The role of women in leadership positions within life sciences has witnessed a significant transformation over the years. From being excluded to fighting their way into the workforce, women have navigated a challenging journey to attain leadership positions in various industries. This journey is marked by resilience, determination, and a relentless pursuit of equality.

In celebration of the International Day of Women & Girls in Science and International Women’s Day 2024, this article will highlight not only the challenges women have faced in the field of life sciences, but the incredible resilience and achievements, backed by inspiring insights from TFS’ women leaders.

History of Women Entering the Workforce

The historical narrative of women entering the workforce is characterized by a gradual shift in societal norms. Before the early 20th century, the presence of women in the workplace was uncommon, and the concept of women leaders was virtually unheard of. Traditional societal norms restricted women’s participation in professional spheres, limiting their roles primarily to domestic and caregiving duties. However, as the 20th century unfolded, societal attitudes began to shift, gradually paving the way for the inclusion of women in the workforce.

World War II stands as a pivotal moment in history, reshaping the landscape of the workforce and catalyzing significant opportunities for women that were previously unavailable. With men away at war, women stepped into a diverse array of roles, ranging from manufacturing and clerical work to scientific research and engineering. This marked a seismic shift in societal perceptions and expectations regarding women’s capabilities. The wartime contributions of women were crucial for the functioning of industries and, more importantly, laid the foundation for the gradual ascent of women into leadership roles. As women showcased their skills, resilience, and aptitude in various fields, they began earning recognition and trust in capacities beyond traditional gender norms.

In the subsequent decades, women leaders emerged in fields as diverse as politics, business, science, and technology. While progress has been made, women leaders today still navigate challenges such as gender bias, wage gaps, and underrepresentation in leadership roles. However, organizations and initiatives worldwide are actively working towards fostering more inclusive workplaces, recognizing the invaluable contributions that women bring to the table. Women leaders in the present workforce are leveraging their skills, expertise, and advocacy to break through remaining barriers, furthering the cause of gender equity and paving the way for future generations of women to ascend into leadership roles with confidence and determination.

Gender Leadership Gaps in Healthcare & Clinical Research

The healthcare and life sciences industry are unique in that women consumers make 80% of healthcare decisions for their families, and women make up more than 65% of the hospital workforce (higher than many other industries). Yet, women are underrepresented in leadership roles in healthcare, accounting for only a third of executive teams and 14% of chief executive officers (CEOs). Studies find, however, that women in leadership positions help companies become more consumer-oriented faster and help teams become more innovative, increase productivity, and improve financial outcomes.

Findings of a JAMA article on gender gaps in the leadership of clinical trials reveal that the percentage of female principal investigators (PI) in clinical trials increased from 27% in 2005 to 39.6% in 2023. However, gender underrepresentation persists. The impact of female leadership can be seen in the representation of women as study participants which was found to be higher in trials with female leadership compared to male leadership.

A study on U.S. COVID-10 clinical trial leadership gender disparities using a validated machine learning (ML) tool found that the pandemic disproportionately affected the careers of women in academia and research. Between January 2020 and August 2022, 37.4% of US COVID-19 clinical trial leadership positions were held by women, compared to 47.6% for diabetes, 59.9% for breast cancer, and 54.1% for HIV trials. Potential explanations for the stark gender disparities included fewer checks and balances of equity due to the urgency of the pandemic and caregiving demands often being placed on women, with female scientists reporting a lack of time for research at the start of the pandemic.

Challenges Facing Women in Clinical Research

Despite substantial progress, women are often underrepresented in clinical research leadership due to various factors, including being overlooked for promotions or barriers to accessing funding and other vital resources. Additionally, women must balance their personal and professional responsibilities, as societal expectations often place a disproportionate burden on women.

Speaking as a mother and leader in clinical research, Marcia Swank, Vice President of Ophthalmology at TFS HealthScience, says, “Building confidence starts with acknowledging our worth and capabilities while remaining respectful to others and their accomplishments — that is how I was raised. I raise my children with that same sense of independence, empowering them to solve complex problems on their own and learning through trial and error. While challenges may arise, allowing oneself to navigate through complex situations independently fosters growth and resilience.”

Despite the fact that studies have shown that diverse leadership teams enhance organizational performance, workplace discrimination, unequal pay, and a lack of representation in boardrooms still exists for women in business.

What is Success?

Bin Pan, Executive Director, Program Strategy, Oncology & Hematology at TFS, believes in dual growth for her business unit, “both in terms of business expansion and the professional development of each team member.”

Others like Marcia believe that success is more than just a career, “… life is far more than a career; it is about what you do with your time on this planet, how you grow as a person, and how you treat other people.”

With a fierce determination to pursue things that matter most to her and to help others do the same, Marcia says, “I learned to accept others where they are and support them to be where they want to be. I aim to encourage and build a team of warriors that support one another!”

Closing the Gender Leadership Gap

Exploring how to address gender leadership gaps in healthcare, Robbins et al. (2022), found that fellowship programs accelerate leadership career paths for leaders but were more impactful for males than females. Considering the underrepresentation of women’s leadership in drug development, DNDi is taking steps to implement best practices in gender-responsive drug development and advancing women’s scientific leadership, amongst others. So, what does it take to thrive and succeed in the clinical research industry?

Tenacity, Trust, & Tribulations

Describing the reality of life in clinical research, Marcia shared, “A business in clinical research is so rewarding. However, the successes also come with some depletion and stress. Anytime you are doing work that brings health and healing to others, you deplete a bit of your own energy to make it happen. To sustain business, you must be nimble and know when to be quick and when to take your time.”

Be tenacious, as Bin shares, “Don’t let other people tell you that you cannot do something. Have the mindset that you can do it.” Leadership doesn’t necessarily show itself among the named leaders in different settings, work, society, and family life. “Leadership can emerge from any organizational level,” says Bin, who encourages her team members to be leaders by sharing knowledge, ideas, and problem-solving for others. “My philosophy is that everyone has the opportunity to lead from where they are.”

To position themselves for leadership roles, successful women find ways to ask for opportunities, e.g., signal to others they are interested in being considered for a position and make their aspirations known. To aspiring female professionals, Bin says, “My advice would be to be yourself, advocate for yourself, believe in yourself, and never stop learning.”

Noelia Ortega, Business Unit Head of Strategic Resourcing Solutions, adds, “Recognize your strengths and expertise, and don’t be afraid to assert yourself and take on leadership roles.”

The Way Forward – Supporting Aspiring Women Leaders

The environment in which we work, excel, and build lasting relationships must be empowering. The people of TFS empower each other, and women leaders underline the importance of lifting each other – not just among women – but including everyone at TFS. As more women leaders successfully navigate the clinical research industry, women still face challenges and have the opportunity to seek, confide in, and learn from mentors.

“Navigating challenges in the life sciences industry requires recognizing that our most valuable asset is our people,” says Bin. Believing in the strength of a united and supportive team, Bin asserts that, “prioritizing our people and their continuous development allows us to deliver high-quality work, which is what sustains the success of our business.”

Marcia encourages people to be “forever students” and strategic thinkers, saying, – “It’s important to educate yourself on the industry and strategically review against solid data and your offerings, as well as get the opinions and feedback of those that are within the industry.” Noelia believes in helping others achieve project goals and “develop their soft skills to become “first-in-class” professionals.”

Hanna Sandvall, Vice President and Head of Strategic Resourcing Solution, says, “It is all about the people and creating the best chance for the team to succeed and to tackle challenges and convert them into possibilities. I have learned the importance of frequent and transparent communication, to have fun together – as you spend so many hours at work.”

TFS’s women leaders believe in developing their people. “By recognizing our people as the most crucial asset, we ensure that each team member continually increases their knowledge, fostering innovation and agility within our operations. I always say that what you learn is yours to keep, and nobody can take it away from you,” says Bin.

How Can You Support Women Leaders in Science and Research?

Efforts to address gender disparities in leadership roles are underway. Organizations across the board are recognizing the importance of diversity and inclusion, implementing policies and practices to ensure equal opportunities for all. Mentorship programs, leadership training, and networking initiatives can help women further develop their skills and confidence to ascend into a leadership position.

How can others support this progress? Bin challenges us to reflect on our career paths and ask, “How have you progressed in your career? Who helped you along the way? How did they help you? Then, think about how you can do that for others.” Marcia adds, “My advice is simple — embrace integrity, approach others with genuine intentions, and extend your support.”

Noelia advises allies who want to support women in science and research to, “…take the time to listen to the experiences of women, educate yourself about the challenges and barriers women face, both within the workplace and in broader society, and actively amplify the voices and contributions of women in science by recognizing and promoting their achievements.”

Our Inclusive Future

The journey of women in leadership is a testament to their resilience and determination to break through barriers. As societies continue to evolve, it is crucial to dismantle systemic inequalities and create environments that empower women to thrive in leadership roles. The progress made so far is commendable, but ongoing efforts are necessary to ensure that the path to leadership is open and equitable for all, regardless of gender.

As a champion for diversity and inclusion, Marcia underlines the importance of encouraging compassion, humility, and authenticity. “Actively fostering an inclusive culture within my team involves implementing initiatives that celebrate diversity and achievement and provide equal opportunities. We prioritize open communication, mentorship, and inclusive decision-making. This has positively impacted our unit’s dynamics by fostering creativity, collaboration, and a sense of belonging among team members.”

The sentiment that discussions about gender disparities will one day become obsolete is shared by other leaders at TFS. Marcia continues, “My hope is that there will stop being a consideration of gender when it comes to career abilities and successes. I aspire to see an industry and a world where individuals focus on inner growth, becoming effective leaders outwardly.” While Bin shares, “My hope for the future of women in science and research is that discussions about gender disparities become obsolete, that unfettered opportunities are available to every individual inclined towards science and research, fostering a diverse and inclusive landscape where everyone can pursue their dreams.”

We end with Anne-Marie Nagy, Vice President and head of the Internal Medicine & Neuroscience Business Unit, saying, “Believe in your ideas; don’t be afraid of changing the status quo. Progress is never swift or easy. Don’t let others discourage you or tell you that you cannot make it. Instead, embrace diversity, and whatever you are doing, do it with conviction and passion.”

Conclusion

As we reflect on the progress made, it is evident that women leaders have become an integral force driving innovation, progress, and positive change. However, the journey towards complete gender equality is ongoing, with women in the current workforce actively shaping a more inclusive future. By acknowledging the past, celebrating the present, and empowering future generations, the narrative of women leaders evolves, contributing to a workplace landscape where diversity and excellence go hand in hand. The continued elevation of women leaders is not just a matter of gender equity; it is an essential step towards building stronger, more dynamic organizations and societies.

TFS’ Commitment to Inclusive Innovation

At TFS HealthScience, we are committed to fostering innovation through inclusion. Our goal is to create a professional work environment where every employee feels respected and valued, no matter their gender, race, culture, or belief.

Inclusion is not a one-time effort; it’s an ongoing journey. We strive to constantly communicate and organize initiatives to integrate inclusion as a core sustainable value of the business. Our EmpowHER campaign invites you to be part of this transformative journey. Connect with us, engage with our stories, and join the conversation!

Want to learn more about TFS as your CRO partner? Contact a team member today or connect with us on LinkedIn!