Corporate Social Responsibility: Employees and Communities

We support the health of our employees, patients and the communities we touch.

Our vision for a healthier world begins with patients and extends to our employees. We know that when our employees are healthy, not only do they enjoy their own lives more, but they help create healthier communities. As a team, we work to create healthier communities through access to care, and by giving back – both with our money and our time.

Our people

We support healthy lifestyles for our employees and their families, and we design workplaces that are safe and secure. Beyond our facilities, a healthy workplace also means opportunities for employees to thrive and succeed.

Our people are the key to our success. We aim to be an employer of choice and to help employees leverage their strengths. To support their growth, we provide regular feedback and training. And we work to create an inclusive culture, so employees can bring their authentic selves to work.


McKesson's Workforce



  • Female: 64%
  • Male: 36%
  • Unspecified: <1%


  • >50 Years: 28%
  • 30 – 50 Years: 48%
  • <30 Years: 24%

U.S. Ethnicity

  • White: 47%
  • People of Color: 35%
  • Unknown/Unspecified: 18%

Advancing employees’ well-being

We offer programs that advance the physical, mental, financial and social well-being of our employees and their families. We focus on engaging all, and we measure our success through the annual global Employee Opinion Survey, which had response rates up to 90% in FY18.

We know healthcare systems are different in different countries, and our programs reflect that. For example, in Canada and the U.S., our programs include an annual health review, an interactive wellness portal and an employee assistance program. In those countries, we also provide free fitness trackers that connect to an online wellness platform, organize health challenges and maintain a network of employee Wellness Champions. We also help employees plan for retirement, whether they’re far along in your career or just starting out.

Opportunities to grow

McKesson wants our employees to be excited about their careers, so we invest heavily in employee growth and development. That means rewarding job assignments, one-on-one feedback from managers and opportunities for continued learning.

When it comes to career development, we focus on shared goals and individualized feedback. Each goal ladders up to our overriding goal: to advance healthcare in support of better health for all. We establish clear goals and regularly measure their achievement, and compensation increases are tied to their success. Besides holding annual (or more frequent) one-on-one performance evaluations, we encourage managers to provide ongoing coaching.

Training is important to career development. It helps employees succeed in their roles and prepares them for new challenges. It strengthens managers' coaching and management skills. Besides classroom training, we also offer classes through WebEx and fully online courses, so employees can learn when it fits their schedules. In FY18, our employees completed more than 211,000 hours of training (across Canada, Italy, Norway, Slovenia and the U.S., all countries that are included in centralized learning management platform).

We are always on the lookout for high-potential employees, and we have processes to help them advance. Through training, we encourage leaders to embrace diverse perspectives and lead inclusively.

In North America, programs like Leaders Teaching Leaders and Women in Leadership include training, coaching and 360-degree assessments. These courses support not only the careers of future leaders, but also those of the employees in their organizations.

In Europe, we developed the Start, Grow, Drive and Expert programs to promote talent and grow McKesson’s international talent pool. Start, Grow and DRIVE are for managers, while EXPERT supports specialists in expanding their knowledge and tackling increasingly complex challenges.

In our transformative healthcare landscape, we know it will take the best and brightest to keep us ahead of the curve. Our diversity and inclusion strategy focuses on building a strong pipeline of future leaders, whose diverse backgrounds and viewpoints infuse innovation, agility and creativity into our company.

Keeping workplaces safe and secure

Patient and employee safety is the foundation for all our work at McKesson. That’s why we incorporate health and safety into all parts of our operations.

We start by being proactive. Our Security and Safety department in the U.S. continually monitors our environment to identify potential risks, so we can prevent and mitigate them. That includes having procedures in place and investing in equipment for physical and electronic security.

In North America, we routinely assess all our key facilities to make sure they follow our established security and safety standards. If we identify a vulnerability, we document it and the facility prepares a plan to address it. Across facilities, we prepare a monthly Safety Indicator Dashboard to measure conformance to our standards.

In FY18, our distribution centers in the U.S. had a 96.8% effectiveness rate in injury prevention programs, including joint health and safety committees, periodic self-inspections and employee training.

Reducing workplace injuries

The first step to reducing workplace injuries is preventing them. In distribution centers, we focus on initiatives like safe lifting and pre-shift stretching. We focus on ergonomic design, as well as slip, trip and fall prevention.

In the U.S., injury rates (number of recordable injuries per 100 employees) improved in both distribution centers and offices during FY18. Total recordable injuries declined by 13%, and lost time injuries declined by 14%.

In Canada, the injury frequency rate remained the same from FY17 to FY18. The severity index increased from 10 to 13, which remains low (the severity index is from 1–75). This small increase was due to missed opportunities to offer modified work to some employees following their injuries. The team has developed an action plan to address this issue in FY19 and beyond.

Training is the cornerstone of safety

Across McKesson North America, we foster a “working together, protecting together” culture. Our safety training programs are for employees at all levels. Throughout their time at McKesson, employees learn to identify and control hazards they may encounter at work or at home. They also receive specialized training related to their role, environment or the equipment they use. Just as we continually update our processes, we update and add new training programs, and we train managers to coach employees on safe work practices. In FY18, U.S. employees completed 55,502 safety training courses.

In FY19, we’ll continue to provide a safe and secure work environment for our employees and, by extension, for the customers and patients who depend on us.

By helping people access quality healthcare at lower cost, we help make better health possible.Access to healthcare

Across our company, we champion programs that help people access quality healthcare at a lower cost. Here’s how:

Bringing online doctors to patients: In the U.K., our LloydsPharmacy business offers online access to healthcare. Patients go to the website, choose a treatment they would like to receive and answer a series of questions. That information is examined by a doctor, who runs it through a sophisticated clinical algorithm that determines if it is safe to prescribe the medication. If the doctor needs to know more, he or she can send a personalized message to the patient in seconds. After the doctor approves the medication, he or she electronically signs the prescription. Patients can opt to either pick it up or have it delivered to their home.

To keep the algorithms as safe and efficient as possible, they’re constantly updated. Besides convenience and less wait time, this service gives patients discretion for sensitive topics, such as hair-loss treatment and sexual health.

Bringing electronic health records to First Nations families: In Canada, Jordan’s Principle is a rule designed to make sure First Nations families have equal access to healthcare. The Cowichan Tribes of Vancouver Island realized that without access to their own health information, it would be difficult to take an active role in their own healthcare. That’s why they partnered with McKesson Canada’s RelayHealth on Closing the Circle of Care. The project honors the tribes’ teachings, which include working collectively for improved health. With RelayHealth, tribe members now have secure access to their health records, along with the ability to directly message their healthcare providers online.

Caring for patients in rural settings: Rural areas often have an older population with a greater need for managing medications, yet they have less access to pharmacy services. In the U.S., McKesson’s Health Mart business supports more than 4,900 pharmacies across the country, with nearly 30% located in rural communities. Health Mart is a franchise program that helps independent pharmacies compete with chain and mail-order pharmacies. McKesson helps Health Mart pharmacies get competitive reimbursement rates. Other services include branding, in-store marketing advice and peer support.

Keeping rural pharmacies healthy is only part of the story. In many communities, the pharmacist is the first line of defense for patients. Yet regulations are inconsistent across U.S. states. For example, in some states, pharmacists can give vaccinations but not in others. In the U.S., McKesson advocates with policymakers for consistent licensing rules across states. The goal is to make care more accessible—and help shift it to lower-cost settings.

Caring for our communities

Giving back is a great way to build healthier communities. We provide opportunities that encourage and support employee volunteering and giving. Our programs are built to reflect our focus on better care, whether that means celebrating our Community Heroes or responding to emergencies.

Giving back, with a focus on better health

At the end of FY18, McKesson committed $100 million to a newly formed foundation to help fight the opioid epidemic. The new foundation will identify actions that can be taken to stem the epidemic and drive meaningful solutions, such as focusing on education for patients, caregivers and providers, addressing key policy issues and increasing access to life-saving treatments. Its work will be overseen by a board mostly comprised of outside directors, including healthcare and subject-matter experts to ensure the foundations's work reflects diverse perspectives and approaches to addressing this epidemic.

Besides our $100 million commitment, in FY18 McKesson contributed $4.3 million in cash and merchandise to support a variety of charitable organizations in the U.S., Canada and Europe. McKesson also invested $10 million in the McKesson Foundation (separate from the new foundation).


Volunteering Highlights


14,000 employees helped build care packages at 130 locations across North America and raised over $140,000 for cancer care

Donated more than $50,000 in 10 countries through Community Heroes volunteer award program

We walked 2.4 billion steps in the U.S. as part of McKesson in Motion charity step challenge and raised $115,000 for cancer care

200 employees serve as Regional Volunteer Chairs in North America

101 employees received the U.S. President’s Volunteer Service Award

Here are some of the areas we’ve focused on in FY18:

Supporting cancer patients: In North America, the McKesson Foundation continued working with a network of Cancer Care Community Partners. These nonprofits are located near where our employees live and work. We support these partners through Giving Comfort, a charity program that has provided care packages to more than 76,000 cancer patients.

Employees create the care packages during Community Days, an annual volunteering event that drew 14,000 employees in 130 locations in FY18. By volunteering, employees also earn McKesson Foundation grants for their local Community Partner.

They also support the partners through McKesson in Motion, a charity wellness challenge that engaged more than 9,000 employees. In one month, employees logged 2.4 billion steps to support the fight against cancer. By participating, they earned McKesson Foundation grants for our Community Partners—just as they do for Community Days.

 Providing unused medications to patients in need: When people purchase medications and don’t use them, valuable products turn into trash. A group of pharmacists from LloydsFarmacia (owned by McKesson Europe) decided to do something about that. They joined forces with the City of Bologna, the regional health authority and other pharmacies to form Farmaco Amico. They invite customers to bring in unused medications that are valid for at least six more months and in unopened packages. A non-profit partner collects and sorts the products. Then the products go to organizations serving patients without access to healthcare, in Italy and beyond.

AIFA, Italy’s national prescription drug agency, monitors the process. Narcotics, medications that need refrigeration and free samples aren’t included in the program. So far, the donations have added up: as of early 2018, Farmaco Amico has provided more than $660,000 in medications to patients in need.

Growing the international marrow registry: We continue to partner with the Gift of Life Bone Marrow Registry to grow our McKesson Marrow Drive. Together, we’ve added more than 5,000 committed donors to the international registry. Employees register during voluntary biometric screenings, refer friends and family, and organize drives in the community. We also sponsor drives at partner universities. The registry urgently needs donors of diverse backgrounds, and we have partnered closely with McKesson’s employee resource groups to help get the donors they need. As of the end of FY18, the drive has led to six matches and a successful transplant.

Recognizing our heroes

Through the McKesson Community Heroes program, we celebrate employees who make outstanding contributions to their communities and workplaces. The program is open to all employees across the company. It works like this: employees share stories of how they support the causes that matter most to them (for example, environmental awareness, patient health or a favorite charity). All applicants have one thing in common: they live by our ICARE shared principles.

Employees can nominate themselves or their peers. Voting panels in Canada, Europe and the U.S. select honorable mention recipients and finalists. An international panel selects the top winners.

In FY18, we recognized 31 employees with grants exceeding $50,000. The top three winners each received a $5,000 grant. Watch for their stories on

  • Jack Covert, Rancho Cordova, California, U.S. Jack founded Wolfpack Robotics, an after-school program that teaches students to build robots. Many graduates have gone on to science and technology careers.
  • Leonora Kinsella, Dublin, Ireland. Leonora chairs the board of Hugh’s House. When children must travel for hospital treatment, Hugh’s House offers a “home away from home” for their families.
  • Trenton Distribution Center Returns Team, Trenton, Ontario, Canada. This team collects returned or damaged products and arranges for them to be donated to community outreach programs. Team members reduce waste while supporting the local community.

While we only recognize a small number of Community Heroes, we consider every volunteer and donor a hero. In North America, employees can earn grants for volunteering and serving on a nonprofit’s board of directors, and they can double their charitable donations through our matching gifts program.

In the U.S., we are a certifying organization for the President’s Volunteer Service Award. In FY18, 101 employees earned this award.

Stepping forward during emergencies

When emergencies strike, we stand by our employees, customers and communities. In FY18, these were close to home in the U.S., as thousands found themselves in the paths of Hurricanes Harvey and Irma. North of our San Francisco headquarters, our neighbors faced a massive and deadly fire in California’s Napa and Sonoma counties.

When natural disasters appear likely, we act quickly. McKesson contacts customers and first responders in North America to encourage them to order additional inventory. We prepare our facilities for difficult conditions and stock extra medication and supplies, such as vaccines for first responders. We partner with government agencies to help our drivers access roads, so patients can receive the medications they need.


Philanthropy Highlights


Assisted 281 employees through the McKesson Foundation Taking Care of Our Own Fund

$55,000 awarded in board service grants

Donated $1 million+ through employee matching gifts program

621 students supported and $2.6 million donated for scholarships since 1988

Added 5,176 potential donors to the international marrow registry since start of McKesson Marrow Drive

In addition, we support disaster relief by:

  • Donating cash: We support the work of Direct Relief and other disaster relief agencies with unrestricted donations, to be directed where need is greatest.
  • Donating products: We donated products valued at $335,000 for hurricane relief, working with non-profit partners World Vision and Americares. We also donated face masks and relief supplies to support recovery from California fires.
  • Supporting employees: In the U.S. and Canada, the Taking Care of Our Own Fund is a relief fund that supports our people when the unexpected happens. Since 2013, it has provided cash grants to employees who face hardship after sudden and severe events, including natural disasters and personal hardships. It is supported by donations from McKesson and the McKesson Foundation, as well as from employees. Many McKesson employees live in the path of Hurricanes Harvey and Irma and, during FY18, the fund supported more than 280 employees with grants.
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