Women in HEOR Initiative

Transcription

1 Women in HEOR Initiative Open Meeting Session ISPOR 2018 May 21, :30 PM to 2:00 PM Room 307 SECTION 2 Welcome and Introduction Shelby D. Reed, RPh, PhD ISPOR President and Professor, Duke University 1

2 Women in Health Economics and Outcomes Research Initiative ISPOR Women in HEOR Today s Agenda Welcome The Evidence/Business Case for Women in HEOR Speaker Laurie Cooke, CEO, Healthcare Businesswomen s Association Panel Discussion Closing Remarks and Next Steps 2

3 Vision ISPOR Women in HEOR To support the growth, development, and contribution of women in HEOR To serve as a catalyst for women s leadership in the field To offer a platform for ISPOR women to collaborate, network, share, and mentor each other McKinsey s Diversity Matters Research - The analysis found a statistically significant relationship between a more diverse leadership team and better financial performance - Diversity matters because we increasingly live in a global world that has become deeply interconnected 6 3

4 Diversity Correlates With Better Financial Performance The companies in the top quartile for gender diversity were 15 percent more likely to have financial returns that were above their national industry median The companies in the top quartile for racial/ethnic diversity were 35 percent more likely to have financial returns above their national industry median 7 Women in STEM Women are Scarce in Scientific R&D Globally (averaged across regions), women accounted for less than a third (28.4%) of those employed in scientific research and development (R&D) across the world in Women in Scientific R&D Globally 28.4% 8 From The Bottom Line: Corporate Performance and Women s Representation on Boards ( ); Catalyst UNESCO Institute for Statistics, UIS Fact Sheet: Women in Science (2015). 4

5 The Leaky Pipeline in Academia Women in Economics Women in Economics Departments in the US 33% 31% 28% 26% 13% 1st Yr Students New Doctorates Asst Prof (untenured) Assoc Prof (tenured) Full Prof (tenured) 9 New York Times article, Wielding Data, Women Force a Reckoning Over Bias in the Economics Field, January 10, 2018 from source: American Economic Association, Committee on Status of Women in the Economics Profession. The Leaky Pipeline in Academia Women in Medicine Women in American Medical Colleges 38% 21% 15% 16% FT Medical School Faculty Full Professors Department Chairs Deans 10 Lautenberger DM, Dandar VM, Raezer CL, Sloane RA. The State of Women in Academic Medicine: The Pipeline and Pathways to Leadership Washington, DC Association of American Medical Colleges

6 Women in STEM Gender Bias in STEM and Academia Among full professors at all institutions nationwide [US] in , women held 24% of the positions and men held 76% with the lowest percentages of women in the most prestigious and highest paid faculty jobs. Full Professors at All Institutions in the US 24% 11 Women in STEM Women Earn Less Than Men in STEM In the United States, women in computer, engineering, and science occupations were paid an estimated 83% of men s annual median earnings in Women s Earnings Compared to Men s 12 From The Bottom Line: Corporate Performance and Women s Representation on Boards ( ); Catalyst US Census Bureau, Table 1: Full-Time, Year-Round Workers and Median Earnings in the Past 12 Months by Sex and Detailed Occupation: 2013, American Community Survey (2013). 6

7 2 Laurie Cooke, RPh, PGDip, CAE President & CEO, Healthcare Businesswomen s Association Healthcare Businesswomen s Association (HBA) furthering the advancement and impact of women in the business of healthcare Gender parity estimate to take 100 years! 14 7

8 Laurie s Legacy 1. Diversity is a proven tool to improve business performance 2. It s a complex system to navigate 3. Female leadership style is different; can be leveraged 4. We need male allies; most men want to help 5. Working together will get us further faster 1. Diversity is a proven tool to improve performance Gender diversity research benefits improved financial performance increased internal innovation enhanced brand/reputation expanded market access improved risk management / decision making Why companies should care constitute over 50% of the world s population earn >50% of higher level graduate degrees growing economic purchasing power make 80% of the healthcare decisions solution for the workforce retirement cliff 8

9 2. It s a complex system to navigate It s a complex system to navigate Organizations weren t built with women in mind 3. Female leadership style is different; can be leveraged Feminine body plan is default for embryos; testosterone for males kicks in at ~7-8 weeks and drives differences to brain anatomy and wiring 1 Nurture and experience also influence behavior; core to unconscious bias Meta analysis of 95 studies found female leadership style to be more effective 2 1 The Female Brain, Louann Brizendine MD, Gender and perceptions of leadership effectiveness: A metaanalysis of contextual moderators, Journal of Applied Psychology,

10 4. We need male allies; most men want to help We need male allies; most men want to help Shaping the future together EY 5. Working together will get us further faster Amplify our voice at the table Mentor & sponsor women Role model authentic leadership Be part of strategic women s ERGs Send the elevator back down 10

11 Women in HEOR Panel Laurie Cooke President & CEO Healthcare Businesswomen s Association Shelby Reed, PhD Professor Duke University Zeba Khan, RPh, PhD Vice President Celgene Corporation Rachael L. Fleurence, PhD Executive Director NESTcc and MDIC Joseph DePinto President Cardinal Health Specialty Solutions Women 3 Perspectives Men Organizations 22 11

12 Women Men Organizations 23 Solutions to keep the talent pipeline strong Having a sponsor in my corner Benefits of mentoring Removing unconscious bias Build strong internal & external networks Effective hiring & performance assessment practices Fill critical skill and knowledge gaps Improving flexible work options 12

13 Audience Polling Mentors and Sponsors I currently have a: Mentor/s Sponsor/s Both a mentor/s and sponsor/s I do not have either a mentor or a sponsor 25 Audience Polling Responses Mentors and Sponsors 26 13

14 Audience Polling Speaking Up Personal Branding I rate my comfort speaking about my strengths and accomplishments as: Uncomfortable and do not try often Uncomfortable, but try whenever possible Comfortable Fully comfortable and teach others 27 Audience Polling Responses Speaking Up Personal Branding 28 14

15 Women Men Organizations 29 Audience Polling Partnering to Progress Parity I believe the main reason more men do not actively partner and support the advancement of women is because they: Are worried about their position Are unaware of the female experience Have unconscious bias Don t know the business case for gender diversity Are trying to fit into the corporate culture 30 15

16 Audience Polling Responses Partnering to Progress Parity 31 Women Men Organizations 32 16

17 10 Best Practices for the Global Life Sciences Industry 1) Make D&I an essential element of global strategy 2) Tailor global D&I initiatives to fit local needs 3) Embed D&I throughout the organization 4) Multiply D&I impact via external partnerships. 5) Maximize the role of employee resource groups 6) Maximize the role of diversity councils 7) Leverage D&I for innovation and new thinking 8) Leverage D&I for business development 9) Engaged CEO 10) Make sharing of D&I best practices a meta best practice 33 Audience Polling Women s Leadership Groups My organization has an internal employee resource group (ERG) dedicated to women: No, we do not have a women s ERG Yes, we have a women s ERG, but it is in early days Yes, we have a women s ERG and it is established Not sure if we have a women s ERG 34 17

18 Audience Polling Responses Women s Leadership Groups 35 Audience Polling Organizational-Level Change I would rate my organization s overall achievement of gender parity as: A role model for others Above average Average Below average 36 18

19 Audience Polling Responses Organizational-Level Change 37 SECTION 2 Closing Remarks & Next Steps Shelby D. Reed, RPh, PhD ISPOR President and Professor, Duke University 19

20 Next Steps 39 Online Form: research.net/r/womeninheorvolunteer Look For: Women in HEOR Survey 40 20