Pharmaguy's Insights Into Drug Industry News
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Pharmaguy's Insights Into Drug Industry News
Pharmaguy curates and provides insights into selected drug industry news and issues.
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Women of Color in Pharma Marks Official Launch with First Annual Conference

Women of Color in Pharma Marks Official Launch with First Annual Conference | Pharmaguy's Insights Into Drug Industry News | Scoop.it

Women of Color in Pharma (WOCIP) today announced that its official launch will take place at the WOCIP first annual conference, scheduled for Sunday, November 5 and Monday, November 6, 2017 in Princeton, N.J. WOCIP is a professional society focused on fostering the growth and development of Black and Latina women in the pharmaceutical industry. WOCIP enables the cultivation of a sustainable pipeline of Black and Latina women leaders who, together, can harness the power of their diverse expertise, bringing a competitive advantage to industry.

"WOCIP's vision is to enable the transformation of the pharmaceutical professional landscape with women of color," said co-founder Charlotte Jones-Burton, M.D., M.S. "Our mission is to empower women of color in pharma to excel in their personal and professional development and to transform their pathway within the pharmaceutical industry."

Speakers at the first annual conference include representatives from pharmaceutical companies and contract research organizations. Wanda Bryant Hope, Chief Diversity Officer for Johnson & Johnson, will deliver the keynote address. Other speakers include Michelle Amador of Covance, Marisa Co of Bristol-Myers Squibb, Cristina Santos of Sanofi, and Celeste Warren of Merck. The conference is co-sponsored by Bristol-Myers Squibb and Novo Nordisk, with generous support from Covance.

"The conference theme is 'Get Inspired. Be Empowered,'" said co-founder Patricia Cornet, M.A. "We welcome colleagues in the pharmaceutical industry who are interested in engaging in professional development, networking and discussing key areas that are shaping the pharmaceutical landscape for WOCIP to join us."  

The Conference opens with a welcome reception on Sunday, November 5 at 6 p.m. at the Hyatt Regency in Princeton, N.J. The full-day conference is Monday, November 6 at 8 a.m. at the Novo Nordisk Inc. training facility in Princeton, N.J. To register, visit the WOCIP website http://wocip.org/conferences/

About Women of Color in Pharma (WOCIP)

Women of Color in Pharma (WOCIP) is a 501(c) (6) non-profit corporation whose purpose is to promote the development and advancement of women of color who are employed in the pharmaceutical industry. Founded in March 2015 by Charlotte Jones-Burton, M.D., M.S. and Patricia Cornet, M.A., WOCIP has an informal network of approximately 500 members and is supported by member dues and corporate sponsors. For more information, please visit http://wocip.org/.

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Women Lack Confidence Managing Chronic Conditions

Women Lack Confidence Managing Chronic Conditions | Pharmaguy's Insights Into Drug Industry News | Scoop.it

According to a recent study by West and Kelton Global, only about half (52%) of women with a chronic illness feel very confident in their ability to manage their chronic condition. Less than half (48%) say they're at least somewhat confident that they know what their current health metrics are, and just 28 percent are confident that they know what their target metrics should be. More than one-quarter (26%) of women feel that managing their condition is brining on stress and anxiety, which only exacerbates health challenges. Around 38 percent of women say they want more individualized care, including tips and tools specific to them.

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An Open Letter to the BioPharma Community on Diversity from Execs at J.P. Morgan Healthcare Conference

An Open Letter to the BioPharma Community on Diversity from Execs at J.P. Morgan Healthcare Conference | Pharmaguy's Insights Into Drug Industry News | Scoop.it

An Open Letter to the BioPharma Community:

Now that it’s 2017, we are choosing to write this letter to provide recommendations for best practices to establish gender diversity as a priority for the biopharma industry.

 

Last year’s open letter to the industry sparked a dialogue that led to changes in some company practices, new training programs, regional gender diversity initiatives and much more. But we believe this is just the start of the work to be done.  

Below is the culmination of recent recommendations collected from industry executives for guiding principles and a top 10 list of best practices that we believe will continue the momentum of 2016 into 2017 and beyond.

 

Guiding Principles for Gender Diversity as a Priority for the BioPharma Industry:

  • We, as community leaders, commit to driving diversity and inclusion in the biopharma industry.
  • Diversity is good for the business performance of our industry.  Research proves that diversity leads to:
    • Better decision making
    • Increased productivity and financial performance
    • Enhanced engagement, recruitment and retention of talent
  • To ensure that the biopharma industry thrives and is sustainable, we, as community leaders, see it as our responsibility to drive diversity as a top priority.
  • Unconscious biases are ubiquitous and difficult to pinpoint and address. Still, we need to make a conscious commitment to eradicate unconscious biases in recruitment, performance evaluation, promotion and decision making in order to improve gender diversity.
  • While we recognize that there are many forms of diversity needed to ensure the future of our industry, there are clear best practices that can be implemented now to increase gender diversity.

 

Top Ten Best Practices for Increasing Gender Diversity in the BioPharma Industry:

  1. We as executives and board members declare gender diversity as a priority, as a key value and ethos.  We commit to living it visibly at all of our companies and organizations.
  2. We will create opportunities for open dialogue on enhancing gender diversity and ensuring an inclusive environment, both within our organizations and across the industry.
  3. We recognize the importance of formal sponsorship programs to ensure diversity in our executive leadership pipeline and commit to building these programs in our companies.
  4. We also recognize that it is important to provide formal mentorship programs to encourage women to engage with executives, both inside and outside of our organization. We commit to building these programs in our companies.
  5. We will ask our board members to be active sponsors of women who are “board ready” to pursue board appointments. We will endorse and sponsor our high potential female talent to take part in training programs to become “boardroom ready”.
  6. We will measure and track promotion of female talent to senior management positions.
  7. We will seek out and celebrate positive role models within our organizations.
  8. We will review our hiring processes and train our hiring managers on diversity and inclusion as a priority.
  9. We agree with the importance of setting concrete hiring goals to achieve gender parity and inclusion at each level of our organizations and to measure and report regularly on our progress towards goals.
  10. We will support the work of our trade organizations, like MassBio, on industry-wide efforts to improve gender diversity at the macro level.

 

We, as community leaders, have the responsibility to ensure our biopharma industry can continue to grow and thrive.  We need to take a holistic view on the next generation of leaders to prepare for the future. We believe that diversity and inclusion will deliver better results for our industry and society.  We have the opportunity and the responsibility to lead by example, setting the tone and pace for the biopharma industry.

 

We invite you to join us, to sign this open letter, and to work to implement these practices to ensure the continued success of our industry.

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To Achieve Gender Diversity in #Pharma, Let Women Speak w/o Interruption! Hear that Donald?

To Achieve Gender Diversity in #Pharma, Let Women Speak w/o Interruption! Hear that Donald? | Pharmaguy's Insights Into Drug Industry News | Scoop.it

Whatever your politics, it’s clear that many women don’t feel understood in a society dominated by men in positions of power, whether corporate or political. And biopharma has had its own controversy, in early 2016, when some rankly sexist behavior at the J.P. Morgan Healthcare Conference triggered a backlash among some prominent women--and men--in the business.

 

At the time, FierceBiotech asked readers to give the industry a letter grade for gender diversity. The results were "stark," as one of our past Women in Biopharma told me recently. Sixty percent of women gave the industry a D or an F, and 28% more awarded a C. That’s 88% in a range no student would want on a transcript.

 

Men, on the other hand, gave biopharma an A or B for gender diversity.

 

In hopes of finding out more, in September, we presented a panel on women in the industry at the FierceBiotech Drug Development Forum in Boston. With four of our previous Women in Biopharma on hand to talk for an hour about their own experiences--and offer some ideas for better times ahead--a picture emerged of an industry that’s saying all the right things about gender balance and diversity of all kinds.

 

Our panelists agreed that, if the pace of change continues as it is now, decades will pass before biopharma can boast anything like gender balance. The above-and-beyond hiring efforts, for one. More extensive child-care benefits, for another. But because expectations of women are cultural--and real cultural change takes time--it could be education is even more important. As an audience member in Boston pointed out, education that starts even in preschool.

 

While we’re waiting for a newly enlightened generation to grow up, however, some nitty-gritty workplace education could help. Consider interrupting--a topical subject. Women and men can both be taught to challenge that sort of behavior when it comes up. “Often women are talked over,” Protopapas said. “If both men and women would step in and say, ‘let them speak,’ that would call out bad behavior in front of everybody.”

Pharma Guy's insight:

Also read: "Women Execs Matter! Poor Gender Diversity in Biotech Boardrooms"; http://sco.lt/56WjUv 

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Woman Pharma Sales Rep Income Still Lags Behind That of Men

Woman Pharma Sales Rep Income Still Lags Behind That of Men | Pharmaguy's Insights Into Drug Industry News | Scoop.it

According to the report by medical job board MedReps.com, U.S. professionals selling pharmaceuticals had a higher base pay than some – almost $91,000 on average – but with bonuses, total salary was just over $122,000.

  

Medical devices sales reps: Base Pay = $88,000 and total pay with bonuses = $148,000

 

Biotechnology sales reps: = $108,000 and total pay with bonuses = $165,000

 

Women earned on average just under $124,000, around 20% less than their male colleagues. Authors said that women were more likely to work in pharma, with its higher base salaries and lower commissions.

 

However they are also less likely to report having higher paying job titles such as sales management or sales director/VP.

 

Women make up just 14% of respondents with these job titles.

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Study: Elderly Women More Likely Than Men To Be Overprescribed Rx Drugs

Study: Elderly Women More Likely Than Men To Be Overprescribed Rx Drugs | Pharmaguy's Insights Into Drug Industry News | Scoop.it

Nearly one in three British Columbia women over age 65 received inappropriate prescription medicines in 2013, according to a University of British Columbia study. One in four men of the same age received similar prescriptions.

 

The work analyzed population-based health-care datasets to find out which medical and non-medical factors influence patients' risk of receiving prescription drugs on the American Geriatrics Society's list of drugs that should be avoided for older patients. The biggest non-medical risk factor was an individual's sex.

 

The authors found that, even when results were adjusted for all other risk factors, women were as much as 23 per cent more likely than men to be prescribed inappropriate drugs.

 

"Being a woman is double jeopardy when it comes to taking medications," said Dr. Cara Tannenbaum, scientific director of the Canadian Institutes of Health Research's Institute of Gender and Health. "Women metabolize drugs differently than men. Gender roles and social circumstances also place them at risk. However, I expect that by empowering women with knowledge about the harms of sleeping pills and other medications, we can help drive decisions to try switching to safer therapies."

 

"For men, being married or in a high income bracket reduced the risk of receiving inappropriate prescriptions. These factors had no significant effect for women. On the other hand, being Chinese or South Asian significantly lowered women's risk of receiving an inappropriate prescription, but did not affect men's risks," said Morgan.

 

The study looked at 660,679 British Columbian residents aged 65 and older in 2013.

 

Pharma Guy's insight:

I think more women of any age are more likely to be overprescribed Rx drugs! I base this in the DTC advertising that seems to be aimed at women (see here; http://bit.ly/sadwoman).  There seems to be a proliferation of "real" diseases that "primarily affect middle-aged women." Of course, DTC advertising is not legal in Canada. It would interesting to know, therefore, why more elderly BC women are overprescribed drugs. Can it be due to physician detailing by pharma sales reps?

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Nuestra Señora del Puig's curator insight, February 1, 2017 6:45 AM

At the Nuestra Senora del Puig residence for the elderly, we exhaustively control all our residents with personalized plans, so we have an extensive knowledge of them thanks to the day-to-day monitoring by our team of professionals, experts in the care and health of our Residents

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MM&M's "Hall of Femme" Follows Success of #DSWPharma - It's All Good!

MM&M's "Hall of Femme" Follows Success of #DSWPharma - It's All Good! | Pharmaguy's Insights Into Drug Industry News | Scoop.it
MM&M will be celebrating 16 Breakthrough Women at our inaugural Hall of Femme event on June 9 in New York City. It is FREE to nominate a femme but you must make sure each nominee is nominated by a peer and an official submission is made online. CLICK HERE to nominate.

More info about MM&M's Hall of Femme including details of what is needed for a submission can be found on our website: http://www.mmm-online.com/hall-of-femme/

Winners will be notified in April 2016. Acceptance of the award requires an interview for the print and online editions of MM&M within our deadline. Additionally, winners will be invited to attend the photo shoot for the print edition, as well as an awards dinner featuring a keynote presentation, educational sessions, and a winners-only roundtable. The roundtable and photo shoot will be held the morning of June 9, 2016, followed by the educational summit in the afternoon and an awards dinner in New York City. For details of the summit and to book tickets CLICK HERE.
 
NOMINATION DEADLINE:
Monday, March 14, 2016 6pm ET

The nominee must:
  • Be female
  • Be a commercial or marketing executive at VP level or above at either a biopharma, medical device or agency, ideally reporting to the CEO or president
  • Have made a significant impact on her organization's success in the past year
Winners will be notified in April 2016. Acceptance of the award requires an interview for the print and online editions of MM&M within our deadline. Additionally, winners will be invited to attend the photo shoot for the print edition, as well as an awards dinner featuring a keynote presentation, educational sessions, and winners-only roundtable. The roundtable and photo shoot will be held the morning of June 9, 2016, followed by the educational summit in the afternoon and an awards dinner in New York City. For details of the summit and to book tickets CLICK HERE.

NOMINATION DEADLINE: Monday, March 14, 2016
Pharma Guy's insight:

LOL! Looks like I am not the only one who thinks women pharma pioneers need more recognition! For more on that, see my PPT: "Digitally "Savvy" Women Pharma Pioneers"; http://bit.ly/dswpharma 

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Kabir Kumar's curator insight, March 8, 2016 4:21 AM

LOL! Looks like I am not the only one who thinks women pharma pioneers need more recognition! For more on that, see my PPT: "Digitally "Savvy" Women Pharma Pioneers"; http://bit.ly/dswpharma ;

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Healthcare Businesswomen’s Association Names 2016 WOTY

Healthcare Businesswomen’s Association Names 2016 WOTY | Pharmaguy's Insights Into Drug Industry News | Scoop.it

The Healthcare Businesswomen’s Association (HBA) announced that its 2016 Woman of the Year is Jennifer Cook, head of pharma, region Europe for Roche. 


“The Healthcare Businesswomen’s Association is extremely proud to honor Jennifer Cook as our 2016 Woman of the Year,” says Laurie Cooke, CEO of the HBA. “Jennifer embodies the leadership, business savvy results and commitment to inclusion that our industry needs to thrive in today’s challenging environment.”


“I am incredibly proud to see Jennifer recognized as the HBA 2016 Woman of the Year,” says Daniel O’Day, chief operating officer, Roche. “Jennifer is an exceptional leader with a combination of qualities that make her an invaluable contributor to our industry. Her outstanding business acumen, combined with her highly engaging leadership style and passion for bringing out the best in people, makes her a worthy choice for this award.”


 Jennifer will be honored at the HBA’s 27th annual Woman of the Year (WOTY) event on Thursday, May 12, at the Hilton New York Midtown. The WOTY event, which draws upward of 2,000 women and men from throughout the healthcare industry showcases the HBA’s core purpose of furthering the advancement and impact of women in the business of healthcare. Awards for Honorable MentorSTAR (Strategic Transformation Achievement Recognition) and a group of some 100 Rising Stars and Luminaries, noted for their accomplishments and contributions to the healthcare industry, also will be presented at the WOTY event.

Pharma Guy's insight:

Perhaps one day a "Digitally-Savvy" woman pharma pioneer from my list (http://bit.ly/dswpharma) will be chosen WOTY by HBA. 

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Sign the Letter & Tell J.P. Morgan You Support Gender Diversity in the Life Sciences

Sign the Letter & Tell J.P. Morgan You Support Gender Diversity in the Life Sciences | Pharmaguy's Insights Into Drug Industry News | Scoop.it
Two prominent women in the biotech community were so appalled by reports about a party at J.P. Morgan featuring scantily clad models that they've written an open letter to the biotech industry as a "shot across the bow" designed to end such festivities once and for all.


"Really people? REALLY???," the two execs add. "Are we still working with people who think of women as chattel?


"What compelling business rationale could there possibly be for that kind of entertainment?


"It doesn't matter who, or what kind of company, organized these events. If biotech executives attend, they endorse them. That reflects not only on them as individuals, but on us as an industry.


"Let this letter be a shot across the bow to the entire industry. We, as leaders, and thousands of others at every level who don't feel empowered to speak out, want change."


LifeSci Advisors did not respond immediately to a query from me.

If you'd like to participate and sign the letter, email Karen Bernstein at dax@biocentury.com


Pharma Guy's insight:

Also, please see my PPT on SlideShare: "Digitally Savvy Women in Pharma: Show Support!"; http://bit.ly/dswpharma 

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The Pharma “Boys’ Club” Is Alive & Well!

The Pharma “Boys’ Club” Is Alive & Well! | Pharmaguy's Insights Into Drug Industry News | Scoop.it

In a setback for Merck, a federal judge has allowed five former and current sales reps to proceed with a lawsuit claiming they suffered sex discrimination. Specifically, the women allege in their lawsuit, which seeks class-action status and $250 million in damages, that the drug maker permitted discriminatory and disparate pay and promotion policies, and allowed for a hostile work environment.


Among the allegations: Kelli Smith, who was a rep for nine years, claims she faced hostility from her manager after she became pregnant and went on maternity leave. And she was told by her bosses that a decision to demote her to the same rank as entry-level reps, as well as deny her an award, was due to the timing of her baby and maternity leave, according to court documents.


Kandice Bross, meanwhile, alleged that Merck fostered a “boys’ club” culture. She claims her manager admitted her salary “stuck out like a sore thumb” relative to the salaries of other reps in her region. Even after a “slight” increase, Bross claims she made “significantly less” than her male counterparts. Bross also alleges Merck pays male reps more because they are “breadwinners.”

Pharma Guy's insight:


Gold Group, a UK technical and professional recruitment consultancy, in conjunction with PharmiWeb.com published its first annual "Pharmaceutical Salary and Market Conditions Survey Report." 

The survey was carried out with the intention of "digging deep into the Pharmaceutical industry to understand the trends affecting it, levels of remuneration across a variety of seniorities and sectors, employment conditions and how [UK] Pharmaceutical professionals on the front line really feel." Over 1000 professionals were surveyed between May and July 2013. 

One interesting chart is the distribution of pay of female versus male executives (see chart above).

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Is There an “Unconscious” Bias in Hiring Women for Top Positions in BioPharma?

Is There an “Unconscious” Bias in Hiring Women for Top Positions in BioPharma? | Pharmaguy's Insights Into Drug Industry News | Scoop.it

There’s no better time for women to advance their career in biotech, recruiter Robin Toft said. But many just aren’t asserting themselves as they could.

 

Toft, who runs San Diego-based life sciences recruitment agency The Toft Group, said there’s “a universal awareness” that companies with diverse boards perform better, and that mixed management teams are more effective. Companies are actively looking for women to fill top roles. But women just need to step up to the plate, she said.

 

“I personally don’t see a boys’ club in biotech,” Toft said — adding that the she doesn’t think this is conscious.

 

“It’s my personal experience with biotech that if a woman who shows up who is competent and confident, she will get every consideration,” she said. Women are not intentionally discriminated against: “It’s absolutely my experience that women are in demand,” she said.

 

But even so, isn’t there often unconscious bias in hiring women?

 

Employers need to understand that unconscious bias exists, Toft said — and they often hire in their own likeness. So the easiest way to bypass this phenomenon is to consciously advance some women to executive roles, and then allow them to play a role in hiring — so they will hire in their own likeness, Toft said.

 

Further Reading:

Pharma Guy's insight:

According to women surveyed (see chart), "Unconscious bias in my workplace" is the #2 factor holding them back.

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Glaxo to Pay First Woman CEO Less, Cites Lack of Experience

Glaxo to Pay First Woman CEO Less, Cites Lack of Experience | Pharmaguy's Insights Into Drug Industry News | Scoop.it

Emma Walmsley, poised to take over as the first female chief executive officer of GlaxoSmithKline Plc, will earn about a quarter less than her predecessor Andrew Witty to reflect her lack of experience at the helm.

 

Walmsley will be paid an annual base salary of about 1 million pounds ($1.2 million), the London-based drugmaker said in its annual report. That compares to Witty’s pay of 1.15 million pounds last year. Her targeted bonus doesn’t exceed her salary, whereas Witty was given the opportunity to collect 125 percent of his pay through the bonus.

 

The lower compensation, for a woman who is breaking the gender barrier to become the first female to manage one of the world’s top 25 pharmaceutical companies, is likely to re-ignite a debate on the pay gap between the sexes. But it isn’t unusual that compensation levels change when a new CEO takes office as boards seek to link pay packages to the person’s level of experience and tenure.

 

“This is the moment to reassess the executive pay structure,” said Stefan Stern, director of the High Pay Centre, a think tank on top U.K. executive remuneration. “It’s good to focus on the contribution from the new person and it’s good to be tough and pay somebody less than their predecessor if their CV is at a different stage.”

 

Further Reading:

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An Open Letter to the Biopharmaceutical Industry and Its Investors - biocentury.com

An Open Letter to the Biopharmaceutical Industry and Its Investors - biocentury.com | Pharmaguy's Insights Into Drug Industry News | Scoop.it

My name is Michael Rice. Last January my company was criticized by industry leaders for hosting a party during a prominent healthcare conference in San Francisco where female models were hired to pass out champagne (read “Sign the Letter & Tell J.P. Morgan You Support Gender Diversity in the Life Sciences”; http://sco.lt/8611px). It was an egregious mistake, and although I regret the harm it caused, I am grateful for the wakeup call the response gave me. The open letter that Kate Bingham, a leading female executive in the life sciences industry, co-authored with Karen Bernstein, co-Founder and Chairman of BioCentury, after the event opened my eyes to an issue I had not fully realized before now.

 

My name is Kate Bingham. A year ago I co-authored a letter with my colleague Karen Bernstein criticizing Michael and his company for their attitude about women in the life sciences field. The letter, signed by 350 industry leaders, women and men, asked the industry to take a hard look at its record of diversity. Michael has done that, and today, as a result of his introspection and his commitment to change both his own point of view and the industry standard, I am applauding his efforts and looking forward to continuing our work together.

 

Only 9% to 11% of board directors in biotech SMEs in both the U.S. and European markets are women. Between 52% and 59% of the boards of these biotech companies are filled entirely by men. Only 14% of leadership teams of the large biotech firms are made up of women. These are only a few of the dismal statistics.

 

The lack of gender diversity in the life sciences industry has been a topic of discussion and debate for years now. Yet for all the hand-wringing and cries of injustice, little has been done to move the dial in our industry. We believe that partnerships like the one we have forged are what will help us move forward together. In one of the most divisive moments of our country's history, we need to listen to each other, and be able to speak frankly about the challenges we face in making progress towards a more equitable playing field. Taking a look at our own attitudes and ideas and working together is the way to truly become change agents.

 

We decided to join forces in the past year to create strategies and initiatives that will actually change the dynamic illustrated above. It is easy to ignore the problem, or to continuously call out misogyny in the workplace from afar, but what we need is productive dialogue that leads to substantive change.

 

Here is what we have accomplished so far and learned along the way.

 

Further Reading:

“Women Execs Matter! Poor Gender Diversity in Biotech Boardrooms”; http://sco.lt/56WjUv

“Woman Pharma Sales Rep Income Still Lags Behind That of Men”; http://sco.lt/99N4wD

"Digitally Savvy Women in Pharma: Show Support!"; http://bit.ly/dswpharma

 

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Emma Walmsley - Believer in Digital - to Become CEO of GSK!

Emma Walmsley - Believer in Digital - to Become CEO of GSK! | Pharmaguy's Insights Into Drug Industry News | Scoop.it

GSK today announces that Emma Walmsley, currently Chief Executive Officer (CEO) of GSK’s Consumer Healthcare division, is appointed GSK CEO Designate and will succeed Andrew Witty as GSK CEO, when he retires on 31March 2017. Emma will join the GSK Board of Directors from 1 January 2017.

 

Emma is currently CEO of GSK Consumer Healthcare, one of the world’s largest consumer health companies, established in 2015 following completion of GSK’s three-part transaction with Novartis.

 

Prior to this, Emma was President of GSK Consumer Healthcare and has been a member of GSK’s Corporate Executive Team since 2011.  Emma joined GSK in 2010 from L’Oreal where, over the course of her 17-year career, she held a variety of marketing and general management roles in the UK, Europe and USA. From 2007 she was based in Shanghai as General Manager, Consumer Products for L’Oreal China.

Pharma Guy's insight:

Also read: “Who will be the first female CEO in Big Pharma?”; http://sco.lt/7OfnzF I don't think Walmsley was mentioned,

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Snr #Pharma Women Execs Can Do More Than Connect ("Trickle Down") to Women HC Consumers

Snr #Pharma Women Execs Can Do More Than Connect ("Trickle Down") to Women HC Consumers | Pharmaguy's Insights Into Drug Industry News | Scoop.it

[See my insights, below.]

 

Pharma and healthcare marketing are recognized as careers where women can flourish, but that doesn't always extend to the C-suite. For many healthcare agencies and companies, the board rooms are still predominantly male.

 

At the inaugural MM&M Hall of Femme event in New York on Thursday, two female executives in the healthcare industry discussed how they built their careers and how to achieve more gender parity in the leadership.

 

Shabnam Kazmi, VP of patient access and adherence at Otsuka America Pharmaceutical, and Sierra Towers, director of cardiovascular marketing at Boehringer Ingelheim, gave plenty of good advice to women trying to break into leadership positions in their companies.

 

Most healthcare consumers are women, which makes it easier for female healthcare marketers to connect and understand their needs. Having more women at the top of healthcare agencies and companies could trickle down to better connections with the patient.

 

“At the end of everything we do is the patient or the caregiver and that is so often a woman,” Towers said. “There is such an emotional aspect of this industry. We put the patient in the center on paper. But women can bring some of that emotion back in.”

 

The panelists were asked about the pay gap and both encouraged women to always ask for more pay. Kazmi said a previous employer said they always pay women less than the equivalent man because women always ask for a lower salary. She encouraged the audience to “ask for more than you ever dream you would ever get.”

 

Finally the panelists offered parting advice to women in the industry. Kazmi encouraged women to work together and Towers, agreeing with Kazmi, added that women should work for themselves as well.

 

“Support each other, we don't do that enough as women,” Kazmi said. “Tee up women for opportunities and support each other. It really makes a difference.”

Pharma Guy's insight:

The original title of this article is "Women in senior industry roles improve connections with patients, execs say." I changed it because the implication is that it's good to have women pharma executives because most healthcare consumers, caregivers, healthcare decision makers are women and women execs somehow magically "understand their needs" (over and above the needs of investors?) and would be especially good at reaching them. That, to me, is as sexist as saying men won't vote for Hilary Clinton or women won't vote for Donald Trump! Also the trickle down reference is inane! If you want to see what real pharma women pioneers are capable of aside form connecting with other women and "trickling down," view my PPT presentation: http://bit.ly/dswpost 

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One of the Highest-Ranking Woman Leader in Pharma Steps Down!

One of the Highest-Ranking Woman Leader in Pharma Steps Down! | Pharmaguy's Insights Into Drug Industry News | Scoop.it

Novartis will see a changing of the guard in the U.S. next week. Christi Shaw, who has headed up the Swiss drugmaker’s U.S. operations since April 2014, is stepping down for personal and family reasons, to be replaced by two current Novartis execs.

 

As one of the highest-ranking women in Big Pharma, Shaw was widely viewed as a mentor for other women and as an advocate for female employees at the company. She was featured in Working Mother magazine and was one of FierceBiotech’s Top Women in Biopharma last fall.

 

 

Pharma Guy's insight:

Whenever a high-ranking executive at a pharma or other corp leaves, whether it be a man or a woman, the official reason is almost always for "family reasons." But we all know there is most likely other reasons having to do with leadership changes that have more to do with the bottom line than with family.

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Women Don't Trust Pharma, Study Shows

Women Don't Trust Pharma, Study Shows | Pharmaguy's Insights Into Drug Industry News | Scoop.it

When 94% of women describe themselves as healthcare decision makers but only 9% feel the biopharma industry is trustworthy, it’s time for action. This session will review results from two surveys. First, the 2015 WEST Survey on Pharma: Women’s Engagement, Satisfaction and Trust will reveal how 300 women making healthcare decisions measure their trust of the pharma industry and explore how patient engagement can help build a foundation of trust with this important audience. Then, new results of a followup survey conducted Spring 2016 share further insights on how price increases and other timely topics have impacted women’s perceptions of pharma since the 2015 survey.

Pharma Guy's insight:

Perhaps this has nothing to do with trusting pharma, but IMHO, women should be concerned about how they are portrayed in some drug DTC ads. For more on that, read "Women Need More Love, Less Drugs"; http://bit.ly/morelovelessdrugs 

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Women Execs Matter! Poor Gender Diversity in Biotech Boardrooms

Women Execs Matter! Poor Gender Diversity in Biotech Boardrooms | Pharmaguy's Insights Into Drug Industry News | Scoop.it

Only 23 out of 106 seats are held by women. That's a paltry 21%


To increase gender diversity at a Morgan biotech industry party, organizers hired scantily clad models to work the room.


Sign the Letter & Tell J.P. Morgan You Support Gender Diversity in the Life Sciences: http://sco.lt/8611px 


Pharma Guy's insight:

Join the Pharma digital women influencers TweetChat (#dswpharma) on Weds, 17 Feb 2016, 1 PM EST.

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Who will be the first female CEO in Big Pharma?

Who will be the first female CEO in Big Pharma? | Pharmaguy's Insights Into Drug Industry News | Scoop.it

"There has never been a female CEO of a big pharma company."


Wait, what did the journalist just say?


How can this be possible? Women make 80 percent of the healthcare decisions for their families, according to the US Department of Labor report. They use more healthcare than men. More caregivers are women. Harvard reports that women now drive the world economy, controlling "about $20 trillion in annual consumer spending."


And we still have not had a female CEO of a big pharma company?


After the interview was over, my colleagues and I discussed this statement over dinner, and one of them, Najoh Tita-Reid, another incredible woman in leadership, said something that stuck. She said, 'From great results, great opportunities are given, more women are getting a chance to show what they can do."


She's right. Looking around at female leaders like IBM's Ginni Rometty,Linda Boff, the CMO at GE, and our own Erica Mann, who leads the second largest consumer health company in the world, we are showing what we can do. 


So now the only question is, who will be the first female CEO of a big Pharma company? I look forward to finding out. And I will be waiting in line to give her my support to help deliver great results, and open more doors for more women. And hopefully, by the time my little niece is finishing school, there won't be any doors left to open.


The original interview with Ute, Najoh and myself from SCRIP can be found here

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