03 Report 2022 Pharma industry global strategies for Diversity and Inclusion The pharmaceutical industry works broadly and purposefully on Improving Diversity & Inclusion (D&I) in the Workforce. The number of corpora- te initiatives and strategies to promote diversity and inclusion have grown considerably in recent years due to the increased recognition of the economic and societal benefits stemming from a more diverse workforce. Three areas of focus for these efforts relate to advancing D&I in corporate boards, leadership positions and other business roles. As a starting point, the companies' efforts are anchored strategically at headquarters level – which set targets, company initiatives and part- nerships for improving diversity and inclusion – and implemented at various levels throughout the organisation. The hallmark of companies' stra- tegies is that they broadly focus on diversity and inclusion – meaning including focus on gender diversity. But also, with a much broader scope. That is also on increasing diversity and inclusion when it comes to race, age, LGTB+, etc. The examples in this catalogue are taken from the companies' strategies (which are anchored at the headquarters level), but which can be inspiration for efforts at the national/affiliate level. On a global scale, the work with diversity and inclusion tends to be primarily anchored in the companies themselves – and not at the organi- sational level. For example, neither EFPIA, IFPMA, the majority of the other European trade associ- ations, including the Nordic organisations, have established actual strategies for inclusion and diversity in the industry. Exceptions, however, are ABPI, which has established a new strategy Equality, Diversity and Inclusion Strategy and the American PhRMA also working more broadly and strategically on the agenda. Furthermore, a num- ber of organisations have in parallel principles for Diversity in Clinical Research.
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