By developing and delivering a combination of technology, analytics, and expert services utilizing a single, cloud-based platform, we will empower healthcare and pharmacy providers to increase healthcare value and improve patient outcomes.
Omnicell is focused on reducing our own impacts and helping our customers and stakeholders operate more efficiently. Our expertise in developing innovative healthcare solutions should position us well to achieve our climate change goals and our customers’ demands for sustainable business performance.
Recognizing climate change is a risk for everyone, our goal is to actively contribute to efforts to limit global warming and realize a 1.5° Celsius future by 2030. While the biggest impacts we can achieve will be through our downstream partners, we will undertake our best efforts to innovate efficiently, adopting an ESG by Design philosophy as we explore new ways to develop and deliver our products and services to the communities we serve.
Leveraging our Risk Management (RM) strategy to address climate risk, we can be nimble and innovative in addressing material climate risks to our business. Our annual risk assessments and risk-mitigation exercises provide an opportunity for every Omnicell business unit to present real or potential risks to our RM team, as well as the opportunity to rank those risks according to their likelihood and severity.
Our RM team then prioritizes and develops a mitigation strategy, in collaboration with the affected business units, to address those risks. Our global Environmental, Health, and Safety Management System (EHSMS) Planning Process requires a risk-based assessment of all Environmental, Health and Safety (EHS) opportunities and an annual review of that assessment. While there is an opportunity to include climate in the robust risk-assessment process that we already conduct, in 2021 we completed comprehensive climate-risk assessments of four of our manufacturing sites: Bochum, Germany; Milpitas, California; Warrendale, Pennsylvania; and St. Petersburg, Florida. Based on those climate-risk assessments, we are implementing counter-measures to address disruptions in the transport of materials and products, where appropriate, as well as educating the local communities, as applicable, on climate-related risks that may impact them. Our Supply Chain management team has also undertaken risk assessments in the supply chain, identifying opportunities to expand our network of suppliers so that we do not depend on sole source suppliers in the long term. With these assessments completed, as well as with Board of Directors oversight of our Corporate Responsibility initiatives and the organizational risks we face, we believe Omnicell is prepared to anticipate and manage climate-related risks our business may face now and in the future.
In 2021, our Scope 1 and Scope 2 GHG emissions totaled 11,697 tonnes of CO2e, representing a 6% decrease from our base year 2019 emissions of 12,465 tonnes of CO2e. As in 2020, our 2021 consumption data was affected by the work-from-home mandates we implemented at Omnicell for employee safety during the pandemic.
Our carbon intensity, as measured in total GHG emissions per million dollars of revenue, was also impacted by our work from home mandates, as well as changing weather conditions. We are not yet able to identify a clear pattern between GHG emissions and revenue, particularly with the change in our work environment due to the impact of COVID-19 on our global workforce.
We are dedicated to actively contributing to global efforts to achieve a 1.5° Celsius future; this requires us to understand our global emissions, as well as the current and potential future risks that climate change poses to Omnicell’s direct operations and value chain. By gaining this understanding, we will be able to implement approaches and mitigation plans that can build resilience into our business. This includes developing an understanding of how climate variability can impact our year-to-year sales across all our distribution channels, as well as affecting our ability to source materials for our products.
Streamlining standards and systems into an integrated, global EHSMS allows us to ensure data reliability and gives us the ability to monitor progress against goals by leveraging common standards and terminology within Omnicell and among our industry peers.
Our Vice President of Corporate Responsibility is the executive with oversight of our EHS program, and the Board of Directors oversees our CR initiatives to help us anticipate and mitigate climate-related risks.
Our energy consumption is largely attributed to building lighting, heating, and air conditioning, in addition to powering our data centers. We also have significant opportunities to improve our GHG emissions generated from our travel profile. We measure our Scope 1 & Scope 2 greenhouse gas emissions across Omnicell’s operations, including from owned and leased buildings and data centers. Our GHG emission mitigation efforts include energy efficiency projects, reducing energy consumption technologies in operations, renewable energy procurement, and a continuing assessment of our energy consumption and ways to reduce impact.
Core to Omnicell’s Global EHSMS program is our adoption of the ISO 14001 Environmental Management System (EMS) and ISO 45001 (Health and Safety Management) standards. Our EHS program is focused on identifying risks and opportunities across our global operations and conducts annual audits and monthly monitoring, including certifications of our locations and products. In 2021, we finalized our combined Global EHSMS, which meets both ISO 14001 and 45001 standards.
In 2021, we achieved ISO 14001 certification at our Trieste, Italy, location, and we will continue to extend the scope of our new Global EHSMS to all locations globally, including the new ReCept, FDS Amplicare, MarkeTouch, our Omnicell 340B and international locations where we are yet to be formally accredited.
Our Scope 3 emissions span Omnicell’s value chain, focusing specifically on materials emissions categories such as purchased goods and services (such as data centers and IT services), our use of purchased goods, emissions among our suppliers, and employee travel.
We are continuously devising strategies to integrate sustainability considerations into the design of our products to minimize lifecycle environmental impacts, implementing sustainability requirements into our supply chain contracts, and reducing the impacts of employee travel through various means, including the possibility of remote servicing and communications, as well as the potential for carbon offsets for air travel.
We are not yet able to identify a clear pattern between GHG emissions and revenue, particularly with the change in our work environment due to the impact of COVID-19 on our global workforce.
Hired an EHS Engineer with deep experience and background
Applied for our multi-site ISO 14001/ISO 45001 site certification
Launched a survey to suppliers representing the top 80% of our business by spend to collect initial inputs and data regarding GHG emissions and reduction initiatives
Implemented our Global EHSMS
Moved conflict mineral verification and reporting to the Corporate Responsibility function
Achieved site certification to ISO 45001 for our Milpitas, California manufacturing operations
Achieved site certification to ISO 14001 for our Trieste, Italy facility
Case Study I
In 2021, our Professional Services team undertook a significant upgrade to how we ship and install our XT cabinets. Inspired by issues observed by our installation teams, as well as feedback from customers, we developed a new approach to reduce waste and improve efficiency in how we deliver and set up these cabinets. By shipping bins and dividers already in place on shelves (rather than in boxes), eliminating plastic bags for dividers, allowing customers to opt out of receiving accessories they wouldn’t use, and working with customers to fine-tune their order to eliminate the need for replacement and supplemental accessories, we effectively reinvented how we deliver and install these products. Over the course of 2021, we eliminated the need for more than 400,000 boxes (saving $800,000 in spending on kits as well as reduction in consumption of box materials), reduced our expenditures on kits by $247,000, and freed up significant man hours that we could then dedicate to customer service and training. We expect to see even greater improvements in 2022 – and the program was so successful that it helped kickstart a campaign to look at other areas of the company where we could minimize waste and improve the efficiency of our operations.
Problem: Kit contents duplication/excess accessories, packaged unnecessarily in heavy gauge cardboard boxes, causing unnecessary cost, Service Install (SI) and Return Merchandise Authorization (RMA)/Scrap, environmental waste and inefficiency during insta installation process, and customer inconvenience.
Solution: Accessory kits quantity reduced, Eliminated cardboard packaging, Reduced SI & RMA’s/Scrap, Decreased installation time, Eliminated customer inconvenience, Environmental waste reduction of >110k lbs per cabinet.
Case Study II
In 2021, our Employee Environments group completed an LED lighting upgrade at our Thornhill facility in Warrendale, Pennsylvania. In addition to providing an improved work environment in several areas of the facility, it also upgraded emergency lighting infrastructure. By completing this project, we anticipate significant reductions in our energy use and maintenance costs, totaling an estimated 100,000 kwh (360 GJ) reduction annually resulting in approximately 70 tonnes CO2 equivalent decrease. In 2021, we also completed an HVAC upgrade that began in August 2020. Through that project, we reduced our energy use by 18% during our peak HVAC months of June through September.
Case Study III
As part of an initiative to simultaneously reduce costs and environmental impacts, our Service Supply Chain team in 2021 switched to using regional recyclers, rather than shipping decommissioned cabinets across the country to be recycled in Illinois or Pennsylvania. By shifting to regional recyclers, we now have access to 14 recycling facilities, which has resulted in an average of 700 fewer miles traveled per shipment, and an average reduction equivalent to one metric ton of CO2 per shipment.
Our goal is to continue to identify gaps within our structure, process, and tools that will allow us to take meaningful action that drive and improve outcomes. By emphasizing support for our workforce, we aim to be able to attract and retain the best talent, empower our people to do their best work, and create products that meet our customers’ needs, all of which further advance our company Mission.
Omnicell also recognizes the Right-To-Work requirements in those jurisdictions that require it. No employee can be required to join a labor union as a condition of receiving or retaining a job. No employee will be denied employment on account of membership or non-membership in any labor organization or on account of an agreement requiring union membership or paying of dues to a union.
Diversity, Equity, & Inclusion
Omnicell is committed to creating and nurturing a work environment that is diverse, equitable, and inclusive to all employees, regardless of gender, race, ethnic origin, religion, age, or sexual orientation. This also includes wage parity and equity and ensuring non-discrimination across Omnicell’s operations.
While still early in our journey, Omnicell is taking action, creating intention, and dedicating resources to DEI&B. In 2021, we continued to build out our DEI&B capabilities. We created a Diversity Governance body, and appointed our first head of Diversity and Inclusion to guide progress in this area.
An ongoing goal of this work is around developing the capabilities to make data-driven decisions that further improve our DEI&B work, but our first task involves developing a baseline from which to measure progress. We are starting to develop a scorecard of metrics – such as ratings on job platforms like Glassdoor – that will empower our leadership to act. In 2021, we developed a framework that will allow us to move from our current, nascent state to one that is robust and integrated throughout our operations by 2025.
Throughout 2022, we will continue to communicate our support of and work toward building a culture of inclusion. We are sharing resources around DEI&B initiatives and diversity-focused topics, such as heritage months, across our internal communications channels, and we regularly spotlight our employees’ stories on our social media networks.
We promoted partnerships with two women in technology organizations in Q4 2021, both of which we plan to leverage further in 2022.
Additionally, we promoted our intern program with a goal of hiring female engineers. In 2021, 20% of our intern class consisted of females focused on technology.
Talent Recruitment & Retention
Omnicell is able to remain an employer of choice and attract and retain top talent by providing opportunities to promote professional growth and learning among new and existing employees, and matching employee skills with the needs of the business.
We provide comprehensive job and leadership skills training through Omnicell University. The job skills program includes technical, writing, and management skills for all employees to help them better manage their career at Omnicell. Additionally, during the pandemic, we shifted our in-person New Employee Orientation program to a virtual option, which allowed us to improve the experience for our global participants. The sessions take place over two to three days, with key segments delivered by company executives, including our founder and CEO, Randall Lipps. This personal approach to onboarding new employees supports our strong culture and value of “Relationships Matter,” providing employees with a deep overview of key policies such as our ethics & compliance, quality, privacy, security, environmental health & safety, as well as subject matter expert insights into our product lines and services.
We are working to enhance our reputation and branding as an employer, in part by building out the employee value proposition – something that will improve our recruitment and retention of talent. We have also expanded our commitment to partnering with historically Black colleges and universities and veteran and military outreach organizations to bring qualified candidates to Omnicell. Our Talent Review process is also undergoing modernization to measure leadership potential, align on development commitments, and assess pipeline health with an organizational launch in Q3 2022.
We find our talent rewards program is competitive, including a Management by Objective (MBO) program that awards bonus compensation on a quarterly basis for employees’ successful completion of goals that help advance our business strategies. We are also launching our new ASPIRE Performance Review process in Q2 2022, which provides quarterly feedback and ratings based on accomplished results and a demonstration of Omnicell’s organizational values and supporting capabilities. An annual average of results links to merit awards, supporting our pay-for-performance philosophy. This robust onboarding, training, development and compensation approach is intended to assure our employees of the investment we make in their success at the organization, which we hope will provide a high level of employee engagement.
Omnicell conducts regular anonymous all-employee pulse surveys, administered by an independent third party, to help us measure the overall engagement and satisfaction of our teams. In 2021, Omnicell achieved an Employee Satisfaction (eSat) score of 74, which is at benchmark for global technology companies. These results demonstrate that our employees believe in Omnicell and its Mission and would recommend Omnicell as a great place to work.
We conduct quarterly check-ins with our employees to ensure our workplace culture is motivating, fun, inclusive, and rewarding. The insights we receive from our pulse surveys have been invaluable in understanding the mood of our organization. This ongoing feedback allows Omnicell to gauge what is working well for our employees and where we need to improve.
As we focus on our attrition rates, our management team recognizes the difference between regrettable losses and the loss of our high performers. We are focusing our energies on working to understand why employees who perform at a high level leave the company.
Employee Well-Being & Engagement
The last two years have brought unprecedented challenges to our workforce in their personal as well as professional lives, and have underscored the importance of caring for our employees at every level. We continue to conduct our employee engagement surveys, although we have worked to reimagine the survey structure and data to improve response rates and quality.
These past two years have also re-energized our leadership’s focus on, and commitment to, implementing changes based on survey responses to improve employees’ well-being and work-life balance. We are offering free mental health counseling and referral services through the Employee Assistance Program, and have provided free access to the award-winning Headspace meditation and mindfulness app. We are piloting “no-camera days” for virtual meetings on Fridays, have implemented quarterly “recharge” days giving all employees the day off with pay, and are sharing resources on recognizing and avoiding burnout through our internal communications channels.
For employee health and safety, in 2021 we normalized our EMS and Global EHSMS documents into a single global standard, and implemented the ISO 45001 OH&S Management System in our Milpitas, California facility. We plan to implement the ISO 45001 standard at all locations globally in the coming years. We will prioritize our employees’ insights and participation with our EHS development to improve overall adoption. We will continue to conduct pulse surveys of our workforce to ensure we are meeting their expectations and addressing their needs.
Omnicell Cares Program
Omnicell was founded on a social mission – and being driven by our Mission is one of our company’s core values. We are guided by our passion, desire, and humility to solve problems that impact millions. We seek to lead through change and endeavor to solve big problems in bigger and better ways. Our company’s values guide our behavior, decision making, and enable our strategy. We are actively exploring collaborative partnerships with some of our customers, as well as nationally and internationally recognized healthcare nonprofits, to work together on healthcare issues and outcomes. We are emphasizing a strong focus on healthcare that is all-inclusive and crosses all demographics, while allowing for localized participation and events.
Omnicell makes a difference in our communities through charitable donations, volunteerism, and other means. Omnicell has partnered with YourCause®, an employee giving and volunteering platform that serves as a one-stop shop for Omnicell’s charitable efforts and initiatives. This partnership allows Omnicell and its employees achieve a global impact on both an organizational and societal level through elevating visibility of consolidated efforts for donations, including company matching, in-kind donations, and volunteering. This tool provides a holistic view of all philanthropic efforts and further enables transparency and measurability as efforts can be assessed in real-time, and reported in one place. Omnicell has additionally committed to absorbing the costs of charity support fees and domestic merchant fees to optimize the positive impact to these organizations.
Our Omnicell Cares program plans to continue to support the National Kidney Foundation, American Heart Association, and in 2022, the Susan G. Komen Foundation and the American Red Cross. Our total giving budget for 2022 will exceed $500,000 across the organizations we plan to support.
How Will We Deliver Our Objectives
Knowing this, Omnicell strives to foster a culture where ethical expectations are clearly and frequently communicated to all employees and reinforced on a regular cadence. All employees at Omnicell are held to the same standards, from the C-suite to the employees working the front lines and interfacing every day with our customers. We encourage an open and trusting environment, where employees are empowered to speak up if they encounter a situation that is inconsistent with Omnicell’s Purpose, Mission, Vision & Values.
Identify, prevent, and mitigate risk to Omnicell, ensure company-wide compliance and governance, implement Omnicell’s strategic approach to Corporate Responsibility and assist Omnicell in creating, preserving, and realizing value
Of paramount importance to Omnicell and our stakeholders, we will continue to protect the data of our employees and stakeholders:
Increase investments in network resilience and zero trust
Continue to maintain the employee phishing attack testing failure rate to below 10% year over year
Business Ethics
Omnicell defines business ethics as the organizational standards, principles, sets of values, and norms that govern the actions and behavior of all individuals in the business organization. This includes preventing anti-competitive practices; complying with regulatory authorities and regulations; and actively working against corruption, extortion, and bribery.
We expect our employees to demonstrate honesty and truthfulness at work, hold themselves and others to the highest standards, keep commitments, follow our processes, always act with integrity, and never compromise our values for business reasons. In order to embody these standards, we have implemented and conduct annual attestations to our Code of Conduct, Anti-Corruption policy, and related ethics policies.
Our global Compliance Steering Committee meets quarterly, comprised of senior executives of the company. The Vice President of Corporate Responsibility reports quarterly to the Corporate Governance and Audit Committees of the Board of Directors on compliance initiatives, privacy/data security, and risk management activities, and our business areas with the highest levels of customer protected health information (PHI) undergo rigorous SOC 2 Type II auditing annually.
The Office of Corporate Responsibility maintains and implements formal risk-assessment procedures for intermediaries, consultants, and suppliers. We use technology and automated tools to monitor and report on compliance matters.
All Omnicell employees receive training on the Code of Conduct when they join the company as well as annually thereafter, and are required to provide annual sign-off to confirm they have read and understand the Code. We expect our employees to understand and abide by the requirements in the Code to ensure ethical business practices and compliance throughout our organization. We also conduct proactive Anti-Corruption Policy compliance assessments each year across all business operations.
Sourcing
In our relationships with our suppliers, The Omnicell Procurement Policy supplements our Code of Conduct, and sets forth the standards and practices that Omnicell Suppliers are required to uphold. We continue to update our Quality Audit checklist to ensure it includes the social elements of our Supplier Standards. Omnicell is committed to helping our suppliers comply with these standards, and in turn, we expect our suppliers to apply these standards to their own suppliers. Omnicell follows the Organization for Economic Co-operation and Development (OECD) due diligence guidelines for responsible sourcing of raw materials.
Data Privacy & Cybersecurity, & Network Resilience
Protecting customer patient data is central to our success as a business and a responsible corporate citizen. We prioritize employee, customer, and patient data protection and privacy to safeguard individuals’ rights of privacy by limiting the types of information gathered and how we obtain, use, and store their information.
Omnicell’s privacy framework is a combination of privacy and security standards derived from NIST, GDPR, and CCPA. Omnicell selects the highest applicable standard pertaining to each privacy and/or security principle, including notice, consent, least privilege access, and others. For product launches that require the use of PHI, we conduct a thorough privacy and information security analysis during our PPGM process that includes a privacy impact assessment, a security threat analysis, and ongoing risk assessments and analyses at each stage gate to determine whether the standards required for safe and secure transmission of data are met with each step in the PPGM process and subsequent commercial releases. All PHI data is encrypted in transit and at rest, whether on-premise or in the cloud.
Noting that climate change has resulted in more severe weather events, such as significant wildfires on the west coast of the United States, and more severe hurricanes and tornados on the eastern side of the United States, we also conduct routine Business Continuity & Disaster Recovery (BC-DR) exercises on a quarterly basis, testing our network and resources for both cyber and physical risk events each quarter.
Our company policies and practices secure customers’ PHI records and other personally identifiable information. This includes managing reliable information networks for Omnicell’s cloud-based solutions – especially those that support critical infrastructure and public goods – to reduce and rapidly respond to systemic risks and disruptions, including programming errors or server downtime.
Product Security Framework
For Services in the Cloud
Recent High Profile Zero-Day Attacks Such as PrintNightmare
HITRUST & FedRAMP Certification
In 2021, we introduced several new privacy and security trainings to ensure our employees are up to speed on best practices for protecting customer and patient data. Trainings included HIPAA privacy and security rules for Accounts Payable and business associates, hard drive handling, defending against phishing attacks, data privacy protection rules in California and Canada, the GDPR in Europe and the UK, and more. Nearly 12,000 training sessions were begun, with 97.1% of those sessions completed.
A key aspect of data security is being transparent when incidents and/or breaches occur. Omnicell employees regularly report any potential security incidents that take place to the Office of Corporate Responsibility in order to ensure trust in our data handling. Between January 2020 and January 2022, we averaged 5.6 security incidents per month, and no breaches committed by Omnicell.
We focus our innovation on expanding access to integrated care, improving equitable access to our products and services, product quality and safety, and ensuring responsible product design.
These innovations help us achieve A Better Way of providing health care, and advancing our vision of the Autonomous Pharmacy. We believe our EnlivenHealth solutions are a perfect example of leveraging advanced technologies to streamline and automate pharmacy operations. Our Medication Synchronization [(Med Sync)] system, for instance, has improved the basic but inefficient process of managing medication refills and pickups, and research has found that Med Sync programs lead to a 9% reduction in medical costs, and that patients enrolled in a Med Sync program were three times more likely to adhere to their medication therapies.
To date, we have engaged more than 50,000 local pharmacies with our EnlivenHealth technology solutions, which reach 75% of pharmacy patients in the U.S., advancing the improvement of healthcare access, quality outcomes, and affordability.
EnlivenHealth Patient Engagement
EnlivenHealth Patient Engagement includes clinical solutions such as CareScheduler, Medication Synchronization, Immunization and Scheduling, Targeted Patient Interventions, Medication Therapy Management, Opioid Mitigation Solution, and an Omnichannel communications platform, which enables tailoring patient contact to individual preferences. Additionally, we believe our recent acquisition of MarkeTouch Media’s mobile and web-based technology and patient engagement solutions will strengthen the EnlivenHealth suite of industry-leading software-as-a-service solutions.
The recent acquisition of FDS Amplicare adds financial management, analytics, and population health solutions to the EnlivenHealth solution. As retail pharmacies continue to play an increasingly vital role in population health following the onset of the COVID-19 pandemic, EnlivenHealth and FDS Amplicare have extended solutions to assist with vaccination programs, testing protocols, patient engagement, and Medicare health plan selection support for patients.
Access to Care: Integrated Care
Omnicell is dedicated to continuing our journey to A Better Way, and a critical aspect of that is developing and partnering with others to create medical technologies that improve patients’ lives. We bring together inputs, delivery, management, and organization of services that improve every aspect of medical care, including diagnosis, treatment, care, rehabilitation, and health promotion.
Access to care is a significant obstacle for people around the world, and particularly in developing nations. Omnicell is leveraging our expertise and partnerships to develop and implement a strategy that will expand our product and service availability in underserved communities. The healthcare industry continues to experience a significant degree of consolidation, with healthcare providers combining to create larger healthcare delivery organizations to achieve greater market power. We believe this trend has increased the market’s need for integrated medication management solutions on a single platform to help improve patient and financial outcomes for both inpatient and outpatient settings. Our portfolio of connected devices, digital workflows, analytics, and experts, combined with innovation, is designed with this objective in mind.
In order to expand our reach and provide more service to more customers, we are developing a data-centric communications strategy that helps our customers understand what Omnicell can offer them now as well as where our journey will take us together. By helping customers understand our mission and the value of adopting our products and services, we believe we can help improve care for all.
In 2021, we continued to accelerate our development of the Autonomous Pharmacy. Designed to replace manual, error-prone processes with a single, cloud-based platform and advanced service offerings, the Autonomous Pharmacy will help our customers harness the power of data and analytics to deliver improved patient outcomes.
Omnicell’s commitment to deliver on the vision of the Autonomous Pharmacy is expected to lead to a better standard of care for everyone. The Autonomous Pharmacy integrates a comprehensive set of solutions across three key areas:
Equitable Access to Products & Services
Improving access to care requires us to provide equitable care – care for all is part of our Mission. We are working to make Omnicell’s product and services more affordable, through product innovation and public health initiatives, and partnering with organizations to close the digital literacy gap and provide our technology as a public service.
Our success in reaching underserved communities and economies is largely driven by our Omnicell Cares program, which harnesses our employees’ passion to raise money and collect donations for prominent charities, healthcare-related causes, and support for families in need in the wake of natural disasters and the pandemic.
In 2021, we developed a strategy to expand the availability of our products and services to low- and middle-income communities as well as underserved regions of high-income countries. Partnering with our Advanced Services and Sales teams, we will create a charitable product-donation program that will expand equitable access to our products and services by repurposing end-of-lifecycle and/or replacement products for disadvantaged communities. We expect to fully implement this program by 2024.
Sustainable Development Goals
Omnicell is also committed to supporting Sustainable Development Goal (SDG 3) (Good Health & Wellbeing) through our core business. Through our innovative products and services, we support improving the access to medicine and health-care services, particularly in underserved and underfunded communities around the world. (SDG 3.3 – By 2030, end the epidemics of AIDS, tuberculosis, malaria and neglected tropical diseases and combat hepatitis, water-borne diseases and other communicable diseases)
We further understand our responsibility, through our innovative advanced services offered by EnlivenHealth, to proactively support our customers and their patients to facilitate the improvement of health outcomes. Our non-acute solutions are helping clinicians, Pharmacists and Doctors keep people compliant with their medications – and therefore preventing illness – through our text reminders and other automated functions offered by EnlivenHealth. Being able to access doctors, nurses and meds at a local pharmacy is far better for patients with modest means than having to go thru the Emergency Department at their local hospital or mental health clinic. (SDG 3.4 – By 2030, reduce by one third premature mortality from noncommunicable diseases through prevention and treatment and promote mental health and well-being)
We also recognize that our core Purpose supports the improvement of access to medicine and health-care through reducing cost of medicine and health technologies. (SDG 3.8 – Achieve universal health coverage, including financial risk protection, access to quality essential health-care services and access to safe, effective, quality and affordable essential medicines and vaccines for all)
Product Quality & Patient Safety
Our commitment to product quality and safety is documented in and implemented through our Global Quality Management System (QMS), which aims to ensure that we consistently produce high-quality products that meet or exceed our customers’ requirements. Omnicell’s QMS is the foundation that ensures our business processes are structured to consistently deliver superior technology and services to our customers.
We are committed to ensuring the safety, conformance, and quality of our technology and services, which requires every employee to be engaged, to understand their responsibility, and to be empowered to act to help our customers deliver the best possible outcomes. Omnicell adheres to the highest industry standards and has achieved ISO certification for our QMS, including certification for solutions classified as medical devices, which require regulatory conformance.
Responsible Product Design
We use care to design products with special consideration for their environmental and social impacts throughout its lifecycle. We aim to design our products to minimize their environmental footprint while maximizing positive health outcomes. We are continually striving to incorporate innovative processes and materials – such as recycled materials instead of virgin plastics – and reducing material waste in our product design, packaging, and manufacturing processes.
As we perfect new practices and processes, we will ensure they are codified in our PPGM to drive adoption and consistency across our operations. As part of our responsible product design work, we have set a goal to develop plans by year 2023 for minimizing the environmental impact of in-scope new products.
Representative Case Study
In 2021, our St. Petersburg Consumables Medication Adherence product lines began implementing a new product design that allowed us to transition from polyethylene terephthalate glycol (PETG) to recycled polyethylene terephthalate (RPET) in our blister packaging, with significant reductions in Omnicell’s reliance on virgin plastics. In 2021 alone, we have been able to transition more than 82% of our blister volume to RPET, and we will continue this project in 2022.
