We are committed to a workplace where employees feel they are treated with respect and dignity.

Respect Builds Successful Teams

We owe each other honesty, respect, and fair treatment – this means we treat others as they want to be treated and in the spirit of our core behaviors and values. It’s also the basis of our commitment to one another and the key to building successful teams. Keeping this commitment allows us to attract and retain talented individuals in a supportive, professional, and respectful work environment.

Biogen respects all employees as equals and listens to individual opinions, without discrimination or harassment based on an individual’s sex, gender identity or expression, sexual orientation, marital status, race, color, national origin, ancestry, ethnicity, religion, age, veteran status, disability, genetic information or any other basis protected by law.

Maintaining this environment helps Biogen succeed and creates the setting for each of us to thrive and to reach our full potential. What follows are some of the key areas where we shall be guided by our commitment to our Core Values.

Fair Working Conditions and Human Rights

We support fundamental human rights and will champion these rights. Our Human Rights Position is in accordance with the United Nations’ Universal Declaration of Human Rights, its Articles and principles. As a responsible organization, we respect the human rights of all people with whom we interact, including our patients, customers, employees and third parties who work as our external business partners. Biogen strives to uphold human rights in all our business activities.

We will not knowingly work with business partners who employ children or forced labor. We will not tolerate physical abuse. We will respect employees’ lawful right to exercise free association, and we will recognize the right of our employees to choose or not choose collective bargaining representation.



In every country where we operate, Biogen follows all laws, regulations and international conventions related to human rights, including the International Labour Office Tripartite Declaration of Principles Concerning Multinational Enterprises and Social Policy and the Organization for Economic Co-operation and Development Guidelines for Multinational Enterprises.

MAKE SURE YOU

  • Demonstrate Core Behaviors
  • Live our Code of Conduct
  • Watch for and report violations of human rights or employment laws
  • Make sure our suppliers and partners know our standards and live up to them

WATCH OUT FOR

  • Business partners who fail to respect others
  • Conflicts or lax standards
  • To learn more

    Discuss any questions or concerns about our commitment to human rights with your local Compliance, Legal, Human Resources partners, or the Helpline

  • Diversity and Inclusion

    Biogen brings together employees with a wide variety of backgrounds, skills, and cultures. Combining this wealth of talent and resources creates our diverse and dynamic teams that drive excellence. All of our colleagues, job applicants, and business partners will be treated with respect and judged solely on the basis of their qualifications, demonstrated skills and achievements. 

    Biogen seeks to harness the power of difference to achieve business success and unprecedented solutions for patients and communities, while contributing to the success of the diverse suppliers in our business ecosystem.  We work to empower employees with the competencies, skills and tools to practice inclusive leadership and leverage differences on a regular basis to drive employee engagement, innovation and business performance.  We strive to establish diversity and inclusion as an embedded aspect of our culture, and a natural part of who we are and how we do business.  Our considerations for assuring a rich mix of talent at all levels includes (but is not limited to): race, ethnicity, color, gender identity or expression, sexual orientation, marital status, national origin, and ancestry, religion, age, veteran status and disability.

    MAKE SURE YOU

    • Treat others respectfully and professionally
    • Promote diversity and inclusion in all employment decisions including hiring, placement and promotions
    • Avoid unlawful discrimination
    • Review your own decisions to ensure that objective, merit and business considerations drive your actions

    WATCH OUT FOR

    • Comments, jokes or materials, including emails, which others might consider offensive
    • Behaviors that can be perceived as non-inclusive
    • Decisions that are not based on objective business standards and criteria.
  • To learn more

    • Global Non-Discrimination and Non-Harassment Policy

    For all policies refer to the iNet

  • Questions & Answers

    Question:

    One of my co-workers sends emails containing jokes and derogatory comments about certain nationalities. They make me uncomfortable, but no one else has spoken up about them. What should I do?

    Answer:

    You should notify your immediate supervisor or any of the resources listed in this Code. Sending such jokes violates our values and our policies regarding our use of email and our standards promoting inclusion and preventing harassment and discrimination. By doing nothing, you are condoning such behavior.

  • Harassment-Free Workplace

    We all have the right to work in an environment that is free from intimidation and harassment. Biogen expects all personnel to adhere to a simple standard: all employees will be treated with respect. Verbal or physical conduct by any employee that harasses another, disrupts another’s work performance, or creates an intimidating or hostile work environment will not be tolerated.

    While it is not possible to list all circumstances that may constitute harassment, the following are some examples of conduct that, if unwelcome, may constitute harassment depending upon the totality of the circumstances including the severity of the conduct and its pervasiveness.

    AT BIOGEN WE DO NOT TOLERATE

    • Threatening or inappropriate remarks, obscene phone calls, stalking or any other form of harassment
    • Causing fear of or actual physical injury to another
    • Intentionally damaging someone else’s property
    • Threatening, intimidating, coercing, or retaliating against those who report their concerns – anywhere, anytime, for any purpose

    One potential form of harassment is sexual harassment, often seen in:

    • Actions that are unwelcome (e.g., a request for a date or a sexual favor) or used as the basis for employment decisions
    • An intimidating, offensive, or hostile work environment created by unwelcome sexual advances, insulting jokes, inappropriate touching or other offensive behavior of a sexual nature

    MAKE SURE YOU

    • Help each other by speaking out when a coworker’s conduct makes others uncomfortable
    • Never tolerate harassment
    • Demonstrate professionalism. Do not visit inappropriate internet sites or display sexually explicit or offensive pictures in the workplace
    • Report behavior that may violate our Values in Action

    WATCH OUT FOR

    • Unwelcome remarks, gestures, or physical contact
    • The display of sexually explicit or offensive pictures or other materials
    • Sexual or offensive jokes or comments whether explicit or by innuendo
    • Verbal abuse, threats or taunting
  • To learn more

    • Global Non-Discrimination and Non-Harassment Policy
    • Discuss any questions or concerns about harassment with your local Compliance, Legal, or Human Resources partners

    For all policies refer to the iNet

  • Questions & Answers

    Question:

    While on a business trip, a colleague of mine repeatedly asked me out for drinks and made comments about my appearance that made me uncomfortable. I asked her to stop, but she wouldn’t. We weren’t in the office and it was ‘after hours’ so I wasn’t sure what I should do. Is it harassment?

    Answer:

    This type of conduct is not tolerated, not only during working hours, but in all work-related situations including business trips. You have asked your colleague to stop, which is the first step. Tell your colleague such actions are inappropriate and must be stopped, and if they continue you need to report the problem.

    Question:

    I just learned that a good friend of mine has been accused of sexual harassment and that an investigation is being launched. I can’t believe it’s true and I think it’s only fair that I give my friend an advance warning or a ‘heads up’ so he can defend himself. Don’t I have a responsibility as a friend to tell him?

    Answer:

    Under no circumstances should you give him a ‘heads up.’ Your friend will be given the opportunity to respond to these allegations and every effort will be made to conduct a fair and impartial investigation. An allegation of sexual harassment is a very serious matter with implications not only for the individuals involved but also for the Company. Alerting your friend could jeopardize the investigation and expose the Company to additional risk. In addition, by breaching the confidentiality of a company investigation may be subject to disciplinary action up to and including termination.

  • Maintaining a Work-Life Balance

    Life is more complex and busier than ever. At Biogen, we care deeply about the well-being of our employees and respect their need to effectively manage personal and professional responsibilities. To meet the challenges of our exciting, yet demanding, work environment, we embrace trust and flexibility, and strive to maintain work-life balance. To achieve this balance, we will always respect others’ time and make reasonable accommodations for personal and family commitments when possible. For example, our Flexible Work Arrangements are intended to help employees achieve better work-life balance while maximizing productivity. These programs – telecommuting, flextime, part-time, and job shares – are designed to provide additional flexibility in how, when and where employees get their work done.

  • To learn more

    • Discuss any questions or concerns about work-life balance with your manager or local Human Resources partners

  • Questions & Answers

    Question:

    My supervisor knows that I coach my daughter’s soccer team and that I would like to leave early twice a week for games, but he always seems to find a project that he needs me to do just as I’m trying to leave. I know I’m expected to get my work done, and I do come in early and often work late, but is there anything more I can do about this?

    Answer:

    We can’t always control our work schedules and sometimes projects will come up that require our immediate attention. However, if the conflict persists discuss the matter with your supervisor or Human Resources. You should be able to find options that allow you to meet all of your responsibilities.