Responsibility

Shining a light on our work in Diversity, Equity, and Inclusion

March 2024

MSD’s Chief Diversity Officer, Celeste Warren, strives to ensure that our policies and practices provide an equal opportunity for all so that our workforce reflects the diversity of the world. This she says “enables us to better understand the needs of the patients, health care providers and customers we serve,”

And that means embedding a culture of diversity, equity and inclusion at every level of the organisation, a commitment that’s central to our business growth as well as to our employees’ well-being.

At MSD in the UK, our work is more than just scientific: we recognise that we have an important part to play in tackling health disparities to drive improvements in healthcare access and outcomes for patients across the UK.

We believe in creating a more equitable and inclusive society where everyone has the best chance of staying healthy and well, regardless of their background, identity and circumstances.

Diversity, Equity and Inclusion (DEI) are at the centre of everything we do and is part of our ways of working. Our employees with shared experiences and their allies come together as Employee Business Resource Groups (EBRG’s). Providing a community and informing change across our business, our EBRGs help everyone at MSD bring their authentic selves to work, and ultimately champion and drive improvements externally in our mission to save and improve lives.

Prioritising diversity and inclusion benefits employees and our business

We’ve made a lot of progress on our diversity and inclusion efforts in our workplace, including:

- Strong membership growth across our 10 EBRGs globally with approximately 21,500 employees who belong to EBRGs, and many of our UK employees are active participants.
- Launch of an internal Ally Resource Centre to provide access to resources and educational materials to support each employee’s D&I learning journey.
- Development of an integrated disability inclusion strategy to create a disability-confident workplace culture where people with disabilities feel accepted, connected and can fully contribute.
- An annual UK Health Equity hackathon, hosted by our LEAD network (League of Employees of African Descent) in collaboration with Eli Lilly’s embRACE brings together over 55 undergraduate students from a range of diverse academic and cultural backgrounds, inviting curious minds to ‘hack’ the problem of health equity, explore potential solutions, and network. As well an increasing awareness of health equity, the event contributes to a pipeline of diverse talent as the winning group are accelerated through the early talent programme assessments.
- Our UK EBRG’s have recently driven the implementation of a new ‘Transitioning At Work’ policy, a new ‘Menopause Policy’ and a mandatory ‘Sexual Harassment’ training programme for all employees
- MSD is proud to be a member of the Patient Information Forum (PIF) and are part of their Trusted Information Creator accreditation scheme (the PIF TICK) – the UK’s only quality mark for health information. We commit that our public-facing materials are produced in line with PIF’s criteria, ensuring that our information is accessible and accurate.

We are on a journey, and are proud to be shining a light on our work so far. Watch our video and follow our stories on social media over the coming weeks.

GB-NON-09023 | February 2024

Our People

A leading people-first employer: Top Employer UK/Europe 2024

January 2024

The Top Employers Institute is the global authority on recognising excellence in people practices and for the seventh year running we have been recognised for demonstrating care for the development and well-being of our people.

What makes us a Top Employer?

MSD is certified in seven countries and growing. Being certified as a Top Employer showcases an organisation’s dedication to a better world of work and exhibits this through excellent HR policies and people practices. The certification covers six HR domains consisting of 20 assessment topics. A detailed analysis of our best practices scored us in areas such as People Strategy, Work Environment, Talent Acquisition, Learning, Diversity, Equity & Inclusion (DE&I) and Wellbeing.

Our top scoring sections were ‘Develop’, ‘Unite’ and ‘Engage’, and we were recognised for some of the important initiatives we have in place in these areas.

In the area of ‘Develop’, our support as well as our employee development programmes have taken us above benchmark, in particular our Talent Growth Framework and LEAD your career programme were identified as exemplar in supporting the individual in their development, acknowledging that development is different for everyone.

In ‘Unite’ we scored highly in ‘ethics and integrity’ and ‘purpose and values’ which is integral to our work as a pharmaceutical company and we were also recognised for our work in DE&I where we scored an increase of 9% from previous year for our approach and strategy. This past year we have focused on developing both ownership and accountability in the DE&I space.

Other stand out initiatives include the work of our Employee Resource Business Groups who have driven the implementation of a new ‘Transitioning At Work’ policy, a new ‘Menopause Policy’ and a mandatory ‘Sexual Harassment’ training programme for all employees.

Our focus on ‘Wellbeing’ includes our mental health network of trained first aiders, our new early talent mental health group and a varied and regular programme of education on available employee support and benefits.

It is an honour to be validated, certified, and recognised as an employer of choice UK and Europe. We will not rest on our laurels but are committed to continuously evolving and improving our people practices.

Top Employers Institute: For a Better World of Work

GB-NON-08845 | January 2024

Partnerships

Eliminating cervical cancer across the UK could save £2.6 billion, new research finds

January 2024

The UK could save £2.6 billion by achieving the WHO global targets for cervical cancer by 2046, landmark new research reveals.

An estimated 3,200 cases of cervical cancer are diagnosed in the UK every year – nine women every day. 99.8% of cervical cancer cases in the UK are caused by HPV, which means that nearly every case of cervical cancer is preventable[i].

Under its global call to action towards elimination, the WHO has set a target incidence of 4 cases of cervical cancer per 100,000 women, to be achieved by countries ensuring that 90% of girls receive human papillomavirus (HPV) vaccination by age 15, 70% of women access cervical screening aged 35 and 45, and 90% of women with pre-cancer and invasive cancer are appropriately treated and managed[ii]. According to the new report – undertaken by OHE and fully funded by MSD – the UK is anticipated to hit these targets by 2046, which would lead to a 23% reduction in the socioeconomic burden of cervical cancer between 2023 and 2046.

The new research comes soon after NHS England’s November announcement that it would be pursuing the elimination of cervical cancer by 2040, noting the potential to save thousands of lives [iii]. And the NHS Vaccination Strategy published in December puts England one step closer to elimination through a range of commitments to improve HPV vaccination coverage rates[iv].

But progress is not guaranteed and there is still a long road to elimination: the latest vaccine coverage data for the routine school-aged HPV immunisation programme in England for the 2022/23 academic year shows that whilst have been some gains, coverage is still behind that recorded pre-COVID-19 pandemic [v].

The report authors call on governments in Scotland, Wales and Northern Ireland to follow England’s lead in pledging to eliminate cervical cancer by 2040 – thereby accelerating the path to elimination across the UK and ensuring equality and consistency in the approach to elimination between the four nations.

To download a copy of the report, click here.

Ben Lucas, Managing Director, MSD UK & Ireland, who commissioned the research, said:

“At MSD, we are dedicated to inspiring country-wide action towards elimination by showcasing the success of areas already hitting WHO targets at the local and national levels. The OHE’s findings on the socioeconomic benefits of eliminating cervical cancer add even more impetus to the race to elimination, but we cannot forget the huge personal impact of this mission. The OHE rightly note the critical importance of overcoming existing inequalities in access to HPV vaccination and cervical screening if we are to make a success of elimination, and I am delighted to see the report set out recommendations on how elimination might work for every part of society.”

[i] Cancer Research UK, Cervical cancer statistics. Last accessed December 2023, available from: https://www.cancerresearchuk.org/health-professional/cancer-statistics/statistics-by-cancer-type/cervical-cancer#heading-Zero

[ii] World Health Organization, Cervical Cancer Elimination Initiative. Last accessed December 2023, Available from: https://www.who.int/initiatives/cervical-cancer-elimination-initiative

[iii] NHS England, NHS sets ambition to eliminate cervical cancer by 2040, 15 November 2023. Last accessed December 2023, available from: https://www.england.nhs.uk/2023/11/nhs-sets-ambition-to-eliminate-cervical-cancer-by-2040/

[iv] NHS England, NHS Vaccination Strategy, December 2023. Last accessed December 2023, available from: https://www.england.nhs.uk/long-read/nhs-vaccination-strategy/

[v] UK Health Security Agency, Official Statistics: Human papillomavirus (HPV) vaccination coverage in adolescents in England: 2022 to 2023. Last accessed January 2023, available from: https://www.gov.uk/government/statistics/human-papillomavirus-hpv-vaccine-coverage-estimates-in-england-2022-to-2023/human-papillomavirus-hpv-vaccination-coverage-in-adolescents-in-england-2022-to-2023

GB-NON-08825 | January 2024

Responsibility

MSD labs awarded certification for sustainable science

December 2023

After a thorough assessment of our equipment, practices, and products, MSD’s LBIC and Crick labs have been certified by My Green Lab.

For our LBIC site, we received the highest level, which is Green, and for the Crick we received Platinum which is the second highest level.

Recognised by the United Nations Race to Zero campaign as a key measure of progress towards a zero-carbon future, My Green Lab Certification is considered the gold standard for laboratory sustainability best practices around the world.

My Green Lab Certification is a proven, scalable program that helps organisations achieve their sustainability goals. It offers tried-and-true methods rooted in science to dramatically reduce the environmental impact of laboratories without disrupting the critical work underway.

Mehriban Akin, Safety and Environment Lead for MSD Research Labs (MRL) in the UK said:

“As we work toward a greener future, we are considering the impact of our scientific operations and striving to undertake our research sustainably to support the health of our planet and its people. Every step counts to make our labs more sustainable and we are committed to doing all that we can to make real and impactful changes to decrease the environmental footprint of our research.”

More information about the program can be found at www.mygreenlab.org/green-lab-certification

GB-NON-08730 | December 2023

Our People

MSD’s 3rd Hackathon: Unlocking health equity

November 2023

Health equity is crucial to ensuring accessible and efficient healthcare. But how can the pharmaceutical and wider healthcare industry work towards combatting disparities?

The Health Equity hackathon, hosted by MSD’s LEAD network (League of Employees of African Descent) in collaboration with Eli Lilly’s embRACE, returned to bring its third annual hackathon to life.

With over 55 undergraduate students attending from a range of diverse academic and cultural backgrounds, the hackathon invited curious minds to ‘hack’ the problem of health equity, explore potential solutions, and network.

The two-day event provided students with valuable insight into the pharmaceutical industry, encouraging them to think of viable solutions to real-world issues that the pharmaceutical and wider healthcare industry are facing.

All teams had the opportunity to present their solutions to a panel of industry experts on complex themes such as; addressing vaccine hesitancy, tackling obesity, and diversifying clinical trials. Finalists were invited to present head-to-head in front of an audience of attendees.

The winning team’s concept focused on how the pharmaceutical industry can support ethnic minority communities to reduce the prevalence of obesity. Their solution involved a detailed and descriptive 5 step programme called LEAN (Lifestyle, Exercise And Nutrition): To Lead A Better Life, which compromised of:

Preliminary Stage
Medication Management
Counselling
Education
Lifestyle Scheme
Review, Quantify and Adjust

It addressed the root causes of this health disparity, analysing the contributing factors that may lead to different health outcomes, debunked stereotypes, and also highlighted the importance of accountability and education; giving individuals the chance to make better informed decisions as well as seek mental health support.

Hackathon winner, Toni, reflected on the day, calling it “a whirlwind of research, collaboration and teamwork.”

MSD’s co-leads for LEAD, Jennifer Dominic and Tobi Adeyemi spoke about the day; “We are proud to celebrate the remarkable work of an incredibly talented group of individuals and firmly believe that representation is the cornerstone of progress, especially in improving health equity and access. Being part of such a significant initiative makes us even more proud.”

“The teams did a phenomenal job – this is the 3^rd year running and the level at which students are thinking and executing continues to blow us away.”

As well as the event raising awareness of the importance of health equity, MSD is proud of the hackathon’s role in continuing to develop partnerships and contribute to forming a pipeline of diverse talent; by attending the hackathon, the participants and winning group will be accelerated through both MSD and Lilly’s early talent programme assessment stages.

Making room for imagination, diversity and inclusion allows us to excel and help foster a positive environment which invests in our future leaders, giving them space to make a change.

GB-NON-08516 | Date of Preparation: Nov 2023

Partnerships

Triple Negative Breast Cancer Matters

November 2023

MSD, with advice and input from the UK Charity for TNBC, has launched the I count: Triple Negative Breast Cancer Matters campaign to ensure that people with Triple Negative Breast Cancer feel that they count and are being counted.

Whilst breast cancer remains the most common cancer in the UK for women^[1] , survival has doubled in the last 50 years^[2], exemplifying the advancements that can be made for patients. Despite this progress, there is more to do.

What is Triple Negative Breast Cancer?

Triple Negative Breast Cancer (TNBC) is a subtype of breast cancer. It accounts for around 10-20% of new breast cancer diagnoses^[^3] and is responsible for 30-40% of all breast cancer deaths,^3] according to international data. TNBC tumours generally spread faster than other types of breast cancer^[^3]. This type of breast cancer disproportionately affects women under the age of 40 and women who are black.^[^4] Due to the younger average age of those with TNBC, many are in the middle stages of their career and have caring responsibilities. A TNBC diagnosis can make a person feel like their world has come crashing down. ^[5]

“I was told that my life expectancy could be as little as 18 months… I remember just lying there all night, all these thoughts about kids going to university, seeing them graduate or get a job or find a partner or get married, you say, well… that’s no longer definitely my future anymore.”

– Becky Pernetta, a patient living with TNBC^[5]

What are the experiences of people with Triple Negative Breast Cancer?

Despite the wide-ranging impacts of TNBC, there is very little published information that focuses on the experiences of people with TNBC in England. We know from speaking to patients, healthcare professionals and those working in the charity sector that many people with TNBC feel their voice is not being heard^[6].

“We feel we’re a bit forgotten about because a lot of the focus has been on hormone positive cancers. When you’ve got triple negative breast cancer, there’s this sense that, well, what about us?”

– Emma Evans, a patient living with TNBC

We also know that there is a significant data gap around Triple Negative Breast Cancer^[7]. The recent data on TNBC published by the NHS^[8] is neither routinely published nor consistent with the common estimate of TNBC prevalence^[9]. The lack of accurate data and information on how many people are living with Triple Negative Breast Cancer in England, and the quality of care they receive, means that it is difficult to quantify the anecdotal experiences of people living with TNBC, so that their voices are not being heard by policymakers.

“The government have to be educated on triple negative breast cancer, to know the differences between that and other types of breast cancer.”

– Becky Pernetta

How can the experiences of people with Triple Negative Breast Cancer be improved?

We have sought to give a platform to the TNBC community through the ‘I count’ campaign. We want to shine a spotlight on TNBC to ensure that people with TNBC feel they count and are being counted by the people and institutions with the power to shape cancer services in England.

The I count campaign sets out a number of recommendations which, if realised, will ensure patients are put first. Achieving this includes more accessible and holistic support, refining treatment pathways and closing the data gap. Ultimately, we want every person with TNBC and their family to receive the very best care and support for them.

You can learn more about the I count campaign and our call to action by downloading thi s infographic.

You can also hear Emma and Mirella’s tell their stories on our YouTube. To find out how you can support the campaign, please contact natasha.silkin@msd.com

This campaign was funded and developed by MSD, with advice and input from the UK Charity for TNBC.

[1] Cancer Research UK. Breast cancer statistics: breast cancer incidence (invasive). https://www.cancerresearchuk.org/health-professional/cancer-statistics/statistics-by-cancer-type/breast-cancer#heading-Zero

[2] Cancer Research UK. Breast cancer statistics: breast cancer mortality. https://www.cancerresearchuk.org/health-professional/cancer-statistics/statistics-by-cancer-type/breast-cancer#heading-Three

[3] Manzano, A. et al. Improving the care of women with triple-negative breast cancer. The Swedish Institute for Health Economics (IHE). 2023 https://ihe.se/wp-content/uploads/2023/03/IHE-Report-2023_2_.pdf

[4] UK Charity for TNBC. What is Triple Negative Breast Cancer and What Does It Mean For Me? https://www.ukcharityfortnbc.org/what-is-tnbc-and-what-does-it-mean-for-me

[5] MSD. TNBC patient testimonial film, 2023, https://www.youtube.com/watch?v=87Ypqf99GIQ

[6] MSD. Narrative Health, commissioned on MSD behalf, conducted interviews with patients on their TNBC support needs in 2023.

[7] National Audit of Breast Cancer in Older Patients. New national audits of primary breast cancer and metastatic breast cancer. https://www.nabcop.org.uk/resources/naopri-and-naome/

[8] NHS Digital. Breast cancer incidence (ICD-10 C50) by hormone receptor status. 2023. https://digital.nhs.uk/supplementary-information/2023/breast-cancer-incidence-icd-10-c50-by-hormone-receptor-status

[9] Cancer Research UK. Triple negative breast cancer.https://www.cancerresearchuk.org/about-cancer/breast-cancer/types/triple-negative-breast-cancer

GB-NON-08612 | November 2023

Our People

Empowering new parents at MSD

November 2023

MSD for Mothers UK proudly launched ‘Parent Packs’, a thoughtful initiative dedicated to easing the return to work for new parents and offering a supportive hand to those on parental leave.

There’s no manual for raising little ones, but support, community, and the confidence to manage it all can go a long way!

Recognising the tremendous value a strong and unwavering support system can have for new parents, MSD for Mothers ‘Parent Packs’ programme centres around sharing experiences, boosting confidence, and providing practical strategies to re-enter the workforce with confidence.

The launch was coupled with an engaging group coaching session facilitated by an award-winning partner. New parents and those on parental leave were warmly invited to our Moorgate and Milton Keynes offices for a session focused on enhancing confidence and equipping parents with practical strategies for a seamless return to work.

The morning wasn’t just productive; it was an enjoyable experience filled with enriching conversations and cathartic moments, contributing to the establishment of a robust, supportive community for MSD’s newest parents

By focusing on shared experiences, fostering confidence and community, and working with individuals to craft a robust re-entry strategy, we are elated and honoured to extend our support to all new parents at MSD!

GB-NON-08517 | November 2023

Our People

Saluting Our Sisters: Black History Month

October 2023

This Black History month, we celebrated the theme of ‘Saluting our Sisters’ with an array of inspiring initiatives organised by MSD UK’s LEAD (League of African Descent) to commemorate the significant contributions of Black women in shaping history, driving change and building communities.

To kick off the month, we celebrated the recent successes of the hackathon, which brought together 60+ students from diverse backgrounds to ‘hack’ the issue of health equity, as well as the LEAD your career alumni programme, which was focused on empowering employees to seize control of their professional growth, embrace diversity and inclusion, while fostering a supportive community.

We also had the privilege of hosting Eniola Aluko at our Moorgate office. She shared her incredible journey from professional football, to negotiating contracts for commercial rights in the entertainment industry, to her groundbreaking role as one of the first female football pundits on Match of the Day in 2014. She also spoke about the importance of embracing failure as a means to propel oneself forward, leaving us with the valuable message that “failure is a bruise not a tattoo.”

Sip and Paint

To add to the celebrations, we invited colleagues for a captivating sip and paint session with a professional artist, focused on the theme of Saluting our Sisters.

The event served as a platform to celebrate the essence of the Black History Month theme, and our community showcased their artistic talents by creating beautiful pieces. The evening fostered a sense of camaraderie and provided an opportunity for connection, learning, and appreciating the significance of Black History Month.

Addressing Maternal Mortality

While our focus during the month was on celebrating our sisters, we also acknowledged there is still work to do.

In collaboration, LEAD and MSD for Mothers invited guest speaker Consultant Daghni Rajasingham, Deputy Chief Medical Officer and Chief Obstetrician, to hold an insightful webinar on the maternal mortality experience and disparities within the UK, and the need for collective action and sharing our stories as a means to raise awareness and bring about meaningful change

Rainbow Reviews

LEAD also collaborated with the Rainbow Alliance for a special edition of a Rainbow Review session. After listening to a podcast interview episode with Chardine Taylor-Stone (award winning cultural producer, black feminist activist & writer), members engaged in conversations delving into the complexities surrounding intersectionality with the aim of fostering a deeper comprehension of the diverse challenges faced by individuals across various intersections and to promote empathy and solidarity.

Connect Day Lunch

To wrap up, LEAD partnered with Chuku’s Tapas, a Nigerian resteaurant with a mission to make Nigerian food and culture more easily accessible, to provide colleagues with an immersive cultural experience. It received raving reviews from our colleagues and we’re excited to have sponsored a new culinary experience!

Black History Month x LEAD UK 2023 was a month filled with impactful events and discussions that honored the contributions of Black women while also addressing the challenges they face. By recognizing their achievements, amplifying their voices, and addressing disparities, we strive to create a more inclusive and equitable future.

GB-NON-08359 | October 2023

Our People

Behind the scenes: Navigating clinical trial operations

October 2023

Ever wondered about the unseen heroes behind ensuring upholding patient safety in clinical trials?

Patient safety lies at the core of every healthcare organisation, and this holds particularly true for our Global Clinical Trials Operations team (GCTO). Their mission revolves around safeguarding patients during clinical trials, maintaining data accuracy, and serving as the vital link between hospitals and MSD. Often unsung, they play a pivotal role in ensuring seamless and safe clinical trials.

To gain a deeper insight into the dynamic realm clinical operations, we sat down with Noorie. A former work experience intern at MSD who has since flourished into a Clinical Research Associate, we delved deep into her professional journey which ultimately lead her to the heart of clinical operations

Interviewer: Noorie, let’s start at the beginning: could you share how your journey began at MSD, especially considering the impactful experience that motivated you?

Noorie: Well, it all began when I was 15 years old. My mum was diagnosed with rheumatoid arthritis and it was absolutely devastating.

Witnessing the profound impact it had on her health was a real eye-opener, and around the same time I decided to go for a work experience at a pharmaceutical company. I was very blessed to be given that opportunity at MSD.

Interviewer: That’s a compelling start. Could you shed some light on your role within GCTO at MSD?

Noorie: Certainly, I’m an integral part of the global clinical trials operations team at MSD. We oversee and manage the operations involved in executing our company sponsored clinical trials.

Interviewer: What inspired you to work at MSD?

Noorie: So when I went to MSD, I got to talk to many different people in different departments. It gave me a big inspiration because I realized, wow, all these people are working to a common goal trying to cure different types of diseases. It’s actually the people who work at MSD that really inspire me. Everyone works together. We’re all working as a team and working with the NHS staff as well. They all know what is at stake. It’s like one big family.

It’s actually the people who work at MSD that really inspire me… it’s like one big family

Interviewer: Your role involves bridging the gap between hospitals and the sponsor company. Could you elaborate on this vital aspect of your role?

Noorie: Yes of course! I work with a lot of NHS hospitals and that partnership is so key. Being the liaison between the hospital and the sponsor company ultimately has a huge impact on patients and the NHS as my role is ensuring sites compliance to study protocol as well as good clinical practice. Ultimately, it’s about upholding patient welfare and safety and ensuring the data is accurate for regulatory approval.

Interviewer: Your workdays seem quite dynamic! Can you give us a glimpse of what your typical week looks like?

Noorie: I’m a Clinical Research Associate or CRA for short. I’m a field based CRA, which means I work around three days at different hospital and two days from home. At these hospitals I work closely with investigators and the team. When at home for the other two days, I’m catching up with admin.

Interviewer: What are the key things you look at when you go to the hospital?

Noorie: When I visit hospitals, my main focus is on data integrity. I’m making sure patient notes, prescriptions, and everything at the hospital matches what they’re entering onto the database. And without having that, we wouldn’t know if the clinical trial is running smoothly.

Interviewer: It’s clear you’re deeply involved with your work. What would you say is your favourite aspect of the role?

Noorie: The highlight for me has been travelling across the UK and Ireland, engaging closely with research nurses, pharmacies, doctors, and the remarkable hospital teams. It’s an enriching part of the job.

Interviewer: And finally, if you had to capture your MSD experience in just three words, what would they be?

Noorie: Innovative, collaborative, and inclusive. It’s one of the main reasons that I continued working at MSD after I graduated from my Masters; it’s been eight years and I’m very happy here!

To learn more about our GCTO Early Talent roles and explore other positions, head to our jobs page

GB-NON-08144 | Date of Preparation: Sep 2023

Partnerships

MSD publishes key report into enablers and barriers to vaccine confidence

September 2023

Gathering insights from communities in Liverpool to drive positive change

Building vaccine confidence at a time when vaccine hesitancy is on the rise, is one of the toughest health challenges we face globally. Even before the COVID-19 pandemic, vaccine hesitancy was listed as one of the top 10 threats to global health.¹ Vaccines save millions of lives across the globe each year by protecting against serious illness and death², and yet despite this, many people remain unvaccinated for various reasons. This project sets out to better understand why this is the case.

To download a copy of the report, click here.

The why’s behind the research:

Global research highlights that coverage of influenza, pneumococcal and COVID-19 vaccination remains particularly low among older aged people from ethnically diverse communities,³ despite older age being a risk factor for serious illness from vaccine-preventable diseases. Whilst national and global catch-up programmes aim to recover from disruptions in vaccination coverage caused by the pandemic, there are still a lack of interventions to improve vaccine confidence within this age group.

Liverpool has one of the highest hesitancy rates in the UK for COVID-19 vaccination,⁴ and the most ethnically diverse population in Cheshire and Merseyside.⁵ Due to the ongoing low levels of vaccine confidence across the city, Liverpool was identified as the pilot location. Several successful vaccine confidence programmes have been implemented across Liverpool, so this project aimed to build on their work and drive further positive change for communities in need.

The first step to improving vaccine confidence in places like Liverpool is to understand the ‘whys’ that influence perceptions, decisions and behaviours surrounding vaccine coverage, so that’s where we started our journey.

Listening to and learning from people on the ground:

Since January 2023, MSD’s Public Health team has spoken to over 60 individuals who form part of the vast, integrated network of people involved in vaccine education and access across Liverpool. People from multiple backgrounds, faiths, professions, and beliefs who are committed to improving the health of local communities helped us better understand the barriers to vaccination and healthcare faced by ethnically diverse communities every day, as well as potential solutions to enable change.

By listening to different communities without judgement or bias, we have been reminded of the importance of nurturing community relationships and fostering an environment of collaboration and trust. During our nine-month journey, not only did we learn a great deal about ethnically diverse communities in Liverpool and the network of health educators that serve them, but we also learnt that asking ‘why’ can be as important as asking ‘why not’ when exploring barriers and enablers to vaccination.

We invite you to join us in working towards building vaccine confidence and understanding the realities of different communities by reading the report here.

Within the report, we have identified ‘Change Makers’, which are activities, approaches and initiatives that we believe have the potential to positively influence existing or future health programmes. As we enter the next phase of this project, we will be using the 12 Change Makers identified to work with communities to develop material outputs that reflect the key recommendations we have observed.

We hope that sharing this report, it can serve as a starting point for learning about the ongoing efforts and tangible change we can make in the future to foster equitable and accessible healthcare, both in Liverpool and beyond.

For more information about this project, please contact corporateaffairsuk@msd.com.

References:

World Health Organization. Ten threats to global health in 2019.
World Health Organization. Vaccines and immunization.
Bhanu C et al. UAR (2021) Vaccination uptake amongst older adults from minority ethnic backgrounds: A systematic review. PLoS Med 18(11): e1003826
Liverpool School of Tropical Medicine. 2022. Liverpool vaccine equity programme marks key milestone with celebratory learning day.
Cheshire and Merseyside Health and Care Partnership. 2020. Ethnicity Profiles in Cheshire and Merseyside.

GB-NON-08135 | September 2023