What changed in this filing

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Item 1. Business

2022-02-16 compared with 2021-02-12 · 128 added, 62 removed, 280 unchanged (40% of the section changed)

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Our insights and execution capabilities help biotech, medical device and pharmaceutical companies, medical researchers, government agencies, payers and other healthcare stakeholders tap into a deeper understanding of diseases, human behaviors and scientific advances, in an effort to advance their path toward cures.

We have one of the largest and most comprehensive collections of healthcare information in the world, which includes more than one billion comprehensive, longitudinal, non-identified patient records spanning sales, prescription and promotional data, medical claims, electronic medical records, genomics, and social media.

We have one of the largest and most comprehensive collections of healthcare information in the world, which includes more than 1.2 billion comprehensive, longitudinal, non-identified patient records spanning sales, prescription and promotional data, medical claims, electronic medical records, genomics, and social media.

Our scaled and growing information set contains approximately 56 petabytes of proprietary data sourced from approximately 150,000 data suppliers and covering over one million data feeds globally.

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We receive approximately 100 billion healthcare records annually, and our infrastructure then connects complex healthcare data while applying a wide range of privacy, security, operational, legal and contractual protections for data in response to local law, supplier requirements and industry leading practices;

• Analytics-driven clinical development, which improves clinical trial design, site identification and patient recruitment by empowering therapeutic, scientific, and domain experts with expansive levels of information, including product level tracking in 90 markets, and information about treatments and outcomes on more than one billion non-identified patients globally;

• Analytics-driven clinical development, which improves clinical trial design, site identification and patient recruitment by empowering therapeutic, scientific, and domain experts with expansive levels of information, including product level tracking in 93 markets, and information about treatments and outcomes on more than 1.2 billion unique non-identified patient records globally;

• Robust real world solutions ecosystem, with sophisticated retrospective database analytics, prospective real world data collection technology platforms and scientific expertise, which enables us to address critical healthcare issues of cost, value and patient outcomes;

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• Real-World Evidence and connected health:

Total addressable market of approximately $80 billion based on 2020 sales that consists of two relatively equal parts.

First, the market for Real-World Evidence of approximately $40 billion includes traditionally defined analytic platforms and implementation, medical and scientific analytic services, observation studies and market access.

Total addressable market of approximately $60 billion based on 2021 sales that consists of tightly coupled life sciences and healthcare markets.

First, the life sciences market for Real-World Evidence of approximately $20 billion includes post-launch evidence generation, market access, and patient engagement services.

Second, the market for connected healthcare of approximately $40 billion includes areas such as revenue cycle management, payer analytics and clinical decision support services;

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According to the IQVIA Institute, it is estimated that spending on pharmaceuticals in emerging markets will expand at a 5% to 8% compound annual growth rate (“CAGR”) through 2026.

The growth of emerging markets is making these geographies strategically important to life sciences organizations and, consistent with their approach in the developed markets, we expect these organizations to apply a high degree of sophistication to their commercial operations in these countries.

The growth of emerging markets demonstrates their strategic importance to global life sciences organizations along with the emergence of local and regional companies with similar operational and informational needs.

We expect all of these organizations to apply a high degree of sophistication to their commercial operations in these countries, especially as some begin to emerge as sources of original innovative products.

For global companies, this requires highly localized knowledge and information assets, the development of market access strategies and performance benchmarking.

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Spending trends in research and development are impacted as a result of several factors, including major biopharmaceutical companies’ efforts to replenish revenues lost from the so-called “patent cliff,” increased access to capital by the small and midcap biotechnology industry, and recent increases in pharmaceutical approvals by regulatory authorities.

The IQVIA Institute also estimates that approximately 270 new molecular entities (“NMEs”) are expected to be approved between 2021 and 2025, compared to 234 between 2016 and 2020, and 220 between 2011 and 2015.

We believe that further research

and development spending, combined with the continued need for cost efficiency across the healthcare landscape, will continue to create opportunities for biopharmaceutical services companies, particularly those with a global reach and broad service offerings, to help biopharmaceutical companies with their pre- and post-launch solutions development and commercialization needs.

The IQVIA Institute also estimates that approximately 300 new molecular entities (“NMEs”) are expected to be approved between 2022 and 2026, or 60 per year compared to 53 per year on average during the past decade.

We believe that further research and development spending, combined with the continued need for cost efficiency across the healthcare landscape, will continue to create opportunities for biopharmaceutical services companies, particularly those with a global reach and broad service offerings, to help biopharmaceutical companies with their pre- and post-launch solutions development and commercialization needs.

Increased Complexity in Research and Development.

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Continue to innovate through our Connected Intelligence by leveraging our information, advanced analytics, transformative technology and significant domain expertise.

As a leader in the development and commercialization of new pharmaceutical therapies, we can empower our therapeutic, scientific and domain experts with expansive levels of information including product level tracking in 90 markets and information about treatments and outcomes on more than one billion non-identified patients.

As a leader in the development and commercialization of new pharmaceutical therapies, we can empower our therapeutic, scientific and domain experts with expansive levels of information including product level tracking in 93 markets and information about treatments and outcomes on more than 1.2 billion unique non-identified patient records.

By connecting this intelligence, we have the ability to optimize the clinical trial process and enable our clients to reduce costs and get their products to market more quickly through more informed site selection, faster patient recruitment practices and virtual trials.

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We provide an extensive range of cloud-based applications and associated implementation services.

Software as a Service (“SaaS”) solutions that support a wide range of clinical and commercial processes, including clinical trial design and planning, site start-up, patient consent, site payments, content management, multi-channel marketing, real-world evidence

generation, customer relationship management (“CRM”), performance management, incentive compensation, territory alignment, roster management, call planning, compliance and safety reporting and master data management.

Software as a Service (“SaaS”) solutions that support a wide range of commercial and clinical processes, including customer relationship management (“CRM”), performance management, real-world evidence generation, compliance and safety reporting, incentive compensation, territory alignment, roster management, call planning, multi-channel marketing, and master data management.

These solutions are used by healthcare companies to manage, optimize and execute their clinical and commercial strategies in an orchestrated manner while addressing their regulatory obligations.

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Our use of a wide range of privacy and security safeguards protect non-identified patient-level medical claims, prescriptions, electronic medical records, genomics, patient reported outcome and social media data.

Our scaled information networks include more than one billion non-identified patients globally.

Our scaled information networks include more than 1.2 billion unique non-identified patient records globally.

We technology-enable these data flows by harmonizing them to common data models and loading them onto our proprietary evidence platforms for secure access by our customers.

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Our sub-national offerings comprise unique services in over 70 countries that provide a consistent measurement of sales or prescribing activity at the regional, zip code and individual prescriber level (depending on regulation in the relevant country).

Our widely used reference database that tracks over 22 million healthcare professionals in over 100 countries, providing a comprehensive view of health care practitioners that is critical for the commercial success of our clients’ marketing and sales initiatives.

Our widely used reference database tracks over 23 million healthcare professionals in over 100 countries, providing a comprehensive view of health care practitioners that is critical for the commercial success of our clients’ marketing and sales initiatives.

Our Research & Development Solutions offerings include:

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Clinical Laboratory Services.

We provide our clients globally scaled end-to-end clinical trial laboratory and research services through our majority-owned joint venture with Quest Diagnostics Incorporated (“Quest”), which was formed on July 1, 2015.

We offer the full range of central laboratory, genomic, bioanalytical, ADME, discovery, vaccine and biomarker laboratory services along with sample and consent tracking services supporting clinical trials offerings within the joint venture, which is referred to as Q 2 Solutions.

We provide our clients globally scaled end-to-end clinical trial laboratory and research services.

Our offerings include the full range of central laboratory, genomic, bioanalytical, ADME, discovery, vaccine and biomarker laboratory services along with sample and consent tracking services supporting clinical trials offerings.

Strategic Planning and Design.

By bringing our data science capabilities to our strategic planning and design services, we offer consultation services to improve decisions and performance including portfolio, program and protocol planning and design, biomarker consultation, benefit-risk management, regulatory affairs, biostatistics, modeling and simulation, and personalized medicine.

Virtual Trials.

Decentralized Clinical Trials.

Utilizing our proprietary information assets and transformative technology, we bring trials directly to patients, with the objective of increasing participation and improving cycle times.

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No single client accounted for 10% or more of our total company revenues in 2021, 2020, or 2019.

As of December 31, 2020 the largest client based on its percentage of total company revenue contributed approximately 5%.

For the year ended December 31, 2021 the largest client based on its percentage of total company revenue contributed approximately 7% .

Our Competition

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In addition to country-by-country competition, we have a number of regional and global competitors in the marketplace as well.

Our offerings compete with various firms, including Accenture, Aetion, Panalgo, Cognizant Technology Solutions, Covance Inc., Deloitte, Evidera (now part of PPD), GfK, LexisNexis Risk Solutions, IBM, Infosys, Kantar Health (now part of Cerner Corporation), McKinsey, Nielsen, OptumInsight, PAREXEL International Corporation, Press Ganey, RTI Health Solutions, PRA Health Sciences, Tempus, Veeva, and ZS Associates.

Our offerings compete with various firms, including Accenture, Aetion, Panalgo, Cognizant Technology Solutions, Covance Inc., Deloitte, Evidera (now part of Thermo Fisher Scientific Inc.), GfK, LexisNexis Risk Solutions, IBM, Infosys, Kantar Health (now part of Cerner Corporation), McKinsey, Nielsen, OptumInsight, PAREXEL International Corporation, Press Ganey, RTI Health Solutions, PRA Health Sciences (now part of ICON plc), Tempus, Veeva, and ZS Associates.

We also compete with a broad range of new entrants and start-ups that are looking to bring new technologies and business models to healthcare information services and technology services.

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Among the traditional CROs, there are several-hundred small, limited-service providers, several medium-sized firms and only a few full-service companies with global capabilities.

Our primary competitors include Covance Inc., ICON plc, PAREXEL International Corporation, Pharmaceutical Product Development, Inc., PRA Health Sciences, and Syneos Health, among others.

Our primary competitors include Covance Inc., ICON plc, PAREXEL International Corporation, Pharmaceutical Product Development, Inc.

(now part of Thermo Fisher Scientific Inc.), PRA Health Sciences (now part of ICON plc), and Syneos Health, among others.

Our Contract Sales & Medical Solutions business competes against the in-house sales and marketing departments of biopharmaceutical companies, other contract pharmaceutical sales and service organizations and consulting firms.

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Outside of the United States, Contract Sales & Medical Solutions typically competes against single country or more regionally focused service providers, such as UDG Healthcare plc, Syneos Health, EPS Corporation and CMIC HOLDINGS Co., Ltd.

Sustainability

We are committed to sustainable environmental, social and governance ("ESG") practices that further our corporate purpose of helping our clients improve healthcare outcomes for patients.

Our sustainable business practices are organized under three pillars — People, Public and Planet.

For further information on our ESG program, achievements, and goals, see our 2021 Environmental, Social, and Governance Report (the "2021 ESG Report"), which will be available on our website at https://www.iqvia.com/about-us/corporate-responsibility.

Information in the 2021 ESG Report is not incorporated by reference in, and does not form part of, this Annual Report on Form 10-K.

To facilitate the disclosure of comparable, consistent, and reliable ESG information, the 2021 ESG Report will be aligned with the Sustainability Accounting Standards Board ("SASB") and the Global Reporting Initiative ("GRI") reporting frameworks by including therein and reporting against their respective reporting standards indexes.

The 2021 ESG Report also discusses our climate-related risks and opportunities in accordance with the recommended disclosures of Task Force on Climate-related Financial Disclosures ("TCFD").

Government Regulation

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Good Clinical Practice (“GCP”) regulations and guidelines are the industry standard for the conduct of clinical trials with respect to maintaining the integrity of the data and safety of the research subjects.

The United States Food and Drug Administration (“FDA”), the European Medicines Agency (“EMA”), Japan’s Ministry of Health, Labour and Welfare and most other global regulatory authorities expect that study results and data submitted to such authorities be based on clinical trials conducted in accordance with GCP provisions.

The United States Food and Drug Administration (“FDA”), the European Medicines Agency (“EMA”), Japan’s Ministry of Health, Labor and Welfare and most other global regulatory authorities expect that study results and data submitted to such authorities be based on clinical trials conducted in accordance with GCP provisions.

Records for clinical trials must be maintained for specified periods for inspection by the FDA and other regulators.

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The failure to meet these requirements may result in civil penalties and suspension or revocation of the CLIA certification.

Patient health information is among the most sensitive of personal information, and it is critically important that information about an individual’s healthcare is properly protected from inappropriate access, use and disclosure.

Real world evidence -- information that allows us to examine actual practices and outcomes -- is essential to increase access to care, improve outcomes, and lower costs.

IQVIA uses a wide variety of privacy-enhancing technologies and safeguards to protect individual privacy while generating and analyzing information on a scale that helps healthcare stakeholders identify disease patterns and correlate with the precise treatment path and therapy needed for better outcomes.

We employ a wide variety of methods to manage privacy requirements, including:

• governance, frameworks, models and training to promote good decision making and accountability;

• a layered approach to privacy and security management to avoid a single point of failure;

• ongoing evaluation of privacy and security practices to promote continuous improvement;

• use of technical, administrative, physical and organizational safeguards and controls;

• collaboration with data suppliers and trusted third parties for our syndicated market research and analytics offerings to remove identifiable information or employ effective encryption or other techniques to render information non-identified before data is delivered to us;

• work with leading researchers, policy makers, thought leaders and others in a variety of fields relevant to the application of effective privacy and security practices, including statistical, epidemiological and cryptographic sciences, legal, information security and compliance, and privacy.

We are an industry leader in de-identifying data.

Our capabilities allow us to render data non-identified while still maintaining data utility, thus protecting privacy while still advancing innovation.

Not only do we make use of de-identification techniques with respect to the data we hold, but we also share our expertise in this area with policymakers, regulators and others to help them understand de-identification methodologies and practical considerations to avoid re-identification risk.

We operate in more than 100 countries around the world, many of which have data protection and privacy laws and regulations based on similar core principles, (e.g., openness, accountability, security safeguards, etc.).

We apply those principles globally and augment our practices to address local laws, contractual obligations and other data privacy requirements.

Our Global Privacy team, led by our Global Chief Privacy Officer, is comprised of privacy professionals and privacy law experts who drive our strategy and develop and manage our policies and standards.

The Global Privacy team provides subject matter expertise related to the proper management of all data types.

In addition, our Global Privacy team liaises with our Legal, IT, Information Security and other teams so that privacy requirements are addressed in technology, contracting, offerings and other business activities.

The IQVIA Privacy Policy (the "Privacy Policy") is our foundational privacy policy.

It explains how, when applicable, we collect, hold, use and disclose personal information, including that of our personnel, consumers, healthcare professionals, patients, medical research subjects, clinical investigators, customers, suppliers, vendors, business partners and investors.

You can find the Privacy Policy on our website at https://www.iqvia.com/about-us/privacy/privacy-policy.

Information in the Privacy Policy is not incorporated by reference in, and does not form part of, this Annual Report on Form 10-K.

Cybersecurity

We employ an array of data security technologies, processes and methods across our infrastructure to protect systems and sensitive information from unauthorized access.

IQVIA maintains comprehensive identity and access management practices (e.g., roles and access privileges for each user;

multi-factor authentication, privileged user accounts, single sign-on, user lifecycle management) and employs a variety of security information and event management tools.

We developed, maintain and utilize a global integrated information security framework to guide our practices, based on relevant industry frameworks and laws, including, but not limited to NIST, GxP, HITRUST, the ISO 27000 family, COBIT, GDPR, and HIPAA.

The framework consists of policies, standards, procedures, work instructions and documentation.

Information is classified into four categories to help individuals apply the right level of controls and safeguards to information, applications and systems.

Our cybersecurity program focuses on all areas of our business, including cloud-based environments, data centers, devices used by employees and contractors, facilities, networks, applications, vendors, disaster recovery / business continuity and controls and safeguards enabled through business processes and tools.

We continuously monitor for threats and unauthorized access.

We draw on the knowledge and insight of external cybersecurity experts and vendors, and employ an array of third party tools to secure IQVIA information infrastructure and protect systems and information from unauthorized access.

Non-technical safeguards also play an important role in our cybersecurity program.

We provide various training programs and tools to employees so they can avoid risky practices and help us promptly identify potential or actual issues.

We also have global incident response procedures, global service tools to log incidents and issues for investigation, and an ethics line to report concerns and follow-up on matters already reported.

The Global Information Security team, led by our Chief Information Security Officer, develops and implements our strategy, as well as monitors systems and devices for risks and threats.

Our global data centers and IT controls are included in an annual SOC2 Type II attestation program carried out by an independent audit firm who performs control testing and issue reports.

Our set of SOC2 controls is aligned with ISO27001 specification and therefore provide equivalent level of assurance on a global level.

Our Intellectual Property

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We are committed to creating an environment where all employees are respected and heard, where people from all backgrounds can contribute to and share in our growth, and where opportunity and advancement is available to everyone.

Attracting, developing, and retaining a talented workforce is essential to the success of our business and the realization of our purpose.

Investments in our people are motivated by our desire to have an engaged and connected workforce.

This results in high productivity and better results for IQVIA.

In an industry as competitive as ours, we also recognize that employees who feel supported contribute to higher retention and recruitment rates.

Board Oversight of Human Capital Management.

Our board of directors (the “Board”) receives regular updates on key human capital metrics, including recruitment and attrition rates, talent development data, and diversity statistics related to hiring, promotion and our overall workforce.

The Board also devotes significant time to leadership development and succession planning at the executive level and provides guidance on important decisions in each of these areas.

The Leadership Development and Compensation Committee of the Board has primary responsibility for succession planning for the chief executive officer and oversight of succession planning for senior leadership.

Human Capital Management Strategy.

Our employees are critical to our continued success and are a core element of our long-term strategy.

Senior management is responsible for ensuring that our initiatives, policies, and processes reflect and reinforce our desired corporate culture, which we believe supports successful human capital management.

Our human capital management strategy is built on three fundamental focus areas:

• Recruitment .

We consider a range of qualified candidates for all positions.

We hire qualified individuals with a variety of backgrounds and experiences from both within and outside the organization for positions at all levels.

• Development & Progression .

We are committed to having a diverse pipeline of talent moving up in our organization and providing opportunities for all employees to develop within their current role as well as towards their next role.

We do this by encouraging mentoring and establishing support networks as well as by providing tools to help employees map out and achieve their career goals.

• Retention .

We seek to develop a working environment where employees feel supported and want to stay.

To increase employee engagement and retention, we consistently seek feedback from employees through surveys and focus groups and develop meaningful initiatives and programs to respond to their needs.

Employee Engagement.

In 2020, we completed our second company-wide employee survey since the Merger between Quintiles and IMS Health in 2016.

The survey provided a valuable opportunity to hear the perspectives of our workforce around the world.

In 2020, responses increased for this survey, and 81% of respondents indicated a favorable view of the Company's employee engagement, which was a 13 percentage point increase from our last company-wide employee survey in 2018, 4 points higher than the Fortune 500 benchmark and 5 points higher than the broader survey benchmark.

The survey results indicate the actions we have taken over the past two years have had a positive impact.

In 2021, we completed two company-wide employee surveys.

The surveys provided a valuable opportunity to hear the perspectives of our workforce around the world, and was especially important during the largely remote working environment caused by the continuing pandemic.

Maintaining regular and open channels of dialogue with employees and receiving and responding to their feedback with actionable and meaningful initiatives is critical to our human capital management strategy.

We received more than 54,000 responses in each of our 2021 surveys.

The participation rate was an average of 76% across both surveys.

In the latest survey, 85% of respondents indicated a favorable view of the Company's employee engagement, which is 4 points better than our prior year survey, and 4 points above the Fortune 500 company benchmark.

Other areas where we saw favorable scores were:

Employees acquiring the knowledge and skills needed to be effective in their jobs (84%);

employees feeling part of a team (84%);

and employees who would recommend IQVIA as a great place to work (81%).

Protection and Support of our Employees During the COVID-19 Pandemic .

As a company, we did our best to support our employees, preserve employment and maintain base compensation throughout the year.

We accepted that our financial performance would be affected by the pandemic, but declined to make dramatic cuts that would impact the lives of our employees.

We also launched the IQVIA Cares program to provide over $1 million of financial assistance to approximately 2,200 employees facing financial hardship resulting from the crisis.

This program was entirely funded by our directors, senior leaders and other employees from around the world voluntarily forgoing a portion of their pay for a period of time.

We continued to build a strong supportive culture around values of mutual respect and pride in the important work we do.

This will endure far beyond the crisis.

The safety of employees, patients, healthcare professionals, customers and suppliers with whom we frequently interact was our highest priority as COVID-19 spread across the globe.

To limit exposure, we substantially restricted travel, supplied personal protective equipment to field-based employees, closed facilities and asked most of our staff to work remotely.

On short notice, we added bandwidth and VPN capacity to our advanced infrastructure to enable 95% of our employees at the peak of the pandemic to work remotely and avoid service disruptions.

At the same time, we continued to maintain and enhance our cybersecurity protections, which included completing the global roll-out of our core Endpoint Detection & Response solution to all workstations, thus protecting them from cyber threats regardless of location and network status (on or off VPN), and accelerating the deployment of an Advance Response tool to enable bulk remediation of vulnerabilities on remote workstations.

Employees feeling they are acquiring the knowledge and skills needed to be effective in their jobs (85%);

employees would recommend IQVIA as a great place to work (84%);

and employees feeling they are part of a team (85%).

Diversity and Inclusion.

Our commitment to diversity and inclusion is reflected in the various policies, programs, training and support we offer, including our Employee Resource Groups, manager diversity and inclusion training and our highly diverse global workforce.

Our commitment to diversity and inclusion ("D&I") is reflected in the various policies, programs, training and support we offer, including our Employee Resource Groups, manager diversity and inclusion training and our highly diverse global workforce.

This is a foundation of our approach to human capital.

We create this culture for employees regardless of gender, race, color, creed, religion, marital status, age, national origin or ancestry, physical or mental disability, medical condition, veteran status, citizenship, sexual orientation, gender identity or any other protected group status.

In 2021, we continued to build on our existing programs.

In recognition of the growth of our D&I programs globally, we hired a new senior leader of our D&I program.

Although D&I is everyone’s responsibility, the objective of this new role is to have a dedicated resource accountable for evolving and strengthening our D&I strategy over the coming years.

Our global workforce operates in over 100 countries and represents approximately 90 different ethnicities.

In the United States, approximately 63% of our employees identify as white and approximately 37% and 11% identify as non-White and Black or African American, respectively.

In the United States, approximately 62% of our employees identify as white and approximately 38% identify as Non-White, including 11% who identify as Black or African American.

Approximately 60% of our employees globally are female and approximately 51% of employees worldwide at a manager level are female.

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They provide a forum for the exchange of ideas and opportunities for mentoring and professional development.

There are five global ERGs—all are employee-led, voluntary, and open to every employee.

There are seven global ERG, including two new ERGs we added in 2021:

the Black Leadership Network and the Multi-Faith Network.

All are employee-led, voluntary, and open to every employee.

Each ERG has a mission that is aligned to our vision, values, and core operating principles.

• Black, Asian, and Minority Ethnic Network Group (BAME) :

connects employees to provide a sense of community to support in the professional and personal development of Black, Asian and minority ethnic group employees across the organization.

• Emerging Professionals Group (EPG) :

fosters ambition and builds community among our leadership and talent pipeline for emerging professionals through networking, personal development, and volunteerism.

• Race, Ethnicity, and Cultural Heritage Group (REACH) :

aims to create a supportive and collaborative community for IQVIA employees who represent racial, ethnic and cultural minorities across the globe.

• Emerging Professionals Network (EPN) :

builds community among leaders and emerging professionals through networking, personal development and volunteerism in order to pave the way for IQVIA's future growth and success.

• Lesbian, Gay, Bisexual and Transgender (LGBT+) Group :

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fosters a corporate culture that inspires women to excel in their careers at IQVIA and within the biopharma industry.

In 2020, we grew our ERG membership to more than 2,500 participants worldwide, with multiple chapters being established across the globe.

In response to COVID-19, the ERGs quickly pivoted and moved much of their engagement efforts online, hosting multiple virtual events and meet-ups to ensure the sense of community they provide to was not lost amid the pandemic.

• Black Leadership Network (BLN) is open to all employees and aims to maintain an inclusive community that supports professional development, knowledge sharing, collaboration and business success for Black employees.

• Multi-Faith Network (MFN) fosters a culture of openness and diversity and provides a place where IQVIA employees can connect with people of different faiths or no faith for mutual support.

In 2021, we grew our ERG membership to more than 4,000 participants worldwide, a 60% increase in membership over the past year, with multiple chapters being established across the globe.

Employee Well-being.

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In the United States, our “Healthy You” wellness program offers employees a range of wellness benefits, including free flu shots, teledoc services, nutrition counseling, tobacco cessation support and reimbursement for wellness-related expenses.

Our Employee Assistance Program (EAP) is available to approximately 70% of our workforce worldwide.

Our EAP is a free and voluntary program that offers confidential mental and emotional well-being support, including assessments, counseling, and follow-up services.

In 2020, employees were faced with new and difficult burdens as the COVID-19 pandemic upended nearly everyone’s life.

As the year unfolded, we saw an urgent need to address and assist all employees in helping them build resilience in response to the ongoing pandemic.

As a result, we accelerated our plans to roll out our EAP to the remainder of our workforce.

This acceleration will make support available to our entire global workforce in the second quarter of 2021 through a network of existing and new EAP programs and programs included in local benefit packages.

In addition, we are exploring a training program for all managers on how to support team members who may be affected by the pandemic.

Our Employee Assistance Program (EAP) is available to 100% of our workforce worldwide, an increase of 37% from the prior year, which completed our roll out of our EAP to the remainder of our workforce.

Compensation and Benefits.

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Talent and Learning.

Helping our people grow, develop, and reach their full potential is a key component of our management approach.

Helping our people grow, develop, and reach their full potential is a key component of our human capital management strategy.

Nurturing talent is critical in a highly competitive industry, and it also keeps our employees motivated and engaged.

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We offer a suite of formal and informal learning opportunities, many which focus on business specific topics such as regulatory compliance, technology, analytics, clinical and therapy areas, and more.

In 2021, we centralized all of our learning opportunities and provided access to all trainings to every employee worldwide through our Talent and Learning hub.

Democratizing our training has given all employees a common, one-stop shop for all their talent and learning needs.

There have been approximately 1 million visits to our Talent and Learning hub since its launch in mid-April 2021.

The ease of access to training has resulted in the completion of approximately 1.45 million e-learning programs in various subjects, including technology, client-facing skills and project management skills.

We want our employees to have meaningful careers, and we are committed to the idea that career development is a result of growth through new experiences.

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Similarly, performance management is driven by ongoing conversations about priorities, contributions and development.

In 2020, we also introduced our Future Leaders Program, a robust training aimed to develop the next generation of leadership at IQVIA.

More than 60 attendees from 18 countries were chosen to take part in this four-month program.

In light of COVID-19, we rapidly adapted the program design to make it a fully virtual experience.

Sessions consisted of live webinars co-led by senior executives, peer coaching, projects, and skills assessments.

Feedback was positive, and we will bring together two more cohorts in 2021, targeting nearly 100 more participants from around the world.

In 2020, we introduced our Future Leaders Program, a robust training aimed to develop the next generation of leadership at IQVIA.

In 2021, 85 attendees from 22 countries took part in the four-month virtual program, and nearly 150 employees have participated since the program’s inception.

Sessions consisted of live webinars co-led by senior executives, peer coaching, business projects and skills assessments.

Feedback continues to be positive, with 90% of participants saying the program will help them become more effective leaders, and 92% saying they will apply what they have learned.

In 2021, we also piloted our Emerging Leaders Program, targeted to employees at the manager level.

Our first cohort included more than 204 people from 36 countries.

Business leaders and subject matter experts from across the organization taught online sessions on topics such as agility, collaboration, executive presence and decision making.

In addition, participants received peer coaching, 360-degree assessments and individual development plans.

Health and Safety.

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Our Code of Conduct describes the obligations of employees to maintain such an environment, follow all applicable safety and security rules and complete required training.

Q 2 Solutions, our joint venture with Quest Diagnostics, operates laboratories in the United States, United Kingdom, Singapore, India, Japan, and Chi na.

Q 2 Solutions operates laboratories in the United States, United Kingdom, South Africa, Singapore, India, Japan, and Chi na.

Q 2 fa cilities are certified to ISO 14001:2015 and ISO 45001:2018.

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In addition, the SEC maintains an Internet site ( http://www.sec.gov ) containing reports, proxy and information statements, and other information regarding issuers that file electronically with the SEC.

Information on the SEC’s website does not constitute part of this report.

Information on the SEC’s website does not constitute part of this Annual Report on Form 10-K.

Also posted on our website are our certificate of incorporation and by-laws, the charters for our Audit Committee, Leadership Development and Compensation Committee and Nominating and Governance Committee, our Corporate Governance Guidelines, and our Code of Conduct governing our directors, officers and employees.

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Compared sentence by sentence after normalising whitespace, quotation marks, case and digits, so re-formatting and restated figures do not read as changed language. Wording changes appear as one removal and one addition. The current filing and the prior one are authoritative.

What changed 10-K

Item 1. Business