“Put aside social justice — diversity is just good science.”
Xoli Belgrave, Senior Director at parexel
This statement by Xoli Belgrave, Senior Director at parexel, the world’s second largest contract research organization, puts it in a nutshell: diversity in the pharmaceutical industry is not only a question of social justice, but also a key factor for better research results. Only if clinical studies on drugs, diagnoses and treatment approaches reflect the diversity of the population can different patient groups be helped.
A diverse society needs a healthcare system that understands its differences – and that starts with the people who work in the pharmaceutical industry. But how far has the industry actually come in terms of inclusion and diversity and what new opportunities are opening up for employer branding?
In recent years, the topics of diversity and inclusion have become more relevant and are receiving increasing public and health policy attention. DEI stands for “Diversity, Equity, and Inclusion”. These three principles are central to creating work environments that recognize and value differences while offering equal opportunities to all people. While diversity encompasses diversity in terms of gender, ethnicity, sexual orientation, ability and many other characteristics, equity is about creating equitable conditions in which all people are treated equally, regardless of their background or circumstances. “Inclusion is about creating a culture where everyone feels welcome, respected and supported – no matter who they are.
DEI is particularly important for the pharmaceutical industry, as the development of medicines and therapies is highly dependent on the diversity of the people for whom these medicines are developed. An inclusive and equitable approach to clinical trials, research and product development is critical to ensure that the medicines developed are safe and effective for all people. In addition, diverse teams bring different perspectives and approaches to solutions that increase a company’s innovative strength.
In a globalized world where pharmaceutical research and health policy are increasingly linked across national borders, many pharmaceutical companies have already decided to actively promote DEI. These companies recognize that this not only increases the quality of research, but also patient confidence in the products and the company itself.
Nevertheless, pharmaceutical companies that promote Diversity, Equality and Inclusion sometimes face resistance in the USA. There, for example, the biotechnology company Pfizer was sued by the organization “Do No Harm” because a DEI-based scholarship programme was allegedly discriminatory – an accusation that was ultimately rejected in court.
With the return of Donald Trump to the White House, conservative forces that oppose diversity, equity and inclusion programs are gaining further influence. There is currently increasing pressure on companies and other organizations to dismantle diversity initiatives. This politically heated climate is also contributing to the fact that some US healthcare companies prefer to avoid the term diversity.
While the USA is facing a possible political realignment, the debate in the German pharmaceutical industry is much less ideologically charged. Healthcare companies promote the diversity of their teams and employees, in which they see potential and strength. The focus is on developing the best possible medical solutions for everyone. In particular, awareness of so-called diversity gaps in healthcare is still growing.
One example of the need for diversity in the pharmaceutical industry is the “gender health gap”, which shows how diseases often progress differently in women than in men and are therefore detected too late or not at all. One example: autoimmune diseases affect around 8 percent of the world’s population, but 78 percent of those affected are women. Women are three to four times more likely to develop rheumatoid arthritis or multiple sclerosis than men. Despite this, women are still underrepresented in many clinical studies. This gap is not only related to gender, but also to ethnicity, age and socio-economic status. All of these factors can influence the effect of medication.
The pharmaceutical industry faces the challenge of closing diversity gaps and ensuring that medicines, treatments and research results reflect the reality of a diverse society. Employees with different backgrounds, characteristics and perspectives play an important role in this. They bring with them a larger pool of individual potential and skills. In contrast to a more homogeneous workforce, diverse teams are better able to respond to and respond more successfully to both diverse patient groups and a wide range of requirements.
In the pharmaceutical industry, there are already some companies that show what diversity and inclusion can look like in practice. They not only rely on diverse teams, but also invest specifically in programs that enable fairer research and better medical care for all. Three examples show how different these approaches can be – from global corporations to the start-up world.
The French healthcare company Sanofi is considered a pioneer in the field of diversity and inclusion, with around 50 percent of women in management. The company has recognized that a diverse management team makes better decisions that advance the entire company and its research. However, Sanofi is going even further: in October 2024, the company announced an investment of $18 million in three colleges in the historically black communities in the United States. The aim of this initiative is to promote diversity in clinical trials and support medical research that benefits the entire population.
But here in Germany, too, pharmaceutical companies are setting an example. Bayer has actively promoted women in management positions in recent years and is committed to gender-equal research. Bayer is aware that the pharmaceutical industry has a special responsibility to integrate different perspectives into research and to avoid bias in clinical trials.
With its “Be You. Be Bayer.” campaign, the pharmaceutical company is also highlighting diversity in its employer branding. Our Storytelling Report 2024 analyzed how the top 10 largest German pharmaceutical companies provide insights behind the scenes on their career pages. Bayer emerged as the frontrunner from the ranking of the strongest employer brands. The pharmaceutical company particularly impresses with authentic stories from employees that showcase the diversity at Bayer. Beyond the career site, Bayer also lets voices be heard on LinkedIn and Instagram.
For those who want to delve even deeper into the topic: In our podcast episode with Annika Schreiber from Bayer, Miriam Rupp gains exciting insights into the success factors of employer branding at Bayer.
A number of innovative startups in the health tech industry are also focusing on diversity-oriented solutions. Here, not only are women’s and gender health given more consideration, but also the specific needs of different ethnic groups and age groups. For example, apps for cycle control, specialized platforms for the diagnosis of autoimmune diseases in women or customized therapy approaches that specifically address individual needs are emerging. Such solutions are not only beneficial for patients, but also an economic success, as they address new, previously neglected target groups.
These examples make it clear: in the pharmaceutical industry, diversity is not just an ethical issue, but a real competitive advantage. Companies that embrace diversity benefit from better research results, a stronger employer brand and long-term economic success.
In this article, we have just begun to explore how storytelling can look when technologies are designed for the needs of female readers: Storytelling for FemTech – Between technology and real connection
“Particularly in our industry, it is important to be able to take different perspectives and to communicate with openness and empathy. Our working world is in a state of constant change. To remain authentic and competitive and to continue to meet the increasing demands of digitalization and social change in the future, cross-departmental diversity management is essential.”
Anne-Kathrin März, Head of Human Resources at the good healthcare group
Competition for the best talent in the pharmaceutical industry is fierce – and to win in the battle for tomorrow’s skilled workers, companies must clearly and consistently communicate diversity, equality and inclusion as an integral part of their employer brand. This is especially true in the pharmaceutical and healthcare industries, where events such as the COVID-19 pandemic and the rise of AI have significantly increased the demand for skilled professionals. In the past, salary was the main reason for choosing a new job, but today talent looks at so-called soft factors.
For the younger generations in particular, it is important that companies not only promote diversity in research and development, but also in their corporate culture and working conditions. Flexible working models that take into account the different realities of employees’ lives, meaningful work and an inclusive corporate culture are crucial factors in attracting and retaining skilled workers over the long term.
Companies that take diversity and inclusion seriously and credibly integrate it into their corporate culture not only have a clear advantage when it comes to attracting new talent, but also when it comes to developing innovative products and solutions that meet the needs of a broad segment of the population.
Among other things, this means:
With a turnover of around 64 billion euros and approximately 133,000 employees in Germany (BPI Pharma Data 2024), the pharmaceutical industry in Germany is an important economic factor. In this country, awareness of diversity and inclusion is still growing, while the progress made in the USA to date is being politically scrutinized. But precisely here lies an opportunity that companies in this country can use to become more attractive to skilled workers in international comparison.
German pharmaceutical companies could position themselves as pioneers by continuing to use diversity as a competitive advantage and communicating this clearly to the outside world. In the long term, companies that embrace diversity could prove to be more sustainable both in global competition and in attracting talent.
A strong employer brand makes corporate culture visible to the outside world – for example, through stories of how diverse teams develop innovative solutions tailored to the different needs of patients. Companies can establish credibility by taking responsibility for healthcare and aligning their communication with sustainable strategies. This increases the long-term trust of employees, patients and the public.
In an industry that thrives on scientific research and international collaboration, diversity is an important key to sustainable success.
You can find more information about employer branding in the pharmaceutical industry and diversity employer branding here:
The article first appeared in the February issue of PM Report.
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