GERRIE DRESSER: As soon as
for a roundtable, we realized it was
much broader, deeper and more
detailed than we would be able to
cover in any comprehensive way.
So consider this a conversation
starter, a view into the complexity
of a topic that is central to our
performance as a global industry.
Why this is important should be
across the table at our colleagues
and orient toward those who are
human reaction, but not a smart
business decision. It doesn’t mean
we’re prejudiced, but that we have
a common “unconscious bias” or
Diversity and inclusion (two
related but separate issuesi i) are
not just the right thing to do in
societal terms. They are the right
thing to do in commercial terms
as well. Companies that are conscious of the need to have people,
at every level, of different ethnic,
religious, gender, age, national and
that do better;in;the;marketplace.
There are numerous reasons for
this. A mix of viewpoints challenges a stultified “insider” mentality.
sophisticated. It opens doors to
our external dealings with companies and people of all types. It
represents us as aware and intelligent.
Somewhere in your company’s
universe you deal with African-
American doctors, Brazilian sup-
people of varying types and physi-
cal and mental abilities. When
they note that you are an inclusive
company, you expand your apti-
tude for dealing with them.
Below is a conversation with some
people who have been involved in
diversity issues in their own companies. We welcome their participation and insights, and hope that
How do you think our industry is
doing in terms of creating more
diversity in the workplace?
ARWA KASSAMALI: I believe
tremendous steps in increasing
be seen by the leading women,
professional and cultural programs. With this though, there’s
still more to be done! These programs and achievements need to
salaries of men and women and
definitely more women and diverse
MICHAEL O’BRIEN: We have
in terms of leadership diversity.
Women today account for a vast
majority of medical student graduates and most serve as the Chief
Medical Officer for their families.
However, when we review the top
20 paid executives in pharma, only
two are female. There’s only one
African-American. Many companies have established programs
to promote more diversity within
middle management. This is a
good start, but we can’t settle for
just “good-enough.” More needs to
be done to build on our progress
and establish greater diversity at
MICHAEL KEATLEY: The pharmaceutical sector does well,
compared to other industries,
of diversity from various publica-tions.;Companies;like;Johnson
top companies in having diverse