​Race in STEM was born from the idea of reclaiming narratives, particularly the stories that professionals of colour have experienced across various fields. These stories range from heartbreaking to exciting, from concerning to inspiring, highlighting the emotional rollercoaster that often accompanies the lived experiences of Black professionals. By sharing these stories, we aim to take control of how our narratives are told, especially when they’ve been historically misrepresented.As we approach Black History Month, this year’s theme - Reclaiming Narratives - is especially significant. It underscores the importance of challenging misrepresentation and creating spaces where Black voices can thrive. It’s about telling our own stories, correcting misconceptions, and ensuring that future generations see the full spectrum of Black excellence.Why reclaiming narratives mattersReclaiming narratives is about more than just taking control of individual stories; it’s about rewriting the broader cultural story. For too long, Black people have been reduced to stereotypes, their contributions overlooked or misrepresented. By reclaiming these narratives, we can challenge these biases, uplift our voices, and reshape the way the world sees us.Here are just a few ways that Black professionals, especially in STEM, are reclaiming their narratives:Challenging historical misrepresentation: Black people have been misrepresented in history for generations, often reduced to damaging stereotypes. One way to reclaim narratives is by actively challenging these misconceptions - asking questions, conducting research, and engaging in conversations that showcase new perspectives. This helps to fill in the gaps left by traditional histories, which have often ignored the full contributions of Black individuals.Creating spaces for black voices: Reclaiming the narrative also involves creating and supporting spaces where Black voices can flourish without needing validation from others. In sectors like STEM, where Black voices have historically been underrepresented, it’s vital to support media outlets, institutions, and platforms that allow these stories to be told authentically. When Black professionals thrive in their own spaces, they not only tell their stories but also build legacies that inspire future generations.Using digital media and social platforms: Social media platforms like YouTube, Instagram, and TikTok have become powerful tools for Black people to shape their own narratives in real time. These digital spaces allow for a new kind of storytelling where Black experiences can be shared globally, free from gatekeepers. Through these platforms, Black voices are reclaiming space and representation in new and dynamic ways.Honouring changemakers in STEMAs we honour Black History Month, it’s important to highlight the changemakers in the STEM fields who have not only broken barriers but also paved the way for others to follow. Black History Month isn’t just a time to reflect on the past but to drive forward momentum, uplifting those who are making an impact today.Here are just a few of the many Black leaders in STEM who are reclaiming their narratives and creating space for others:Sciences: Professor Dame Elizabeth AnionwuA trailblazer in nursing, Professor Anionwu has been a leading advocate for improving care for sickle cell patients. As the UK’s first sickle cell and thalassemia nurse specialist, her work has transformed how these often-overlooked communities are treated, impacting countless lives.Technology: Jacky WrightCurrently the Chief Technology and Platform Officer at McKinsey & Company, Jacky Wright is a powerful voice for diversity and inclusion in tech. Her leadership in companies like Microsoft and BP showcases the urgent need for systemic change, and she continues to inspire the next generation of tech leaders.Engineering: Yewande AkinolaKnown for her work on sustainable water systems, Yewande Akinola is an award-winning engineer and an advocate for increasing diversity in engineering. Through her mentorship, she inspires young people from underrepresented backgrounds to pursue careers in STEM.Math: Eric CollinsAs the CEO of Impact X Capital Partners, Eric Collins focuses on funding underrepresented entrepreneurs, with a strong emphasis on Black founders. His work not only challenges existing financial structures but also opens doors for more diverse innovation in the business world.Moving Forward TogetherAs we continue to reclaim our narratives in STEM and beyond, it’s crucial to remember that this is an ongoing process. By supporting changemakers and creating more inclusive spaces, we are laying the foundation for future generations to tell their stories, free from bias and misrepresentation. The work being done by individuals in STEM today reminds us of the power of community, resilience, and empowerment. The conversation around Race in STEM will continue to thrive through networking events, partnerships, and advocacy. Together, we can create a future where representation isn’t the exception but the norm.

​Adeola Adenuga, an experienced clinical professional, brings over 25 years of experience across the pharmaceuticals, biopharma, and CRO sectors. Her hands-on approach as a consultant has made her a vital strategist in various phases of clinical trials.In our latest podcast episode, Adeola shares her remarkable journey, discussing how she built resilience throughout her career and her unique perspective on failure. She also opens up about the central role her faith plays in her daily life.Adeola provides valuable advice on creating diverse and inclusive work environments, emphasising the importance of building bridges within the industry. Her insights are not only inspiring but also practical, making this episode a must-listen for anyone interested in clinical leadership, diversity, and personal growth. Listen to the full conversation below and if you would like to share your own story or find out how you can get involved with Race in STEM, contact the team today.​​

At BioTalent, the focus extends beyond recruitment—it’s about driving meaningful change in diversity and inclusion within the life sciences sector. In this interview, we hear from one of BioTalent’s Principal Consultants, Anita Osibuamhe. As a Race in STEM ambassador, she discuss the importance of intentional representation, the impact of seeing diverse leaders, and why they are passionate about creating pathways for underrepresented communities in life sciences. Race in STEM founder Steve Fuller sat down with Anita to hear her views.​​Can you tell us about you and your role at BioTalent?I am a Principal Consultant, and I recruit for Quality Assurance and Regulatory Affairs within the MedTech industry in Germany and Switzerland.​What stood out for you to want to become a Race in STEM ambassador?Race in STEM’s work with underrepresented communities was what stood out for me. It was refreshing to see a company being so proactive and intentional about championing diversity in the work force, outside of D&I initiatives which often seem to be tick box exercises. I read a Race in STEM roundtable talk about the importance of representation and employees being able to see themselves in leadership positions, by having leaders who look like them, and this is something I also think is massively important.If you had 30 seconds to explain what Race in STEM is, what would you say?Race in STEM is a global community focused on championing representation and diversity within STEM through intentionality and accountability. It is a safe and inclusive space for ALL races and people of colour promoting mentorship, career progression, inclusivity and also providing advisory services to clients and business on improving their minority representation.In STEM, is there an area you are most passionate in and why?I am passionate about the sciences because I am a science graduate myself and my entire recruitment career has been in this space, so I would love to see more underrepresented communities in life science careers.Why should people join the Race in STEM community?It promotes a safe and inclusive space for professionals to express their interest and find opportunities in areas where there is severe underrepresentation. As an ambassador, it exposes you to new communities, events and inspiring talks from people who have grown in their careers despite being in spaces that they typically would not be found in. ​Reach out to the team today to see how you can get involved - and make sure you subscribe to the monthly newsletter to stay up-to-date with everything that's happening in the Race in STEM world.

​At the heart of BioTalent is a commitment not only to delivering top talent but also to driving diversity and inclusion within the life sciences sector. In this interview, we hear from Peter Andu, one of BioTalent’s Partners. As a Race in STEM ambassador, Peter shares his passion for creating meaningful change, the importance of representation, and how the community serves as a vital platform for amplifying underrepresented voices in STEM. Race in STEM founder Steve Fuller sat down with Peter to hear his views.​Can you tell us about you and your role at BioTalent?I’m a Partner within the CAPEX Contract division at BioTalent, specialising in placing Project Controls, Engineering and Construction professionals onto Life Sciences projects across EMEA. What stood out for you to want to become a Race in STEM ambassador?I’ve always believed in the principle of “Be the change you want to see,” and I’m passionate about the power of representation in every aspect of life. For me, becoming a Race in STEM ambassador is about more than just raising awareness—it’s about actively contributing to a movement that pushes for meaningful change. Representation matters, and I wanted to be part of a community that not only amplifies diverse voices but also helps break down barriers for those from underrepresented backgrounds in STEM.If you had 30 seconds to explain what Race in STEM is, what would you say?Race in STEM is a community that supports and elevates STEM professionals across the globe, aiming to create a space for people of colour to share their experiences, whether it be positive or negative, without the fear of judgement. It also aims to amplify the voices of those who may not have had the confidence to speak up in their own personal verticals. Ultimately, it’s a place to enhance, build up and educate the world around us. We all come from different walks of life but at the core there is a lot that makes us all very similar.In STEM, is there an area you are most passionate in and why?In STEM, I am particularly passionate about life sciences because of the critical role diverse teams play in advancing scientific research. Bringing together people with varied perspectives, experiences, and problem-solving approaches helps for innovation. For example, in medicine and technology, diversity helps mitigate algorithmic biases and ensures that treatments are more accessible and effective for a broader range of individuals, ultimately leading to better outcomes in healthcare.Why should people join the Race in STEM community?People should join the Race in STEM community because it provides a supportive and empowering environment for underrepresented individuals in STEM fields. By connecting with a diverse network of professionals, students, and advocates, members gain access to mentorship, resources, and opportunities that help them overcome challenges, foster innovation, and thrive in their careers. The community is also committed to promoting diversity and inclusion in STEM, working to break down barriers and create a more equitable and innovative future for everyone involved.​Reach out to the team today to see how you can get involved - and make sure you subscribe to the monthly newsletter to stay up-to-date with everything that's happening in the Race in STEM world.

​At the heart of BioTalent’s mission is a commitment not only to delivering top talent but also to fostering diversity and inclusion within the life sciences sector. In this interview, we hear from Yasin Ahmed, one of BioTalent’s Senior Consultants, a proud East Londoner with deep roots in a multicultural community. As a Race in STEM ambassador, he shares his passion for challenging stigmas, empowering underrepresented voices, and creating spaces where diverse perspectives can drive meaningful change. Discover how his background and experiences have inspired his dedication to advocating for inclusion and supporting the next generation of STEM pioneers. Race in STEM founder Steve Fuller sat down with Yasin to hear his views.​ Can you tell us about you and your role at BioTalent? I am born and bred in Newham, East London which is home of the hammers (my favourite football team). I’m pretty sure I am the tallest person here at Investigo and my role at BioTalent is of a Senior Consultant and I focus on working with Biotech/Pharma companies in the early stage of drug developments; this is usually called Drug Discovery, Pre-Clinical Development or Translational Development.​ What stood out for you to want to become a Race in STEM ambassador? Growing up in a very multi-cultural area I have always been immersed in different cultures, ways of thinking, food, music and so much more. However, being around this I always noticed that there were always certain stigmas around certain races and cultures, and this put many roadblocks in the way of aspiring people. So, by becoming an ambassador I want to be a voice to the voiceless. ​ If you had 30 seconds to explain what Race in STEM is, what would you say? Race in STEM is about giving a voice to the voiceless, it is about giving a platform for those who may not have the right environment to speak up about their troubles, roadblocks, successes and their path to success. It also gives them a platform to advise and inspire the next generation of pioneers in STEM. This is not just about race though, it’s about different communities and people regardless of who they are coming together and being able to spark a difference and make a change across STEM. ​ In STEM, is there an area you are most passionate in and why? For me specifically, the area I would be most passionate about is being able to support females in STEM. Because I come from a culture that has usually frowned upon women being able to make a name for themselves and as a result so many intelligent women have given up on dreams and give into culture. For the next generation I want them to be able to make a difference and chase their dreams and not give into the pressures and ideology that my culture puts on women. ​ Why should people join the Race in STEM community? Because it’s not just about Race. We are a community who want to bring in different people, thoughts, ideas, cultures, beliefs to be able to force a change from the top down across STEM.​ Reach out to the team today to see how you can get involved - and make sure you subscribe to the monthly newsletter to stay up-to-date with everything that's happening in the Race in STEM world.

At BioTalent, fostering inclusivity and advocating for diversity in the STEM field are more than just goals—they're a commitment. In this interview, we sit down Kinali Patel, who heads up legal and compliance globally, and also serves as an ambassador for the Race in STEM community.Through her unique legal and compliance lens, Kinali offer insights on the value of collaboration and open dialogue in breaking down barriers and paving the way for future generations. Race in STEM founder Steve Fuller sat down with Kinali to hear her views.​Can you tell us about you and your role at BioTalent?I work within the core functions team, heading up legal and compliance globally for BioTalent. I advise and assist the team on legal and compliance challenges, whilst implementing effective strategies and processes for the wider business to facilitate BioTalent’s growth. What stood out for you to want to become a Race in STEM ambassador?Being a Race in STEM ambassador gives me the platform to represent who I am and listen to others from different backgrounds who face challenges in the STEM space. Seeing first-hand the barriers that people from underrepresented backgrounds face, I felt a strong responsibility to contribute to meaningful change.Being an ambassador for Race in STEM has given me the chance to advocate for diversity in the STEM field in a safe and open space to really understand the key issues that are present in society with the aim to positively raise awareness. ​If you had 30 seconds to explain what Race in STEM is, what would you say?Race in STEM to me is a collective group of individuals championing change in society by addressing key issues and subjects in the STEM space. It’s about giving individuals the chance to collaborate, discuss and challenge topics such as discrimination, bias, and lack of representation in the STEM space whilst recognising and celebrating successful ethnic minority background professionals who play an integral part in some of the largest global organisations. In STEM, is there an area you are most passionate in and why?Coming from a legal and compliance background I didn’t think I would be able to connect to the STEM space in the way the other ambassadors would. However, I quickly realised that wasn’t the case and in fact the platform I have allows me to connect with STEM professionals in the HR, legal and compliance field, giving me the opportunity to learn about challenges and experiences from individuals who have similar specialities. For me, having that fresh perspective through a legal and compliance lens has made me all the more excited to connect with new people. Why should people join the Race in STEM community?It's an excellent opportunity to engage with peers, clients, candidates, and others you might not usually have open and honest discussions with about the challenges they face or continue to confront. It provides a moment to step back from your daily routine and consider how you can make a difference by sharing their stories and positively impacting their lives. It has given me a fresh perspective and has truly helped me educate myself and others on topics that are not spoken about enough.​Reach out to the team today to see how you can get involved - and make sure you subscribe to the monthly newsletter to stay up-to-date with everything that's happening in the Race in STEM world.

​Recorded live at the Dublin Tech Summit 2024, BioTalent’s Global Community Director and Race in STEM Founder, Steve Fuller, sits down with Guild Esport’s CEO, Jasmine Skee, for an engaging and insightful conversation.​In this episode, Steve and Jasmine dive into the panel session Jasmine participated in earlier that day, titled "Levelling the Playing Field." They explore the evolving landscape of the gaming industry and the technical measures being implemented to address gender disparities. Beyond the professional realm, the discussion also provides a personal glimpse into Jasmine’s life.​Listeners will journey through Jasmine’s upbringing in Newcastle, Australia, her multicultural background with an Australian mother and a Polish/Scottish father, and the unique story behind her surname, "Skee." Discover how Jasmine’s heritage and personal experiences have shaped her identity and career trajectory, and ponder how different her path might have been if certain changes had never occurred.​Join us for this compelling episode that blends industry insights with personal narratives, offering a holistic view of Jasmine Skee both professionally and personally.​Make sure you join the community by following the LinkedIn page and subscribing to the monthly newsletter.​

For our latest Race in STEM podcast, our global community manager, Steven Fuller, caught up with aviation and sustainability expert Kwame Bekoe. ​​Born and raised in the UK of Ghanaian parents, Kwame went back to Ghana for three years of secondary school, gaining a deeper understanding of his culture and background, before returning to the UK and finishing his education. It was far from plain sailing in the part of southwest London where he spent the first part of his childhood. “The town I was actually born in was a stronghold for the British National Party, so I remember actually in my youth seeing these marches happening all around me, all these people filled with anger and hatred.” ​​​It was Kwame’s parents, and his father in particular, who helped him come to terms with experiences like these. “He would explain to me about really what is going on, why people think like this and you know, a lot of it is down to indifference and lack of understanding – and really just how to navigate my way through that and not let it become a deterrent or a hindrance as to where it is I feel I want to go in life.” ​​Kwame combines this measured approach for all life throws at him with a strong resolve and willpower – something his father also had no small part in instilling. “He is someone who’s really filled with grit, with determination. I think someone of his generation to be able to move from Africa, to move from Ghana, pretty much the first I would say in my direct and indirect family, with the passion to just study and learn and really just to go for that dream and to do something different.” ​​Kwame’s certainly doing something different with his current role as commercial director at Zero, a company revolutionising the way aircraft are powered and reducing their environmental impact. Listen to the complete conversation as Kwame talks family responsibilities, having a dream your teachers don’t believe in and ensuring better representation within the STEM space. ​

​Most drugs and devices have to go through clinical trials before they hit the market. By volunteering to participate in these trials, patients can help pharmaceutical or medical device companies answer specific health questions about a new product development, whether it’s a drug or a medical device like a pacemaker.But it’s an unfortunate fact that most minority groups, whether lifestyle or ethnic groups, are underrepresented in clinical trials. Making trials more inclusive is not just important because we want greater representation – we need to make sure the groups being studied are the groups that are most affected.In our latest clinical diversity webinar, Race in STEM community director Steven Fuller was joined by Tiffany Ashton, Barry Holmes Jr., Téa Romero and Michael W. Young to discuss clinical diversity, specifically representation.Watch the webinar to find out more about the importance of representation in clinical trials and how we can understand and overcome the barriers to ensure more diverse participation.​​​​

​BioTalent hosted the latest CGT Circle event at The IN Group’s London office on Thursday 6th June. Host Christina Giakou and our panel of life sciences leaders made up of Charlotte Smerdon (Purespring Therapeutics), Jacqueline Abbas (BioSolutions), Ming Ewe (Smart Biotech Solutions) and Jyothi Kumaran (Laverock Therapeutics) discussed promoting career resilience among women, attracting investment to startup companies, factors to consider when joining startups and advice for coping with redundancy. Here are the key takeaways.​How to promote resilience for women facing career challengesIn a demanding and often uncertain biotech industry, there was a consensus among the panellists that women often feel they face a trade-off between doing a good job at home and doing a good job at work. In reality, they can be good at both by building their resilience.It sounds like a contradiction, but vulnerability’s an important tool in growing resilience. Don’t be afraid of showing weakness. If you get stuck, be open to asking for help from mentors, coaches or colleagues you really click with. When you need to vent, are lacking confidence or maybe questioning your career, it helps to have a peer with whom you can discuss your challenges, whether they’re personal or professional. Find someone you trust either inside or outside the company for mutual, honest support.Having a supportive boss and a team who back you up are a big part of that. With workplaces now so much more flexible and understanding, this is hopefully turning into the norm for women in biotech. When you’re struggling to bond with anyone around you, that’s where the power of your network really comes to the fore. Make sure you connect with professional groups, take every opportunity to grow your network and speak to like-minded people so you know you’re not alone.​How to attract investmentThe panel shared some useful strategies for startup companies in the life sciences sector looking to attract early-stage investment.​VisionEnsure the long-term vision is clear for investors, covering all your key milestones, budgets and inflexion points. This will give everyone confidence in your mission. Venture capitalists (VCs) will then get more involved in decision-making and hopefully be more willing to loosen the purse strings, as they’re much more informed.​DataYou need to build up a data package to give investors confidence in your manufacturing process and chances of success. When you’re presenting your data, plans and strategy to investors, make sure you’ve considered the risks and mitigations. If you don’t disclose the risks, investors will assume you haven’t thought about them.Don’t ask for too little funding or you’ll risk running out before you have the chance to get the data. When asking for funding, you’ll need at least 12 months before your funding runs out or you’ll be in a weak negotiating position. RegulationThere was a feeling that in the startup environment, regulation’s often brought into the process too late. You need to work collectively across the company to deliver the right information to the regulators, in turn giving investors confidence in the regulatory input. What to consider when joining a startupWhen presented with the opportunity to join a startup, what do you need to think about? What questions should you ask to make sure you make the right decision?Do your due diligence by looking at the company page on LinkedIn, press coverage and information from Companies House. See how many people they’ve got in the team, what departments they have, how far they’ve progressed in clinical trials. If they’re very preclinical, their funding might be pushed back if VCs feel the clinical data isn’t strong enough.Understanding the company’s funding will give you an idea of the security and longevity of the role. Look at what funding they’ve received, whether it’s seed, series A or B, or venture capital. If they have only VC funding, how risky would it be to join them? Is there a chance they’ve spent all their funding on manufacturing? Diversified funding – there might be a number of VCs investing in the company, or partnerships with other biotech companies – could be a reassuring sign.Ask about the company’s vision and its plan for the next few years. It could have just received a large amount of funding for its immediate plan, but what’s its long-term strategy? What are its growth plans? If it's planning to double its headcount in the next year, is that kind of growth sustainable or indicative of stability? Similarly, a focus only on the immediate term is a big red flag.Ask about its culture and values. What’s it like to work for? When it grows, how will it maintain that culture? Does what you see on the company website and social media match up with your impression of the hiring process?Don’t underestimate the importance of gut feeling when deciding whether to make the move. In the fast-moving startup world, the company could change direction at any moment. Whatever you decide to do, go into it with your eyes open.​What you could gain in a startupIf you can stay long enough, the stock options could be quite lucrative – but you might find yourself doing the same job for a number of years. In biotech, the role is so broad that you can take it wherever you want, whether getting involved in industry initiatives or speaking at events.What you can learn is often more valuable than the financials. Understand the gaps in your experience and look for ways you can fill them. An internal project could be a good way of increasing your portfolio of skills. Even if the role doesn’t work out in the long term, it could be an opportunity to build your CV.How does the role fit into the life you want to have outside work and where you want to go in your career? With fewer layers of hierarchy, there’s also an opportunity to get involved in mentoring, which is not only hugely rewarding but gives you the chance to exchange knowledge. Getting through redundancyRedundancy is a sad fact of life in any industry, but particularly in life sciences. Remember it’s the role that’s being made redundant, not you. It’s usually a decision based on a business need. Never lose sight of the fact that you’re good at what you do and finding your next opportunity is only a matter of time. You’re not trying to get every job you apply for – you’re trying to get one.Your network is more important than ever – both in providing support and connecting you to potential opportunities. That’s why you always need to be working on expanding your network, speaking to peers and getting involved in initiatives where you can get to know new people.Most importantly of all, take care of your mental health. If you’re able to, take the opportunity for some time off. Stay busy, whether it’s immersing yourself in the job hunt, taking up hobbies or going for walks to keep your mind clear. This is a chance to go about your daily life without the pressures of work. Become a part of the communityThe CGT Circle aims to realise and harness the collective power and experience of women in cell and gene therapy through community-led events. Offering support with careers and professional development, it aims to connect women and have conversations about complex topics as they navigate careers and life. Find out more about the CGT Circle here.If you’re looking for your next role in cell and gene therapy or you’re a pharmaceutical company looking to make your next hire, please contact the BioTalent team.

​The Dublin Tech Summit took place on Wednesday 29th and Thursday 30th May at the RDS, bringing together global leaders in innovation, technology and business to shape the future of global trends. Among them were founder of Race in STEM Steven Fuller and C-suite engagement director for The IN Group, Natalie Whittlesey.In our latest podcast, Nat discusses how being at one of Europe’s leading tech festivals was a key learning experience: “I have to talk to a lot of really interesting tech leaders and I have to keep myself well informed, make sure I know what’s going on, what the leading trends are in tech, data, digital.” She gives her first-hand perspective on the three fascinating talks she attended at the summit, covering:The robots are here – With Ireland at the forefront of the robotics and machine learning revolution, how are companies successfully leveraging AI?Using tech and AI during times of political crisis – With the UK and US general elections coming up, how could tech potentially be used for the purpose of disinformation? How can tech advancements help, but also hinder, the relationship between the state and citizens?Return on investment of DEI, hosted by our very own Steven Fuller – How return on investment can manifest in financial performance, staff retention and customer satisfaction – but DEI needs to be embedded in the heart of a business with commitment from the top, rather than a tick box exercise or a sentence on a website.Listen to the full conversation to learn more about this year’s Dublin Tech Summit and the big trends shaping the tech market.​

​The latest Race in STEM podcast saw global community manager Steven Fuller chat to Zahir Carrington, a medical tech sales professional based in the US.Growing up in Philadelphia, a strong family dynamic has been a key foundation of Zahir’s life from an early age. “I grew up in a very big family, a very close family. If you messed with one of us, you messed with all of us. If I think about some of the values that we had as kids, early on it was always to watch out and look out for each other as cousins, being the oldest of two younger brothers.” But most importantly of all, “I was always surrounded by a lot of love from all these people as well.”Zahir’s enjoyed a varied career, which started as a professional basketball player. But despite his natural talent for sport, his parents would only allow him to get involved in extracurricular activities if he was doing well at school. Everything had to be based on strong educational foundations.“I remember vividly my dad standing over me at the kitchen table as I’m practising my penmanship and cursive handwriting which you don’t even use anymore, but they were so dialled into ensuring that we had all the necessary schools to be taken seriously in the world and to be in a better situation. I hated it as a kid, I couldn’t stand it as a kid, but I really, really appreciate it now.” That academic grounding proved to be crucial in paving the way for his future success.Listen to the complete conversation to hear more about the importance of family in Zahir’s career, how he became a successful account manager for a global pharmaceutical company, and how hard work and commitment have allowed him to make the most of life’s varied opportunities.​​​​​

​The 20th Annual Meeting of the International Society for Medical Publication Professionals (ISMPP) took place at the Grand Hyatt Washington from 29th April to 1st May. Centred around the theme ‘Storytelling: Its Art and Power,’ this year’s gathering delved into both the creative and methodological aspects of medical publications and communications, emphasising their influence in making healthcare more relatable. Among hundreds of attendees were Steven Fuller, community director for Race in STEM, and Elizabeth Bevan, associate director for BioTalent, who took part in roundtable discussions with leading life sciences professionals on all things DEI. Here are their key takeaways. ​1. We need a more inclusive hiring process There’s an argument that the hiring process in the pharmaceutical industry is exclusionary by its very nature. While a written test provides a good indication of a candidate’s acumen and ability to handle pressure, is it a fair mode of assessment? Finding the time to do a test can be difficult, particularly if a candidate is working two jobs or has family commitments. Could companies look for a more inclusive way of assessing candidates so they can reach different groups? ​One agency promotes diversity through employee resource groups (ERGs) for the LGBTQ+, disabled and other underrepresented communities, providing a safe space to speak and connect. Increasing organisational understanding of underrepresented groups is key when it comes to reaching out to them on job opportunities. Pharma is a career choice that involves pursuing a particular academic pathway. It’s not necessarily something you fall into. Due to the lack of diversity in the academic pool, the requirement for a PhD can exclude minorities. This means the pharma industry’s largely made up of people from the same few schools. How do you change that? It’s about where you recruit. It’s easy to say that diverse talent isn’t out there when you keep looking in the same places. Think about who’s applying to your roles and how you reach them. Then build networks and understanding with your target talent pools, clearly communicating the career path within your organisation. Clinical trial recruitment is based on white male bodies as the ‘field standard’ that is then applied to everyone else. Overcoming subconscious discrimination starts with healthcare – educating residents, targeting earlier career physicians and training the next generation. ​2. Studies should reflect the local demographic ​In clinical studies, we need to represent various skin tones to reflect the ethnic groups in the patient population. But that’s not always the case. An example was given of a dermatitis study where all the training manuals were on white skin, and there seemed to be a higher placebo rate which wasn’t captured. It’s about being collaborative with patients to produce an accurate patient journey. This doesn’t just require diversity in the people who are making the decisions, but oversight of the end users to ensure a truly representative process. Although metrics can help to measure the success of programmes and implementations, we can’t be guided by statistics alone. We must keep our focus on empathy and relationship building so we can truly understand the patients’ needs and respond to them accordingly. When it comes to selecting the next generation of researchers, leaders need to be educated to prioritise diversity, not just ticking boxes. ​3. Training is just the start ​DEI is moving so quickly that training quickly becomes outdated. In order to keep up with the latest topics of discussion, thinking and terminology, training needs to be continuous – just like training in IT systems or AI. At the same time, we need to continuously challenge our own unconscious bias. Do we get too hung up on the idea of encouraging our employees to bring their authentic self to work? Isn’t this the easiest thing in the world? When someone shares their story and we congratulate them for their bravery, we’re effectively acknowledging that it isn’t a safe space. A person shouldn’t have to be brave to communicate openly with their colleagues. Saying the workplace is a safe space doesn’t make it a reality. A safe and open environment can only be created from the top down. By the same token, training alone isn’t the answer. In isolation, it can have the opposite effect and make people feel they’re being singled out. Training and education must be allied to role modelling from leadership, who need to embody and actively display the qualities we desire in all of our people. ​4. Allyship can include and inform ​There was a feeling that there’s “nothing about us without us.” Diversity is such a wide and complex entity that we need to work hard to be representative of all groups. Visibility is really important to people who are underrepresented in a particular sector, helping to give them a sense of being accepted. If we’re writing about them and designing communications for them, shouldn’t we be using our patients’ needs and preferences to guide us? One of our panellists described how their organisation had partnered with its patient advocacy group to create a patient narrative, with the intention of making the patient the author. It’s all about putting yourself as much as possible in the place of your target audience. Education is a big part of being a better ally. By learning about different people’s experiences, we can better understand their perspectives and represent those perspectives in our communications. Patients provide us with a lot of data and ultimately, give a lot to science. A patient advocacy arm gives you the opportunity to talk to patients and caregivers so you can cater your services exclusively to their needs. Using Datavision to track different populations after a presentation can provide a holistic view of whether publications are representative of those populations. ​Summary ​We can never achieve a truly equitable workplace if we keep treating DEI as a separate entity. It needs to be integrated into our working policies and ways of thinking, not subsequently applied to already embedded working practices. That means more inclusive hiring processes, clinical studies that reflect the local demographic, continuous training that allows us to keep up with the ever changing DEI landscape, and allyship that makes everyone feel included. ISMPP is a professional member association which aims to provide ethical and effective communication of medical research to inform treatment decisions. Find out more about ISMPP here. Race in STEM is a community for underrepresented multicultural voices in STEM. If you’d like to find out more about Race in STEM, or you want to talk to us about improving equality and diversity in your organisation, please get in touch now.

​For this month’s Race in STEM podcast, global community manager Steven Fuller caught up with Rapulu (Ral) Ogbah, a pharmacovigilance and lifecycle management quality assurance professional based in the UK.Born in Nigeria and part of the Igbo tribe, Ral moved to Ireland when he was a child and has lived in Europe ever since. Family has always had a huge impact on his educational and career journey: “A whole lot of my upbringing has always been dictated by my immediate family, specifically my parents and even more specifically, my mum, who had a huge influence on my life. So growing up in an African family, there’s always that element of, you must respect your elders, you must respect authority, you have to listen.”But Ral’s not the kind of person to blindly accept the world for what it is. In fact, he’s already recognised as a powerful changemaker in life sciences. He’s the founder of the Black Pharma community, which aims to amplify voices and increase the representation of ethnically diverse professionals across the pharmaceutical industry.“I would actually say I’m a walking contradiction, because I wanted as much as possible to follow my own path, and I am quite headstrong. Anybody who knows me would describe me as a contrarian. I would do things exactly the opposite to what the general population is doing. Whether on purpose or not, I’m not 100% sure!”Listen to the complete conversation to hear more about the impact of family on Ral’s career, how he became an associate director for lifecycle management, regulatory compliance and PV QA for a global pharmaceutical company, and how Black Pharma is changing the lives of students, graduates and experienced professionals across the UK, US, Africa and Asia.​​

​For the latest Race In STEM podcast, our global community manager Steven Fuller caught up with Mandy Budwal-Jagait, a mother of two and senior good clinical practice professional based in the Midlands.The daughter of immigrants from India, Mandy was brought up in a religious household. What kind of impact did growing up as a woman of colour and of faith have on her educational journey and her decision to pursue life sciences as a career? In Mandy’s words, “Sikhism is about fighting for your rights and equality, rising against injustice.” In that respect, her religion represents her perfectly as a person, as a professional and as an advocate for diversity, equity and inclusion.The teachings of her religion have been supplemented by a focus on education: “Education comes first, because once you have your education, no one can really take that away from you. Opportunities open. You’ll never be reliant on anyone else if you can kind of support yourself in that regard. If you’ve got a good education behind you, you have more job prospects. It wasn’t a case of, when I grow up, the expectations for me were to get married and have a family. I’m quite lucky in that regard, whereas culturally I know that has been an expectation for others. For me, it was very much, you take the opportunities that are available and you run with it.”Listen to the complete conversation to hear more about the part Mandy’s faith has played in her career, her journey to head of GCP at the Medicines and Healthcare products Regulatory Agency (MHRA), and how we can achieve better representation within the STEM space.​​

​A community that aims to support multicultural voices in the global science, technology, engineering and mathematics space, Race in STEM has grown from strength to strength since launching in 2023. Now part of The IN Group, Race in STEM is looking to extend its services to a wider range of clients, candidates and community members in 2024. Through events, conferences, podcasts, webinars and training sessions, it aims to: ·         Help organisations get comfortable with DEI so their people feel safe to discuss DEI issues openly. ·         Encourage businesses to face challenging issues head-on with openness and honesty, having difficult conversations and improving the workplace environment for everyone. ·         Offer recruitment expertise through our recruitment sister brand, BioTalent, who can help our clients secure the best diverse STEM talent. ·         Suggest talent retention strategies including upskilling, mentoring and clear pathways to career progression, allowing our clients to create a working environment where everyone has the opportunity to advance their careers. In our report UNLOCKED: Talent Insights 2024, Steven Fuller, founder and community director for Race in STEM, outlines his plans to expand the platform in 2024, helping to create a fairer and more equitable STEM sector. You can read his article here.

How do we improve diversity in clinical trials? What are the barriers to entry that prevent minority groups participating in trials? What are the diversity challenges facing the healthcare system and the medical researchers themselves? This interesting and hugely important topic was the subject of our recent Race in STEM webinar, where we welcomed four leading experts in clinical trials.We were joined by Barry Holmes Jr – Vice President of Strategy and Development at Genisis Medical Research Group, Tiffany Ashton – Director of Operations at ClinEssentials, Michael W Young – Principal and Founder at biomedwoRx and finally, Téa Romero – Director, Alliance Management at Scout. Find out more about each of our speakers below.The increasing profile of clinical trialsOur discussion kicked off by addressing the reasons why there has been an increase in interest in clinical trials over the last few years. Before the pandemic, the world of clinical trials was possibly a little opaque. Anyone looking in from the outside would have had little idea what they involved, who was involved and how they could participate themselves. Michael Young, Principal and Founder at biomedwoRx, feels that COVID has brought clinical trials firmly to the public consciousness. "I think in the last four years, without doubt, the COVID epidemic has brought the phrase clinical trials to the kitchen table and everybody's house,” he said. “People wanted to understand how these were being conducted. How important and what data was being generated?”The importance of languageHow significant is the part played by language in discussing clinical trials? Téa Romero, Director of Alliance Management at Scout, feels we need to do more to understand a patient’s experience when participating in a clinical trial. "How is the patient feeling in this moment?” she said. “We're speaking in each other's language and to each other, but not really considering the patient and the fact that the patients are taking time out of their day to do this. The patient may be missing work to participate, for example.”We can improve understanding by tailoring the way we refer to people taking part in clinical trials. She argued that “We don’t talk about the participants as if they are full, whole people. We talk about them as participants, and I think we need to change that language.”It’s all about transparency, communication and valuing the patients as individuals.If you’d like to learn more about this topic you can catch up on the full conversation below and stay tuned for more insightful conversations like this one very soon.Many thanks to our participants for providing their insights. Find out more about the panelists below:Barry Holmes Jr: Vice President of Strategy and Development at Genisis Medical Research GroupBarry brings a diverse set of skills to the problem of diversity in clinical trials. Combining extensive experience in the industry with personal experiences navigating the healthcare system, Barry has the drive and knowledge to affect change in the industry.Téa Romero: Director, Alliance Management at Scout Téa specializes in face-to-face, virtual, and hybrid clinical meeting planning, patient payment, travel, and logistics support, as well as virtual collaboration and education.Michael W Young: Principal and Founder at biomedwoRxMichael’s company provides global go-to-market services to the contract research, biotech, pharma, and biomedical community (specifically between the clinical and marketing area).He’s engaged in projects designed to optimize revenue, strategic alliance collaboration, market adoption curves, and life-cycle opportunities for pre-market products and mature brands in the biotech, device, and e-commerce arenas. He’s done extensive work in the hematology and immunocompromised patient arena.Tiffany Ashton: Director of Operations at ClinEssentialsTiffany is an industry leader operating at the intersection of clinical research, training, and innovation. She combines efficiency and smart solutions to enable clinical research professionals to confidently thrive and improve the productivity and quality of services they deliver.Watch the webinar below

​The latest Race in STEM roundtable took place in our New York office on Wednesday 13th March. Founder and community director Steven Fuller was joined by a panel of Bu Reinen, Zahir Carrington, Netra Macon, Smadar Dabush, Tamara Grow and Shetal Vyas, who discussed the common barriers faced by people from minority ethnic backgrounds pursuing STEM careers, and how organisations can promote cultural competence among staff and leadership. The need for greater diversity in STEM careers As an organisation, how do you create a diverse environment that provides equal opportunities for growth and development for everyone, regardless of their identity or background? Employee resource groups (ERGs) can be important for this because they provide a safe space for people with shared characteristics or life experiences to support each other, enhance career development and influence organisational policy. At the same time, people need continued support to grow beyond these shared experiences and maintain personal success and fulfilment within their careers.Tamara Grow, who’s been working in medical communications for 20 years, has met only a few people of colour within her niche during her transition beyond academia and throughout her career as a senior lead in scientific services. That lack of representation isn’t just concerning at an industry level. It can be disparaging at a personal level, and it raises questions about how to enhance diversity within organisations who seek STEM graduates and how to support their continued growth and success. The business case for diversityYou can’t build a diverse team as an afterthought – your efforts need to be woven into the fabric of everything you’re trying to do as an organisation. “It’s not a case of saying you want a diverse culture – it needs to be built correctly through inclusivity,” said Shetal Vyas, a general manager in the pharmaceuticals industry.If an organisation is looking to open a new manufacturing site, for example, it shouldn’t wait until the facility’s been built before thinking about how to attract diverse talent. Conversations about talent attraction need to happen during the planning stage, so that you can build your team at the same time as the facility itself.People of different ethnicities can go through various programmes in a bid to develop themselves, but what happens after those programmes? Tamara raised the very valid concern that women of colour need sponsors in the professional environment, especially in senior positions, who encourage their growth and cultivate an environment of inclusivity. “Having the support of senior leaders who value your potential is important to help you envision what’s possible, and the organisation is successful when you thrive,” she said. Behaviour is keyThe things that can make us feel uncomfortable at work are many and varied. The panel discussed the differences between microaggressions, biases and flat out discrimination. Although we might sometimes experience an immediate fight or flight reaction, having patience and understanding, and identifying how to move forward, are key to overcoming these obstacles.As much as we might want to, and as much as it might seem necessary, we can’t just change the world. Sometimes we need to regulate our behaviour within that world in order to get our message across. Smadar Dabush, a global clinical trial manager, spoke eloquently about the importance of being patient and sometimes accepting the imperfections of our environment. “It’s not a step backwards,” she said. “It’s a step to the side to find another way forward.” Common barriers within STEMThere’s an assumption that people of colour are the only ones encountering cultural barriers in their STEM careers, but are they really? There was a feeling among the panellists that the hiring process, by its very nature, can be a significant barrier to entry for many groups.Transferrable skills are so important when it comes to getting into a new, and quite niche field. If you work in quality assurance in pharma, you could also work in quality assurance in food and beverages. Although you’ll need to learn new things in order to make the move, you have the platform and the skills to build that knowledge. Tamara felt that there’s great value in taking someone with a PhD in another space and training them to help transition their transferrable skills into medcomms. This puts the onus on organisations to think outside the box when looking for new talent. Where allyship gives way to competitionDo people from underrepresented groups help each other in their STEM careers? In reality, people often find themselves in competition. If there’s one spot at the top, for example, only one person can have that spot while everyone else can only aspire to it. Instead of looking to outdo or replace that person, we need to showcase, support and advocate for them, showing other people from underrepresented groups that they can achieve their aspirations. By channelling the inclusive energy of an ERG, we can create a positive and supportive environment where allyship doesn’t have to take second place to competition. Cultural competenceWe need to work hard to understand and respect differing values, attitudes and beliefs, and respond appropriately to those differences, in order to communicate effectively with people of other cultures. At the same time, external perceptions are critical to our credibility and our ability to attract talent. Having equal numbers of people of different ethnicities going for the same job might look great externally – “We can’t be out of sync with the optics,” said Steven Fuller – but are some leaders more concerned about being seen to be committed to diversity, than genuinely understanding the value of an inclusive environment?Do we see colour? It’s a complex question with many angles of approach. If we get too obsessed with colour, we lose sight of a person’s value as a professional and a human being, and start to define them by their ethnicity. And if we don’t see colour, we run the risk of overlooking a person’s challenges and failing to provide the equitable environment they need. That’s where employers need to be tuned in to their people’s needs, understand their everyday challenges and introduce policies and processes that give everyone the chance to thrive.​Many thanks to our attendees for a fantastic discussion. Race in STEM is a community for underrepresented multicultural voices in STEM. If you’d like to find out more about Race in STEM or to talk to us about improving equality and diversity in your organisation, please get in touch now.

​The latest Race In STEM podcast saw our global community manager Steven Fuller catch up with Netra Macon, an HR professional within the life sciences healthcare sector, based in New York. Being exposed to different lifestyles, cultures and communities from an early age has helped to shape Netra into the openminded individual she is today. Just as her upbringing was geographically polarised – she was born in North Carolina but grew up in New York – her experience of school before second grade could not have contrasted more with her experience from second grade onwards. Having attended a nursery school where the children were predominantly of colour, she suddenly found herself in a new school among only a handful of minority children. “The school I attended up until second grade closed suddenly and then I had to go to a school that was predominantly white, and it was a handful of us minorities and I was the only black kid in the class. So that was an experience that was very unique and different, and as a child you don’t know if it’s because it’s just a new school. That point of reference of colour and race was just not part of the conversation.” Growing up, HR wasn’t a career path she could have foreseen: “I did not wake up one day deciding I want to be an HR professional. I had no idea what that meant.” In fact, she had planned to be a journalist. Now a global people lead and board advisor who forges talent strategies, instigates DEI initiatives and connects people at all levels, she’s certainly exceeded her own expectations. Listen to the complete conversation to hear more about Netra’s remarkable personal journey – one where she’s learned that we should avoid putting each other in boxes, and appreciate that we all show up in different ways before we can have effective discussions about culture and people. ​

​The last year has seen a global rise in chronic health conditions such as diabetes and a significant increase in wearable medical technology and wireless in-home healthcare, as companies focus on how to diagnose and treat patients faster and more accurately.While large medtech companies with products focused on COVID diagnostics have been forced into significant layoffs as their COVID testing businesses have dropped from their pandemic peaks, many small to mid-size organizations have seen continued growth as they seek regulatory approval and commercialization for Class II and III devices.What’s the outlook for medtech talent in 2024? Which technologies will be most important in diagnosis and treatment? And which skills will be top of hiring companies’ wish list as medical technology continues to advance?To find out more on the key areas medical device and diagnostics leaders need to prepare for in 2024, check out our medical device and diagnostics market snapshot in UNLOCKED: Talent Insights 2024.