DE&I

Closing the gender gap in pharma—and how we get there together.

Amy West, Head of US Digital Health & Innovation Strategy at Novo Nordisk, shares her insights on fostering collaboration, embracing change, and her compelling vision to revolutionize digital transformation and innovation in the field of healthcare.

Morton discusses his transition from working as a urologist to the C-suite.

How pharma companies can make justice and integrity a priority.

Life sciences executives who are confronted by too many choices in launching their environmental, social, and governance programs can leverage these two foundational tools to hone in on the set of issues, actions, and disclosures they should prioritize to create value.

Biopharma has a responsibility to meet patients where they are.

Expansion aims to continue to create programs that address health and education inequities.

In today's changing workplace environment—one forever altered by the pandemic and the new approaches it spawned—employees at all levels play a vital role in developing and advancing inclusive behaviors across an organization and beyond.

Building a culture of inclusivity is not an endpoint—but a journey.

Rose Blackburne, MD, MBA, vice president, global head, general medicine, PPD Clinical Research, Thermo Fisher Scientific, discusses health equity in pharma, specifically racial biases, and how the industry can address inequities in access and care going forward.

What Smita Pillai, global chief diversity, equity, and inclusion (DE&I) officer, Regeneron, learned from two decades in DE&I roles.

Janssen, Johns Hopkins Dermatology’s Ethnic Skin Fellowship Program partnership focuses on improving clinical care and advancing research for skin-of-color patients.

Judith Kulich, principal, patient health and equity lead, ZS, and Nan Gu, associate principal, patient health and equity, ZS, discuss health equity in pharma, specifically racial biases, and how the industry can address access and inequities going forward.

The COVID-19 pandemic has exposed global health inequities and is driving life sciences companies to establish strategies and better leverage data to address systemic causes and improve equity in access to healthcare innovations, particularly in clinical trials.

Pharm Exec spoke with the senior vice president and vice president and therapeutic area head of global medical, inflammation & representation in clinical research at Amgen about how important health equity is to the entire industry.

A survey of 18 biopharmas, measuring their scope and implementation across key health equity dimensions and activities, uncovers useful context as companies seek better alignment of these goals with overall strategy.

Health disparities brought on by racial bias remain quite prevalent in areas such as drug access, use of diagnostics, and representation in clinical trials, but society-jarring events in recent years have sparked renewed efforts by industry to tackle these issues with tangible and hopeful gains.

Overcoming persistent barriers to health equity in oncology trials will require innovation and cooperation.

Angie Lindsey, vice president of marketing, Fresenius Kabi USA shares 2023 strategies for talent management strategies in life sciences, specifically as it relates to sales and marketing.

This segment conveys the importance of decentralizing clinical trials to increase diversity and serve all types of people in the United States, as well as the industry. In addition, it touches on the importance of having diverse investigators to help recruit and communicate with all types of people.

“The nuance of language, and culture, and understanding” — what happened to the diversity of agency creative directors in the past 30 years? Only about 20% of creative directors are women, and at last count, there are only ten Black executive creative directors in the entire advertising industry from big holding companies, one with a healthcare focus.

The importance of data analytics can not be understated when putting together inclusive workforces. Bringing in and retaining top talent across all races is of the utmost importance to benefit all stakeholders, especially the patients. You have to have the right people “in the room” representing our diverse population.

The US is composed of tens of thousands of zip codes, and demographics and income levels can change dramatically within a five-mile radius. How are pharma companies addressing this reality?

Our panelists talk about preventative health messaging and dynamics of health of a specific group of people to help improve the lifespan of all people, especially the underserved minority populations. The segment also touches on structural racism factors like food deserts, “essential workers”, and holding doctors accountable.

Senior leaders in pharma, healthcare marketing and communications, and advertising got together to discuss the progress and lingering roadblocks in advancing diversity, equity, and inclusion strategies in the life sciences—where the common thread seems clear: the messenger matters.

Developing a diversity mindset may begin at the top levels of the organization, but building diversity into the entire drug development life cycle ensures that it is an ongoing priority and a natural requirement of engaging with external stakeholders.

States and institutions are enacting mandates requiring greater inclusion of women and underrepresented groups on corporate boards; what are the key questions for pharma?

Panelists in a recent roundtable share ideas on transforming company culture, fostering greater patient diversity, and acting on pharma’s fast-evolving social mandate.

Diversity and inclusion shouldn’t be something that companies have to work hard at, writes Chris Coe.