Conference Schedule
All Times Are In EST
Strategies to Drive Change and Build an Equitable, Sustainable Workforce

The challenges facing D&I progress are multifaceted and requires systemic change to achieve results. However, change often comes with resistance. You must prepare to tackle these obstacles straightforwardly, through the lens of change management, in order to make sure the changes you achieve are long-lasting.

  • Examine how a change management approach can help achieve the goal of equity and belonging
  • Review successful practical change management solutions
  • Explore how to get buy-in for D&I initiatives
  • Manage relationships with internal D&I partners to support D&I efforts
  • Promote and drive dialogue to adopt inclusive practices

Managing pay equity effectively builds trust in leadership, increases engagement and reduces turnover.

In this session, Pfizer UK will share insights on the five-point strategy the organization implemented to

successfully close the pay gap.

  • Discuss which marginalized groups are most affected by pay gap discrepancies and how this can impact the workplace
  • Explore actions organizations can take to close the pay gap
  • Collaborate on best corrective strategies and timeline

DE&I efforts that recognize unconscious bias will improve all phases of talent management—from recruiting candidates to assessing and promoting leaders. HR leaders are tasked with creating an equal playing field to yield a more inclusive talent pipeline.

  • Address how HR can be more proactive in dismantling systemic racism
  • Examine creating not only diverse workplaces but diverse leaders throughout the organization
  • Invest in tools to identify and address inequities in the workforce
  • Discuss how technology can enable better hiring decisions that impacts diversity success

Empathy plays a role in an organization's DE&I efforts by creating a culture of trust and understanding within teams. This provides a strong, safe foundation to engage in challenging conversations without diversions or escalations.

  • Share insights on the role of empathy in changing the mindset of resistors
  • Prioritize empathy to foster stronger relationships and improve communication inside and outside of your organization
  • Practice cognitive, emotional and compassionate empathy
  • Examine the act of listening and appreciating others unique points
  • Identify empathy as driver to creating psychologically safe workplaces

Intersectionality, Collaboration, Metrics, Empathy

Health equity requires every moving piece of the healthcare ecosystem, including pharma companies. But ensuring a more equitable and accessible healthcare system starts for pharma at the beginning. It starts with the HCPs you engage for pre-drug launch and marketing; it starts with the site investigators you recruit; it starts with the location and availability of the study. In this informative event, we’ll explore:

  • State of the industry & Why it took federal guidelines to begin to advance the conversation around health equity in pharma
  • How big data can fuel trial diversity and why the data matters
  • Use cases and critical data components for success
  • Data-driven examples and best practices

Across industries, the term intersectionality is becoming more popular in discussions of diversity and inclusion, but many employers aren’t sure what it means — or why it matters in their workplace. To build an inclusive organization, intersectionality within your DE&I framework is necessary and meaningful to vehemently combat inequality and high attrition.

  • Share practical tips to help you bring intersectional thinking to the workplace
  • Recognize the imperative to prioritize intersectionality in inclusion efforts
  • Explain how to build an intersectional approach into your DEI strategy
  • Provide opportunities for continued learning and awareness
  • Broaden the focus of diversity efforts to account for individuals’ holistic identities

Diversity and Inclusion is no longer the sole responsibility of the HR team—every department within the organization has a role in addressing challenges and implementing strategies that build an inclusive organization. Diversity goals need to be properly pursued in many contexts including recruitment, management, marketing, communications, drug development, and clinical operations.

  • Examine the role marketing and communications play in achieving D&I internally and externally
  • Discuss HR tools and strategies to eliminate bias
  • Explain how to ensure more DE&I in clinical trials and drug development
  • Learn how managers can help in career advancements for minorities
  • Align on values and make them part of your messaging
  • Ensure the organization’s website, social media channels, and ad campaigns doesn’t undermine your DE&I initiatives
  • Align DE&I and marketing strategies in internal and external communications

 
All Times Are In EST
Create a Dynamic, Inclusive and Engaging Culture

For years, executing a clear DE&I mission has been more of a discussion rather than a call to action. With the social upheavals in 2020, many organizations have made a renew commitment to implementing sustainable programs for greater diversity, equity and inclusion. It’s critical for organizations to differentiate their culture as a way to attract, retain, and engage talent.

  • Reboot and re-imagine your culture with a focus on diversity and inclusion
  • Pinpoint key strategies to creating a sustainable D&I plan
  • Recognize tools and strategies that can be used to move towards DE&I goals in areas like recruitment, hiring, talent development and succession, and clinical trials
  • Structure your organization with accountably for DEI initiatives
  • Examine the challenges in building a more inclusive culture and how to overcome barriers and resistance
  • Address how a hybrid workforce has impacted culture

Inclusive leadership is essential for building equitable organizations yet, globally only 5% of leaders are considered inclusive.

  • Develop inclusive leadership to become allies and advocates of underrepresented employees
  • Address how inclusive leaders influence corporate culture and the success of culture change
  • Guidelines for building an inclusive team

Diversity in Research Talent, Clinical Trials and Publications

Simple metrics-driven results are not enough to provide the information your organization needs to measure real DE&I progress. DE&I practitioners need to think creatively and develop more sophisticated approaches to understand, measure, analyze and track their organization’s progress. Taking an analytical approach can be a more accurate way to measure D&I and inform business decisions.

  • Align metrics to showcase results that are applicable to your organization’s DE&I mission
  • Highlight missteps to avoid when analyzing results
  • Use data to influence strategy and key business stakeholders
  • Incorporate analytics into your DE&I strategic framework to measure change

Diversity in clinical trials cannot be an afterthought. Yet, people from underserved populations are underrepresented in clinical trials. In the U.S. alone, 20 million are affected by peripheral artery disease (PAD), but it disproportionately affects underrepresented communities. Native American adults have the highest rate of diabetes, a leading cause of PAD, and have moderate-to-severe PAD, nearly double the rate for white people.

  • Discuss best practices for reaching the Native American community and other underrepresented populations
  • Ensure the latest medicine and medical technology can support every community
  • Highlight strategies to remove barriers, and increase access to healthcare and improve patient outcomes

Initiatives designed to improve diversity, equity, and inclusion have become top priority across the life science industry. Within the publication space, there has been increased emphasis on taking steps to ensure that the research reflects and amplifies diverse voices from authorship on down to data dissemination plans.

  • Address the challenges of establishing DE&I in medical research and publishing
  • Examine the medical communicator’s role in ensuring DE&I
  • Tactics to bring diversity across the publication process and gain equity and equality in representation from start to finish
  • Outline the importance and context of DE&I in health literacy for publications

Ignite Your DEIB Strategy Across Your Organization

DEI and well-being are key business strategies and can no longer be treated as separate and distinct—they are inextricably linked. To enact meaningful change in the lives of employees, it’s critical for business leaders to address employees’ total well-being.

  • Share insights on how the organization has successfully connected employee health and wellness with DEI strategy
  • Clarify the important role leaders play in understanding and addressing the unique experiences and needs of employees
  • Destigmatize mental health by expanding benefits, resources and building awareness
  • Create a well-being-centered ERG to provide a safe space for employees

Data shows that DEIB initiatives are often undermined by learned behaviors and perceptual biases that have long been ingrained in society. These behaviors often play out in the workplace leaving the affected employees feeling unsafe and unwelcomed. This session examines microaggressions, biases, privilege, structural racism, injustice and their effects on employees and patients.

  • Tackle deep-rooted bias, stereotypes, racism and understand how society and the workplace are interlinked
  • Address the roots and ramifications of unconscious bias
  • Ensure organizations are approaching DEI with the goal of fighting injustice internally and externally
  • Use story-telling to engage DEI leaders and resistors
  • Recognize that privilege and power can be used in a positive manner to create a DEIB culture

Allyship plays a crucial role within the workplace to ensure that LGBTQ+ employees don’t feel excluded or isolated. It is a necessary element in creating an inclusive environment.

  • Address why allyship matters, especially for the “only-s” in your organization
  • Adopt inclusive gender-neutral language practices
  • Recognize the importance of creating psychologically safe spaces
  • Communicate why pronouns are important and demonstrate how to use and share them
  • Actionable steps to build LGBTQ+ inclusion beyond rainbow-coloring your corporate logo and recognizing Pride month
  • Advocate for LGBTQ+ inclusion among your corporate leadership

Employee/Business Resource Groups are vital in creating an inclusive culture. They serve as allies to underrepresented and marginalized groups, and play a key role in helping the organization make meaningful change to achieve its DE&I goals.

  • Partner with ERGs/BRGs to create more inclusive services for external customers
  • Nurture and empower ERGs to drive a culture of inclusion and promote diversity
  • Examine how ERGs/BRGs can drive innovation, insight, and influence business outcomes
  • Understand the value of ERGs as an integral part of the employee experience
  • Learn how to use ERGs to build a sense of community across the organization