Having women in the pharmaceutical industry is crucial because it brings diverse perspectives and experiences; leads to better healthcare solutions for women, particularly when addressing conditions that disproportionately affect them; promotes gender equity in research and decision-making; and can improve a company’s bottom line by fostering a more inclusive and innovative environment.
According to Pharma Executive, in 2018 women held 21% of executive roles in pharma companies, increasing to 28% in 20211. A culture change is still needed to address this gender inequality. Given so many talented female scientists and other professionals are already in the sector, there is no tangible barrier for women when it comes to workplace entry. However, when it comes to advancement, the obstacles can be immense; whether it is the pay gap, unconscious bias, questioning competence, exclusion from networks and opportunities, or assumptions about gender specific roles. In addition, women disproportionately handle caregiving, leading to career interruptions. It is evident that as women move up the ranks, the resistance, discrimination, and isolation increase as well.
Why are women in pharma important?
- Better understanding of female health needs:
Women often have different health needs compared to men, and having female researchers and clinicians involved in drug development can lead to more targeted and effective treatments for conditions like reproductive health issues and certain cancers.
- Addressing gender bias in research:
Historically, research has often been conducted primarily on male subjects, which can lead to inaccurate conclusions about how drugs affect women.
- Market reach and marketing effectiveness:
With more women in leadership roles, pharmaceutical companies can better understand and market to female patients, leading to increased market penetration.
- Innovation and creativity:
Diverse teams with different perspectives are more likely to generate innovative ideas and solutions in drug development.
- Role models and talent pool:
Having more women in senior positions inspires young women to pursue careers in the pharmaceutical industry.
- Ethical considerations:
Promoting gender equality in healthcare is considered ethically important and aligns with the goal of providing equitable access to quality healthcare for all.
Aspire Pharma Ltd is a global life sciences business, based in the UK, devoted to delivering true value to patients, healthcare professionals and the NHS.
We have significantly grown our team in the last few years, from 51 in 2019 to around 246 team members in 2022, and representing over 14 different nationalities.
Highlighting the enormous contribution all colleagues deliver on an individual basis is very important to our company. Our commitment to diversity, equity and inclusion in all our actions is visible through our commitment to gender diversity. Currently, 54% of our total employees and 47% of our line managers and heads of departments are women and the fastest trend in becoming managers for females saw a 31% increasebetween February 2024 and January 2025, compared to the overall trend which is 14% for males and females.
Women at Aspire
Women in leadership positions, who act as role models is clearly important, but it is also important to tangibly support women in their career with actions as well as words.
Sara Heys has a leadership role as Senior Vice President Medical Operations and has been with the company since its inception in 2009. Successfully building the wider function from scratch, Sara has achieved this through a mixture of technical and people skills.
Sara leads a Women in Business Employee Special Interest Group (ESIG) at Aspire and says: “Our ESIG provides a forum for women in Aspire to connect, collaborate, and develop professionally. The aim is to empower our female employees to reach their full potential. In the pharma industry, innovation and diverse perspectives are key. Groups likes this not only help individuals to grow but enhance the organisational performance by promoting diversity of thought and experiences.
“Our objectives are to provide a platform for professional development and mentoring, networking opportunities, and advocacy. By investing in these areas, we aim to create a culture where all employees feel valued and empowered. This aligns with our company value, Inclusivity – Value All Voices.”
Sara has also been Chair of the British Generic Manufacturers Association Quality Forum for the last six years, providing a great opportunity to share her skills outside the company.
Carolyne Malizia, Chief People Officer at Aspire who has been with company since 2023, says: “The pharma industry is forever evolving and, as women leaders, we need to be part of that changing landscape and bring people along with us on the journey of driving for equity, diversity and inclusivity. I am mindful of the critical role of leadership in navigating the future challenges we face in the industry and a key focus at Aspire is to ensure we have a diverse talent pipeline, providing flexibility, addressing gender bias, creating a supportive network and leadership development programme to prepare us for what lies ahead.
“Empowering our female workforce is not just a matter of fairness, it’s a strategic imperative that enhances our collective capability to innovate and excel in the pharma industry.”
References
1Women and Diversity in Industry C-Suites: New Scorecards Tell the Story, Pharma Executive, April 11, 2022. Available at: https://www.pharmexec.com/view/women-and-diversity-in-industry-c-suites-new-scorecards-tell-the-story Last accessed: April 2025
