.

To avoid landfill disposal, our sourcing team seeks out contractors to recycle and re-use the materials in a responsible manner.

We have already achieved significant cost savings through this sustainable approach.

Carpet and Ceiling Tile Recycling The selected vendor helped us to recycle approximately feet of carpet and ceiling tiles.

Regeneron avoided using our local landfill and roughly $disposal fees.

Furniture Repurposing Our sourcing criteria specified that the furniture liquidator’s job was to re-use and recycle as much of our excess furniture as possible.

In addition to providing a low-cost bid, our selected vendor credited our bill $to account for furniture resold and calculated a landfill cost avoidance of $90,000.

Advance Our Goals: Cultivating a leading employee experience that is rooted in our unique science-driven culture.

Increasing representation of qualified diverse individuals in leadership and fostering inclusion across our organization.

People want to work for us because of our science-led mindset, our high ethical standards and our unbridled focus on solving big, complex problems.

Still, we operate in a competitive industry where top talent, particularly people with STEM skills, is in high demand.

As we continue to grow, we are making significant investments to attract, engage and develop the workforce we require to bring new medicines to patients in need.

TALENT ATTRACTION AND RETENTION Regeneron’s success is measured by our ability to deliver on our promise to repeatedly bring important new medicines to people with serious diseases.

It is sustained by our collaborative, science-driven culture.

Our recruitment and engagement programs are designed to attract top candidates with qualities that are important to our way of working.

We believe our transparent interview processes that focus on creating a two-way dialogue with candidates and finding people that exhibit and value these qualities drives the long-term success of our teams.

We have also consistently outperformed the industry in employee retention in recent years, as demonstrated by our employee attrition rate of less than half the industry average in each of the last five years.¹ In refreshed cultural values and behaviors that define who we are, what we stand for and how we work together.

They underscore the key attributes that drive Regeneron’s success and guide our hiring and employee engagement programs.

Employees say Regeneron is a great place to work in our annual engagement survey.

We are proud that Regeneron is a great place to work, and we think it’s important that 94 percent say they were made to feel welcome when they started their jobs.

We believe engaging our employees, from their first day and throughout their career is key to fostering new ideas, feeding our collective curiosity and driving commitment and productivity.

Our annual Great Place to Work employee engagement survey and regular Regeneron pulse surveys help senior leaders and managers understand and act on what is important to employees.

Global Regeneron Forums, which are companywide and hosted regularly by our leaders Len Schleifer and George Yancopoulos and receive an enthusiastic reception.

IOPS Global QUEST (Question, Understand, Educate, Sustain, Transform) events, where employees learn more about each department across the IOPS business, helping to foster cross-functional collaboration In 2020, we will launch a mobile app.

Designed to meet the needs of our growing workforce, many of whom are millennials and/or not desk-based, the app will engage them with easily digestible content, photos and videos, infographics and sharing, commenting and chat capabilities.

Since Biologics Training Program has provided graduating PharmD candidates with a unique opportunity to obtain expertise in various functions of the drug development process and gain scientific knowledge by working with leaders in the industry.

Designed for individuals who want to build a career in the biopharmaceutical industry, it offers an intensive, rotational, interdisciplinary program during which participants are exposed to critical issues and cultivate technical and non-technical skills across several clinical and scientific research areas.

Graduates of the exclusive two-year program (only two PharmD candidates are selected each year) take on roles in our Clinical Sciences, Clinical Operations and Regulatory Affairs departments.

An internship is an important learning experience for today’s students, providing work experience and an opportunity to learn about corporate culture beyond the textbook.

Regeneron’s intern program is open to students at the undergraduate to Ph.D. levels who are interested in working on a variety of projects to gain realworld industry experience.

In students from more than 160 schools interned with us, hosted in a variety of departments including R&D, quality assurance, manufacturing and process science.

In addition to our internships, our growing U.S. co-op program hired formal university study program.

We are proud to have received some great feedback from the students that have had experiences with us: program, and 97 percent would like to return.

Among their positive feedback, students noted the amazing introduction to the industry, the positive workplace and the ability to contribute to real science.

In program and invite nearly 400 students to complete projects at Regeneron.

In Ireland, our Limerick IOPS facility offers a hands-on apprenticeship program.

Welcoming our first recruits in of four on-the-job training phases with Regeneron and three off-the-job phases with Solas, Ireland’s post-secondary education and training organization.

Apprentices are paired with qualified “buddies” in the facilities department to learn their trade while they are onsite.

They also utilize our in-house manufacturing training modules in order to supplement their practical skills with an in-depth knowledge of the biologics process.

Once they complete their four-year apprenticeship, they will earn a craft certification and be eligible for full-time employment with Regeneron.

As a global company serving a diverse patient community, we recognize that every experience, perspective and idea that our employees contribute enriches our ability to create and innovate.

As we grow, we believe it’s important that our talent pool represents people from all walks of life.

So much so, we specify that respect and inclusion are core behaviors that shape our culture in our global set of values and behaviors.

Our efforts to promote diversity and inclusion are formalized in our new representation of qualified diverse individuals in leadership and foster inclusion across our organization.

We have established three key objectives to focus our efforts: 1.

Increasing diversity — by understanding the specific needs of diverse groups and providing resources and tools that facilitate access and advancement for those best qualified.

Fostering a culture of inclusion — by creating a management culture that models inclusive behaviors.

Mitigating unconscious bias — by creating a consistent employee experience and ensuring all voices are heard.

Beginning in December groundwork for a number of initiatives to help us achieve our objectives.

Our first step was to build a foundational understanding of the employee experience.

Working with an expert advisory firm, we held focus groups with Employee Interest Groups (EIGs) to gather insights.

In early signals of inclusion and unconscious bias.

We also facilitated working sessions with senior leaders to discuss bias and inclusion, using employee stories to highlight opportunities to create a more inclusive workplace.

Providing Jobs for People with Intellectual and Developmental Disabilities We recognize a diverse workforce is critical to generating novel ideas and fostering the innovation required to bring new medicines to people in need.

We also understand that attracting and retaining people with disabilities is an important dimension of diversity and inclusion.

Through the Arc of Westchester, a non-profit organization for children, teens and adults with intellectual and developmental disabilities, several autistic young people have accepted part-time positions at Regeneron.

They’ve helped us learn more about people with disabilities, gain a richer understanding of their experiences and challenges and celebrate the personal milestones they’ve achieved during their tenure with us.

SNAPSHOT / Regeneron’s Commitment to Veteran Causes Veteran causes are deeply important to Regeneron.

In our workplace, we foster an inclusive and healthy environment for our veterans, supporting and encouraging their participation in our veterans EIG, with its offer of camaraderie and open discourse, as well as supporting local veteran organizations.

We encourage employees to take the time to recognize the commitment and sacrifice veterans have made to the country at Veterans Day ceremonies at our U.S. offices.

We are also taking a critical look at our talent management processes, including recruitment and performance management, to assess to what degree they may be impacted by unconscious bias.

And, we expect to roll out an augmented writing platform to gender-neutralize our job descriptions.

A newly established Diversity & Inclusion steering committee of senior leader champions will provide guidance as we implement additional programs to identify, measure and monitor behaviors that promote inclusion and mitigate unconscious bias.

We plan to take a pulse of our progress mid-year, adding inclusion as a key measure on our employee engagement survey.

Diverse by gender, race or national origin 5. 56% of our independent directors are diverse by gender, race or national origin Building Inclusion Through Employee Interest Groups Since 2017, our grassroots, employee-led advocacy and interest groups have offered a valuable platform to build inclusion.

Employee Interest Group (EIG) initiatives support and encourage like-minded colleagues to come together over shared interests.

EIGs are completely voluntary, open to all and are supported with company-sponsored time and resources.

In just three years, the number of Regeneron EIGs has expanded from four to ten.

Resilience is Essential, Toastmasters and our new group Regeneron Players Guild, an employee club focused on creating a community of people who enjoy playing tabletop role-playing games.

Given that more women graduate from colleges and universities than men, and increasingly with science, technology, engineering and math degrees, attracting and retaining their talent is critical as we grow.

Our global Women in Science and Engineering at Regeneron (WISER) EIG provides an inclusive platform for networking and mentorship while supporting women through professional development, well-being and community outreach activities.

WISER hosted a number of activities in on International Women’s Day from Sally Paull, our Senior Vice President of Human Resources, who spoke about the value of developing strong collegial relationships and building an inclusive work environment to attain collective success.

The group also hosts careerdevelopment and mentoring workshops, health awareness sessions and Day for Doing Good activities.

One of the defining qualities of Regeneron is our openness to new ideas and continuous learning.

We believe that we will only be successful if each individual can reach his or her full potential through continual learning and growth.