What's the problem? STEM professionals speak out

Key challenges and current initiatives in the industry, according to the 'REPORT: Diversity, Equity and Inclusion in the Life Sciences 2021'

What is the industry’s biggest problem with diversity and inclusion?

Over a third of STEM professionals around the world see lack of minority leadership representation as the life sciences' biggest problem with diversity and inclusion, according to an industry study carried out by Informa Connect Life Sciences in March 2021.The results of the global study, from almost 500 responses, are chastening and overwhelmingly point towards a lack of representation.This is echoed throughout the report as 73% of respondents believe cultural/ethnic minorities are under-represented at the most senior levels in their organization, and 63% believe that women are under-represented in the most senior roles.

"What do you think is the industry’s biggest problem with diversity and inclusion?"

21% of the survey respondents say that socio-economic challenges in building a diverse workforce is the industry’s biggest issue.On examining those who thought something else was the biggest problem, a number of respondents emphasize that it is a combination of many problems, whilst a small minority don't see there being any problem, or even naming the focus on D&I as the problem itself.The 'Other' responses include:

"Acceptance and willingness to focus on this as something to fix"

"All of these things contribute. I don't think it's driven by a single big problem"

"Judging on diversity & inclusion instead of competence."

"Low number of minority candidates for open positions."

"Not a priority for many organizations"

"There is no problem"

“Why is this the industry’s biggest problem?”

When asked to pinpoint the reason for their answers, many respondents commented that lack of representation in the life sciences sectors was a top-down problem, while others suggested that it comes from a lack of aspiration among minorities to apply or study for roles in STEM fields.Some respondents also noted that the issue is derived from institutional bias across the industry.Responses include:

"Lack of opportunity for entry positions, leading to lack of diversity at higher positions."

"Problems with diversity start with lack of minorities in science. That's driven by lack of science/math students at high school level."

"This issue of structural racism and biases are deep founded across the pharma industry as they are across industries."

"Not enough women pursuing engineering or technical-based education or employment."

Wherever diversity and inclusion problems in STEM originate, their existence is certainly evident. An astonishing 41% of all survey respondents claim to have personally faced workplace bias due to their gender, ethnicity, sexual orientation or other factors."Despite an advanced technical degree, significantly contributing to the success of the organization internally and externally as well as financially, I receive no recognition, support or opportunities for advancement," comments one survey respondent.“I don’t feel safe coming out completely to my co-workers or boss," says another.

What efforts have been run and what impact have they had?

Data from the study shows that organizations across life sciences are carrying out initiatives to address diversity in the workplace, yet the levels of action and its effectiveness varies considerably.87% of organizations are focusing and investing in improving diversity and inclusion within hiring and recruitment to some extent, with 23% giving it significant focus.However, these numbers drop for organizations financing diverse groups.Worryingly, 41% of organizations don't have any outreach training or investment programs to encourage a more diverse workforce.

"41% of organizations don't have any outreach training or investment programs to encourage a more diverse workforce."

However, this number varies significantly depending on the size of each company. Less than half of those with under 100 employees have such programs, whereas of those with over 500 employees, 78% do.

"Does your organization have any outreach training or investment programs to encourage a more diverse workforce?"

Comments from respondents of the study describe the varying levels of change within their organizations:

"Creating an internal focus group to collect the voices of female staff to understand their challenges and what the organization could do to help them. As a result, we started to run a day care facility near our lab."

“We always start each recruit with a diverse slate of candidates. We believe that we present diverse candidates to clients to work with them, as a priority. Whether they choose to recruit these people diversely is a different story."

"It feels like lip service - a reaction to social pressure vs a real, genuine expression of care."