Women in the workplace: Inspiring inclusion for positive change

At Boehringer Ingelheim, we strive to create a diverse workforce where everyone feels able and invited to contribute. This paves the way for different perspectives and new ideas to emerge, which is crucial for us as an innovation-driven company. International Women’s Day (IWD) addresses the critical role of women in our society to ensure their voice is heard at all levels.

In line with this year’s theme #InspireInclusion for IWD, we underscore the importance of inclusion: We believe that diverse representation, coupled with an inclusive environment, unlocks the benefits of innovation and health equity.

Hear from Birgit Giokalas, Head of HR Talent, Governance & Analytics, and Uday Bose, Global Head of Human Pharma Regions, Go-to-Market and Business Steering, how they help shape an inclusive environment as senior leaders:

Why is diversity and inclusion relevant for Boehringer Ingelheim and how does it contribute to better health solutions?

Birgit: Let me highlight a few key reasons among many: Diversity and inclusion are crucial in the development of our health solutions and medications, because we are an innovation-driven company. And we know that bringing together diverse perspectives leads to better decision-making and – essential for us – to more innovation.

Also, our customers and patients are diverse. By reflecting this diversity among our employees, we can better understand and address their needs. This is why the diversity of our employees and leaders, including representation of women at all levels, is important for us from a company perspective.

Uday: Diversity is one aspect. But without an inclusive culture, diverse voices won’t be heard. To me, inspiring inclusion on the occasion of IWD means not only allowing but actively encouraging women to be themselves, to speak up, and share their unique perspectives. This is what makes the biggest impact.

What does inclusion mean to you personally?

Birgit: To me, inclusion stands for openness. Everyone is different, and sometimes these differences are visible, sometimes not. Regardless, it’s crucial to be open to diverse perspectives, that’s where inclusion begins for me. Being open and truly listening can broaden and enrich your own perspective with the different viewpoints you encounter.
 
Uday: I can only echo this. Inclusion for me is about creating an environment where every person, every voice in the room can be heard. I want my team to be open, honest, and passionate about expressing their views. As a listener, it’s my responsibility to be understanding and respectful. 

What are we doing as a company to enhance women’s progress and foster their inclusion?

Birgit: We focus on two areas to reflect upon and address this critical issue: in our company processes and in our individual daily behavior. In our hiring process, we ensure that our job postings resonate with all genders. We aim to have diverse talent slates – and I’m pleased to share that we actively measure our progress in this area. We conduct hiring interviews with diverse panels, and ultimately, we select the most qualified person. 

In terms of inclusion, we acknowledge that the pivotal role of leaders is key to success. This is why we have established a new First Line Leadership Program where inclusion is in our curriculum. Additionally, we have initiatives from HR focusing on our female colleagues, like the ‘Engage Women in Leadership’ Program, as well as Employee Resource Groups specifically supporting women. 

Can you recall a moment when you felt you weren’t included? How have you reflected on this experience?

I do, actually. And I appreciate that the challenges women face may be different, but I believe there are also similarities. I constantly reflect on the fact that growing up, I always accepted things as they were. My parents are first generation immigrants and I learnt from them to just keep your head down and try to go unnoticed. It was only later that I started to Iook around, read, and gained a better understanding from inspirational leaders that what I had experienced was actually not okay. 

Now, as one of the few ethnically diverse people in forums I am involved in, I challenge myself to reflect my diversity in conversations and to bring a different perspective, which I haven’t done much in the past. I realize now that I spent most of my youth trying to fit in and not stand out. But I feel this is an obligation for me in the role I have now. I represent a path for others like me, patients like me, and I take that very seriously. 

How can every leader at Boehringer contribute to advance diversity?

Uday: A prime example is recruitment. Traditionally, I tend to focus on experience when filling a position. But over the years, I have challenged myself to recruit differently, giving opportunities to those with potential, who haven’t yet had the chance to step into such roles. And this can actually be one of the hurdles women face. Before hiring, I ask, “Will this candidate bring new perspectives?” rather than just considering their technical experience.

It’s time to make bold moves. Instead of passively just waiting for applications to come in, I feel I also have a responsibility to reach out to potential candidates, even if they may not be the most perfect fit at first sight. If the applicant pool lacks diversity, e.g. if it includes fewer female candidates, I feel obliged to say “Wait, can we reach out again, but approach this differently?” I feel that’s what every leader could do – to identify diverse talents who show potential and be courageous in your recruitment strategy.

International Women’s Day (IWD) is a global awareness day that recognizes the social, economic, cultural, and political achievements of women. It is celebrated every year on March 8 and serves as a call to action for advancing gender equality. Since its inception by the United Nations (UN) in 1975, IWD has grown into a powerful movement, uniting millions of people worldwide.