EqualVoice United Spotlight

Seeing Caring as a Whole

Equality has many faces. Florian Schick, President Merck Switzerland, explains how Merck puts it into practice.

When Merck became the first employer in Switzerland to introduce fertility benefits in autumn 2023, the response from employees was overwhelmingly positive. “This is a groundbreaking initiative in Switzerland and we are pioneers in this field,” says Florian Schick. “While financial support for fertility treatments is already common internationally, particularly in the US, this initiative represents a significant step forward for our employees.” Globally, major companies such as Apple, Netflix, Google and Spotify offer similar benefits. “For me, it was one of the most intense periods in terms of media attention,” recalls Schick. As president of Merck Switzerland, he was often asked about the issue, and even faced critical questions. “We not only wanted to support family planning and offering a favorable work-life balance in our company, but also to break taboos about infertility and raise awareness,” he explains. “Companies have a crucial role to play in supporting employees in balancing work and family life. I am convinced that more and more companies will offer such benefits in the future.

Merck’s fertility benefits package does more than just cover egg freezing for female employees. “It provides financial support throughout the fertility treatment process and is available to all employees and their partners,” says Schick. Not everyone can afford medical assistance, which leads to unequal access. “This is where our commitment to equality comes in – as an employer we cover the full cost.”

Putting People First

Merck has taken significant steps in recent years to integrate equality, diversity and inclusion into its day-to-day business. “At the end of the day, it’s all about people. They should not only find fulfillment in their jobs, but also see themselves as valued individuals in a corporate community where everyone is treated equally,” says Schick.

“It is important to see care as a whole. That’s why Merck is committed to helping its employees achieve the best possible balance between work and family life. “We go far beyond this – we offer extended parental leave, flexible working arrangements and our recently launched ‘Caregiver Leave’ initiative. This enables employees to care for seriously or terminally ill family members. It reflects our commitment to support our employees in the most difficult moments of their lives. Over the years, Merck has also broken down hierarchical structures, replacing traditional top-down leadership with a new understanding of management, e.g. reverse mentoring.

Having lived in seven countries, including the United States, Spain and Mexico, Florian Schick has gained deep insights into cultural differences, especially when it comes to leadership. He firmly believes that “achieving gender equality requires action, not just intentions”. Schick is passionate about promoting diversity and change and is an active supporter and advocate of Diversity, Equity, Inclusion and Belonging (DEI&B). “My goal has always been to contribute – to walk the talk. This means embracing local culture and acting with empathy,” he explains. “This is especially true in leadership positions.”

Leadership Development

Schick started his career at McKinsey before joining Pfizer. More than a decade ago, he moved to Merck, where he held various management positions, most recently as head of the CEO Office Healthcare in Darmstadt. In 2022, he was appointed General Manager and President of Merck Switzerland, where he oversees 2’600 employees across nine sites. “You have to be aware of your responsibilities every day and make an effort to fulfill them. At the same time, no one expects you to know or do everything – that was a key lesson for me,” he admits. Instead, the focus should be on creating an environment where people can contribute – and ideally develop – their knowledge and skills. “By fostering a constructive environment, we lay a solid foundation for dealing with the increasing complexity of the modern workplace.”

In addition to fertility benefits, Merck Switzerland offers various programs to support work-life balance, including parental leave and flexible working hours. The company is committed to equal pay for equal work and aims to achieve gender parity in management positions by 2030.

“The key to any equality effort is not to make decisions over the heads of employees or create benefits that only favour certain groups. We need to listen and understand before we act,” says Florian Schick. “Building personal relationships with employees provides a better insight into what people really want from a company. In addition, efforts need to be continually evaluated and adjusted as needed. Leadership plays a crucial role in this: providing the necessary knowledge and fostering development to create an efficient and inclusive working environment.

June, 2025

Source: This is a translation of the article originally published in HANDELSZEITUNG, EqualVoice United Special, on March 6, 2025.