Women in Pharma: Leading Change in STEM, Beyond Quotas

Our monthly Women in Pharma series highlights the influential lives and work of impactful women working across the pharmaceutical industry, and how the industry can work towards making the healthcare industry and workplace more equitable and inclusive.

1. Can you share a bit about yourself, your experience, and your journey into the pharmaceutical and chemical industries?

I currently work as Senior Category Manager FDF – LMO at Lek, a Sandoz company, where I manage complex external supply and procurement portfolios within a highly regulated environment. My journey into the pharmaceutical and chemical industries has been shaped by both scientific curiosity and a strong interest in how global supply networks, regulation, and business decisions directly impact patient access to medicines. Over the years, I have worked across procurement, external manufacturing, and cross‑functional governance, which has given me a holistic view of how science, operations, and people come together to deliver sustainable healthcare solutions.

2. You’ve spoken about the need to go beyond quotas to address systemic issues. What systemic changes do you believe are necessary to create inclusive workplaces, and how can companies shift the mindset of colleagues to view women’s contributions as strengths?

Quotas can be a starting point, but they do not address the root causes of inequality. Real change comes from reviewing how leadership potential is identified, how performance is assessed, and whose voices are heard in decision‑making forums. Companies need to challenge unconscious bias in promotion processes, normalise diverse leadership styles, and create environments where different perspectives are actively sought, not merely tolerated. When contributions are evaluated based on impact rather than conformity to traditional leadership norms, diversity becomes a clear business strength rather than a compliance exercise.

3. How do you think having more women in leadership can lead to better acknowledgement and support for health-related issues, including mental health?

Greater diversity in leadership naturally broadens the scope of issues that are acknowledged and addressed. Leaders with varied lived experiences are often more attuned to the realities of balancing performance, well‑being, and long‑term sustainability. This can lead to more open conversations around mental health, reduced stigma, and policies that recognise employees as whole individuals.

4. What role does mental health play in creating a sustainable and inclusive workplace culture, and how can leaders champion this cause?

Mental health is foundational to a sustainable workplace. High performance cannot be maintained without psychological safety, trust, and realistic expectations. Leaders play a crucial role by modelling healthy behaviours, encouraging open dialogue, and ensuring that support resources are visible and accessible. Creating space for honest conversations and acknowledging pressure points helps build cultures where people can perform at their best without burnout.

5. If you could implement one immediate change to improve diversity and inclusion in leadership, what would it be?

I would ensure transparency and accountability in leadership selection and promotion processes. Clear criteria, diverse decision‑making panels, and regular reviews of outcomes can quickly reveal structural gaps and drive meaningful improvement. When fairness is embedded into systems, inclusion becomes sustainable rather than symbolic.

6. What are the most exciting trends you see shaping the future of inclusivity and equality in STEM industries like pharma and chemicals?

One of the most encouraging trends is the growing recognition that inclusion directly supports innovation and risk management, which are both critical in STEM industries. Increased focus on flexible career paths, return‑to‑work programs, and data‑driven diversity metrics is also helping organisations move from intention to action. Combined with greater visibility of diverse role models, these shifts are gradually redefining what leadership looks like in pharma and chemicals.

Have a story to share about diversity, equity, and inclusion in pharma? Contact [email protected] to learn how you can contribute to our Women in Pharma series.