The DEI Dilemma: Separate Teams Or Embedded Methods?
By Denise N. Bronner, Ph.D., founder & CEO, Empactful Ventures
In recent years, diversity, equity, and inclusion (DEI) has become a focal point in many industries, with the pharma sector being no exception. As political forces shift the societal climate to be increasingly DEI-averse, pharma sponsors face critical decisions regarding the implementation of DEI initiatives: Should DEI efforts be managed by a separate, dedicated DEI team or woven into the fabric of existing processes and departments?
To answer that question, we must examine the advantages and drawbacks of both strategies, focusing on key factors like resource allocation, implementation efficiency, cultural integration, and the long-term impact on trial inclusivity. By highlighting these considerations, we can provide a road map for pharma sponsors to maintain and enhance their DEI efforts in challenging environments.
Understanding DEI In Pharma
Before diving into the management approaches, it's crucial to understand what DEI means in the context of the pharma industry. DEI in pharma encompasses efforts to ensure that all stakeholders — employees, patients, trial participants, and communities — are represented fairly and equitably. This involves:
- Diversity: Ensuring a mix of individuals from different backgrounds, including race, gender, age, ethnicity, disability, and much more.
- Equity: Creating fair access, opportunities, and advancement for all individuals, aiming to identify and eliminate barriers that have prevented full participation.
- Inclusion: Building a culture where everyone feels respected, valued, and able to contribute fully.
The pharma industry has a unique responsibility when it comes to DEI, as it impacts both the workforce and the patients they serve. Clinical trials, drug accessibility, and patient outcomes are deeply influenced by DEI practices, making it an essential area of focus.
Separate But Strategic
Having a separate DEI team is like establishing a dedicated council with an enterprise-wide perspective, uniquely positioned to drive strategic partnerships across the organization. This independent entity acts as a central hub, collaborating closely with key functions like communications, marketing, and operations, to ensure that DEI is not just a buzzword but an integral component of the company’s mission and strategy. By maintaining a broad view of the entire organization, the DEI team can align initiatives with business goals, fostering a cohesive approach to embedding these values across every department.
Advantages Of Having A Separate DEI Team
Having a dedicated DEI team can bring specialized knowledge and skills to the table. This expertise can lead to more informed decision-making, targeted strategies, and effective implementation of DEI initiatives. There can be a clear line of accountability for DEI outcomes that helps to ensure that DEI goals are prioritized and met, as there is a specific group responsible for tracking and reporting on progress. Moreover, a separate team allows for dedicated focus on DEI without the distraction of other organizational responsibilities. This can lead to more robust and comprehensive DEI programs that are continuously developed and refined. This team that is solely focused on DEI is more likely to stay updated on the latest research, trends, and innovations in the field. This can result in cutting-edge strategies that drive meaningful change within the organization.
Drawbacks Of A Separate DEI Team
Maintaining a separate DEI team requires additional resources, including funding, personnel, and training. This can be a significant burden for companies, especially smaller ones with limited budgets. When DEI is siloed into a separate team, there is a risk that it becomes isolated from other organizational processes. This can lead to a lack of integration and alignment with the company’s broader objectives. Separate teams can sometimes face resistance from other departments, leading to challenges in collaboration and implementation. Other teams might view DEI as an external imposition rather than an integral part of the company culture. If DEI efforts are seen as the responsibility of a single team, other employees may not feel obligated to contribute, potentially limiting the overall impact of DEI initiatives.
DEI Threads Woven In
Embedding DEI into the existing ways of working ensures that it becomes intrinsic to the company’s culture, avoiding the risk of it being relegated to an ad hoc, altruistic side project that gets no executive sponsorship. By integrating these principles into every facet of the business, DEI becomes a natural part of daily operations, influencing decisions, behaviors, and outcomes across all departments. This approach fosters a genuine, long-lasting commitment to inclusion that permeates the entire organization, making DEI an essential element of the company’s identity and success.
Advantages Of Embedded DEI Methods
Embedding DEI into existing processes ensures that these values become part of the organizational DNA. This can lead to more sustainable and long-lasting cultural change. When DEI is integrated into every department, it becomes a collective responsibility. This can foster a sense of ownership and accountability among all employees, driving more widespread engagement and commitment. Embedding DEI efforts within existing processes can be more cost-effective, as it leverages current resources and structures rather than requiring additional investments for separate teams. By integrating DEI into all areas of the business, there is likely to be better collaboration across departments. This can enhance the effectiveness of DEI initiatives as diverse perspectives are brought together. When DEI is part of the fabric of the organization, it can lead to more innovative solutions. Diverse teams are better positioned to tackle complex problems with creative approaches.
Drawbacks Of Embedded DEI Methods
Without a dedicated team, there may be a lack of specialized knowledge and expertise in DEI. This can result in poorly designed and implemented initiatives that fail to achieve desired outcomes. When everyone is responsible for DEI, there is a risk that no one is truly accountable. This can lead to a lack of clear leadership and oversight, hindering progress and measurable impact. Embedding DEI across various departments can lead to inconsistency in approaches and outcomes. Different teams may interpret and apply DEI principles in divergent ways, leading to uneven results. Embedding DEI into existing processes can face resistance from employees who are set in their ways and reluctant to change. This can create significant cultural barriers that are difficult to overcome. Integrating DEI into all aspects of a business is a complex task that requires careful planning and coordination. Without a clear strategy, efforts can become fragmented and ineffective.
Chimeric DEI Approach
For pharma sponsors facing the DEI dilemma, the choice between separate teams and embedded methods is not necessarily an all-or-nothing decision. A balanced strategy that combines elements of both approaches might offer the most comprehensive solution.
Establish a core DEI leadership team or internal advisory board responsible for setting the strategic direction, tracking progress, and ensuring accountability. This team can provide the expertise and oversight needed to drive meaningful change. They can lead the charge with embedding DEI principles into existing processes across all departments, ensuring that every employee understands their role in promoting DEI. This can foster a culture of shared responsibility and collaboration.
To ensure longevity, pharma sponsors should provide ongoing training and development opportunities to enhance DEI knowledge and skills across the organization. This can include workshops, seminars, and e-learning modules tailored to different roles and levels. Moreover, there should be some encouragement for collaboration between the DEI leadership team and other departments to develop integrated strategies that leverage diverse perspectives. This can enhance innovation and drive more effective solutions. Most importantly, there should be regular evaluation and feedback mechanisms to assess the effectiveness of DEI initiatives and identify areas for improvement. This can help ensure that strategies remain relevant and impactful over time.
Overcoming Barriers To Implementation
Regardless of the chosen approach, pharma sponsors may face various barriers to implementing effective DEI strategies. Addressing these challenges requires a proactive and strategic approach:
- Leadership Commitment: Strong leadership commitment is essential for driving DEI efforts. Leaders must set the tone from the top and demonstrate a genuine commitment to fostering an inclusive culture.
- Employee Engagement: Engaging employees at all levels is crucial for successful DEI implementation. Companies should create opportunities for open dialogue, feedback, and participation in DEI initiatives.
- Communication and Transparency: Clear communication about DEI goals, initiatives, and progress is vital for building trust and understanding. Companies should provide regular updates and create channels for employees to voice concerns and suggestions.
- Cultural Change Management: Implementing DEI initiatives often requires cultural change, which can be met with resistance. Companies should invest in change.
Final Thoughts
In the ever-evolving landscape of the pharma industry, where societal and political forces increasingly challenge DEI initiatives, it is crucial for companies to thoughtfully navigate their approach to DEI. While separate DEI teams offer the advantage of focused expertise and accountability, embedding DEI within existing processes ensures a holistic and sustainable integration of these principles into the corporate culture. The decision is not about choosing one strategy over the other but rather finding a balance that ensures that DEI efforts are effectively implemented and sustained. This will create a resilient framework that allows the pharma sponsor to adapt to shifting external pressures.
As the industry strives to meet the needs of diverse patients and communities, a robust DEI strategy will be instrumental in driving meaningful change, enhancing corporate reputation, and positioning pharma sponsors as leaders in achieving health equity. Ultimately, the commitment to DEI is not just a moral imperative but a strategic one that will shape the future of the pharma industry in an increasingly complex world. By prioritizing DEI, pharma sponsors will ultimately contribute to a more equitable healthcare system that better serves all populations.
About The Author:
Denise N Bronner, Ph.D. has roughly 15 years of organizational thought leadership experience within the global healthcare space and has held various roles in academia, consulting, pharma, and venture capital. During her career, she has specialized in health equity, data-driven global therapy program strategy development, pitch and storytelling refinement, and identifying business opportunities within pharma. Beyond her professional endeavors, she's passionate about enhancing diversity in STEM fields, serving on advisory boards, participating as a judge in pitch/business competitions, and mentoring young professionals. She holds a bachelor’s degree in Biological Sciences from Wayne State University, a Ph.D. in Microbiology & Immunology from the University of Michigan - Ann Arbor, and certification from the Venture Capital Executive Program from UC Berkeley Haas School of Business. She is the founder of Empactful Ventures which currently consults healthcare-focused startups and venture funds, and she is a member of the Clinical Leader editorial board.