Performance Summary 2005-2008

	2008	2007	2006	2005
Percentage of women in workforce (globally)	50	48	49	49
Percentage of women on the Board	21	23	25	25
Percentage of women in executive roles* (U.S.)	28	27	26	28
Percentage of women on senior management team (U.S.)	34	31	29	29
Percentage of women in workforce (U.S.)	50	49	50	50
Percentage of women in management roles (U.S.)	42	41	41	38
Percentage of under-represented ethnic groups on the Board	14	17	17	17
Percentage of under-represented ethnic groups in executive roles**(U.S.)	11	11	12	12
Percentage of under-represented ethnic groups on senior management team (U.S.)	15	14	15	14
Percentage of under-represented ethnic groups in workforce (U.S.)	23	20	20	21
Percentage of under-represented ethnic groups in management roles (U.S.)	20	20	19	18
Percentage of new hires that were women(globally)	50	52	54	54
Percentage of new management hires that were women(globally)	51	46	50	52
Percentage of new hires that were under-represented ethnic groups(U.S.)	34	52	38	30
Number of applications for diversity awards (from number of countries)	159 (29)	179 (34)	143 (21)	N/A
Percentage of spending on diverse suppliers	14	12	8	5

^*All data pertain to representation in Merck's workforce.
^** Executives refer to the level of vice president within the Company
Merck has publicly disclosed EEO-1 information since 1999. Our 2008 data is available at http://www.merck.com/about/diversity/demographics.pdf (PDF*)

Global Constituency Groups

In 2008, Merck launched the Global Constituency Groups (GCGs). There are 10 distinct GCG teams including: Women, Men, Generational, Hispanic, Black, Asia Pacific, Native Indigenous, LGBT, Differently Abled, and Interfaith. The participants of the GCGs develop and support the strategic initiatives that drive Company-wide culture change that builds upon the goal of global interdependence and collaboration, and will further enhance our efforts to become a high-performance organization that effectively leverages the full breadth and depth of our diverse global talent.

Women

In 2008, in the United States, women accounted for 42 percent of all management ranks; 34 percent of all senior managers; 28 percent of all executives (vice president level); and 26 percent of all corporate executives (senior vice president level) at Merck. In 2008, 50 percent of all new hires globally at Merck were women and 51 percent of all new management hires globally at Merck were women.

Under-Represented Ethnic Groups

Our work to welcome under-represented ethnic groups to Merck is bearing fruit: In 2008, in the United States, under-represented ethnic groups accounted for 20 percent of all management ranks; 15 percent of all senior managers; 11 percent of all executives; and 50 percent of all corporate executives. Merck had two under-represented ethnic group members on our corporate board.

Supplier Diversity

In 2008, Merck spent a total of 14.1 percent ($692 million) of our total U.S. and Puerto Rico procurement dollars with minority- women- veteran- and LGBT-owned businesses. This represents a significant increase from 11.7 percent in 2007 and a vast improvement over our 2005 results of 5.2 percent. In 2005, Merck set a five-year goal to reach 10 percent by 2010 and met this goal in 2007. Our long-term goal is to achieve 17 percent spend with diverse businesses. We recognize that in order to create a strong diverse supply chain, our prime suppliers must also embrace supplier diversity; therefore, diverse supplier inclusion is integrated into the Merck procurement process and driven throughout the supply chain