ESGBERT/base_data · Datasets at Hugging Face

sentence stringlengths 1 23.5k ⌀
Change-management tools and support for leaders and teams Career Development Tools TalentHub Faced with enormous growth, our company needs an accessible, functional toolkit for learning and development training that offers employees the flexibility to grow with the business.
TalentHub provides a one-stop learning center that helps employees develop and grow in their careers through instant access to Regeneron’s library of more than trainings, instructional videos and educational materials.
In response to employees’ desire for greater transparency, we continue to expand the use of Career Ladders.
This tool specifies relevant skills, abilities and timelines for career development and promotion across different departments.
We are also piloting a Manager Communications Resource Center, a web portal containing resources and tools for managers and regular content for employees, including monthly business updates.
INTEGRITY & EXCELLENCE Developing Our Future Leaders Across Regeneron As Regeneron continues to evolve as an organization through rapid growth and discovery, one of our critical challenges will be finding ways to sustain the defining aspects of our unique culture.
We believe leaders at all levels will play a pivotal, catalytic role in change management, and so we offer a wide selection of leadership learning opportunities to help them meet the challenges of today and tomorrow.
Leadership Essentials This program aims to deepen leaders’ understanding of essential leadership and management skills.
In approximately 250 leaders participated in the program, which covers topics such as delegating effectively, courage and managing conflict and leading and communicating change.
ABC’s of Management This development program offers training for IOPS leaders and future leaders, covering topics such as understanding your leadership style, situational leadership and delegation, coaching for performance and courage and conflict strategies.
Leadership Speaker Series New in who explore leadership in its various forms.
Open to mid-senior-level leaders, the series aims to inspire new thinking and dialogue, and create space for individuals to reflect on their leadership practices.
A highlight session from and science journalist Daniel Goleman, the author of the best-selling book Emotional Intelligence.
Building Your Perspectives High-potential IOPS managers are invited each year to participate in Building Your Perspectives.
Hand-picked participants from the U.S. and Ireland team up to complete a significant project that has a positive impact on the business in some way.
Recent projects have focused on building stronger cross-functional teams and strengthening employee/leader relationships.
The experience provides participants with exposure to leaders and colleagues outside of their function and experience working collaboratively.
Large-Scale Manufacturing This Rensselaer program invests in our Large-scale Manufacturing managers through dedicated monthly learning sessions to discuss managerial techniques, challenges and success stories.
Throughout scientific leaders, ranging from first-time people leaders to supervisors to our vice president, took part in roundtables, case studies and instructor-led sessions.
Topics included: delivering and receiving feedback, decision-making and managerial courage and the power of the employee voice.
We believe all employees should have an ownership stake in the company.
To date, this has been achieved primarily by awarding stock options.
We have now broadened our year-end and new hire equity programs to include a mix of stock options and restricted stock.
While this wider use of restricted stock represents a change to our historical approach, we remain committed to stock options as an effective means of incentivizing performance aligned with a long-term view.
We assess our compensation and rewards programs annually to ensure that we are competitive in the marketplace, while at the same time focusing our efforts on fairness and internal equity.
Employees are provided with the opportunity to receive above-market rewards for exceptional individual and business performance and most are afforded the opportunity to participate in our annual short-term and long-term incentives program regardless of position or level.
Consistent with our unique culture and approach to compensation, our founders believe that all employees should share in the profits that come with our success.
A cornerstone of this philosophy is reflected in the fact that every newly hired employee receives long-term financial incentives, such as stock options and restricted stock grants.
COMPENSATION, BENEFITS AND RECOGNITION Regeneron’s compensation, benefits and recognition philosophy focuses on supporting our employees by providing programs that are consistent with our unique culture and support the diversity of our employees at all stages of family life.
Inclusive Benefits Regeneron supports our employees and their families by providing a competitive benefits package that includes health benefits and retirement savings option, as well as support for work-life balance, education and wellbeing.
Our program includes a comprehensive selection of medical, dental and vision plans.
We cover any Regeneron prescription drug, if appropriately prescribed by a physician, at who are enrolled in our medical plan, subject to certain requirements.
In the match frequency from annually to quarterly.
In response to employee feedback, we expanded adoption benefits in the U.S., reimbursing parents up to $to help defray the costs associated with adopting a child.
We also increased bereavement leave to which can be used over six months from the date of loss, to give employees more time to grieve and support family members.
SNAPSHOT / Education Support Supporting employee continuing education is an important part of our benefits compensation.
Education reimbursement of up to $a year for tuition and books.
In invested $1.8 million supporting 240 employees globally.
• Tuition forgiveness, providing financial assistance to U.S. entry-level and earlycareer employees to help them pay down student loan debt.
Employees can receive up to $over five years.
In than $600,000 for student loan repayment, supporting more than 700 employees.
• Assistance to help employees with children in high school navigate the college admissions process and create strategies to manage college expenses and debt.
in New York’s Capital Region by the Albany Business Review.
When possible, our managers work with our employees to accommodate a more flexible work schedule, including remote working opportunities.
Additional programs range from health biometrics screenings to desk yoga and massage therapy.
Onsite amenities and services include meditation rooms, lactation rooms and gyms at our campus locations, after-work sports programs and weight-loss clinics, as well as onsite barista and smoothie bars and farmers’ markets.
In engagement tool to encourage participation incentives, challenges and health trackers.
Recognition Regeneron’s recognition and rewards program, R³, is designed to recognize and appreciate all of the important efforts that our employees make to move our company forward.
R³ gives employees and managers the ability to recognize and/or reward others across their own team as well as other functions, groups and locations in a personal, inclusive and timely manner.
The health and safety of all of our employees is critical to our success.
We meet or exceed all environmental, health, safety (EHS) and security regulations and have a range of programs, plans and procedures to ensure the safety of all people who come to work at Regeneron.
These include hazard recognition, evaluation and control elements, workplace design and engineering, regulatory compliance management, employee and management engagement, training, communications and audits.
We adhere to the standards set by local occupational health and safety regulatory bodies, such as the Occupational Safety and Health Administration (OSHA) and the Ireland Health & Safety Authority.
We requested field employees and across our Tarrytown, Basking Ridge and Sleepy Hollow campuses, up four percent from 2018.
Across all non-IOPS departments, we saw a reduction in total OSHA recordable ergonomic incidents.
At our R&D headquarters, we assigned an EHS business partner to each R&D department to identify risks and improvement opportunities.
These dedicated EHS specialists helped increase transparency by establishing regular EHS metrics reporting within each department.
This report data covered laboratory safety, near misses, ergonomics and other health and safety metrics.
It helped facilitate regular safety-related discussions between R&D leaders and laboratory personnel, increasing employee engagement and accountability.
A observations, from an average of 35 days in 2018 to nine in 2019 Overall, this new model has resulted in a year-over-year incident reduction rates at our R&D headquarters.
At our IOPS facilities, we saw a significant growth in hazard reporting, led by a large increase in requests for EHS interventions.
The increase in interventions contributed to a nearly rate across our Rensselaer and Limerick IOPS sites.
A central tenet of the IOPS team is to drive continuous improvements.
Our SLIM (Simple, Logical Improvements Matter) program challenges every employee to continuously look for opportunities to improve safety, quality and efficiencies.
In participated in the SLIM program, marking the highest level of participation to date and resulting in the implementation of 3,834 new continuous improvements to improve the health and safety of our workplace.
This covers the OSHA categories of Needlestick Sharps and Abraded/punctured/scratched/laceration.
only four companies in the biotechnology sector to be recognized.
Regeneron’s mission to use the power of science to address serious medical conditions is strengthened by our long-term commitments to protect the health of the planet, inspire future generations of scientists and engage our employees as stewards in their communities.
The link between planetary health and human health is increasingly evident.
In recent years, we’ve observed how a warming climate can expand the reach of mosquito-borne illnesses, such as Zika virus and dengue fever, and how industrial pollution, unchecked, contributes to serious diseases such as asthma.
At Regeneron, we are intent on safeguarding a healthy future through thoughtful and effective environmental practices.
This includes the practices codified in our updated Environmental, Health and Safety Policy, which we published in 2019.
It also means engaging our employees in environmental initiatives.
Our employee-led green teams help embed and promote sustainability practices, and we use incentives and host corporate-wide events such as Earth Week to encourage our workforce to actively contribute to our efforts in the workplace and in our communities.
We’ve released environmental reports since and have responded to CDP Climate and CDP Water Security since 2015 and 2016, respectively.
We engaged an independent assurance provider to conduct independent verification of our Scope usage for the period covering January 1 to December 31, 2019.
The verification statement can be found on our website.
In to take the steps needed to align our next Responsibility Report with the Task Force on Climate-related Financial Disclosures (TCFD) recommendations.
We developed our first set of five-year environmental goals in 2013.
With these goals coming to an end in review of our environmental footprint and created ambitious new environmental targets to drive continued progress in the areas where we have the greatest impact: greenhouse gas emissions, energy, water and waste.
Achieving our environmental targets to help protect and restore the planet.
Our owned, renewable energy resources support regulatory compliance and reduce the carbon footprint of our operations As greenhouse gas (GHG) emissions continue to increase and global temperatures rise, we understand the far-reaching impacts of climate change, including water scarcity, ecosystem disturbance and short- and long-term risks to human health, access to medicine and supply chain reliability.
Responsibility Report The following data are intensity based and rounded to the nearest hundredth.
Each item reflects the metric tons of carbon dioxide equivalent (CO²e) units per square meter.
We were proud to achieve our GHG emissions intensity (calculated per full-time employee) by 30 percent over a five-year period.
Our new and 2 intensity emissions a further 30 percent against a peak 2016 baseline.
With this new target, our intensitybased measurements will be calculated on per square meter of space, which more accurately reflects the main drivers of our emissions.
We are also challenging ourselves to set global, sciencebased targets for Scope and to expand reporting on Scope 3 emissions through deeper engagement with our suppliers.
We have expanded our Scope purchased goods and services, fuel-and-energy-related activities, employee commuting and waste generated in operations.
We use international standards from the World Resources Institute (WRI), World Business Council for Sustainable Development (WBCSD) and the Greenhouse Gas Protocol Corporate Accounting and Reporting Standard to calculate our emissions and report our results publicly each year.
Our global Scope by a third party, Apex.
Energy Management Renewable energy and operational energy efficiency are the cornerstones of our energy management strategy.
Together they help us minimize carbon emissions, reduce energy-related operational expenses, generate revenue and provide clean and reliable power to our campuses.
Our new targets aim to drive continued improvement, including transitioning our electricity consumption to certified renewable energy sources.
We are also committing to invest further in renewable energy production to meet our long-term energy needs.
In Rensselaer, New York site, adding solar photovoltaic panels to the existing parking garage canopy to increase the system’s annual energy production.
We similarly plan to install site in April 2020.
These will be sized to offset the annual electricity usage of the multi-story parking lot.
A solid oxide fuel cell, a cleaner source of energy compared to the typical grid, supplies peak power required by a newly renovated building at our R&D headquarters, reducing our carbon emissions by approximately 3,500 tons in 2019.
The conversion device produces electricity by oxidizing fuel.

Change-management tools and support for leaders and teams Career Development Tools TalentHub Faced with enormous growth, our company needs an accessible, functional toolkit for learning and development training that offers employees the flexibility to grow with the business.

TalentHub provides a one-stop learning center that helps employees develop and grow in their careers through instant access to Regeneron’s library of more than trainings, instructional videos and educational materials.

In response to employees’ desire for greater transparency, we continue to expand the use of Career Ladders.

This tool specifies relevant skills, abilities and timelines for career development and promotion across different departments.

We are also piloting a Manager Communications Resource Center, a web portal containing resources and tools for managers and regular content for employees, including monthly business updates.

INTEGRITY & EXCELLENCE Developing Our Future Leaders Across Regeneron As Regeneron continues to evolve as an organization through rapid growth and discovery, one of our critical challenges will be finding ways to sustain the defining aspects of our unique culture.

We believe leaders at all levels will play a pivotal, catalytic role in change management, and so we offer a wide selection of leadership learning opportunities to help them meet the challenges of today and tomorrow.

Leadership Essentials This program aims to deepen leaders’ understanding of essential leadership and management skills.

In approximately 250 leaders participated in the program, which covers topics such as delegating effectively, courage and managing conflict and leading and communicating change.

ABC’s of Management This development program offers training for IOPS leaders and future leaders, covering topics such as understanding your leadership style, situational leadership and delegation, coaching for performance and courage and conflict strategies.

Leadership Speaker Series New in who explore leadership in its various forms.

Open to mid-senior-level leaders, the series aims to inspire new thinking and dialogue, and create space for individuals to reflect on their leadership practices.

A highlight session from and science journalist Daniel Goleman, the author of the best-selling book Emotional Intelligence.

Building Your Perspectives High-potential IOPS managers are invited each year to participate in Building Your Perspectives.

Hand-picked participants from the U.S. and Ireland team up to complete a significant project that has a positive impact on the business in some way.

Recent projects have focused on building stronger cross-functional teams and strengthening employee/leader relationships.

The experience provides participants with exposure to leaders and colleagues outside of their function and experience working collaboratively.

Large-Scale Manufacturing This Rensselaer program invests in our Large-scale Manufacturing managers through dedicated monthly learning sessions to discuss managerial techniques, challenges and success stories.

Throughout scientific leaders, ranging from first-time people leaders to supervisors to our vice president, took part in roundtables, case studies and instructor-led sessions.

Topics included: delivering and receiving feedback, decision-making and managerial courage and the power of the employee voice.

We believe all employees should have an ownership stake in the company.

To date, this has been achieved primarily by awarding stock options.

We have now broadened our year-end and new hire equity programs to include a mix of stock options and restricted stock.

While this wider use of restricted stock represents a change to our historical approach, we remain committed to stock options as an effective means of incentivizing performance aligned with a long-term view.

We assess our compensation and rewards programs annually to ensure that we are competitive in the marketplace, while at the same time focusing our efforts on fairness and internal equity.

Employees are provided with the opportunity to receive above-market rewards for exceptional individual and business performance and most are afforded the opportunity to participate in our annual short-term and long-term incentives program regardless of position or level.

Consistent with our unique culture and approach to compensation, our founders believe that all employees should share in the profits that come with our success.

A cornerstone of this philosophy is reflected in the fact that every newly hired employee receives long-term financial incentives, such as stock options and restricted stock grants.

COMPENSATION, BENEFITS AND RECOGNITION Regeneron’s compensation, benefits and recognition philosophy focuses on supporting our employees by providing programs that are consistent with our unique culture and support the diversity of our employees at all stages of family life.

Inclusive Benefits Regeneron supports our employees and their families by providing a competitive benefits package that includes health benefits and retirement savings option, as well as support for work-life balance, education and wellbeing.

Our program includes a comprehensive selection of medical, dental and vision plans.

We cover any Regeneron prescription drug, if appropriately prescribed by a physician, at who are enrolled in our medical plan, subject to certain requirements.

In the match frequency from annually to quarterly.

In response to employee feedback, we expanded adoption benefits in the U.S., reimbursing parents up to $to help defray the costs associated with adopting a child.

We also increased bereavement leave to which can be used over six months from the date of loss, to give employees more time to grieve and support family members.

SNAPSHOT / Education Support Supporting employee continuing education is an important part of our benefits compensation.

Education reimbursement of up to $a year for tuition and books.

In invested $1.8 million supporting 240 employees globally.

• Tuition forgiveness, providing financial assistance to U.S. entry-level and earlycareer employees to help them pay down student loan debt.

Employees can receive up to $over five years.

In than $600,000 for student loan repayment, supporting more than 700 employees.

• Assistance to help employees with children in high school navigate the college admissions process and create strategies to manage college expenses and debt.

in New York’s Capital Region by the Albany Business Review.

When possible, our managers work with our employees to accommodate a more flexible work schedule, including remote working opportunities.

Additional programs range from health biometrics screenings to desk yoga and massage therapy.

Onsite amenities and services include meditation rooms, lactation rooms and gyms at our campus locations, after-work sports programs and weight-loss clinics, as well as onsite barista and smoothie bars and farmers’ markets.

In engagement tool to encourage participation incentives, challenges and health trackers.

Recognition Regeneron’s recognition and rewards program, R³, is designed to recognize and appreciate all of the important efforts that our employees make to move our company forward.

R³ gives employees and managers the ability to recognize and/or reward others across their own team as well as other functions, groups and locations in a personal, inclusive and timely manner.

The health and safety of all of our employees is critical to our success.

We meet or exceed all environmental, health, safety (EHS) and security regulations and have a range of programs, plans and procedures to ensure the safety of all people who come to work at Regeneron.

These include hazard recognition, evaluation and control elements, workplace design and engineering, regulatory compliance management, employee and management engagement, training, communications and audits.

We adhere to the standards set by local occupational health and safety regulatory bodies, such as the Occupational Safety and Health Administration (OSHA) and the Ireland Health & Safety Authority.

We requested field employees and across our Tarrytown, Basking Ridge and Sleepy Hollow campuses, up four percent from 2018.

Across all non-IOPS departments, we saw a reduction in total OSHA recordable ergonomic incidents.

At our R&D headquarters, we assigned an EHS business partner to each R&D department to identify risks and improvement opportunities.

These dedicated EHS specialists helped increase transparency by establishing regular EHS metrics reporting within each department.

This report data covered laboratory safety, near misses, ergonomics and other health and safety metrics.

It helped facilitate regular safety-related discussions between R&D leaders and laboratory personnel, increasing employee engagement and accountability.

A observations, from an average of 35 days in 2018 to nine in 2019 Overall, this new model has resulted in a year-over-year incident reduction rates at our R&D headquarters.

At our IOPS facilities, we saw a significant growth in hazard reporting, led by a large increase in requests for EHS interventions.

The increase in interventions contributed to a nearly rate across our Rensselaer and Limerick IOPS sites.

A central tenet of the IOPS team is to drive continuous improvements.

Our SLIM (Simple, Logical Improvements Matter) program challenges every employee to continuously look for opportunities to improve safety, quality and efficiencies.

In participated in the SLIM program, marking the highest level of participation to date and resulting in the implementation of 3,834 new continuous improvements to improve the health and safety of our workplace.

This covers the OSHA categories of Needlestick Sharps and Abraded/punctured/scratched/laceration.

only four companies in the biotechnology sector to be recognized.

Regeneron’s mission to use the power of science to address serious medical conditions is strengthened by our long-term commitments to protect the health of the planet, inspire future generations of scientists and engage our employees as stewards in their communities.

The link between planetary health and human health is increasingly evident.

In recent years, we’ve observed how a warming climate can expand the reach of mosquito-borne illnesses, such as Zika virus and dengue fever, and how industrial pollution, unchecked, contributes to serious diseases such as asthma.

At Regeneron, we are intent on safeguarding a healthy future through thoughtful and effective environmental practices.

This includes the practices codified in our updated Environmental, Health and Safety Policy, which we published in 2019.

It also means engaging our employees in environmental initiatives.

Our employee-led green teams help embed and promote sustainability practices, and we use incentives and host corporate-wide events such as Earth Week to encourage our workforce to actively contribute to our efforts in the workplace and in our communities.

We’ve released environmental reports since and have responded to CDP Climate and CDP Water Security since 2015 and 2016, respectively.

We engaged an independent assurance provider to conduct independent verification of our Scope usage for the period covering January 1 to December 31, 2019.

The verification statement can be found on our website.

In to take the steps needed to align our next Responsibility Report with the Task Force on Climate-related Financial Disclosures (TCFD) recommendations.

We developed our first set of five-year environmental goals in 2013.

With these goals coming to an end in review of our environmental footprint and created ambitious new environmental targets to drive continued progress in the areas where we have the greatest impact: greenhouse gas emissions, energy, water and waste.

Achieving our environmental targets to help protect and restore the planet.

Our owned, renewable energy resources support regulatory compliance and reduce the carbon footprint of our operations As greenhouse gas (GHG) emissions continue to increase and global temperatures rise, we understand the far-reaching impacts of climate change, including water scarcity, ecosystem disturbance and short- and long-term risks to human health, access to medicine and supply chain reliability.

Responsibility Report The following data are intensity based and rounded to the nearest hundredth.

Each item reflects the metric tons of carbon dioxide equivalent (CO²e) units per square meter.

We were proud to achieve our GHG emissions intensity (calculated per full-time employee) by 30 percent over a five-year period.

Our new and 2 intensity emissions a further 30 percent against a peak 2016 baseline.

With this new target, our intensitybased measurements will be calculated on per square meter of space, which more accurately reflects the main drivers of our emissions.

We are also challenging ourselves to set global, sciencebased targets for Scope and to expand reporting on Scope 3 emissions through deeper engagement with our suppliers.

We have expanded our Scope purchased goods and services, fuel-and-energy-related activities, employee commuting and waste generated in operations.

We use international standards from the World Resources Institute (WRI), World Business Council for Sustainable Development (WBCSD) and the Greenhouse Gas Protocol Corporate Accounting and Reporting Standard to calculate our emissions and report our results publicly each year.

Our global Scope by a third party, Apex.

Energy Management Renewable energy and operational energy efficiency are the cornerstones of our energy management strategy.

Together they help us minimize carbon emissions, reduce energy-related operational expenses, generate revenue and provide clean and reliable power to our campuses.

Our new targets aim to drive continued improvement, including transitioning our electricity consumption to certified renewable energy sources.

We are also committing to invest further in renewable energy production to meet our long-term energy needs.

In Rensselaer, New York site, adding solar photovoltaic panels to the existing parking garage canopy to increase the system’s annual energy production.

We similarly plan to install site in April 2020.

These will be sized to offset the annual electricity usage of the multi-story parking lot.

A solid oxide fuel cell, a cleaner source of energy compared to the typical grid, supplies peak power required by a newly renovated building at our R&D headquarters, reducing our carbon emissions by approximately 3,500 tons in 2019.

The conversion device produces electricity by oxidizing fuel.