The life sciences are always asking ‘what’s next?’ It’s an industry defined by constant change, by progression, problem solving, leading-edge tech, and, perhaps most importantly, incredible talent. Behind every new life-saving drug and medical device, you’ll find a vast number of roles and responsibilities all piloting an extraordinarily complex set of processes. As technology evolves alongside our collective understanding of science, the promise of brand-new jobs looms over the horizon, but what will these jobs look like? If the life sciences industry wasn’t enticing enough already, here are some of the roles set to gain traction in the near future. Data ScienceThe data science platform market is expected to reach a value of $322.9 billion in 2026, a trajectory that will see a compound growth rate of a staggering 27.7%. Data is critical to the way the life sciences operate in today’s world, and if the growth of the market is anything to go by, this won’t be changing anytime soon. A massive amount of data is produced constantly through clinical trials, disease identification, drug discovery, and countless other areas in the life sciences. This data is incredibly complex, and so is the equipment used to extract and analyse it. Since rising to prominence in 2018, data science jobs are more in-demand than ever before, as companies everywhere recognise the role as a way to sharpen their competitive advantage. It’s not just the life sciences that boast some exciting opportunities in data science either – it’s a highly transferable discipline, and you’ll likely find a home as a data science in most modern workplaces. Pros – A plethora of exciting opportunities in all shapes and sizes, a superb role for the analytically minded, for those wanting security, competitive salaries, and great career mobility. Potential Challenges – Data science is an incredibly broad term which potentially causes difficulties when narrowing down your job search (BioTalent can help you with this!), and you may be faced with data privacy setbacks; it requires constant professional development, but this is also a pro!CQV EngineeringCQV engineers are responsible for ensuring the systems, facilities and machines found at every cornerstone of the life sciences. Suffice to say, they play an essential role. The life sciences are heavily regulated, and for good reason – the future health of humanity depends on it. A major challenge for modern businesses has been navigating these regulations, and in a sector that leads the way in terms of healthtech advancements, it can take a while for the regulations to catch up to reality. Plus, consistent regulatory change can make progress incredibly slow, that is, without the help of a talented CQV engineer. CQV engineering jobs are in-demand, and as a product-facing role, they often find themselves in the heart of the action. Pros – There’s an abundance of ground-breaking projects out there, and they’re calling out for CQV talent. It’s a candidate-driven market with highly competitive salaries in this area, and the work is diverse with an astonishing range of projects to devote your skills to. There are many opportunities for career progression and learning, with easy access to countless career paths in the industry.Potential Challenges – CQV engineering often takes the form of contract work, which may not be right for someone looking for an in-house position (although some internal positions are available). There’s a good chance you’ll have to travel often, making it unviable for some, and projects can differ immensely in scope and form, potentially resulting in irregular work. Biomedical EngineeringA relatively new field, biomedical engineering looks set to change modern medicine, particularly in an era that’s calling out for evermore innovative methods of delivering healthcare. The need to fill biomedical engineering jobs is growing quickly, and in the midst of skills gap, talented candidates have a great many options to choose from. Biomedical engineers have a range of responsibilities that contribute towards building a safer and more comfortable world for all, whether that’s the development of prosthetics and artificial internal organs, or the design of new surgical equipment, there are plenty of opportunities to make a hugely positive impact on the patients’ quality of life. Pros– You get to work on the leading-edge of scientific discovery and innovation, the salaries are often incredible, the work is versatile and highly impactful, there are many opportunities for career development, and the role offers plenty of mobility. Cons – The working hours can be extremely long, and you will likely need extensive knowledge of several fields including data entry. Plus, the degree requirements can be a setback for some. A World of OpportunityThere are opportunities galore in the wonderful world of life sciences, and plenty of roles and responsibilities overlap, allowing for progression through the industry in a host of different ways.If you’re hoping to take on an exciting new role of your own, reach out to the team at BioTalent today, we always place our candidates in supportive environments that align with their vision and goals for the future, and we do it by placing people first with our diversity-led approach to hiring.    

​Pharma stands on a precipice, surrounded by the winds of change, economic uncertainty, and near-miraculous new technological advancements. The industry can remain resilient, even as its global supply chains sprawl outwards with ever increasingly complexity, provided leadership can leverage the changing times. Data from Statista puts the value of the pharmaceutical industry at $1.42 trillion, up from $390 billion in just 10 years. A spike in 2021can be largely attributed the development of the COVID vaccine, but it’s a spike that represents a host of other growing external challenges.An ageing population, a large demand for versatile talent, transformative regulations, and the growing rate of inflation (to name a few) are challenges that must be addressed, and it represents an opportunity for significant positive change. That said, what kind of skillset does the modern leader in pharma need to have to navigate the road ahead?A Strong Conflict Management AbilityThe pharmaceutical industry is famed for its collaboration. With any increasingly globalised supply chain and complex list of interconnected departments, conflict is bound to arise. New leaders, whether they’re a chief medical officer or a freshly appointed QA line manager, will likely find success through their ability to manage conflict. From pharmacy managers to the CEOs of multinational drug manufacturing organisations, workplace conflict doesn’t look the same for everyone, but it does require some fundamentals:1.     Empathy2.     Active listening 3.     Resilience 4.     Transparency5.     IntegrityThere’s usually a (very) long list of hard skills required to secure a leadership position in the intricate world of the life sciences, a list that interpersonal skills are often mysteriously absent from. Always Adaptable, Always InnovativeThe ability to solve complex problems under pressure is a defining trait of a good leader, especially when the stakes are as high as they are in pharma. A rapidly transforming landscape gives way to opportunity and immense challenges – learning how to face these intricate challenge with a flexible mindset and a never-ending wealth of innovative ideas is no mean feat. How exactly does this work? It starts with the ability to understand the needs of the people you’re leading. Encouraging the diversity of thought that your team brings to the table can encourage innovation, provided everyone is given the opportunity to do so. Creating an inclusive environment in which people feel as though can belong is the catalyst for great change, both internally and externally. Large-Scale Project Management SkillsIt doesn’t get too larger a scale than managing projects in the pharmaceutical industry. Experience of delivering end-to-end projects in time and in budget will be exceptionally useful in the pursuit of a senior leadership position. There is always a project around the corner in pharma, one that’s often being worked on by hundreds, if not thousands of employees at any given time. Combine this with a host of other similar projects, and the situation can quickly get overwhelming. Some of the top traits that can help out in this area include: 1.     The ability to delegate2.     Outcome-focussed3.     Emotional-intelligence4.     Dependability5.     An Inclusive MindsetFinding Your Calling as a Leader in the Life SciencesIf you’re interested in taking the leap to the senior level, or perhaps your hoping to hire a new leader of your own, then the team at BioTalent are here to help. We offer diversity-led, knowledge-based staffing solutions for the life sciences, and we’ve helped leaders in the space thrive at companies all over the world. If you have any questions about our methodology, our people, or our processes, please get in touch with us today.   

​Vilified by many, and outlawed by most, psychedelic drugs have a turbulent history. Far from the psychedelia of 1960s America, scientists have made extraordinary progress in developing mental health treatments through the use of psilocybin, the now-infamous compound found in hundreds of mushrooms. As companies like Compass Pathways and Delix Pharmaceuticals continue to gain traction, increased funding and research is changing the way the world of psychedelic medicine is perceived. Archaic laws still inhibit scientific progress in this space, but is the tide turning? Is 2023 set to be a game-changer in the way we treat depression, anxiety, PTSD, bulimia, and many other mental health problems? Whether it’s a reality or a faraway fantasy, researchers need the freedom (and the funding) to explore the potential. Recent ResearchIn a 2022 study by John Hopkins Medicine, researchers show that psilocybin treatment has alleviated symptoms of major depressive disorder in patients for up to a year when combined with other forms of therapy (behavioural therapy and psychotherapy, for example). Recent clinical trials across the UK, Europe, and America provided yet more insight into the positive outcomes of psilocybin treatment, with patients’ depression scores improving immediately after completing each arm of the trial. As with all forms of emergent treatment, wider-scale clinical trials are needed to further assess the efficacy of the drugs, yet barriers to meaningful progression still stand in the way. As time goes on, the sustainability factor of psilocybin as a form of long-term treatment will become clearer, but as of right now, small-scale studies and a missing ‘gold standard’ for placebo control have proved to be limiting. Continued research from Compass Pathways, Mindstate Design Labs, Seelos Therapeutics, and many others is yielding some incredibly valuable results that seem to point to the dawn of a new era of treatment. Barriers to ProgressPsychedelics are still illegal in the majority of countries. Combine that with stigma, misunderstanding, and media sensationalism, and you’ve got a difficult setting to research in. Regulations are yet to catch up to many emerging areas of study in the life sciences, not just psychedelics. It’s an ongoing communication error between the science and the policymakers, and it inhibits a large area of scientific progress. In the UK psychedelic research space especially, there have been calls for rule reformation in an effort to catch up to countries like Germany and the United States. Commercial Opportunities Science stands at the forefront of discovery, driving innovation and transforming the reality we know today. As a result, huge commercial opportunities arise in a heartbeat, and the same can be said for the realm of psychedelic treatment. The psychedelic substances market is estimated to grow to a value of $10.75 billion by 2027, a huge leap from $2 billion in 2020. Increased funding, greater awareness and a swathe of commercial opportunities makes for an enticing landscape. To continue over the precipice and into a new era of treatment and research, the right talent must be on board. If you’re hoping to take your life sciences career into the fast-growing world of psychedelics, then it’s a good time to get started. Here at BioTalent, we’ve got a wealth of experience in helping people find their calling in the life sciences. Our specialist consultants can support you along every step of the journey, from finding a new position to the interview process and beyond. If you need somewhere to start, reach out to the team today – we can match you with an opportunity that enables you to thrive in the world’s most exciting industry. The Future of Psychedelic TreatmentThe world is experiencing a mental health crisis. Psychedelic treatments have a long way to go to make any kind of major impact, but the push to bring potentially life-changing drugs to market is on. The conversation has started, the foundations for clinical research and development are in place, and the future looks exciting for this corner of the life sciences.

​Life sciences careers are by no means limited to the lab. There’s a wealth of roles and responsibilities out there, and plenty of professionals prefer to take their work elsewhere, granting them the opportunity to flex a different kind of skillset. Plus, many people who kickstart a career in the laboratory ditch the white coat for a completely new environment. From sales and marketing to technical writing and regulatory affairs, there are avenues to explore your love for the life sciences, it’s just a matter of finding out what works for you. Here are some suggestions to help you get started. Product ManufacturingIf you’d rather take your life sciences skillset to the world of manufacturing and engineering, then you might be in luck. There are hundreds of great roles in this sector that don’t involve lab work, like process managers, safety inspectors, and product development scientists. In the life sciences (and most other industries) manufacturing processes tend to be highly complex, requiring the skills of a versatile and diverse team. While this work can command a high base salary, it’s not the only reward. Product manufacturing in the life sciences plays an essential role in the protection of humanity’s wellbeing. Policy WritingThe life sciences are home to some particularly stringent rules and regulations, for obvious reasons, and in order to navigate these regulations, dependable and comprehensive policies must be put in place. An experienced life sciences professional could find a chance to make some incredibly impactful differences in a role as a policy writer. Technical writing of any kind is a highly competitive field, and those with a science background are likely to stand out in the crowd. Pharma SalesPharmaceutical sales jobs are competitive, dynamic, and hugely rewarding. Sales reps often get the chance to travel around the world to meet with a huge array of clients, a far cry from the four walls of the laboratory. Moreover, the sales world is a popular and fairly easy field of work to transition into, particularly if you’re coming from a technical background. To stay competitive in an intense environment, an expert knowledge of the products and the markets they serve is essential. Business AnalysisBusiness is booming in the life sciences, and it represents the perfect opportunity for the analytically minded to thrive as change-makers.Business analysis transform the shape of the industry as we know it know it, leaning on a versatile skillset that involves building processes, implementing new strategies, collaborating with stakeholders, leading projects, and leveraging data and research to make the most impactful decisions in the industry. If you’re currently searching for a life sciences job of your own (in or out of the laboratory environment) BioTalent are here to help. As a highly specialised life sciences recruitment agency, we’ve got a wealth of experience in finding meaningful work for people all over the world. If you want to find out more about our people, our diversity-led hiring methodology or our global talent network, reach out to the team today, we can help you find your calling in the life sciences.   

​Built with fresh thoughts from the some of the most brilliant minds in the industry today, our latest insights report examines the critical role of diversity in the life sciences space, and what the topic means for employees entering the field in the future. The life sciences thrive on the joy of collaboration between individuals from all walks of life. As an industry devoted to the preservation and progression of a global humanity, the life sciences should not be inhibited by the presence of discrimination, underrepresentation, or inequality, yet still, these ever-present factors continue to put up barriers in today’s world. We’ve come an incredibly long way in the last few years, with diversity and inclusion policies finding their way to the forefront of the conversation. Developing an environment in which everyone can thrive (and one where everyone is actively welcomed to do so), requires so much more than a tick box exercise – it requires action from everyone.We created this report to help raise awareness for professionals operating within the life sciences, and to act as a catalyst for inspiring meaningful conversation. Opening an Honest Dialogue has Never Been so ImportantIn 2020, the murder of George Floyd reverberated around the world, manifesting in acts of widespread protest that transcended borders, launching the issue of racial inequality into headlines everywhere. The tragedy has been profoundly affecting for millions, underscoring the inherent need to discuss the topic of ethnicity openly and sincerely, a need that’s been quickly embraced by many in the life sciences space. Allison Jack, executive Director and Head of PV & Lifecycle Management Quality at a multinational pharmaceutical company, told us that opening up a conversation about race has helped everyone better reflect on what these events meant for the wider world, noting that, sometimes, getting everyone talking is one of the most powerful tools at your disposal.'Have the conversations. A lot of the time, it’s just about the talking, and not being afraid to talk about race.’Sharing experiences in an environment that encourages the freedom of an open dialogue is a prime ingredient in the recipe of inclusivity. Moving forward in a positive light means acknowledging individual experiences. When people from different backgrounds come together for this conversation, everyone has the opportunity to encourage positive progression. Allison went on to tell us about the value of initiatives like reverse diverse mentoring, a process that enables junior level employees of different ethnic backgrounds to educate their senior colleagues on the subject of race. Acting as a tool for both employee engagement and leadership development, initiatives that drive the conversation around diversity are vital in the journey towards building equitable workplaces. Society is diverse and organisations should allow everyone to celebrate the diversity of thought and behaviour that this represents. Bringing this into a company leads to a greater level of respect between one another, allowing people to feel more comfortable with who they are at work, while improving the level of understanding between team members.Allison went on to mention that:‘There’s always something we can do, and I think part of it is not being afraid to talk about it.’There’s a Shortage of Role ModelsThere are 10,560 White science professors working in the UK, compared to just 65 Black professors, (The Guardian, 2021) serving as a major lack of representation in terms of the general population. A lack of representation is a recurring issue within the life sciences, and it’s happening on a disastrously wide scale. Poor representation results in absent role models, and for many, it’s very much a case of you can’t be what you can’t see. When we asked Corryn Gardiner, Director of a pharmaceutical consultancy company, if she had a role model on her journey in science, she spoke about the challenge of discovering role models within the space. She described how there was ‘not one person’ that she saw who inspired her to pursue a career in science. Consequently, she soon began to educate herself about her history as well as the pharma industry, which equipped her with the tools to grow and exchange knowledge with a future generation.‘What I've had to do over over the years is educate and inform myself about my history, about the people around me and my industry, so that I can continue to grow as a person.’Corryn’s statement deftly highlights the importance of adopting a future-facing outlook, one that advocates for the next generation of individuals entering the workforce. Passing on knowledge and sharing experience are key elements that will likely determine the size of the equality gap in the future, and in many respects, nurturing these elements begins with finding one’s own voice and recognising the wider value of self-promotion. For someone like Corryn, who thrives on finding a way to do what she’s told can’t be done, motivation is a spark that’s cultivated from within. Seeing people of colour in leadership roles can help ignite this spark and make the life sciences a more equitable, accessible industry for all. 'I think that's where we need to start. We need to definitely show the world the amount of people, women of colour that are in the workplace, in the CEO, Director, and Global head positions.’The media has a part to play in this journey. Shifting the media’s mindset regarding what which roles ethnic groups can occupy, and where and how diversity is celebrated, requires a certain courage, one that enables people to address the challenges and issues facing those groups in society today. Undoubtably, this can be an uncomfortable topic to broach. Having allies in this space, having those conversations, can have a wide-reaching impact on the future. Sometimes, this means placing oneself in situations that are difficult to navigate, all in the name of enhancing the wider perspective. Make Roles Visible – Representation at Every LevelThe decisions made by businesses operating in the life sciences ultimately have an impact on the health of an ethnically diverse multi-cultural humanity. If those making the decisions aren’t representative of this inherent diversity, the relevancy of those decisions may lack the perspective necessary to develop effective solutions. Dipesh Mistry-Dhillon, the Regulatory affairs manager at a multinational biotech company, told us that:‘There is still more to be done in terms of visible diversity. If you see it, you feel more comfortable being part of that organisation.Truly inclusive environments are able to present their diversity to the world long before the employee ever steps foot in the workplace. Candidates that have the opportunity to see a diverse workforce thriving from the outside they’re likely to see an employer that values their unique experiences, particularly when dependable D&I strategies are in place. Inclusive environments enable authenticity. As a member of the LGBTQIA+ community, Dipesh wouldn’t feel comfortable disclosing his sexuality within the work profession until discovering the D&I initiative at one of his previous companies: 'We had a DNI day a couple of years ago [and I discovered] that there is something to recognise the queer and trans community in our organisation. Before that, I was always closeted. I never really told anyone about my sexuality.'A 2021 study of 25,324 scientists in the United States discovered that LGBTQIA+ STEM professionals were more likely to experience career limitations, including harassment and professional devaluation than their non-LGBTQIA+ peers. Inclusion and visibility among diverse groups within the populace are directly linked to results in the life sciences, a cure for the U.S. HIV epidemic being a prime example – a disease that largely affected the LGBTQIA+ community, one that wasn’t even mentioned publicly by President Ronald Reagan until 1985, four years after the crisis began.Many LGBTQIA+ scientists and activists, such as Marsha P. Johnson and Joseph Sonnabend acted as vanguards in the fight against the epidemic, all while being ostracised by a large portion of their fellow citizens. As history has proven, representation improves the quality of scientific research. Yet the evidence points to there being much work to be done on the road to fully equitable working environments for everyone. There is so much to learn from other cultures, backgrounds, perspectives, and ways of operating a business in the life sciences; ignoring the incredible value of this (both monetarily speaking, and in terms of employee growth and satisfaction) will result in a failure to prepare organisations for a sustainable future.Allyship is Always Possible, Always VitalThe gap between intention and action must be closed. No matter how morally robust your intentions are, the most impactful change is enabled through action. Active allyship is always possible, and always vital. You don’t have to have personally experienced oppression to empathise with another individual – active allyship means speaking up for others, standing up against discrimination and injustice, and recognising the contributions of everyone. Providing a voice for those who are too afraid to speak out is a part of everyone making the journey towards a fairer future together. Allyship, understanding and open dialogue all contribute directly to a greater ROI in the life sciences. The life sciences are a global-facing industry, and as a global-facing industry, the input of a diverse range of groups and individuals must be enabled the space to flourish. Yogesh Krishan Davé, managing director of a Pharmaceutical Quality Assurance consultancy told us that when operating in a global supply chain market, you’re bound to interact with individuals and groups from a vast array of different backgrounds anyway – the key to optimising growth potential is learning to understand one another, a need that can be met by consulting regional experts. ‘The people who really understand the business in their local areas are local people - they understand the nuances’The best companies are diverse companies. When different cultures are empowered to celebrate their uniqueness, everyone understands each other, and you get to benefit from a more desirable employer brand. Promote YourselfAllies are always important, but so is self-promotion. The value of self-belief and advocating for one’s own skills couldn’t be more important, particularly if your voice is struggling to be taken seriously. Self-advocacy is a powerful tool for both getting noticed and communicating your needs to the individuals around you. It’s difficult to do when you’re in a workplace that doesn’t sufficiently account for authenticity or inclusion. Finding confidence in your own expertise takes real courage when the space around you doesn’t recognise your experience. Corryn recalled being constantly questioned after being hired for her skills and experience. '‘ I don't think we're going to do it that way,” [management] might say, and in his next breath, asks a white male the same question, and that person would agree with me.’Whether it's suggesting a process change or simply speaking up to be heard, everyone deserves to have their voice taken seriously, but unfortunately, this is not always the case. Dipesh mentions that:'I quickly realised that you really have to promote yourself and get on board with the managers […] to win anything, that's what I did in the end. That's why I got the most.’The Journey so FarBrexit caused a resurgence of archaic, discriminatory values, particularly within white British culture. England and Wales witnessed a 15-25% rise in race and religious hate crime following the Brexit vote (Economics Observatory, 2021), which, for many, left an-all too familiar taste. Yogesh recalls changing his name to a more ‘English-sounding’ one on his CV in the late 80s, prompting an influx of interview offers, one from the same company that previously rejected his CV when it carried his real name. Things are still getting better every day, but despite the new generation being more comfortable with their own identities, they’re still the least confident age group (Impact Nottingham, 2020). This lack of confidence isn’t stopping their passion for working towards change. Activism is on the rise, and for those wanting to change the world in a positive light, the life sciences space remains one of the most exciting, impactful, and irreplaceable industries. Advice for Your Younger SelfWe asked our expert interviewees if they had any advice for their younger selves, and the overall consensus was that staying true to yourself often has the best outcome. Believing in your abilities and being yourself (even when there’s negativity surrounding you and the hard times feel like they’re never going to end) is tough, but it’s important to remember that you’ll grow and ultimately, come out of the other end of the struggle. Having those uncomfortable conversations, no matter how difficult they are at first, can challenge negative assumptions, break the mould and pave the way for a brighter, more equitable future for the working world of the life sciences.Just like some of the most important scientific discoveries in the history of the world, rocking the boat is often the way to catalyse the right kind of change. ‘We all belong to the same species. We're all homo sapiens, real citizens of this world, and we should live like that, and appreciate people with that respect. – Yogesh Krishan DavéPodcasts If you’d like to listen to our full catalogue of podcasts from the My Race in Science series, along with a host of other great shows from the BioTalent team, please visit Spotify here https://open.spotify.com/show/1fuRTTPl8J05bdT7qUsOMa.            ​

​On the face of it, bias in cold hard data might seem like a paradox, but delving a little deeper reveals that it’s far more prominent than many people think. Systemic bias, selection bias, confirmation bias, automation bias, even bias AI, all contribute toward bad data study designs, poor collection methodology and ultimately, a severe lack of representation. In the life sciences space, data bias has the potential to be deadly. In recent years, the developments in AI and machine learning have had a major part to play in clinical decision making, and while extraordinary progress has been made, a fresh set of ethical challenges need to be addressed.Informing Clinical DecisionsIf the bias inhibits the data used to inform clinical decisions, medical solutions will likely not represent the needs of the population. For example, some diseases manifest differently among certain groups of people, (Nature, 2019) and these differences must be accounted for in the clinical development process, otherwise, treatment will lack the precision required to remain effective. Bias data could lead to misdiagnosis for entire groups within the population, resulting in dire consequences. It’s not a new concept by any means, but as more data is generated and AI becomes more prevalent throughout the life sciences, the challenge of beating back data bias is greatly exacerbated. Combatting Bias in DataThe recruitment industry is uniquely positioned make a positive difference in beating data bias, provided it can remove said bias from the hiring stage and build more representative workforces. From graduate machine learning engineer jobs to biostatistics director roles, any life sciences recruiter worth their salt will be able to tell you that underrepresentation is an issue that effects outcomes in the life sciences, regardless of the seniority level it's witnessed at.Bias AI is representative of the teams that built the systems in the first place. If these teams are more diverse, the very real threat of human bias can potentially be mitigated.When different perspectives and experiences are implemented into the algorithms used to make clinical decisions, inclusivity has the chance to thrive, directly influencing both the outcome of the process, and the health and wellbeing of the public. Using a diversity led hiring methodology, specialist recruiters have the opportunity to identify gaps in the market and help build more impactful data science teams, resulting in a higher quality of final product. Alongside the wider-reaching positive impact, better products and services directly impact the bottom line for increased profitability. The Future of Data As AI and big data continue along their staggering rate of evolution and implementation, the need to hire diverse teams will only become stronger.Comprehensive policies will need to be established and adhered to in the fight against data bias, and (somewhat ironically) purpose-built algorithms will continue to have a large role to play in explaining the existence of bias in future outcomes. Constant process and system evaluation is critical to success in the life sciences, not just in terms of data bias detection, but in every aspect of the space, be it regulatory functionality or engineering. At BioTalent, we have a wealth of experience in hiring for the life sciences, a passion for people, and a mission to make a positive impact on the wider world. We take a knowledge-based approach to hiring in the data field, and it’s underpinned by our DEIB-led methodology. If you need some support with your own hiring goals, or you have any questions at all about our process, reach out to our team today, we’re here to help.  

​‘Standing out in some way is part of the journey of life.’ In this episode of My Race in Science, we explored the infinite value of self-belief, mentoring, and meaningful allyship in the fight against discrimination in the life sciences space. From sharing stories to speaking up for others – you don’t need to have experienced first-hand discrimination to be an impactful advocate. While diverse teams are starting to populate senior leadership positions, the persistence of the ‘Old Boys Club’ mentality still acts as a barrier to progression for minorities in today’s world, particularly for women of colour. How do we break the mould and inspire change, and what does that process look like? ​

​Yesterday our BioTalent Social network joined us for our latest webinar, ‘Pharmacovigilance: in-house or outsource.' The discussion explored factors associated with using pharmacovigilance in-house or outsourcing it, these were addressed while looking at how this can affect the UK market, as well as the importance of upskilling in the current climate.We discussed a plethora of topics, including:  🌎 The challenges of outsourcing PV  📉 Managing costs of outsourcing 🔍 Regulatory considerations 💡 Outsourcing as a ‘mainstay solution’  🔎 The vendor selection process  💊 PV in a post-Brexit era  ⭐ The in-house talent shortage  Thank you to our expert panellists Nahed Souadkia, Dr Mahalakshmi Elluri, Kieran O'Donnell and Tamara Herceg for all their comprehensive insights, and thank you also, to our audience who stayed with us for our virtual networking session!Missed the webinar? No worries – catch up on all the action by watching our video footage below. ​

​As technology continues its journey of relentless evolution, one thing is abundantly clear: Intersectoral collaboration between the medtech and pharmaceutical industries will have a critical role to play in confronting the future’s unmet medical needs. On September 8th, BioTalent’s own Louise Cleland attended the annual Medtech and Pharma Platform (MPP) conference to explore one of the most pressing topics in the life sciences space – How combined products address health challenges.Held in Basel, Switzerland, the MPP conference acts as a forum to exchange knowledge, collaborate in technology & regulatory areas, and to promote product development & innovation.Attended by experts from a wealth of life sciences sectors and tech industries, (including representatives from Novartis, Roche, and IBM) the conference was aimed at the nature of combined products, the regulatory framework that governs them, and their impact on the wider community.  Here are our key takeaways from a day overflowing with profound insight.Digital Health is Going to be the Future of the Medical Device SpaceTechnological integrations will continue to greatly influence the realm of digital health, as seen already in the form of wearable tech and other forms of mobile health products.Innovative startups with lofty visions keep appearing in this space, and many big companies, like Google, Deloitte, and Capgemini are establishing subsidiaries in order to keep up.​Communication Between Manufacturers and Notified Bodies is an Ongoing ChallengeCommunication is critical to meaningful progression, particularly in highly regulated industries. This still appears to be an ongoing challenge for manufacturers and the notified bodies, an issue that’s been exacerbated in some part by the EU’s new MDR and IVDR reforms.The new reforms (designed to better protect the health of the patient) give notified bodies more control over manufacturers, a sign of the irrevocable regulatory changes taking place in the life sciences today.Careful implementation of this legislation is crucial, and clear communication and understanding will decide it’s effectiveness.This could present some new challenges for the world of regulatory compliance recruitment, as companies will likely need to look to a new set of talented professionals to pilot their process life cycle under the new legislation. There is some confusion surrounding legal frameworks and the MDR/IVDR timeline – clear processes need to be put in place to rectify this, and to establish the harmony between the AI act and the devices using AI. Regulatory recruitment solutions will have a large part to play in the future of this space. Combining Software and HardwareIt is more challenging to get regulatory approval when combining software and hardware (SaMD + medical device) that it is to get it for a single device. One of the ways this could be improved is if contact with the FDA was established during the early phase of device development.​There was Real Passion on Show During the ConferenceThe conference had no shortage of passionate people, all of whom had gathered to engage in meaningful discussion and drive collaboration in the industry, as Louise noted:‘You could feel the genuine passion just talking to people about what they do & what exciting things they’re working on, and it was inspiring, I loved the whole experience, and I can’t wait for the next one.’Quotes from the DayBao Phan, Vice President, Global Head of Oncology Therapeutic Group/Global Regulatory Affairs:‘This is still a new field that is moving, and the regulatory environment is evolving so early, engagement with regulators is important. It is also important that pharma companies build capabilities to support their ambitions’Antoine Bourrier, Speaker, Senior Solution Manager, Capgemini Engineering:‘I really enjoyed getting to meet many people from different companies, backgrounds, and responsibilities. The talks were very informative and gave a good overview of the actual challenges HealthCare industries face these days.’Rahal von Rohr, Speaker, Senior Consultant, anteris helvetia:‘It was a great day, with a very diverse selection of presentations and many exciting encounters. I was particularly inspired by the panel discussion, where representatives from industry and regulators exchanged their views on the regulatory challenges combination products face. A call for all of us to work together to expedite effective, safe, and innovative solutions for patients.’​ 

​Welcome to the latest insights report from BioTalent. We interviewed some of the brightest minds in the field to help us explore the current shape of the life sciences, and what the future might have in store for one of the world’s most impactful industries.From the tumultuous global implications of Brexit to the emergence of hybrid working in a post-pandemic climate – the world is always evolving, and for companies striving to survive the future, doing the same is a must. As industries everywhere struggled to prioritise client demand and secure talent long after the height of COVID-19, the life sciences remained well protected. We developed this report to help professionals develop their understanding of the current trends, trials and milestones appearing throughout the exceptionally specialised life sciences space. Adjusting to Hybrid WorkBefore 2021, hybrid Working was an alien concept for countless businesses, regardless of the industry they belonged to. That seems like a lifetime ago, and rethinking the norm has since become a staple of the post-covid era – for many, that means embracing the benefits (and facing the setbacks) of a hybrid working model. BioTalent’s Senior Principal Consultant, David Skinner, recalls: ‘From a staffing perspective, it is such a candidate-driven market, with companies fighting to attract the best talent. Flexible working solutions are fundamental in attracting and retaining the top talent in a competitive landscape.’While hybrid working has proved to be the most natural and effective route forward for many, out of the transition comes one of the prominent drawbacks facing businesses today – communication breakdowns. As people work in silos, the cultural benefits of face-to-face working start to dwindle. This may be an instrumental element of what it takes to create a great company culture, yet there are plenty of reports declaring a huge rise on productivity rates. If David Skinner could do one thing differently it’s this: I would enforce an effective communication strategy or plan, and have regular touch points with the team. Not necessarily a disaster plan, but a policy in place to ensure the team are always informed and updated. On the other end of the spectrum, many companies operating primarily via a cloud-based system were prepared for the hybrid model, particularly those who were already global facing. Even so, organising the environment in a way that enables clear communication and engagement is still a huge barrier to optimisation. When face-to-face working is no longer possible, productive, or desirable, organisations need to show they care about their workforce by putting boundaries in place. These boundaries are essential in maintaining a healthy work/life balance, and it helps to establish a crucial space between work and relaxation. Indy Ahluwalia, assistant vice president and customer solutions provider at Genpact, notes that: The key to creating a great working place isn’t in things like quizzes, where it’s almost forced participation – it’s communication. Cultural differences have also proven to largely impact the transition to hybrid working among global-facing businesses – while some teams were used to the concept for many years prior to the pandemic, their counterparts in other countries found it incredibly strenuous to make the move. Indy Ahluwalia notes that: Teams that were office based, specifically the teams in India, were impacted [by hybrid working] a bit more, simply because they’ve been used to going in every day. You have many people who live in an environment that might not be suitable for home working. For example, this could be due to large extended families and small, confined spaces.As the future of hybrid working in the life sciences begins to take shape, it’s clear that communication, and the quality of the technology that enables it, will be the foundation on which successful models are built. Brexit’s Impact on Staffing and Supply ChainsAs the pandemic threat subsides, many of the most harmful repercussions of Brexit are becoming abundantly clear. It’s not just the UK that feels the pressure of large legislative changes and implementations either – Brexit has forced regulations to evolve, greatly impacting supply chains and the time it takes to deliver products to the EU and the US markets. Additional rules, such as increased RP (responsible person) oversight for imports, QPs (Qualified Persons) to have experience of releasing products in the EU, and changes to quality systems, have irrevocably altered distribution practices, leaving many pharma companies to struggle to efficiently harmonise with the elements of their global supply chain.Increased regulations often equate to increased costs. In the life sciences, these trickle-down costs are felt in healthcare, and ultimately, the patients who rely on the development and distribution of new treatments. Access to the raw materials required to develop products, whether that’s vaccines or medical devices, also starts to suffer as a result of strained logistical functions. For companies to successfully prioritise customer demand, turning to a range of suppliers (rather than relying on a single distributer for 100% of the raw materials required) is critical to reducing the rate of development delays. As the UK government guidelines were slow to adapt to the changing landscape, the information (or lack thereof) that was available was too simple, leaving much of the message open to interpretation, a factor that proved incredibly difficult for HR teams. This ultimately affected communication, complicated, and slowed down the hiring process, particularly when placing European nationals within UK-based roles. Emerging Opportunities Great opportunities emerge in times of rapid change. For an industry that thrives on nurturing the talent that facilitates that change and develops the products and strategies necessary for it to make an impact, seizing on opportunity is essential to both long and short-term success. Hybrid working has a key part to play in enabling the flexibility required by modern life science employee, with those that need to complete bench work often utilising a rotation system to reduce their number of in-person hours. Many of the remote working tools and strategies that were adopted during the pandemic have had time to evolve and improve, enabling businesses to, in many cases, optimise their hybrid approach to the industry. Leaders have reported rising productivity rates as a result of their growing familiarity with hybrid work, and the advancements made by the systems and software that enable it. This productivity increase is down to a combination of factors, including the mitigation of the commute, the lack of traditional office distractions, and greater employee satisfaction. Moreover, hybrid working has led to a major increase in part-time positions since a large number of employees are no longer required to work onsite. This effectively makes access to work, and therefore, access to talent, much easier. We asked an expert quality manager in biotechnology what they experienced with their adoption of a remote working model: Many opportunities had arisen from an increase of remote working. Since employees did not have to commute, remote working gave people more hours to be productive.The Conflict in UkraineThe conflict in Ukraine is affecting millions of individuals all over the planet, the repercussions of which have been felt strongly in the pharmaceutical sector, and in the wider life sciences community. Pharma companies have seen a significant drop in share prices as a result of the war, an alarming reality caused by supply chain disruption, a drop in trade revenue, (many countries have stopped trading with Russia entirely) and a lack of labour. Ukraine have been forced to close the doors on a huge number of facilities as a result of the Russian invasion, including those owned by the pharmaceutical companies Novo Nordsik and AbbVie, providing a ripple affect felt across the globe. Global Collaboration Amidst the turmoil and uncertainty of the last few years, the life sciences remain at the forefront of medical innovation. Breakthroughs are happening, and they will continue to happen in spite of the pandemic’s lasting setbacks. The industry is healthy and rife with opportunities for those who are able to implement adaptable working strategies. Data-driven methodologies, backed by continuous global collaboration and corporate reformation, will enable companies within the life sciences space to confront the unmet medical needs of humanity. Diversity Despite making up an impressive 49% of the life sciences workforce, there is a distinct lack of women in leadership roles. BioTalent’s DEIB- (diversity, equity, inclusion and belonging) led, knowledge-based hiring methodology actively seeks to close this gap, while enabling companies to access a much wider talent pool. Any workplace, hybrid or otherwise, that’s equipped to provide inclusive and supportive strategies for everyone, will benefit from the diversity of thought required to solve some of the world’s most pressing medical problems. Increased Funding The last few years have proved incredibly lucrative for the life sciences, with the UK breaking their previous yearly funding record and introducing the government-led Life Sciences Investment Programme, and the US raising $56 billion in venture capital – the current market leader. A greater awareness of the industry’s importance, combined with access to investment opportunities and rapid advances in modern technology, make the trajectory of funding in the life sciences looks very positive. The R&D space is becoming increasingly complex, yet the talent pool remains healthy, (and still highly competitive) and investors continue to turn to the life sciences in droves. Investments in life science real estate may have slowed recently, but even in the face of a looming recession, inflation, intricate policies and supply chain disruption, the industry is still full of hope and vibrancy.   

​Our top performers across all levels at BioTalent (part of Trinnovo Group), in both recruitment and corporate functions, attended our annual incentive trip to the glamourous, Miami last week. The trip included 5 days of sun-soaked beaches, buzzing nightlife, poolside drinks and dining at the fabulous Fontainebleau Hotel. Our team enjoyed a day full of adventures at Everglades National Park for some alligator and crocodile hunting - where they got to meet 'Snappy' the baby crocodile, a friendly snake, and a few alligators (don't worry from afar folks). On the final night, the drinks were flowing at the notorious celebrity hotspot, club LIV, complete with a stellar performance from DJ Khaled, who even played some tracks off his new album!Celebrating the success and teamwork over the last 12 months has directly contributed to our exponential growth in 2022! Thanks to our hosts Hayley Harkins and DJ Marker, and congratulations to our team who attended - same time next year?If you believe in diversity of thought and a people-first approach - look no further than BioTalent. Reach out to our friendly team to find out more about our latest job opportunities. Where should our next BioTalent incentive trip take us?#peoplefirstrecruitment #biotalent

Our BioTalent Social community came together for an informative discussion on ‘The Next Generation of Cell & Gene Therapies,’ hosted by our very own James Hume. The discussion touched on a multitude of topical themes and insights, including: The role of tech-transfer offices in turning early-stage interventions into products Current challenges and opportunities for CGT start-ups in Europe  The complexities of clinical trials, and how we can make this smoother PHDs: the importance of scientific and entrepreneurial learning Viral vs. non-viral vectors Mindset in CGT: the importance of resilience, perseverance and ambiguity tolerance Thank you to our wonderful panel members Stephen Sullivan, Kerstin Papenfuss and John Counsell for their sharp and focused insights. ​Take a look at the podcast ​

​Our BioTalent team members Kayleigh Best, Isaac Murray andAlfie Rice attended OUTbio UK's ‘Summer Soiree’ in sunny Marylebone to talk about all things biotech.  OUTbio UK is an independent network run specifically for the LGBTQ community and its allies within the biotech community in the UK. Their aim is to provide their community with connections, new friendships, mutual support and mentorship. Events are hosted regularly throughout the year, and ideas are often shared on how to implement best practices within organisations.  Thank you to organiser Tim Funnell and the team for hosting such a fabulous evening. We will most certainly be back soon!  

​In our most recent podcast, we were invited to listen to a conversation between Jogesh Bowry, Recruitment Consultant here at BioTalent, and Mirasbek Kuterbekov, Senior Scientist at Hoxton Farms where he combines his passion for animal welfare with his expertise in tissue engineering to create the most delicious slaughter-free animal fat.Mirasbek is a Senior Scientist at Hoxton Farms, where he combines his passion for animal welfare with his expertise in tissue engineering to create the most delicious slaughter-free animal fat. Prior to this, he was a Senior Research Specialist at The Dow Chemical Company as part of their Research Assignment Program working on a wide range of projects from plastics recycling to tech scouting. Originally from Kazakhstan, Mirasbek had the opportunity to study and work in the US, Germany, Belgium, France and the Netherlands before his most recent relocation to London, UK. He has been active in several LGBTQIA+ organisations throughout his career and is currently a Director at the OUTbio UK, an independent network run specifically for the LGBTQIA+ professionals and their allies within the biotech community in the UK. In this podcast episode, Mirasbek discussed his early career, growing up in Kazakhstan and finding a passion for science, where he was highly influenced by his chemistry teacher before gaining a scholarship to study in the U.S.  The cultivated meat industry was also discussed, outlining the environmental benefits which included a reduction of carbon emissions and greenhouse gases, as well as the number of  ethical impacts it has on humans, animals and plants. The topic also explored the LGBTQIA+ community, where Mirsabek impactfully spoke about how watching the annual Pride march in the New York inspired him to open up about his sexuality. Mirsabek now co-organises his own Pride network, OUTBio, regularly hosting monthly events.Check out the full podcast below:​

​This Pride month we held an internal Pride talk with our BioTalent team in the London HQ, with guest speaker Mirasbek Kuterbekov. Mirasbek is a Senior Scientist at Hoxton Farms, where he combines his passion for animal welfare with his expertise in tissue engineering to create the most delicious slaughter-free animal fat. Prior to this, he was a Senior Research Specialist at The Dow Chemical Company as part of their Research Assignment Program working on a wide range of projects from plastics recycling to tech scouting. Originally from Kazakhstan, Mirasbek had the opportunity to study and work in the US, Germany, Belgium, France and the Netherlands before his most recent relocation to London, UK. He has been active in several LGBTQAI+ organisations throughout his career and is currently a Director at the OUTbio UK, an independent network run specifically for the LGBTQAI+ professionals and their allies within the biotech community in the UK.MIrasbek talked to us about experiences of being LGBTQIA+ in biotech, why representation in the workplace matters. He uncovered strategies businesses can make to be more inclusive, how to overcome internalised homophobia and call-out culture, in addition to the power of allyship.

International Non-Binary People's Day is observed each year on 14 July and is aimed at raising awareness and organising around the issues faced by non-binary people around the world. The day was first celebrated in 2012. The date was chosen for being precisely between International Men's Day and International Women's Day.The term non-binary (NB) and the non-binary identity is one of the LGBTQ+ topics which is possibly known or understood the least by members outside of the community. This is surprising when you look back at history: non-binary and gender nonconforming identities have existed for thousands of years, with the 'third gender' existing in early century Hindu texts and religions, and being revered in Southeast Asia from the 15th century onwards. To this day, it is estimated that approximately 3 million third-gender people live in India. (As of 2014. Further to this, many indigenous communities have recognised 'two-spirit' identities throughout their history, an umbrella term for 4 different gender identities (feminine female, masculine female, feminine male, masculine male), along with a separate transgender and gender fluid terminology as well.When it comes to Western Society, however, many folks don't understand the community, and most countries within this sphere don't recognise third gender identities on official documentation. This, along with the increase in hate crimes towards non-binary and gender nonconforming folk in recent years, exposes the importance of developing societies' understanding of the community, and what allyship means in context to the issue.As part of non-binary awareness day, I interviewed a good friend of mine, El, on their experiences of identifying as non-binary in the UK in 2022, to bring light to their experiences and issues that are faced today:​Thank you so much for sharing your experiences today. To start, could you introduce yourself?My name is El, my pronouns are they/them and I study Linguistics at the University of Sussex! I am also a full-time rabbit parent.​For those who may not know, what does the term 'non-binary' mean?Non-binary means outside of the gender binary—not entirely male or female. People will identify differently underneath this term. Some will feel they fit one gender more than the other, some will feel they fit both simultaneously, and some will feel they fit neither at all! It is an umbrella term.There is a rejection of the gender binary and prescribed gender inherent within non-binary identity.​What does being non-binary mean to you personally?To me, non-binary works as it is non-committal. It means I am free to play with gender and my presentation of it. It means I can wake up in the morning and choose who I want to be! I go through phases—I like to present as femme, but for me, that is very much an identity that I enjoy creating and playing with. It isn’t my true self, but something I like to construct for the fun of it.My true form is much more masc and laid back.For me, although born a woman, I just never really felt like one. It really is as simple as that. Like say if women are daisies, I feel like a dandelion.​What was your experience of coming out as non-binary? I was lucky enough that my friends in Brighton were very encouraging with my coming out. My partner is both encouraging and accepting! However, that has not been this response all round. Even my queer friends back in Leicester are not accepting—they do not understand it (or even try to) and therefore just ignore it.Going to university in Brighton you very much get used to a lovely little queer bubble. At university, I just said my pronouns are they them and nothing more was ever said about it.​As an out non-binary person, how would you describe your day-to-day experience?I would say my day-to-day experience as a non-binary person is being constantly misgendered but looking iconic whilst doing so!​What does non-binary representation look like right now?Non-binary presentation is definitely almost non-existent! I did watch a very lovely cartoon recently called Owl House which is on Disney+ and had a non-binary character! Very awesome to see. I know of a few non-binary celebrities as well. Unfortunately, a lot of what I see about them is pages on Facebook with swarms of people complaining about it. I’m not sure I am the best person to ask though as I hardly have my finger on the pulse!​Why is non-binary representation important to you?It would be pretty damn cool to see some non-binary representation. If I had had it growing up, it would have greatly affected my life and happiness. It is important for the younger generations. That being said, however, from my perspective at least get z is definitely way more up-to-date on this stuff. They seem to know who they are and are proud of it. That was definitely lacking for us—I didn’t even know what non-binary was until I was around 17 and compulsive heterosexuality had me so tightly that I didn’t even realise it applied to me until my early 20s—regardless that I spent most of my early years absolutely sure of the fact that I was a boy that had been born in the wrong body.What can allies do to support non-binary and gender nonconforming folk?Allies can empathise, educate themselves and educate others. Correct your grandparents. Fight for your friends. Tell off TERFS. (Trans Exclusionary Radical Feminists) Gender isn’t real baby! It is one thing to accept someone is non-binary, but it is another thing to build that into your perception of them.​In your own experience, what are the main issues for the community right now?The main issue is ignorant people refusing to accept non-binary identities, and thinking that they know more about the person in question than the person themselves. It's incredibly rude and horrible to experience.Where would you like to see society go in regards to non-binary acceptance?It would be awesome if we had a genderless society full of queer things and vegans but alas. It would be cool if kids could be raised without gender being forced upon them. There is lots of cool work out there about this which I would recommend checking out if you’re interested! I am not suggesting raising children gender neutral—more just be aware of prescribing gender and then enforcing it upon kids. Raise kids to know that they are completely free to choose to be whoever they want to be!Obviously, there is a whole other conversation to be had about what else comes with prescribing gender and gendered expectations of the sexes.  Thank you so much for taking the time to speak with me today El. Before we finish, what is one thing that you would like cisgender people to know and take away from this piece?I would like the cis community just to lighten up a little bit. Who cares if Avery who works opposite you is non-binary? They look cool and they’re living their best life. Be happy for us that we are being brave enough to be our true selves.Being queer is beautiful.I don’t think cis people should be out there waving the non-binary flag. I think they just need some open and honest insight into what non-binary identity is, leaving preconceptions and judgement at the door, and from that will come acceptance and love.If you would like to understand more about the non-binary community and find out what you can do to help, below are some resources on how to be an ally, gender diverse research and support group for trans and gender non-conforming folk:Resources:https://publicallies.org/5-ways-to-support-your-non-binary-friends/https://www.tht.org.uk/hiv-and-sexual-health/sexual-health/trans-people/resources#:~:text=Mindline%20trans%20%2B%20%E2%80%93%20Emotional%20and%20mental,Ring%200300%20330%205468.https://www.gires.org.uk/​

​This year we are highlighting LGBTQIA+ global leaders.This week meet the wonderful Scott Jardine, Head of Marketing at AstraZeneca. Scott has worked across consumer and pharmaceuticals with Red Bull, GSK and currently working as Head of Marketing for AstraZeneca. He spent the majority of his career working with GSK in the UK business across a range of different sales and marketing roles before moving outside of the UK to work as Head of Commercial Excellence for the Nordics region and Commercial Director for Sub-Saharan Africa. He joined AstraZeneca as a Regional Business Director in 2020 before moving to lead the marketing team for the biologics portfolio. He is most proud of launching innovative medicines that help patients and working with diverse teams across different countries.What does Pride mean to you?"It means not forgetting your position of privilege to help give others confidence."​What makes you feel empowered in the workplace?"Building trust with the senior leaders I work with and ensuring an environment where the positive challenge is welcome."​How can colleagues be allies in the workplace?"Educate themselves, be vulnerable to ask questions to educate themselves, be visible and challenging behaviours.|"​What can businesses do to empower the LGBTQIA+ community?"Hold LGBT+ inclusion on the same level and gender or ethnicity. Share stories of how it can help create the right culture for productivity and overall benefits to leaders/business."​Who is your role model, and why?"An old colleague and mentor of mine who is unashamedly themselves. They taught me that I could/should do more to use my position of privilege to challenge and make a difference."​Advice to your younger self"Talk it out with the people you trust the most."​#PrideinLifeSciences

​Meet our next confirmed speaker, Lorraine Liu. ​Lorraine is the Global Competency Leader of Project Control Management and at the same time Manager of 13 Project Controls globally at DSM.  She is a CBC (China burn Canadian) and passionate about how things work since she was a kid, which might be an indication of her future career in the Engineering field. After obtaining her degree in Biotech Engineering and 2nd degree in International Economic Law, she clearly knows Engineering will be her career direction.  She is a multi-languages speaker, able to communicate in 4 different languages (Chinese, Japanese, English and German) which combine with her Engineering education background brings her on a continuous ex-pat journey in the field of Project management and Engineering. She works as Project Control Manager in multiple countries (China, US, Canada, Germany, Singapore) at multiple mega-investment(up to 5.2Billion EUR) CAPEX projects. With living more than 15 years in different countries, she is deeply aware of the value of diversity and inclusion and how different voices could bring the best outcome. She is currently living in the Netherlands and seeking her next journey in her career. ​

​✨🌈 This year we are highlighting LGBTQIA+ global leaders.This week meet the fabulously, forward-thinking and inspirational thought leader, Toby Mildon, a Diversity and Inclusion Consultant from his own firm,MildonLtd.Toby provides diversity and inclusion guidance to many companies. His focus is on developing diversity and inclusion strategies with senior HR leaders and delivering training that develops inclusive leaders.  ​What does Pride mean to you? "In Toby's view, pride is the freedom and confidence to discuss sexuality openly in the workplace without fear of shame. It could mean being able to openly talk about what you and your same-sex partner did at the weekend in heteronormative work culture and not feeling ashamed of it."​What makes you feel empowered in the workplace? "For Toby, empowerment means being trusted to deliver your work in a way you think is best for you, as well as working in a way that works for you. This allows your business to flourish as a result of individual success."​How can colleagues be allies in the workplace? "Many colleagues can be allies in small ways, such as calling in microinequities when they spot them to ensure that you are okay; asking how your weekend went with your partner without judgement; or challenging policies that are not fair to LGBTQIA+ community members, such as equitable parental and family policies."​What can businesses do to empower the LGBTQIA+ community? "By listening first, businesses can empower members of the LGBTQIA+ community. It is important to understand the experiences of LGBTQIA+ employees and identify barriers that prevent them from feeling as if they belong, are respected, empowered, or are able to advance in their roles. As a leader, it is your responsibility to remove these barriers, so that people can thrive."​Advice to your younger self "In Toby's advice to his younger self, he would tell himself not to hide, that his sexuality is just as important as his disability, that he should be unashamed, and that he should come out as a teenager (and not wait until he is 29 years old)."​#PrideLeaders

​Check out our most recent podcast episode 'Neurodiversity in Life Sciences' with Christy Mazzarisi. ​Head of Quality (innovative and accomplished Quality Systems Professional) with a broad background in Pharmaceutical and Laboratory sciences (specializing in business development) with R&D and commercial manufacturing (sterile and non-sterile) experience with over 15 years of industry practice.  Overall background and specialities include GMP & GLP, which have led to the strategic management of major programs such as gap analysis and transformation of Product Quality Systems (PQS), SOP transformation and optimization, QMS frameworks, and operational systems audits. She is passionate about continuous improvement activities and consistently building quality in each area of the life sciences.  Advocate and Gala Committee Member for the Tourette’s Association of America, Advocate for Make-A-Wish NJ and Powershift Ambassador for Shark Tank’s Daymond John. www.tourette.org is the Tourette Association of America and the TS Impulse Jam 2022 benefit concert is here: https://protect-us.mimecast.com/s/c87HCyPXq4urNyogFZBuZw?domain=tourette.org