Engagement Statistics

Learning and Development

In fiscal year 2011, Medtronic spent approximately $52 million on employee development, an average of $1,369 per employee. In addition to providing core training required of employees, Medtronic University provided more than 7,100 employees with eLearning experiences, open enrollment courses and nomination programs.

Diversity

Blueprint for Change, our comprehensive three-year plan for institutionalizing and integrating diversity and inclusion at every level within the organization, concluded in fiscal year 2011. The Blueprint set measurable goals for overall representation at professional and managerial levels: 39 percent for women (measured worldwide) and 18 percent for minorities (measured in the United States only). In fiscal year 2011 representation at professional and managerial levels was 37 percent for women and 19 percent for minorities, a slight increase from 36 and 18 percent respectively in fiscal year 2010. Representation among our entire global workforce was 49 percent for women and 28 percent for minorities.

Moving forward, the vision for our new Global Inclusion, Diversity and Engagement (GIDE) Strategy, which will be executed beginning in fiscal year 2012, is:

“Through inclusion and engagement, we innovate for life. We come together from all parts of the world, leveraging our diverse perspectives, backgrounds, cultures, and generations to fulfill our Mission …improving the lives of others.”

We will do this by making inclusion, diversity, and engagement an inherent part of our global culture through the guidance of the Medtronic Inclusion Advisory Group and local Inclusion Coalitions comprised of Medtronic business and geography leaders.

Health and Wellness

Since launching our Total Health program in 2007, 95 percent of U.S. employees and 16 percent of their spouses have registered on Medtronic’s Total Health web site. Ninety percent of U.S. employees complete a health risk questionnaire annually, and more than 14,000 have benefited from lifestyle and disease management coaching. Medtronic is achieving a 2.5:1 return on investment from these programs and is maintaining an overall healthcare cost trend of 4 percent.

Our efforts have yielded the following benefits:

Healthy Employee Practices

  • 95 percent non-smokers
  • 73 percent physically active
  • 50 percent exercise 30+ minutes five or more times per week
  • 77 percent healthy cholesterol
  • More than 100 percent increase in weekly fruit sales at corporate cafeterias

Risk Reduction

  • 66 percent eliminated or reduced at least one health risk
  • 67 percent reduction in “at risk” cholesterol (2008 to 2010)
  • 50 percent reduction in “at risk” glucose (2008 to 2010)
  • Our low risk population increased to 84 percent
  • 8,200 pounds lost through Live Healthy Medtronic 2010 initiative

Medtronic estimates saving more than $6 million in health-related costs during 2010. The savings are attributed to increases in preventive screenings and doctor visits, decreases in medical claims, and costs avoided through risk reduction.

Occupational Health and Safety

image of chartMedtronic maintained very low incident* and lost/restricted workday case rates** in fiscal year 2011. The company incident rate (IR) was 1.13, compared to 1.0 in fiscal year 2010, 1.01 in fiscal year 2009 and 1.16 in fiscal year 2008. Likewise, our lost/restricted workday case rate (LWCR) was 0.51 compared to 0.47 in fiscal year 2010, 0.42 in fiscal year 2009 and 0.50 in fiscal year 2008.

In fiscal year 2011, Medtronic had 21 health and safety related inspections (e.g., health departments, OSHA, etc). Citations were issued on three of the inspections, with total fines of $0. Medtronic had 28 inspections and total fines of $1,470 in fiscal year 2010 and 23 inspections with fines of $3,450 in fiscal year 2009.

Medtronic had no work-related deaths in 2011.

* Incident Rate: The number of work-related injuries or illnesses serious enough to require treatment beyond first aid, per 100 employees working a full year.

**Lost/Restricted Work Day Case Rate: The number of work-related injuries or illnesses serious enough to cause an employee to miss one or more work days or to have one or more work days of restricted duty, per 100 employees working a full year.

Volunteerism and Giving

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Volunteer Grants encourage employees to pursue causes close to their hearts. For every 25 hours of employee service to a qualifying nonprofit/non-government organization, the Medtronic Foundation awards $500 annually. The Foundation also matches employee donations to the organization up to an additional $500.

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For the second year, the Medtronic coordinated United Way Giving Campaigns in 10 U.S. facilities. Medtronic employee contributions increased 13 percent over fiscal year 2010. In total, Medtronic employees and the Medtronic Foundation donated $6.12 million to United Way; a 10 percent increase from the previous year.

The Medtronic Foundation also matched $272,851 in employee contributions made in response to the March 13, 2011 earthquake and tsunami in Japan. Employees from 34 countries donated $146,600 to a fund for Medtronic employees and $126,251 to non-profit relief agencies. The Medtronic Foundation matched their giving through a $272,851 grant to the Japanese Red Cross.