The best talent is often hard to acquire and retain, with the best candidates having multiple job offers to choose from. Organisations that do not prioritise diversity, equity, and inclusion (EDI) risk limiting their talent pool and missing out on exceptional candidates. Progress is being made in EDI in science teams within the life sciences sector. In our latest blog, we explore the importance of diversity in such teams and provide actionable strategies for organisations to enhance their EDI efforts.
The importance of diversity in life sciences
Put simply, a diverse workforce leads to diversity in thought, strategy, and leadership. Producing more effective problem-solving and more informed decision-making.
Diversity is proven to increase the amount of creative thinking within a collective. Why is this the case? Largely because the pioneering ability of a diverse team is derived from their integrated backgrounds and perspectives, leading to a richer workspace.
Prospective employees seek workplaces that value and respect differences, making it easier to recruit and retain high-calibre professionals.
Broader range of skills and experiences
Groups of people who possess different experiences can view a problem differently. This way, innovation within a diverse team can turn ideas into improved concepts. Here we explore how inclusion may lead to success and growth from the ideation of new concepts.
Improved problem-solving and decision-making
Embracing diverse perspectives
There are several reasons why diverse teams are more effective in any industry but when working in a global market such as life sciences, diverse teams are important because they are more adept at understanding and meeting the needs of international customers and stakeholders, enhancing the organisation's global competitiveness.
Improving problem-solving capabilities
Life science consultants can create diverse teams that encompass different education and professional backgrounds, therefore broadening the collective skillset of the team. The benefit of this is increasing the team's ability to approach a problem from a different point of view, enabling them to pinpoint critical issues and design effective solutions.
Creativity and innovation
Diversity within a team can ignite fresh ideas and bring about a more innovative atmosphere. When encouraged, teams are more likely to participate in creative discussions, leading to inventive thinking and novel solutions.
Mitigating groupthink
Groupthink, a phenomenon where conformity within a group results in bad decision-making, is less likely to occur in diverse teams, thus leading to more informed decisions while reducing risks.
Challenges to achieving diversity in life sciences teams
The EU Directive on Equal Treatment mandates equal opportunities and treatment in employment, addressing discrimination based on gender, race, age, disability, and other protected characteristics (EUR-Lex). The European biotechnology industry has a big economic impact. However, it remains that the majority of the life sciences workforce is made up of white employees at 65% and executives at 72%.
Many companies within the life sciences industry are aware that diverse teams perform better. Pfizer aims to have women comprise 47% of its leadership by 2025. Solving these problems is crucial for cementing the EU biotechnology sector as a progressive and equity-driven space.
In addition, it's much easier to reach full potential when feeling secure. Given the challenges that many marginalised people encounter, such as racism, ableism, and transphobia, it's crucial to wholeheartedly embrace inclusivity to assure people that they can be their authentic selves at work.
Strategies for fostering diversity in life sciences
Inclusive recruitment practices
Including underrepresented groups can help create a more varied and inclusive workforce.
Mentorship and support programs
Mentorship and support programs can provide guidance and opportunities to individuals from diverse backgrounds.
Creating an inclusive culture
Actively celebrate diversity, provide equal opportunities for career growth, and create a welcoming and supportive environment for all employees.
Continuous education and bias training
Raise awareness about unconscious biases and promote a more inclusive and equitable workplace for all in the life sciences industry.
In conclusion
For life sciences recruitment to succeed in remaining committed on matters of diversity and inclusion, having intent and direction is simply not enough. The optimal amount of action must always be taken to maximise the effectiveness and visibility of an organisation’s EDI strategy.
To stay competitive, science teams must also consistently address these issues in the long term. Recognising people for their efforts and allowing flexibility is crucial to ensuring employees feel heard and respected in their position. Companies must continue a sense of momentum about EDI issues to get ahead in the talent battle and thrive in the fast-paced, post-pandemic employment environment. Engaging with life science consultants can offer valuable insights and strategies to enhance these efforts.
As a recruitment agency specialising in the life sciences sector, Panda can provide expert support and guidance in building diverse teams. For more information, please contact Panda.
CITATIONS
- Summary of EU Legislation on Equal Treatment in Employment and Occupation. EUR-Lex. Accessed May 30, 2024.
- European Commission. (2024). Communication from the Commission to the European Parliament, the Council, the European Economic and Social Committee, and the Committee of the Regions: Building the future with nature: Boosting Biotechnology and Biomanufacturing in the EU. COM(2024) 137 final. Retrieved from the European Commission.
- Habtezion, A. (2022). Impact of Diversity on Innovation and Creativity in Pharma. NIH Panel Presentation. Retrieved from NIH Scientific Workforce Diversity.
