At this year’s European Pharma Outsourcing Summit, Maria Palha, Associate Director and External Manufacturing Operations Lead at UCB, will offer a candid perspective on the barriers women face in pharmaceutical leadership. Her session will explore how the industry can better support equity and inclusion, especially through increased focus on women’s health in research and development.
In her role as Associate Director, Maria serves as a “Virtual Site Head,” overseeing external suppliers to ensure they meet UCB’s high standards for quality, compliance, innovation, and sustainability.
Don’t miss the opportunity to hear her unique insights at the European Pharma Outsourcing Summit.
My journey into the pharmaceutical world began with a strong interest in science and healthcare. I graduated in Pharmaceutical Sciences, and over the years, I have gained extensive experience in manufacturing operations, which has equipped me with the skills and knowledge necessary to excel in my current role.
Throughout my career, I have had the opportunity to work with talented professionals and contribute to the development and delivery of life-changing medications. My passion for improving patient outcomes drives me to continuously strive for excellence in my role at UCB.
Do you see any unique challenges within the pharmaceutical sector that disproportionately impact women in leadership? How can the industry work to mitigate these barriers?
Women often face implicit gender biases and stereotypes that can affect their opportunities for advancement. These biases can manifest in various ways, such as being overlooked for promotions, receiving less recognition for their contributions, or being assigned less challenging projects.
In addition, the demanding nature of the pharmaceutical industry can make it challenging for women to balance their professional and personal responsibilities. This is particularly true for women who may have caregiving responsibilities, which can limit their availability for leadership roles that require extensive travel or long hours. Also, women are still underrepresented in executive leadership positions within the pharmaceutical sector. This lack of representation can create a cycle where there are fewer role models and mentors for aspiring women leaders, making it harder for them to envision and achieve similar success.
Women may also have fewer opportunities to network with senior leaders and decision makers, which can limit their access to valuable career opportunities and mentorship. Networking is often crucial for career advancement, and women may find it more challenging to build these connections.
In order to mitigate these barriers, organizations should promote inclusive leadership, implement flexible work policies, establish mentorship and sponsorship programs, and set gender diversity goals.
By implementing these strategies, the pharmaceutical industry can create a more inclusive and supportive environment that fosters the growth and advancement of women leaders. These efforts not only benefit the individuals but also contribute to the overall success and innovation of the organization.
"Women in leadership within the pharmaceutical sector face several unique challenges that can disproportionately impact their career progression and overall experience.
Women often face implicit gender biases and stereotypes that can affect their opportunities for advancement. These biases can manifest in various ways, such as being overlooked for promotions, receiving less recognition for their contributions, or being assigned less challenging projects."
When UCB selects CDMO partners, several key factors are prioritized to ensure alignment with the company's strategic goals and operational needs:
To evaluate alignment with UCB's strategic goals, the following steps are taken:
Additionally, good communication is essential. Establishing clear communication channels, having the right people in the right forums, and defining clear expectations, goals, and priorities from the beginning are crucial for successful partnerships.
By prioritizing these factors and conducting thorough evaluations, UCB ensures that its CDMO partners are well-aligned with its strategic goals and capable of supporting its mission to deliver high-quality pharmaceutical products while also contributing to environmental sustainability.
First of all, organizations should understand the career barriers women usually encounter:
- Prejudice: men are promoted more quickly than women with equivalent qualifications, even in traditionally female settings such as nursing and education
- Resistance to women’s leadership: people view successful female managers as more deceitful, pushy, selfish, and abrasive than successful male managers - Leadership style issues: many female leaders struggle to reconcile qualities people prefer in women (compassion for others) with qualities people think leaders need to success (assertion and control)
- Family demands: women are still the ones who interrupt their careers to handle work/family trade-offs. Overloaded, they lack time to engage in the social networking essential to advancement
To bridge the gap and foster more opportunities for women leaders, organizations can implement various initiatives aimed at promoting gender diversity and inclusion, like Leadership Development Programs, Mentorship and Sponsorship, Flexible Work Arrangements, Inclusive Culture and Policies, Networking Opportunities, Gender Diversity Goals and Metrics, Support for Work-Life Balance, Recognition and Awards and Focus on Early Career Development.
For aspiring women leaders looking to drive innovation in healthcare technology, one of the most valuable pieces of advice is to embrace continuous learning and adaptability. The healthcare technology landscape is constantly evolving, and staying ahead requires a commitment to lifelong learning and the ability to adapt to new challenges and opportunities.
I would also add that building a strong network is key to succeeding. Women should seek out mentors and sponsors who can provide guidance, support, and advocacy. Mentors can offer valuable career advice, while sponsors can actively promote and advocate for your advancement within the organization.
I would like to take this opportunity to emphasize a crucial issue in the healthcare industry. Not only do we observe gender inequality in leadership positions within organizations, but there is also significant work needed to address women's health. In addition to disparities in salaries and access to executive roles, there is a substantial gap in research and development concerning our understanding of women's health. This is an issue that is not yet widely discussed, but it should be one of our top priorities to advocate for.
Thank you to Maria Palha, Associate Director and External Manufacturing Operations Lead at UCB, for sharing her insights and leadership journey! Be sure to join us at the European Pharma Outsourcing Summit on June 5-6 in Düsseldorf to gain more valuable perspectives from industry experts driving innovation and change.