November 4-5, 2021
Online Livestream
Advancing Diversity, Equity & Inclusion (DEI)in Pharma & Healthcare
Maximize the power of diversity and inclusion to drive superior business results and sustainable competitive advantage
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Successful diversity and inclusion strategies have been correlated with greater company performance—it isn’t just good for society, it’s an essential business strategy. There has never been a more critical time than now for Pharma, Healthcare, and their allied industries to transform their company culture to be more diverse and inclusive. By putting a greater emphasis on diversity in the workplace and among your clinical trial participants, you can positively impact drug innovation and development, disease awareness, and clinical trial outcomes.

DGE’s inaugural Advancing Diversity Equity & Inclusion in Pharma & Healthcare Summit will help you become a confident leader in this crucial business space – more important than ever and growing every year. Join us for 2-days of learning and networking to uncover how industry leaders across the life science and healthcare industries are building a culture of inclusivity and engagement.

Top Reasons to Attend
  • Gather information to strengthen collaborative partnerships with diverse patient organizations to ensure inclusion in clinical trials
  • Understand why belonging is what really creates unity and defines the culture of an organization
  • Evaluate the challenges that impact diversity recruitment, enrollment, and retention in clinical trials
  • Insights on how to create a workplace culture where multi-generational teams can thrive
  • Discuss why creating a sense of belonging is at the core of D&I progress
  • Align vision for D&I with your strategic plan
  • Gain perspective on the role of men in creating gender equality at work
  • Detailed strategies for understanding how to create diverse workplaces and diverse leaders
Who Should Attend

Life Science and Healthcare Professionals with responsibilities in:

  • Diversity, Equity & Inclusion
  • Human Resources
  • Talent Acquisition, Development
  • Clinical Research, Operations
  • Equity & Partnering
  • Patient Advocacy, Engagement, Support
  • Professional Education, Training and Development
  • Public Affairs/Policy

This Program Is Also Of Interest To:

  • Talent Providers
  • Digital HR Technologies
  • Consultants
  • Clinical Research Site
  • Clinical Trial Suppliers
  • Universities with Health Systems
Event Sponsors
Conference
New Topics
Featured Speakers
Antonio Bebba
Diversity, Equity & Inclusion Regional Operations Lead (Europe)
Pfizer
Cameron Tillman
Regional Director, Diversity & Inclusion
Ochsner Health
Celeste Warren
Vice President, Global Diversity and Inclusion COE
MERCK
Christopher Johnson
Director, Inclusion & Diversity
HUMANA
Claudia Varela
Author and Diversity & Inclusion Ambassador
Enoc Henry
Director, Quality Assurance, RTP DP
Biogen
Irit Klipper-Avni
Vice President, Human Resources
AYALA PHARMACEUTICALS
Jacqueline Gerena, MBA
Director, Program Management
Aimmune Therapeutics
Javier Barrientos
Head of Diversity, Equity & Inclusion US – GPLS
Takeda Pharmaceuticals
Karen Lauxmann
European Lead Contract Manufacturing
Pfizer
Lamar Caison
Senior Project Manager - Mansfield Rule 2.0 Legal Department Diversity Program
Teva Pharmaceuticals
LaShell Robinson, MS
Director, Diversity & Inclusion in Clinical Trials
Takeda Pharmaceuticals
Lisa Meadows
Diversity Talent Engagement Partner, Leadership & Career Coach
Lisa Meadows Coaching & Consulting
Marisa Sharkey
Senior Manager, US Communications
Novo Nordisk
Monique Phillips
Recruitment Specialist, Clinical Trial Engagement & Enrollment
Bristol-Myers Squibb
Nancy Di Dia
Chief Diversity & Inclusion Officer; Diversity, Inclusion, Culture, & Equity Officer
Boehringer Ingelheim
Pamela Zapata
Director, Global Equality, Diversity & Inclusion
PTC THERAPEUTICS
Ryan Martinez
Head of Diversity, Equity and Inclusion
Intercept Pharmaceuticals
Selena Yuan
Global Head of Talent Development
JAZZ PHARMACEUTICALS
Taj Nero
Director, Women of Color in Pharma (WOCIP), Medicinal Science and Technology Project Manager
GSK
Veronica Moore
Manager Patient Advocacy
Horizon Therapeutics
Whitney Harvey, MHA
Director, Diversity, Equity, and Inclusion
Prime Therapeutics
Event Schedule
ALL TIMES ARE IN EST
With social unrest impacting hiring practices, talent acquisition leaders need to view diversity and inclusion in a different way to eliminate biases and widen the talent pool. This session shares practical insight on how to reimagine your recruitment strategies to cultivate a more diverse & inclusive workforce.
  • Reframe the way roles are described to attract a good mix of candidates from the start
  • Implement diversity recruiting strategy that aligns with your organization’s overall D&I mission
  • Comprehensively engage and train talent acquisition leaders
  • Examine how to leverage data driven insights to find new talent and improve diversity outreach
What happens after diverse employees are hired? Diverse employees face additional barriers to inclusion and support in the workplace and therefore are at a higher risk for attrition. And with life sciences being a highly competitive industry, companies must have a strong retention and career development program in place to foster and maintain their diverse talent.
  • Outline the difference between diversity and inclusion
  • Discuss why inclusion and belonging are key to fostering and retaining employees
  • Ensure that employees are well supported from the moment they are recruited and throughout their career
D&I initiatives are no longer the sole responsibility of the HR team—every department within the organization should play a role in building an inclusive organization. Department managers, marketing, communications, drug development, and clinical trials teams all have important roles to play to ensure D&I across the organization.
  • Examine the role marketing and communications play in achieving D&I internally and externally
  • Discuss tools and strategies to eliminate bias
  • Explain how to ensure more D&I in clinical trials and drug development
  • Learn how managers can help in career advancements for minorities
HR leaders may struggle to set priorities regarding D&I, and also when trying to communicate those priorities. Well-intended efforts to advance racial justice and equality in the workforce are not just about hiring more diverse employees.
  • Evaluate which priorities drive diversity and inclusion
  • Examine how to create a culture that values and respects the contributions of everyone
  • Analyze methods to measure your D&I success

The challenges facing D&I progress are multifaceted and require 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
Ageism is real and is prevalent in today’s workplace. As the life sciences industry strives to become diverse and inclusive, eliminating implicit and explicit bias based on a person's age should be part of the organization’s D&I plan.
  • Identify strategies to create a workplace culture where multi-generational teams can thrive
  • Gain insights on how the talents of each generation can contribute to a more innovative culture
  • Learn best practices on how to create an age-inclusive workplace culture
  • Recognize how age inequities negatively impact a culture of belonging
Women of color often face stereotypical behavior in the workplace, resulting in a need to create psychologically safe spaces where they can network and feel free to express who they are, what they believe, and how they feel. These spaces provide tools, resource, learning and networking opportunities that can help to advance their careers.
  • Recognize the importance of creating psychologically safe spaces in the workplace
  • Discuss why creating a sense of belonging is at the core of D&I progress
  • Identify ways networking can help women achieve equity
Employee resource groups (ERGs) are a vital part of building a sense of community and inclusion for diverse employee groups—and can yield improved network building, leadership development and communication.
  • Understand the value of ERGs as D&I champions
  • Learn how to use ERGs to build a sense of community across the organization
  • Develop D&I strategies that ERGs can support and promote internally and externally
ALL TIMES ARE IN EST
Inclusive leadership is essential for building equitable organizations. However, the pharma and healthcare industries are lagging behind when it comes to diversity – particularly at the most senior level. Today, women in life sciences make up only 10% of boards and 20% of leadership teams. In healthcare, just nine percent of CEO positions are held by minorities. Hear what the challenges are and what it will take to make real change.
  • Align vison for D&I with your strategic plan
  • Explore challenges to diversity advancement, recruitment, retention and career development
  • Gain practical strategies your organization can take to advance diversity in C-suite and functional leadership positions
  • Review effective tools and process to measure progress
D&I drive innovation for better patient outcomes, stronger companies and industry growth. A more diverse mix of people creates a greater mix of skills, experiences, perspectives and ideas—all essential to develop the therapies and devices needed for the patient population, which, in turn, result in higher business performance and innovation—and grows the bottom line. So how can organizations build inclusive cultures where every employee can thrive—regardless of gender, race, age or disabilities?
  • Enable diverse career paths across roles and regions
  • Embed D&I in policies and practices and throughout the employee experience
  • Learn the difference between an equality-based approach and an equity-based approach
  • Discuss unconscious bias and strategies to eliminate it
  • Shift D&I conversations to promote a workplace for all
For success at higher levels, women need people who advocate for them and are united with purpose to open doors. Male allies play a crucial role in helping women to get a seat at the table and in diversity and inclusion efforts. What are some of the practical steps you can take to encourage your male peers to be an advocate for women in the workplace? This panel of male allies will help shed light on ways they have been active in their allyship and provide insight on engaging others to do the same.
  • Gain perspective on the role of men in creating gender equality at work
  • Discuss the barriers preventing men from becoming effective allies to women in the workplace
  • Understand how to become an ally and why men should be better allies to women
  • Learn how to find male allies in your own organization
Managers are the front line embodiment of DE&I, and play a central role in hiring decisions, training, developing, and engaging with employees. If management teams are not diverse, it is unlikely that diverse employees will feel comfortable and confident that they can succeed and grow.
  • Instill diversity and inclusion principles in managers across the organization
  • Educate executives on the importance of instilling certain ideals in managers
  • Teach managers how to create an inclusive environment where all employees feel they can succeed
The coronavirus pandemic placed clinical research on the global stage, raising public awareness of clinical trials and highlighting the need for diversity and inclusion. True change in clinical practices won’t happen unless diversity is prioritized within an organization —from the top down. So how do we close the
diversity gap? What are successful strategies for awareness, recruitment, and participant retention?
  • Examine the barriers that limit participation: location, cost, time constraints
  • Map out wider eligibility criteria earlier in the drug development process
  • Highlight how virtual clinical trials can enable expansion to underrepresented communities
  • Discuss current strategies to include more diversity in early drug development to advance discovery work
  • Explain clinical research site activities that advance clinical trial diversity through community engagement
Events of the past continue to disproportionately impact underserved communities and have led to lasting mistrust by minority populations of the life science industry and healthcare system. Taking a community-centric approach is needed to build trust, increase awareness, enhance clinical trial diversity and advance health equity.
  • Examine how patient groups, hospitals, medical education systems, patient advocacy groups can serve as a direct plug into your patient population
  • Train investigators from the black and brown communities to participate in clinical trials to build trust
  • Discuss the importance of working with the different stakeholders early in the drug development process
  • Improve patient and community education to build underlying trust
  • Review opportunities for MSLs to conduct community outreach to engage underserved populations for clinical trial participation
Simple metrics driven results are not enough to provide the information your organization needs to measure real D&I progress. D&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 decision making.
  • Examine how to align your metrics to showcase results that are applicable to your organization’s D&I mission
  • Highlight missteps to avoid when analyzing results
  • Learn how to use engagements surveys and inclusion score cards data to inform your D&I strategies
While the pharma industry is said to be the leaders in DE&I initiatives, there is still a long way to go. In this closing session, presenter will share insights on what the future of DE&I look like for their organization and how the industry can achieve greater progress.
  • Discuss what changes will be made to address the issues and ensure inclusivity
  • Examine where progress has been made and where there are still inequities to be addressed
  • Address how the pandemic has impacted DE&I progress
Register Now

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Event Partners
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Days
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Participants
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Workshops
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