Healthy Organization
Our Target Corporate Culture
Healthy Organization holds true to Olympus’ ambition to create a culture that empowers employees to fulfill Our Purpose: making lives healthier, safer and more fulfilling. Living Our Core Values and acting in line with those behaviors lays the foundation for a Healthy Organization. Additionally, five key enablers drive our employee promise: Growth & Development, Authentic Leadership, Inclusion, Reward & Recognition, and Work Environment.
To develop our culture and achieve Our Purpose, we must operate in a Purpose-driven manner, enabled by a People-centric perspective.
ENABLERS
- Growth & Development
- We grow as an organization by enabling employees to leverage their strengths, act on feedback, and take charge of their development and careers through inspirational learning opportunities and leader support.
- Authentic Leadership
- Leaders role model the Global Leadership Competencies and Our Core Values by taking responsibility for their actions and actively engaging, empowering and growing their teams and themselves.
- Inclusion
- We build a workforce that reflects a range of backgrounds and experiences and foster an inclusive culture where all employees feel valued, respected, and encouraged to contribute.
- Reward & Recognition
- We recognize and reward employees' achievements and contributions through competitive compensation, benefits, and meaningful acknowledgment programs.
- Work Environment
- We cultivate a supportive and engaging environment that unleashes the power of collaboration, drives impact and promotes well-being.
Olympus Culture Journey
Olympus is working to comprehensively improve our corporate culture by activating our Core Values and working on the key Healthy Organization enablers that create an environment where people at Olympus are engaged and enabled to succeed. Olympus’ Core Values serve as guiding principles in the day-to-day behaviors of all employees.
The Core Values are aligned with Global Medtech Leadership, embedding key themes such as Innovation and Patient Focus firmly into our expectations of everyone at Olympus.
Employee Engagement Survey
Listening to Employees and Turning Feedback into Action
Olympus is strengthening how we listen to employees and use their feedback to improve our corporate culture, workplace, and business performance.
In June 2026, we launched the My Voice Survey, a redesigned global approach to employee listening built around prioritization, speed, and impact. The survey gives employees around the world a consistent opportunity to share their perspectives on employee engagement, Patient Safety and Quality, and timely topics important to the company’s progress.
The inaugural My Voice Survey included 20 questions and achieved a 90% response rate, 13 percentage points above the external benchmark. Employees also provided more than 10,000 comments on how Olympus can advance simplicity across the organization.
These results provided valuable insight into what is working well and where greater focus is needed. Findings were shared with global and regional leadership teams to inform priorities and support actions global actions. Because the employee experience is also shaped at the team level, managers discussed the results with their teams and identified relevant local actions. This combination of company-wide direction and team-level action is central to creating meaningful and sustainable progress.
Building on Previous Employee Feedback
The My Voice Survey builds on insights gathered through earlier global employee surveys. In 2021, Olympus conducted a comprehensive Core Values Survey across 43 countries and regions in 18 languages. The survey achieved an 86% response rate. Among respondents, 78% indicated that they understood our Core Values, while 67% responded positively to questions measuring employee engagement. Of the 42 survey items, 39 improved compared with the previous survey.
Olympus followed this with a shortened pulse survey in November 2022 to assess progress and identify areas requiring further attention. Following these surveys, Olympus advanced initiatives including:
- Visits by Executive Officers to Olympus sites
- Improvements to decision-making processes
- Greater monitoring and follow-up on employee work-life balance
- The introduction and continued development of Global Working Guidelines
- Focused actions within our research and development and manufacturing organizations
Creating a Continuous Cycle of Listening and Action
Going forward, Olympus will conduct the My Voice Survey twice each year. This more consistent listening cycle will help us identify emerging priorities, respond more quickly, and track whether actions are creating meaningful improvements at all levels of the organization.
Our approach goes beyond collecting survey results. It is designed to create a clear cycle of listening, prioritizing, acting, and measuring progress. By listening to employees and translating their feedback into action, Olympus aims to build a more engaging and effective workplace while supporting our continued progress as a global MedTech company.