A couple weeks ago on a list serve/linkedin group, there was a debate about Employee Resource Groups. My personal sentiments at times differ from the standard practice of the majority of corporations and their diversity teams. Other times, it may be me simply being difficult. In this instance, my thinking about ERGs that identify by an exclusive group (i.e. African-American, Latino, LGBT, particular religion, etc.) is that representation of those identities in and of themselves in organizations are important, but less and less lead to believe that most ERGs (a.k.a. affinity groups) focused on a single identity are helpful in the long run for organizations or for those engaged.
My responses to the inquiries and reactions are in italics.
In response to a member asking about starting an LGBT ERG.
It is not a secret how I personally feel about identity-based ERGs. By their nature, I think they are exclusive and have spotty effectiveness in the strategic sense. People will naturally gravitate towards that which is like them at some point or another. Reinforcing this actually can set people up for challenges (i.e. Asians (particularly Chinese) being promoted proportionately to upper management/leadership in technical organizations where they well-represented overall). Of course, marketing segmentation, product differentiation, etc. make sense to me. At the same time I always wonder about the ability of a particular group ERG to engage outside of their group beyond situational engagement that is, in a way, artificially constructed. The key ingredient to whether decisions get made based on particular input--trust--is missing in the equation. It is missing primarily because the out-group (e.g. non-LGBT and perhaps A, in this case) is rarely intimately embedded in the foundational conversations of group establishment. Consciously or unconsciously in-group bias on both sides is reinforced. Further, we get these ERG leaders focused on themselves more than the strategic direction of the company, again setting them up for missing opportunities in the long-term as they don't see the bigger possibilities and responsibilities that their role as a member of an ERG entails (or at least could/should/potentially might entail).
So, the intention is good. On the other hand, where long-term impact is concerned (so-called measurement or data supported justification or not) I am not convinced that in the times we are in now that newly established identity-specific ERGs can have the impact that a broader concept (i.e. inter-generational groups) can.
The responses ranged from people defending the position of ERGs in general to letting me know that, for all intents and purposes, "You are wrong." A summary statement that I thought spoke for most respondents was the following: "Creating these identity based groups creates a sense of place in the company for people who fit a particular affinity. It allows them to have a safe place in a company where most do not look like them and don’t understand their experience. It is a message from the company that they are “present” and that the company understands the uniqueness of their experience. This is very affirming for employees who are not part of the majority. This I can stomach and they in fact could be right." Again, point taken.
Thing is, when we look at the stats and articles such as this:
Is there a bamboo ceiling at American companies? what do we conclude?
One is left wondering how affective these ethnic and other identity-focused ERG really are? Answer is, we really only know by anecdote. And in many instances the ERG has not made much of a dent in dynamics such as these. They either are not tasked to or have not made it a priority. People are more comfortable around other folks like them and very little changes. Perhaps when people are too comfortable, very little changes for individuals or the organizations they serve?
The conversation ended with the potential of an academic study of ERGs. Great outcome!
My conclusion was the following:
Know that there is little in the world that I am flat out opposed to. LGBTA ERGs and ERGs in general included. ERGs make sense, we should have them, we also should be tasked to take the idea of them deeper, this is my intention.
One thing I am allergic to is doing the same things over and over and even when evidence of effectiveness is limited, justifying that which we are attached to for lack of a viable alternative.
This is the situation with ERGs in many cases. There are some great identity-focused ERGs in companies. Some contribute a lot to all of the areas that were shared from 'engagement to safe spaces'. I am less sure of their collective, long-term, impact across the board. . .This is not something "I know" but intuitively and experientially I sense and have seen limited impact other than the generic anecdotal statements that "ERGs are good, they help underrepresented people" and perhaps some ROI anecdotes on a limited basis; yet, have not seen anyone challenge the notion that this is "true" beyond anecdote alone. Are we capable of assessing broad impact beyond a few isolated cases? "Its like a jungle sometimes it makes me wonder. . ."
So, ERGs get a thumbs up in theory! Our collective willingness to question that which we are convinced of or explore alternatives to, gets a "so-so (with the hand vs. a thumbs up)" in practice.
Hopefully, the result of this conversation is another avenue to test hypothesis about this work we call diversity and inclusion. The urgency of our politico-economic situation requires us to go deeper. No time to waste.
Make it a great day!
Showing posts with label diversity. Show all posts
Showing posts with label diversity. Show all posts
Monday, October 24, 2011
Wednesday, January 20, 2010
Passion and Reason
When we get down to the business of organizational transformation the road to success is difficult at best. If we desire for the principles of inclusion and cultural competence to be central to transformation the difficulty can be exacerbated.
Most people I know have some type of passion in life. This passion is coupled and/or often met with the energy of reason.
In the the classic book, The Prophet by Khalil Gibran, the speaker says about Reason and Passion:
"Your reason and your passion are the rudder and the sails of your seafaring soul. If either your sails or your rudder be broken, you can but toss and drift, or else be held at a standstill in mid-seas. For reason, ruling alone, is a force confining; and passion, unattended, is a flame that burns to its own destruction."
Many of the people I have observed who are committed to this conversation about cultural competency and diversity are very passionate about it. In fact, they have been so passionate, that their reason has been "a flame that burns to its own destruction." Their passion has met with the reason of others and the reason has rationalized away the importance and intrinsic value of the passion.
Historically when a person passionate about diversity, inclusion, and cultural competency has had their ideas or budgets minimized, it has in many instances been the result of not doing the diligence of finding the passion(s) of others in the organization. As a result, when there is an opportunity to validate one idea vs. another, the result is often a cyclical resistance of one passion to protect another or to suppress a passion with reason because of a perceived imbalance.
I think we are at a crossroads in the evolution of business in this country and perhaps globally. The crossroads is one that lies between passion and reason. Often when there is a crossroads it means that we have to make a choice. The choice for most is seemingly dichotomous. But as Gibran reminds us:
"Therefore let your soul exalt your reason to the height of passion, that it may sing; And let it direct your passion with reason, that your passion may live through its own daily resurrection, and like the phoenix rise above its own ashes."
So, as we enter into these discussions where a passion for diversity is met with a question about viability, a business case, ROI, a bottom line rationale for why what we do should be done--get excited! Get excited as we are able to meet the reason of one with the passion of another.
We are also able to discover the passions of others that we were potentially unable to discern because of our resistance to what we thought was their attempt to suppress our passion. The coupling of reason and passion allows us the space to create something that goes beyond the simplistic rift that we have historically created.
When we can understand our passions and use them as impetus for discovering the passions of others, reason when it arises is a gift. It can be seen as a balancing element of a chemical equation; an opportunity to validate something that could be transformational--the beginning of possibility.
Make it a great day!
Most people I know have some type of passion in life. This passion is coupled and/or often met with the energy of reason.
In the the classic book, The Prophet by Khalil Gibran, the speaker says about Reason and Passion:
"Your reason and your passion are the rudder and the sails of your seafaring soul. If either your sails or your rudder be broken, you can but toss and drift, or else be held at a standstill in mid-seas. For reason, ruling alone, is a force confining; and passion, unattended, is a flame that burns to its own destruction."
Many of the people I have observed who are committed to this conversation about cultural competency and diversity are very passionate about it. In fact, they have been so passionate, that their reason has been "a flame that burns to its own destruction." Their passion has met with the reason of others and the reason has rationalized away the importance and intrinsic value of the passion.
Historically when a person passionate about diversity, inclusion, and cultural competency has had their ideas or budgets minimized, it has in many instances been the result of not doing the diligence of finding the passion(s) of others in the organization. As a result, when there is an opportunity to validate one idea vs. another, the result is often a cyclical resistance of one passion to protect another or to suppress a passion with reason because of a perceived imbalance.
I think we are at a crossroads in the evolution of business in this country and perhaps globally. The crossroads is one that lies between passion and reason. Often when there is a crossroads it means that we have to make a choice. The choice for most is seemingly dichotomous. But as Gibran reminds us:
"Therefore let your soul exalt your reason to the height of passion, that it may sing; And let it direct your passion with reason, that your passion may live through its own daily resurrection, and like the phoenix rise above its own ashes."
So, as we enter into these discussions where a passion for diversity is met with a question about viability, a business case, ROI, a bottom line rationale for why what we do should be done--get excited! Get excited as we are able to meet the reason of one with the passion of another.
We are also able to discover the passions of others that we were potentially unable to discern because of our resistance to what we thought was their attempt to suppress our passion. The coupling of reason and passion allows us the space to create something that goes beyond the simplistic rift that we have historically created.
When we can understand our passions and use them as impetus for discovering the passions of others, reason when it arises is a gift. It can be seen as a balancing element of a chemical equation; an opportunity to validate something that could be transformational--the beginning of possibility.
Make it a great day!
Wednesday, July 22, 2009
Cultural Competence is a Strategy II
I doubt that strategy and struggle have a common Latin root.
What I don't doubt is that they go hand in hand if success is desired.
With any change process, there is resistance. In many instances the resistance can even exist amongst those who want to actually see the change move forward. They may fundamentally believe in the idea of transforming the way their organization gets healthcare (or whatever their business is) done; nonetheless, something they cannot fully understand about their thinking or approach leaves them with results that are less than desired.
Why does this happen? It happens because CHANGE DOESN'T WORK.
Let me explain using a device that I found quite fascinating when I first came across the ad that read: "Drop 2-3 dress sizes in less than 10 minutes." When I first read it and then saw the pictures and read the testimonials on the postcard that was left on my car one day, I began to wonder how long this 2-3 size drop lasted. I was compelled to learn more because I have read about a lot of diets from The Zone to the Master Cleanser, and none of them promised results in such a short period of time.
As some of you who watch Oprah probably know (of course it was on Oprah!), this device is not actually a diet. It is in fact a very efficient body compression, girdle-type device that apparently allows one to wrap themselves up thus compressing 2-3 sizes worth of "love handles or other handles" that one has, leaving them visibly thinner under their clothing.
I am not discounting this device, it has its place. It creates change and from the outside, if you saw a person with one of these compression devices on, you would naturally perceive them to appear a certain way. They may appreciate your perception as their intention was to present themselves in a particular light.
Now, the person wearing this device changed, but how long did that change actually last? What will be required to sustain that change?
The answer: it cannot be sustained. It can be repeated and it can be replicated, but it cannot be sustained because CHANGE DOESN'T WORK. It doesn't fail because we are not sincere about our desire to see lasting results. It doesn't fail because the intention is not sincere or carefully considered. Change doesn't work because as long as it is viewed as change it will be resisted and it will be changed again. Change is a tactic. Some tactics have longer-term success than others but in and of themselves, they fall short of creating results that are sustainable.
So, change is like the love handle compression device shared above. It is a tactic that creates the appearance of a desired result, but it is not the desired result because its not possible for it to be sustained. 10 minutes to decrease 2-3 dress sizes is akin to doing a 2 hr, 4hr, or two-day "diversity" or "cultural competency" training and expecting that the learning will be sustained and put into practice. I am not saying that it doesn't have a positive effect and given that we deliver training as one of our services, I recommend it. However, I am very clear that it is a tactic in an overall strategy that takes more time and more struggle.
Cultural Competence is a Strategy--it is an organizational development strategy. If it is framed as such (and aligned with your overall organizational quality strategy) it can be a transformational strategy. Transformation is sustainable as it implies that the process leads to a place where what your organization is doing tactically transcends the moment of implementation and speaks to practices becoming part of what I call your "Organizational Being". This is in contrast to "Organizational Doing" which speaks to something temporary and consciously or unconsciously viewed as marginal to success.
A solid cultural competence strategy takes struggling with current mindsets, norms, and a variety of other conversations that we have become accustomed to that require a shift of perspective to create quality healthcare delivered in a patient-centered, culturally competent manner.
Next time I will speak briefly on leading your cultural competence efforts strategically.
Make it a great day!
What I don't doubt is that they go hand in hand if success is desired.
With any change process, there is resistance. In many instances the resistance can even exist amongst those who want to actually see the change move forward. They may fundamentally believe in the idea of transforming the way their organization gets healthcare (or whatever their business is) done; nonetheless, something they cannot fully understand about their thinking or approach leaves them with results that are less than desired.
Why does this happen? It happens because CHANGE DOESN'T WORK.
Let me explain using a device that I found quite fascinating when I first came across the ad that read: "Drop 2-3 dress sizes in less than 10 minutes." When I first read it and then saw the pictures and read the testimonials on the postcard that was left on my car one day, I began to wonder how long this 2-3 size drop lasted. I was compelled to learn more because I have read about a lot of diets from The Zone to the Master Cleanser, and none of them promised results in such a short period of time.
As some of you who watch Oprah probably know (of course it was on Oprah!), this device is not actually a diet. It is in fact a very efficient body compression, girdle-type device that apparently allows one to wrap themselves up thus compressing 2-3 sizes worth of "love handles or other handles" that one has, leaving them visibly thinner under their clothing.
I am not discounting this device, it has its place. It creates change and from the outside, if you saw a person with one of these compression devices on, you would naturally perceive them to appear a certain way. They may appreciate your perception as their intention was to present themselves in a particular light.
Now, the person wearing this device changed, but how long did that change actually last? What will be required to sustain that change?
The answer: it cannot be sustained. It can be repeated and it can be replicated, but it cannot be sustained because CHANGE DOESN'T WORK. It doesn't fail because we are not sincere about our desire to see lasting results. It doesn't fail because the intention is not sincere or carefully considered. Change doesn't work because as long as it is viewed as change it will be resisted and it will be changed again. Change is a tactic. Some tactics have longer-term success than others but in and of themselves, they fall short of creating results that are sustainable.
So, change is like the love handle compression device shared above. It is a tactic that creates the appearance of a desired result, but it is not the desired result because its not possible for it to be sustained. 10 minutes to decrease 2-3 dress sizes is akin to doing a 2 hr, 4hr, or two-day "diversity" or "cultural competency" training and expecting that the learning will be sustained and put into practice. I am not saying that it doesn't have a positive effect and given that we deliver training as one of our services, I recommend it. However, I am very clear that it is a tactic in an overall strategy that takes more time and more struggle.
Cultural Competence is a Strategy--it is an organizational development strategy. If it is framed as such (and aligned with your overall organizational quality strategy) it can be a transformational strategy. Transformation is sustainable as it implies that the process leads to a place where what your organization is doing tactically transcends the moment of implementation and speaks to practices becoming part of what I call your "Organizational Being". This is in contrast to "Organizational Doing" which speaks to something temporary and consciously or unconsciously viewed as marginal to success.
A solid cultural competence strategy takes struggling with current mindsets, norms, and a variety of other conversations that we have become accustomed to that require a shift of perspective to create quality healthcare delivered in a patient-centered, culturally competent manner.
Next time I will speak briefly on leading your cultural competence efforts strategically.
Make it a great day!
Monday, June 15, 2009
Expanded Jobs, Streamlined Tools at IMDiversity.com
The IMDiversity.com Career Center and Multicultural Villages network are migrating to a new jobs database and tools format this month, featuring expanded network jobs listings in healthcare and other other sectors, as well as streamlined tools for creating a custom job tools account, searchable resume, and personalized email job alert agents. We invite diverse jobseekers to visit the beta at http://jobsearch.imdiversity.com.
Special Note for Existing Users: Please note that those who previously created accounts on IMDiversity's former jobs site will still be able to access their tools, resumes, and application histories for a brief time during the transition at http://jobs.imdiversity.com. However, as of June all new healthcare openings will now be posted on the new job bank, and all users are urged to create a new account at http://jobsearch.imdiversity.com/jobseeker/create as soon as possible. (Please note that your old username and password will NOT work on the new system.)
Following the final release, we will be restoring many of the additional quicksearch tools on the IMDiversity.com Healthcare Careers and Readings Channel at http://www.imdiversity.com/healthcare.asp.
Special Note for Existing Users: Please note that those who previously created accounts on IMDiversity's former jobs site will still be able to access their tools, resumes, and application histories for a brief time during the transition at http://jobs.imdiversity.com. However, as of June all new healthcare openings will now be posted on the new job bank, and all users are urged to create a new account at http://jobsearch.imdiversity.com/jobseeker/create as soon as possible. (Please note that your old username and password will NOT work on the new system.)
Following the final release, we will be restoring many of the additional quicksearch tools on the IMDiversity.com Healthcare Careers and Readings Channel at http://www.imdiversity.com/healthcare.asp.
Wednesday, January 16, 2008
Ulysses W. Burley III discuss cancer research and the challenges facing African Americans
THE BLACK COLLEGIAN Online's featured blogger and columnist Al "The Inspiration" Duncan is kicking off the new year by posting a new interview and hosting a dialogue with Ulysses W. Burley III, at 24 already a noted cancer researcher. The timely new dialogue gives insight into the career path and mind of a young man who is passionate about confronting a disease that, he says, "affect(s) black people twice as much as anybody else."
This theme has been explored on the IMDiversity.com/BLACK COLLEGIAN network of sites a great deal in the deal in the past year, becoming more timely as the election year has resurrected the issue of universal healthcare and who's falling through the cracks of insurance coverage in America. The topic's also coming to the fore through the increased media coverage and national discussion of the particular challenges facing African Americans in battling cancer.
As Dr. Burley observes, these challenges to African American cancer sufferers receiving the attention and treatment they need are both internal and external, social and psychological.
In terms of research, he observes that "There aren’t enough African Americans going into research period, let alone cancer research." Further, "only 13% of African Americans" who aim for them "end up graduating with science and math degrees. Only 3% of us are going to pursue graduate degrees in science and mathematics."
In the interview, he suggests that ethnicity can affect both which types cancer certain groups disproportionately suffer from ... and which types can receive (also disproportionate) research focus and funds. He believes that the upcoming elections may bring national and government leadership focus back onto cancer research, not only because of the attention to universal coverage, but because several of the presidential candidates from both parties have had direct, personal experiences with and suffered tragic losses from cancer.
At the same time, he acknowledges that ethnic disparities in research and treatment are not only caused by external obstacles. If African Americans disproportionately from certain kinds of cancer, he saks, “why is this and what are we doing to intervene? I believe that if you want to change something you need to become a part of it."
He says that research careers can draw lower salaries than many other paths in the medical sphere, which may dissuade some African Americans from pursuing scientific research as a vocation.
Further, there may be a stigma attached to cancer that is prevalent in the African American community, as well as cultural and spiritual aspects to how many Blacks deal with the disease that may not be widely understood by mainstream healthcare practitioners. This was a topic recently highlighted in a new book, "You Have Cancer": A Death Sentence That Four African-American Men Turned Into An Affirmation To Remain In The “Land Of The Living”, co-authored by THE BLACK COLLEGIAN founder Preston Edwards Sr. and three of his longtime best friends. They learned they suffered from the same disease at the same time later in life. They discuss the spiritual and psychological aspects of fighting the cancer, as well as the stigmas and social issues that can prevent Black men with cancer from seeking and embracing needed treatment and attention. They also discussed the book this past week on an episode of Weekend Today with Lester Holt focused on African Americans and cancer.
In the spirited dialogue with Burley that followed the interview, many readers voiced their appreciation for the young doctor, not only admiration for his dedication and his life and work choices, but for how he stressed the importance of research.
In one response from the dialogue, however, Dr. Burley took care to stress that the need for African Americans to become advocates for community health and to pursue science degrees and careers was not limited to cancer research.
"To answer a question asked earlier, I do believe that cancer and cancer funding will become more visible in the upcoming elections. Currently candidates are solely casting their respective health care plans mainly because this is what we the people have asked for. Therefore it is up to us to demand more from them. I am hopeful that the primaries will reveal worthy representatives for both parties, and that the narrowing of possibilities will produce more focused and pronounced plans within health care, not only for cancer intervention, but global AIDS, child obesity, and diabetes to name a few. Until then, we must continue to be advocates through initiatives such as the ONE Campaign that allow citizens to apply pressure on the government through letters, emails, and phone calls of demand and concern."
Join the continuing dialogue with Ulysses W. Burley III at Al's blog.
This theme has been explored on the IMDiversity.com/BLACK COLLEGIAN network of sites a great deal in the deal in the past year, becoming more timely as the election year has resurrected the issue of universal healthcare and who's falling through the cracks of insurance coverage in America. The topic's also coming to the fore through the increased media coverage and national discussion of the particular challenges facing African Americans in battling cancer.
As Dr. Burley observes, these challenges to African American cancer sufferers receiving the attention and treatment they need are both internal and external, social and psychological.
In terms of research, he observes that "There aren’t enough African Americans going into research period, let alone cancer research." Further, "only 13% of African Americans" who aim for them "end up graduating with science and math degrees. Only 3% of us are going to pursue graduate degrees in science and mathematics."
In the interview, he suggests that ethnicity can affect both which types cancer certain groups disproportionately suffer from ... and which types can receive (also disproportionate) research focus and funds. He believes that the upcoming elections may bring national and government leadership focus back onto cancer research, not only because of the attention to universal coverage, but because several of the presidential candidates from both parties have had direct, personal experiences with and suffered tragic losses from cancer.
At the same time, he acknowledges that ethnic disparities in research and treatment are not only caused by external obstacles. If African Americans disproportionately from certain kinds of cancer, he saks, “why is this and what are we doing to intervene? I believe that if you want to change something you need to become a part of it."
He says that research careers can draw lower salaries than many other paths in the medical sphere, which may dissuade some African Americans from pursuing scientific research as a vocation.
Further, there may be a stigma attached to cancer that is prevalent in the African American community, as well as cultural and spiritual aspects to how many Blacks deal with the disease that may not be widely understood by mainstream healthcare practitioners. This was a topic recently highlighted in a new book, "You Have Cancer": A Death Sentence That Four African-American Men Turned Into An Affirmation To Remain In The “Land Of The Living”, co-authored by THE BLACK COLLEGIAN founder Preston Edwards Sr. and three of his longtime best friends. They learned they suffered from the same disease at the same time later in life. They discuss the spiritual and psychological aspects of fighting the cancer, as well as the stigmas and social issues that can prevent Black men with cancer from seeking and embracing needed treatment and attention. They also discussed the book this past week on an episode of Weekend Today with Lester Holt focused on African Americans and cancer.
In the spirited dialogue with Burley that followed the interview, many readers voiced their appreciation for the young doctor, not only admiration for his dedication and his life and work choices, but for how he stressed the importance of research.
In one response from the dialogue, however, Dr. Burley took care to stress that the need for African Americans to become advocates for community health and to pursue science degrees and careers was not limited to cancer research.
"To answer a question asked earlier, I do believe that cancer and cancer funding will become more visible in the upcoming elections. Currently candidates are solely casting their respective health care plans mainly because this is what we the people have asked for. Therefore it is up to us to demand more from them. I am hopeful that the primaries will reveal worthy representatives for both parties, and that the narrowing of possibilities will produce more focused and pronounced plans within health care, not only for cancer intervention, but global AIDS, child obesity, and diabetes to name a few. Until then, we must continue to be advocates through initiatives such as the ONE Campaign that allow citizens to apply pressure on the government through letters, emails, and phone calls of demand and concern."
Join the continuing dialogue with Ulysses W. Burley III at Al's blog.
Tuesday, October 23, 2007
Diversity in Pharmaceuticals and Biotechnology
According to Universum Communications and THE BLACK COLLEGIAN’s report “The Top 100 Diversity Employers 2006” healthcare surpasses financial services as the most popular industry among diverse students overall. Healthcare was also determined to be the top industry among undergraduate students.
Undergraduates listed top pharmaceutical companies including Johnson & Johnson, Pfizer, Mayo Clinic, Glaxo Smith Kline and Merck in the top 40 desired companies. Pharma companies that were on the top 100 list in previous years have moved up in preference. Wyeth Pharmaceuticals rose in undergrad preference from 186th to 64th, Eli Lilly from 95th to 80th, Novartis from 140th to 130th and Roche from 154th to 140th. Even newcomers that were not ranked the previous year such as Hospira, Bayer and Takeda Pharmaceuticals North America made it in the top 200 list.
So what is causing diverse students to migrate towards the healthcare industry and hold a better opinion of pharma companies as potential employers?
These are conditions explored in a recently posted feature article on the Healthcare Channel, Diverse Talent Recognizes Pharma’s Efforts to Create More Diverse Workforce. This guest contribution presents the insider's perspective of Kristin Rand, JD, Director of Education Strategy in the Professional Education Support Department for Wyeth Pharmaceuticals. Her exploration, focusing particularly but not exlcusively on the representation of women in the industry, thoughtfully examines the benefits of diversity to industry organizations -- both to the customers and to the organizations. It also examines how smaller, more nimble companies in the biotechnology sector are succeeding in raising the representation of women in their ranks, and how Big Pharma -- despite its strides -- can still learn a thing or two from these companies.
The feature appears on both the Healthcare Industry Careers Channel and the Pharmaceutical Industry Channel at IMDiversity.
Undergraduates listed top pharmaceutical companies including Johnson & Johnson, Pfizer, Mayo Clinic, Glaxo Smith Kline and Merck in the top 40 desired companies. Pharma companies that were on the top 100 list in previous years have moved up in preference. Wyeth Pharmaceuticals rose in undergrad preference from 186th to 64th, Eli Lilly from 95th to 80th, Novartis from 140th to 130th and Roche from 154th to 140th. Even newcomers that were not ranked the previous year such as Hospira, Bayer and Takeda Pharmaceuticals North America made it in the top 200 list.
So what is causing diverse students to migrate towards the healthcare industry and hold a better opinion of pharma companies as potential employers?
These are conditions explored in a recently posted feature article on the Healthcare Channel, Diverse Talent Recognizes Pharma’s Efforts to Create More Diverse Workforce. This guest contribution presents the insider's perspective of Kristin Rand, JD, Director of Education Strategy in the Professional Education Support Department for Wyeth Pharmaceuticals. Her exploration, focusing particularly but not exlcusively on the representation of women in the industry, thoughtfully examines the benefits of diversity to industry organizations -- both to the customers and to the organizations. It also examines how smaller, more nimble companies in the biotechnology sector are succeeding in raising the representation of women in their ranks, and how Big Pharma -- despite its strides -- can still learn a thing or two from these companies.
The feature appears on both the Healthcare Industry Careers Channel and the Pharmaceutical Industry Channel at IMDiversity.
Monday, October 1, 2007
Healthcare, Cultural Competency, Diversity Live Here. . .
Greetings All,
Welcome to our new Blog. Diversity HealthWorks has created this blog to share relevant health care information and editorials to you on a regular basis. Our intention is to create a space that allows you as a healthcare professional, consumer, or advocate to gather and share information about healthcare, cultural issues affecting healthcare, and the myriad diversity-related issues that impact our health that we are aware of and those we are not.
The fact is, all of us are aware of something. Given this fact, PLEASE SHARE what you know. We welcome you and if you are blogosphere or someone that is not and has something to say, please pass it along and we will do the same.
Stay tuned for what we are hoping is the #1 blog focused on the opportunities, challenges, and overall elevation of the diversity/inclusion and cultural competency conversation in healthcare.
Welcome to our new Blog. Diversity HealthWorks has created this blog to share relevant health care information and editorials to you on a regular basis. Our intention is to create a space that allows you as a healthcare professional, consumer, or advocate to gather and share information about healthcare, cultural issues affecting healthcare, and the myriad diversity-related issues that impact our health that we are aware of and those we are not.
The fact is, all of us are aware of something. Given this fact, PLEASE SHARE what you know. We welcome you and if you are blogosphere or someone that is not and has something to say, please pass it along and we will do the same.
Stay tuned for what we are hoping is the #1 blog focused on the opportunities, challenges, and overall elevation of the diversity/inclusion and cultural competency conversation in healthcare.
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