As Pride Month 2024 draws to a close, EMJ GOLD speaks to four leaders in the pharmaceutical industry who share their experiences of how companies and employees benefit from workplaces that promote inclusivity and authenticity
Words by Jade Williams
- Felipe Rogatto, Executive Director, Global Medical Affairs HIV, Head of Pride ERG, Gilead Sciences
- Florian Schick, President, Merck Switzerland
- Perry Mohammed, Vice President, Head of Medical Affairs, Europe, ViiV Healthcare
- Roz Bekker, Managing Director, Johnson & Johnson Innovative Medicine UK and Ireland
These contributors share their experiences as community members or allies in promoting LGBTQ+ inclusion in the industry, and offer ideas on how other leaders can create a more equitable and supportive environment where patient outcomes and employees can thrive.
A business necessity
In today’s rapidly evolving business landscape, embracing and promoting diversity and inclusion is not only a moral imperative, but a business necessity. A recent paper by digital health company Spectrum.Life states that “inclusive workplaces that allow people to bring their authentic selves to work are more likely to have committed and motivated staff,” illustrating the value of creating a welcoming workplace for all.
Much effort has been put into creating more inclusive workplaces in recent years, but while changes in corporate leadership and policy are progressing for the better, there’s still more to be done to reach total acceptance for the whole community.
This is illustrated by Gilead’s Felipe Rogatto, who says: “My identity as a gay man has shaped my experiences in the pharmaceutical industry in significant ways,” he notes. “I recognise my privilege as a Caucasian male within the LGBTQ+ community and understand that other members, particularly from the transgender community, face more profound challenges. There is still more progress to be made.”
Rogatto’s commitment to supporting the under-represented, particularly transgender people, is an important point for pharma leaders who want to create an inclusive environment. Speaking up and acknowledging privilege, especially in areas where LGBTQ+ issues are not as discussed, is critical.
The role of allies
While openness within the community itself drives change, allies have a key role to play in help colleagues feel empowered to come to work as their authentic selves. J&J’s Roz Bekker underlines this by highlighting the responsibilities of allies in the workplace.
“I have always been passionate about creating an environment that fosters a deep sense of belonging – everyone should feel able to bring their true self to work 100% of the time,” she says. “Both inside and outside a company, I believe we truly have a shared responsibility to champion and advocate for others, and in my experience, so often this comes down to taking the opportunity to have an open, uniting conversation.”
Sustained efforts can significantly impact workplace culture. By promoting open conversations and creating supportive networks, companies can ensure that employees feel valued and able to express their true selves, driving deeper engagement and happier workplaces for all.
Merck’s Florian Schick proposes a multi-faceted approach involving raising awareness, taking concrete actions and listening to younger generations to understand their evolving needs and expectations when it comes to inclusion practices. He recommends that leaders should:
- Raise awareness by collaborating with interdisciplinary stakeholders from various sectors to understand the science, societal dialogues and stigmas.
- Act by implementing and walking the talk.
- Listen to the young generation to understand their needs, concerns and expectations –and act on it.
By raising awareness, taking actionable steps and listening to younger employees, this comprehensive approach can encourage companies to stay attuned to the evolving landscape of needs for the community.
The power of personal authenticity
Furthering these points, ViiV’s Perry Mohammed emphasises the need for immersion and true understanding of the lived experiences of LGBTQ+ individuals. He advocates for going beyond policies to deeply connect with the lived experiences of employees from the community.
“For me, it’s all about immersion—by that I mean going beyond policy, beyond diversity and inclusion groups and beyond allyship,” Mohammed explains. Like Schick, he believes that “to really understand the issues LGBTQ+ people face, we need to take time to ‘walk in each other’s shoes’, listen and learn so together we can take action and make real change”.
However, he notes that he still has “private conversations with employees who are afraid to be their full selves at work”. Despite progressive advances in corporate diversity and inclusion programmes, many LGBTQ+ employees still find themselves in environments where their authentic selves are met with hostility or discrimination.
A survey by Navigate Wellbeing Solutions reveals that 40% of LGBTQ+ employees are not open about their identity at work, and 26% wish they could be. Additionally, 75% of LGBTQ+ employees report experiencing negative interactions daily because of their LGBTQ+ identity. These troubling statistics highlight a critical gap between the inclusive policies companies may profess and the lived experiences of their employees.
40% of LGBTQ+ employees are not open about their identity at work, and 26% wish they could be
Supporting across borders
Feeling safe and supported can also vary depending on employees’ and patients’ locations. Not every region or country has the same policies in place regarding LGBTQ+ rights or acceptance, and these differences must be taken into account by leaders as well.
“In countries where being part of the LGBTQ+ community is not widely accepted, it is crucial to ensure that employees feel safe and supported within the company,” notes Rogatto. In some regions, promoting LGBTQ+ rights and inclusion may require more subtle, behind-the-scenes efforts to ensure the safety and well-being of employees, whereas in other regions, support can be more visible.
Recognising and respecting regional differences in acceptance is critical to ensuring the safety and support of LGBTQ+ employees worldwide. “Leaders should engage in advocacy efforts with local governments, industry groups and human rights organisations to promote more inclusive laws and protections for LGBTQ+ individuals,” argues Rogatto. Crucially, they must address these issues in a way that protects individuals, and look for ways to advocate for policy change that addresses the specific challenges in different regions.
Mohammed shares a personal story from his time working in a different region to illustrate the ways that different cultures can impact thinking, and how taking courageous steps and staying true to individual authenticity can transform attitudes.
“As I began to accept who I was, I discovered that my openness inspired others. I was once with a group of HCPs in Kenya – accepted as ‘one of them’ – but when the conversation turned to being gay, many were openly homophobic,” he states. “In that moment I had to decide what to do – do I continue to play the ‘assumed straight’ role, or do I stand up and say who I am?”
Members of the LGBTQ+ community can feel pressure to come out, which can often be accompanied by concerns about their future perception and, in some cases, their safety. “It felt risky, but I did it,” continues Mohammed. “The deathly silence that followed was awkward, but I felt better for being my true self and later, a few people came up to thank me for challenging their thinking. I’m acutely aware that I was in a relatively safe situation where physical harm was unlikely, but the lesson here is that sometimes small things can shift behaviours.”
Being true to yourself can encourage others to do the same. “Since then, I’ve always encouraged those I work with to express themselves – safe in the knowledge that they have my complete backing and support,” Mohammed concludes, underscoring the transformative power of personal authenticity.
Fostering a more inclusive and accepting environment can be as simple as taking the first step forward and encouraging others to share and embrace their true selves. This ripple effect can lead to wider cultural change within organisations and communities.
In that moment I had to decide what to do – do I continue to play the ‘assumed straight’ role, or do I stand up and say who I am?
Effective initiatives for real change
Initiatives from companies, particularly those pertaining to parental leave and family planning, can be incredibly important in ensuring members of the LGBTQ+ community feel equally valued within a company.
Drawing on these values, Schick shares Merck’s ‘Family Forward’ initiative, which addresses the family planning challenges faced by the LGBTQ+ community. The initiative is designed to support the LGBTQ+ community by addressing family planning issues members may have, and has “opened conversations about the fertility challenges the LGBTQ+ community faces, de-tabooing the topic, creating awareness and unifying professional career and family planning”. By opening conversations and creating awareness, initiatives such as these can help unify professional careers with fewer possible concerns in the home.
Similarly, Bekker discusses how J&J’s Open&Out team engages colleagues through various activities and educational opportunities. Initiatives like these “allow for this important two-way conversation to be scaled up,” she argues, encouraging colleagues to learn, ask questions, and build an inclusive culture. Initiatives like Open&Out can help to “build a workforce that reflects the diversity of our communities as well as transform talent and business processes,” she concludes. “In my opinion, uniting colleagues and fostering formal community platforms within organisations like this is a vital practice for businesses to achieve equity for all.”
Promoting diversity should go far beyond policy – it’s about meaningful, sustained efforts that resonate on a personal level. Creating an inclusive and supportive environment can lead to transformative cultural shifts within organisations and society, providing greater opportunities for the LGBTQ+ community both within the industry and in the doctor’s office.
It is through these meaningful actions and conversations that companies can create a truly equitable environment for all. The pharmaceutical industry, as a pillar for the advancement of human health, should be at the forefront of this change – advocating for fair treatment of employees and patients alike.
