POINT OF VIEW: Pharmaceutical

February 2009 POINT OF VIEW: Pharmaceutical Diversity Programs Immersion We believe a full and deep understanding of your business is instrumental ...
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February 2009

POINT OF VIEW: Pharmaceutical Diversity Programs

Immersion We believe a full and deep understanding of your business is instrumental in achieving clarity of objectives and agreement on success criteria; (What is it we want to achieve and what does success look like?”) An important part of the immersion process is to understand your competitive market, both locally and nationally. This understanding will enable us to

establish your differentiators and the key components of your distinct and unique offerings. This section begins with an overview of relevant research data to better understand diversity initiatives within the pharmaceutical industry.

Diversity Rankings of Industry Employers Only two Pharmaceutical/Biotech employers were listed on the 2009 Fortune’s list of “100 Best Companies to Work For” “Most Diverse” list: Genentech and Novo Nordisk. However, a number of additional organizations – large and small – in pharmaceuticals and related industries were ranked among “Best Employers” in Fortune’s February 2, 2009 issue, a listing that accounts for diversity among other worklife criteria. The top ranking according to Fortune’s analysis also breaks down the companies by the percentages of the workforce that are occupied by minorities and by women, as shown to the right. The extent to which health care and pharmaceutical organizations have been increasingly proactive in their outreach to diverse college and graduate students is also reflected in the 2008 Top 100 Diversity Employers survey by Universum Communications, which was published by THE BLACK COLLEGIAN Magazine. In the Universum IDEAL Employer™ Survey – Diversity Edition, more than 17,914 students at 154 schools across the country ranked their top companies and their top industries, and answered questions about career expectations and goals, IDEAL Employer™ characteristics, salary expectations and communication preferences.

2009 Rank % Minorities

% Women

Company Genentech

7

44

51

Novo Nordisk

57

22

55

Alcon Laboratories

74

28

48

Source: Fortune’s 2009 “100 Best Companies to Work For”

In 2008, an unprecedented number of major and midsized health care industry employers were named to the Top Diversity Employers list, including: • Johnson & Johnson • Pfizer • Genentech • GlaxoSmithKline • Merck • Wyeth • Amgen • Eli Lilly In addition, Johnson & Johnson, Pfizer and the Mayo Clinic were all ranked in the top 40 among undergraduates.

OF VIEW 1 POINT Pharmaceutical Diversity Programs 2009 © JWT INSIDE

POINT OF VIEW: Pharmaceutical Diversity Programs

Career Goals Among Diverse Students in 20081 work/life balance, job security and dedication: top career goals among diverse students which career goals are most important to you?

To have work/life balance

52%

To be secure or stable in my job

19%

46%

To be dedicated to a cause or to feel that I am serving a greater good

26%

43%

36%

To be a leader or manager of people

To be competitively or intellectually challenged

35%

To be entrepreneurial or creative/innovative

28% 35%

To have an international career

50%

17% 21% 15% 15%

To be autonomous or independent 0%

10%

20%

30%

Diverse Undergraduate Total

BLACK COLLEGIAN Magazine. Universum 2008 IDEAL Employer™ Survey, July 2008.

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57%

21% 24%



To be a technical or functional expert

1

59%

40%

50%

60%

Diverse MBA Total

POINT OF VIEW: Pharmaceutical Diversity Programs

Competitive Diversity Programs2 Bristol-Myers Squibb

Schools/types of schools

BMS actively recruits on-campus at a variety of colleges/ universities; students are encouraged to check with their career services office or professors to learn more about the relationships.

Conferences

NBMBA, NSHMBA, NABA, NSBE, SHPE, National Sales Network, SWE

Outreach efforts

• Participate in/host minority student job fair(s) or other minority-focused job events • Sponsor minority student association events • Scholarships or intern/fellowships for minority students • Partner programs with women and minority associations • Seek referrals from other employees • Utilize online job services • Other: Advertise with Diversity/Careers magazine and Monster.com

Affinity Groups

African-American Affinity Group (AAAG) The mission of AAAG is to be a strategic partner with BMS in an effort to advance the understanding and inclusion of the contributions of black employees of African decent. It serves as a catalyst to enhance the professional and personal development of its members. Strategic-Focus Areas: • Marketplace outreach • Communications • Recruiting • Professional development

2

GLBTA Affinity Group (Gay, Lesbian, Bisexual, Transgender and Straight Allies) The GLBTA Affinity Group will act as a resource to support and enhance Bristol-Myers Squibb’s success and competitive advantage. In working towards this stated purpose, the group shall address the needs and concerns of BMS employees who are gay, lesbian, bisexual or transgender (GLBT), as well as of those employees who have family, friends or colleagues who are GLBT, thereby creating a working environment in which each individual is treated with respect and dignity. Strategic-Focus Areas: • Member services • Communications • Professional development Unidad Hispana (UH) The UH’s mission is to maximize business performance by leveraging and supporting the BMS Hispanic Community by: increasing Hispanic cultural awareness and an understanding of how Hispanics add value to BMS; building networking opportunities to ensure better integration of Hispanics at BMS; increasing the attraction, development and retention of Hispanic employees; and living the mission and pledge by reaching out to our external Hispanic Communities. Strategic-Focus Areas: • Member services • Professional development • Heritage month

Vault Diversity Programs Guide 2009. Available profiles: Bristol-Myers Scribb, Merck, Pfizer.

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POINT OF VIEW: Pharmaceutical Diversity Programs

Competitive Diversity Programs2 Bristol-Myers Squibb

Women’s Affinity Network (WAN) WAN seeks to help BMS become an employer of choice by fostering a culture of inclusion. It supports the development, retention and promotion of women through education and outreach programs focused on leveraging differences in style, skill and opinion as a means of driving our business. WAN also partners with other BMS affinity groups to make our workforce as diverse as the world in which we do business. Strategic-Focus Areas: • Career development • Community outreach • Member services • Recruiting • Women’s health

Pan Asian Network (PAN) The mission of the Pan Asian Network (PAN) is to foster cultural diversity at Bristol-Myers Squibb to support the company’s position as an employer of choice and sustain leadership in the global marketplace. We will do this by promoting an environment at BMS that fully values and maximizes the contributions of Asian employees. We will also work to create a forum for personal and professional growth for our members through networking, enhancing visibility and promoting the value of cultural awareness. Strategic-Focus Areas: • Career management and development • Communications • Cultural awareness • Membership • Community outreach • Marketplace outreach

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POINT OF VIEW: Pharmaceutical Diversity Programs

Competitive Diversity Programs2 Merck & Co., Inc.

Schools/types of schools

• Ivy League schools • Other private schools • Public state schools • Historically Black Colleges and Universities (HBCUs) • Hispanic Serving Institutions (HSIs) • Native American Tribal Universities • Other predominantly minority and/or women’s colleges

Gay Lesbian Employees and Allies at Merck (GLEAM) The mission of GLEAM is to support Merck’s business by helping: • Assure that gay, lesbian, bisexual and transgender employees are able to comfortably work to their fullest potential

Conferences

• Recruit and retain GLBT employees at Merck

Outreach efforts

• Strengthen Merck’s reputation outside the company as supporting diversity in employment and attending to the needs of all its employees

SHPE, NSBE, AISES, NBMBAA, NSHMBA, NOBCChE • Hold a reception for minority students • Advertise in minority student association publication(s) or other minority-focused publications • Participate in/host minority student job fair(s) or other minority-focused job events • Sponsor minority student association events • Firm’s employees participate on career panels at school • Outreach to leadership of minority student organizations • Scholarships or intern/fellowships for minority students • Partner programs with women and minority associations • Seek referrals from other employees • Utilize online job services

Web 2.0

This is a diversity jobcast for Merck & Company. Merck’s ongoing mission to improve and extend human life requires the many talents and experiences of a multi-cultural global workforce. http://jobsinpods.com/2009/01/16/merck-diversityjobcast-with-deb-dagit/

Affinity Groups

Black Employees Network (BEN) BEN contributes to Merck’s global business strategy and cultural transformation by promoting diversity and inclusion as essentially integrated elements of Merck’s culture and leadership. In serving their members, BEN’s goal is to realize the full potential of black employees through personal and professional development at Merck and throughout our communities.

• Create an environment in which employees can network with other GLBT employees

• Support Merck’s reputation within the gay community at large as a gay-supportive company By supporting this mission, GLEAM aims to enhance Merck’s competitive advantage in the global markets. Merck Hispanic Organization (MHO) The mission of MHO is to provide members with professional development and advancement opportunities, and build working relationships with internal and external stakeholders in support of the company’s business strategy. Merck Women’s Network (MWN) MWN is committed to the success of Merck businesses globally by promoting diversity and cultural awareness and fostering a rich business environment for the personal and professional development of MWN members through event planning and project team initiatives; and by influencing, supporting and being responsive to Merck’s business needs. Asia Pacific Network (APN) APN’s mission is to create a high-performing organization – the foundation of Merck’s plan to win – by promoting diversity and cultural awareness; fostering a rich business environment for the personal and professional development of employees; partnering with business units on projects relevant to issues of the Asia-Pacific region, culture and markets; and supporting community outreach and public affairs programs.

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POINT OF VIEW: Pharmaceutical Diversity Programs

Competitive Diversity Programs2 Pfizer, Inc.

Schools/types of schools

Affinity Groups

Conferences

African-American Networks • ADVANCE Groton/New London—PGRD • ADVANCE Ann Arbor—PGRD • ADVANCE St. Louis—PGRD • ADVANCE Kalamazoo • ADVANCE Morris Plains

• Ivy League schools • Other private schools • Public schools • Historically Black Colleges and Universities (HBCUs): Florida A&M, Hampton, Howard University, Tuskeegee, University of Alabama, Xavier University • Hispanic Serving Institutions (HSIs): University of New Mexico, University of Puerto Rico National Black MBA Association, National Society of Hispanic MBAs, Consortium for the Graduate Study of Management and Management Leadership for Tomorrow. Also partner with the leadership of these organizations on events outside of the annual conferences. Partner with the student chapters and national organizations of the following associations: National Association for the advancement of Black Chemists and Chemical Engineers (NOBCChE), Association of Women in Science (AWIS) and National Society of Black Engineers (NSBE).

Outreach efforts

• Hold a reception for minority students: Pfizer holds a number of activities on campus targeting diverse student populations. They involve members of their networking groups and interact with students from various demographic backgrounds. • Advertise in minority student association publication(s) or other minority-focused publications: Pfizer advertises in Job Choices: Diversity as well as a number of other journals focused on diversity recruitment. Also advertise on HBCUConnect.com. At the campuses where they recruit, Pfizer sponsors minority and women’s student association events through fiscal and personnel support. • Scholarships or intern/fellowships for minority students: Through Hispanic Scholarship Fund and various undergraduate fellowship programs, such as the Pfizer/ UPR Fellowships and the Pfizer/XULA Fellowships. • Diversity communication strategy: Weekly employee newsletter, celebration of heritage months, diversity training for managers, sponsorship of special events, etc.

Asian Networks • Groton Asian Pacific American Group—PGRD • Ann Arbor Pfizer Asian Network—PGRD • Kalamazoo Asian Network Group • La Jolla Asian Network—PGRD • St. Louis Asian Network Group

Gay & Lesbian Networks • Rainbow Alliance Ann Arbor—PGRD • Rainbow Alliance, La Jolla—PGRD • Rainbow Alliance, Groton/New London—PGRD • Rainbow Alliance, Sandwich—PGRD • OPEN—Out Pfizer Employee Network • Pfizer Rainbow Alliance Kalamazoo • St. Louis Pfizer Rainbow Hispanic Networks • Groton Hispanic Network—PGRD • VALOR—PGRD • VALOR—St. Louis Hispanic Network Group Women Networks • Women’s Network in Ann Arbor—PGRD • La Jolla Women’s Network—PGRD • Women Leader’s Network, Groton/New London—PGRD • Women’s Network Sandwich—PGRD • Kalamazoo Women’s Network • Japan Clinical Development (J-Clin) Mother’s Network • Working Mother Network, Nagoya/Japan—PGRD • SWNG—St. Louis Women’s Networking Group—PGRD Disability Networks • AVID: Focus on Abilities—PGRD

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POINT OF VIEW: Pharmaceutical Diversity Programs

Sources of Hire According to CareerXroads 2009 Sources of Hires, the most productive sources for diversity hiring are ranked as follows: 1. Employee Referrals 2. Corporate Affinity Groups 3. Major Job Boards 4. Social Networks (see below) 5. Agencies (3rd party) 6. Dedicated Diversity Sourcers 7. Diversity Job Fairs 8. Niche (Diversity) Job Boards 9. Dedicated Diversity Recruiters Internet & Web 2.0 According to comScore Media Metrix, the number of job search category visitors grew 51 percent to 18.8 million in 2008. November and December – typically slow months for search – had some of the heaviest traffic. CareerBuilder.com led the online job search pack with 9.1 million unique visitors in December 2008 versus 5.1 million in December 2007—78 percent growth. Monster was No. 2 with nearly 6.7 million visitors. Yahoo! HotJobs and Indeed came in third and fourth in terms of unique visitors after growth of 146 percent and 88 percent, respectively.

TOP 10 JOB SEARCH WEB SITES, RANKED BY UNIQUE VISITORS, DEC. 2007 & DEC. 2008 (THOUSANDS AND % CHANGE) Dec. 2007 Dec. 2008 % change 1. CareerBuilder.com 2. Monster 3. Yahoo! Hotjobs 4. Indeed 5. Simply Hired Inc. 6. Jobs.com 7. MSN Careers 8. AOL Find a Job 9. Jobs.net 10. Jobster TOTAL JOB SEARCH TOTAL INTERNET

5,132 4,131 2,282 2,712 1,188 731 593 504 350 186 12,445 183,619

9,121 6,693 5,605 5,106 3,104 1,237 1,004 856 368 365 18,826 190,650

78% 62% 146% 88% 161% 69% 69% 70% 5% 97% 51% 4%

Note: home, work and university locations Source: comScore Media Metrix as cited in press release, Jan. 22, 2009

In another sign of the times, job seekers and recruiters alike are using social networking sites such as Facebook and LinkedIn. The April 2008 Jobvite “Social Recruitment Survey” of 115 U.S. human resources and recruitment professionals at small- to medium-sized companies found that 80 percent turned to LinkedIn and 36 percent to Facebook to find job candidates.

social networking web sites used for finding job candidates by us companies*, Apr. 2008 (% of respondents) LinkedIn Facebook Jobster MySpace Ning Second Life None Other

0%

20%



80%

36%

40%

60%

80%

100%

Note: *small- and medium-sized Source: Jobvite, “Social Recruitment Survey,” May 13, 2008

LinkedIn ended 2008 with 33.3 million members, up 90 percent from the 17.5 million reported in December 2007. Site membership continues to grow at about one new user per second. As a boon to those looking for work, LinkedIn launched a new search platform that allows faster, more targeted searching within a results page. The company will launch a new service for recruiters in February 2009. Diversity social networks are excellent platforms where you can promote and connect with minorities. http://www.facebook.com/apps/application. php?id=2370484070 Sample search string: African-American Researchers http://search.twitter.com Sample search string: women+technology+Women in Technology

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17% 13% 6% 1% 12% 7%

Appendix A

POINT OF VIEW: Pharmaceutical Diversity Programs

Professional Associations American Indian Science and Engineering Society (AISES) URL: http://www.aises.org Members: 2700 LinkedIn members: 100 Association of Women in Science (AWIS) URL: http://www.awis.org Members: 5200 LinkedIn members: 208 Consortium for the Graduate Study of Management and Management Leadership for Tomorrow. URL: www.cgsm.org Healthcare Businesswomen’s Association (HBA) URL: http://www.hbanet.org/home.aspx Members: 4600 LinkedIn members: 1092 National Organization for the Professional Advancement of Black Chemists and Chemical Engineers (NOBCChE) URL: http://www.nobcche.org Members: 4000 LinkedIn members: N/A National Black MBA Association (NBMBAA) URL: http://www.nbmbaa.org Members: 6000 LinkedIn members: 1098

National Sales Network, New Jersey/New York Metro Chapter URL: http://www.nsnnjny.org National Sales Network, Philadelphia Chapter URL: http://www.nsnphiladelphia.org/nsnphiladelphia/ default.asp Represents the professional and developmental needs of African-American sales and sales management professionals. Encourages African Americans to pursue sales careers. Provides career development strategies for sales professionals. National Society of Black Engineers (NSBE) URL: http://national.nsbe.org Members: 18000 LinkedIn members: 125 National Society of Hispanic MBAs (NSHMBA) URL: http://www.nshmba.org Members: 4400 LinkedIn members: 1696 Society of Hispanic Professional Engineers (SHPE) URL: http://oneshpe.shpe.org/wps/portal/national Members: 8000 LinkedIn members: 899 Society of Women Engineers (SWE) URL: http://societyofwomenengineers.swe.org Members: 18000 LinkedIn members: 867

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