AstraZeneca reflects on their Inclusion and Diversity journey

Tiffany Davis, Global Head of Inclusion & Diversity, AstraZeneca discusses the past year and how she was welcomed into AstraZeneca from Alexion Pharmaceuticals, where  she was previously the Global Head of Internal Diversity, Inclusion and Belonging.

 

 

Prioritising Inclusion & Diversity (I&D)

We understand that diversity is not just a corporate capability but is instead a unique competitive advantage that translates into innovative breakthroughs for our patients. I saw the development of this refreshed strategy as an opportunity to bring our I&D mission to the forefront, highlight some of the great work happening across our organisation and reinforce the connection between our internal efforts and their impact on patients and the communities where we operate. We were careful not to jump into developing I&D programmes and initiatives in hopes that they would address our challenges. Our focus was on taking a measured approach to developing a strategy that would address systemic challenges and bring about lasting change. 

We started by looking at the language we use to talk about I&D. At AstraZeneca, we always talk about inclusion first because we believe that in creating a culture that amplifies all voices and honours each person’s authentic self, we can attract, retain and grow a rich and diverse workforce.

A focus on creating equitable conditions by creating opportunities and removing barriers for all to succeed requires us to challenge ourselves and each other every day. We believe that a focus on inclusion, diversity and equity will enable us to march forward to creating an environment of belonging; one in which employees feel unapologetically liberated because of their uniqueness, not despite it. Belonging is our ultimate goal.

As a global business with over 80,000 people spanning across more than 70 countries, we are uniquely positioned to advance societal change and improve patient experiences and outcomes. Our A.Catalyst Network brings together diverse stakeholders to forge non-traditional partnerships across geographical boundaries, facilitating collaborative action and opening up new opportunities to enhance patient-enabled innovation.

Additionally, our Supplier Diversity Programme provides opportunities for small and diverse businesses to be part of our value chain. This helps support local economies through job opportunities and making a positive socio-economic impact by supporting the growth of local businesses, as well as enabling diverse supplier development through mentorship schemes provided by AstraZeneca.

 

Acknowledging the power of individual and collective impact

At AstraZeneca, we believe that everyone has a role to play. Our accountability structure highlights the importance of setting the tone at the top while engaging a diverse cross-section of employees to deliver our I&D mission.

Our Global I&D Council, chaired by our CEO Pascal Soriot, works across all our regions to enhance progress on a global scale. We look to Pascal and our Senior Executive Team to set the tone from the top and to hold the organisation accountable for prioritising I&D amongst our business objectives.

Our global I&D team act as strategic thought partners and advisors to leaders across the organisation. Each of our business areas is supported by a network of employees working to translate our global strategy into meaningful and effective ways to cultivate a culture of inclusion and belonging.

AstraZeneca Employee Resource Groups (ERGs) are a key enabler of our I&D mission and help to bring our I&D strategy to life. The presence of ERGs helps us make sure that the work we do is representative of our diverse workforce and patient populations, offering practical insights and support along the way. We’ve already seen this in practice in the changes in our approach to educating healthcare professionals in middle and low income countries and designing marketing strategies that address the needs of our diverse patient populations.

We are proud that by harnessing the true power of the rich and diverse perspectives across our workforce, we can continue to build a sense of belonging both within and outside of our organisation.

 

 

 

 

 

 

 

Tiffany Davis, Global Head of Inclusion & Diversity, AstraZeneca