In the dynamic, and innovative world of pharmaceuticals and life sciences, diversity of thinking is crucial for business success.
Despite a large female presence in the pharmaceutical and life sciences industry, the disparity becomes more apparent in senior leadership positions and executive boardrooms where a lack of gender diversity exists.
This, combined with lingering unconscious biases, can create a uniform environment and contribute to a ‘groupthink’ culture resulting in a less inclusive and diverse space.
Perspective panorama
As chair of the Healthcare Communicators Association (HCA), a not-for-profit organisation dedicated to driving best practices in healthcare communications, diversity, equity and inclusion is a core component of our mission.
I have witnessed the pivotal role that gender inclusivity plays in the pharma and life sciences fields.
In healthcare, underrepresented groups are often overlooked. For example, decisions made during the planning of clinical trials are pivotal in shaping the efficacy and safety of medical interventions for a variety of demographics.
To ensure that the people impacted by these choices are accurately represented, we must ensure that a broader spectrum of perspectives is brought to the decision-making table.
Another tangible benefit of embracing gender diversity in these spaces is the positive impact on business performance. Evidence demonstrates that companies with more than 30% of women on their executive teams tend to outperform those with less diversity.
It is essential that we adopt an industry-wide commitment to knowledge sharing and a supportive environment to address the underrepresentation of many groups.
Organisations must support initiatives that promote diversity, actively encourage mentorship opportunities, and implement transparent reporting mechanisms to create a more aware, inclusive culture, and sense of belonging.
Wonder women
As we navigate the complex landscape of scientific discovery and healthcare advancements, the gender disparity must be acknowledged and addressed.
The problem is not attracting women into the industry, but rather sustaining women and empowering them to reach leadership positions. The most powerful way of truly establishing change is to ‘measure what you treasure’.
Without accountability for baseline data and a deliberate attempt to measure this progress comes a lack of incentive to change. Every organisation must establish goals and purposefully promote diversity and bring more women into leadership roles.
Through my role as Chair of the HCA, is it clear that meaningful change requires the whole organisation to foster a culture of accountability and support, that champions learning and development.
Knowledge sharing and education on inclusivity have a huge influential impact on creating diversity in the workforce.
Not just for gender, but for ethnicity, disability inclusion, and neurodivergence. The more knowledge that is shared on the benefits of diversity and how to promote it, the better we can diversify the workforce.
It is essential that leadership teams actively support initiatives that encourage mentorship and career development, ensuring that women have equal access to opportunities.
Role with it
Reflecting on my own journey within the life sciences sector, I have been fortunate enough to encounter brilliant women who have inspired me. My true inspiration comes from everyday heroes – friends and colleagues who navigate the delicate balance of parenthood and professional commitments, and still strive to support and help others.
Having seen firsthand the benefit of mentorship through my involvement in initiatives such as Cancer Research UK’s Women of Influence mentorship program and Northern Power Women, it is evident that role modeling is a powerful mechanism to elevate female workers at all levels.
People pursue opportunities where there is a role model they can both look up to and relate to. Bringing visibility to these role models requires a collective effort to capture and put a spotlight on diverse leadership and pay forward our success.
By actively showcasing the achievements and capabilities of women in influential positions, we not only challenge preconceived notions but also inspire a new generation of women to envision themselves in leadership roles.
By promoting inclusive role models, we make the path more accessible and achievable for aspiring women in pharma and life sciences.
It is important to acknowledge the unique challenges and sacrifices many women encounter throughout their careers. As a mother of three daughters, I understand many of these challenges firsthand, but I am driven by a passion to create a world where my daughters can achieve anything they want.
I aim to be a role model for my children and other people, to demonstrate that with determination and support, you can thrive in your career.
Women who are considering pursuing careers in the industry should not feel discouraged about the current gender disparity in leadership positions. A career in pharma and life sciences brings challenges, however, it is exciting to work in an area that makes a positive and meaningful difference to patients, their loved ones and the wider community.
Our time
The future of women in the pharma and life sciences industry holds promise, and the tide is certainly turning. Looking to the future, we will see an increase in roles, responsibilities, and visibility for women, as well as underrepresented groups in the industry.
To shape this trajectory, women must actively embrace the role of mentors, support each other, and pay our success forward.
By challenging the status quo, adopting a culture of inclusivity, open-mindedness, and championing women’s roles at all levels, we can shape a brighter future for women in the pharmaceutical and life sciences industry.
Alice Choi is President, Integrated Medical Capabilities and Solutions at Envision Pharma Group
