Inside AstraZeneca’s Diversity Strategy: Increased Senior Women Representation from 13% to 22% in 18 months

When Amarpreet Ahuja speaks about inclusion at AstraZeneca, it is not in abstract terms or corporate jargon. It is grounded in numbers, backed by programs, and reflected in outcomes. From increasing senior women representation from 13% to 22% in just 18 months to achieving 80% women representation on the board, AstraZeneca is making clear progress toward a more gender-balanced workplace.

In this conversation, Amarpreet Kaur Ahuja, Country HR Director, AstraZeneca India, shares how initiatives like Diversity by Design, Project iDEA, and the Network of Women are helping the company retain and promote women in an industry where the drop-off between entry and mid-level roles remains a challenge. She also discusses the real drivers of retention, beyond pay and perks, and why purpose, leadership, and belonging matter more than ever.

What was the key motivating factor that drove AstraZeneca to prioritise and improve the gender diversity ratio within the company?

 

At AstraZeneca, we strive to create an inclusive and equitable environment where people belong, using our diversity as a competitive advantage to push the boundaries of science to deliver life-changing medicines.

 

Our ‘Diversity by Design’ project is integral to the strategy, employing a ‘Buy, Build and Engage’ approach to boost gender representation across AstraZeneca. By aligning our recruitment efforts with ‘AZ Purpose,’ expanding our programs, and updating our policies to align with industry standards, we are ambitiously targeting a 25% gender diversity by 2025.

Today, we have moved from 13% to 22% gender diversity in 18 months. Proud to share that:

• 80% of the seats on our board of directors is held by accomplished women
• the country leadership team has >30% powerful women representation in strategic roles,
• >22% of senior roles are now held by ambitious women focused on transforming patient outcomes.

 

This strategic focus on diversity not only helps future-proof our business by attracting top talent but also strengthens our ability to push the boundaries of science, positioning AstraZeneca as a leader in innovation and societal change.

 

Women’s Career Progression in Pharma:

 The pharma industry has seen a significant drop in the number of women progressing from entry-level to mid-level positions. What do you think are the main reasons behind this trend, and how do these challenges align with the broader struggles women face in the industry?

 

The journey of women advancing from entry-level to mid-level positions within the pharma industry presents exciting opportunities for growth and innovation. At AstraZeneca, we prioritise creating a culture of inclusion and belonging, which is essential for attracting and retaining a diverse workforce—the cornerstone of our innovative capabilities.

 

The positive trend of increasing women with STEM skills—from 24.4% in 2016 to 27.1% today—reinforces the importance of our commitment to fostering equitable opportunities. In 2023, women represented 40.6% of STEM positions globally at AstraZeneca, with 54.4% in non-managerial roles, reflecting our dedication to embodying the diversity of the communities we serve across various levels.

 

As the industry evolves, opportunities abound in areas such as digital health, data science, and personalised medicine. Our initiatives like ‘Diversity by Design,’ the Network of Women, and ‘Prerna,’ our unique STEM internship program in India, are designed to nurture talent and support women’s growth in fields such as Oncology and Biopharmaceuticals.

 

Our employee feedback through Pulse surveys is a positive reinforcement of our strategies, with 87% appreciating their managers’ commitment to Inclusion & Diversity, 84% feeling empowered in their decision-making capabilities, and 78% feeling cherished for their diverse thinking and opinions. These efforts emphasise our dedication to fostering a high-performing, inclusive team—a commitment that is vital to transforming healthcare and unlocking innovation across the pharma landscape.

 

By aligning skills with market needs, we are not just ensuring equity but also driving progress and success.

 

Reducing Attrition and Improving Retention:

 AstraZeneca has managed to achieve a 50% improvement in retaining women employees. What initiatives and strategies have contributed to this success, and what key insights can you share about reducing attrition rates?

At AstraZeneca, our commitment to Inclusion and Diversity (I&D) isn’t just a statement; it’s an integral part of our mission to transform healthcare. By creating an environment where every individual feels a profound sense of belonging, AstraZeneca harnesses diversity to drive scientific advancements.

Some of the key initiatives include fostering a culture of inclusive leadership, where a remarkable 75% of employees feel encouraged to speak up, exceeding industry norms. Programs like the ‘180 Degree Reverse Mentoring’, bridge generational divides and promote open communication. Then, our ‘Network of Women’ (NOW) platform supports gender balance and diverse perspectives, while ‘Project iDEA’ creates pathways to employment for female students in the pharma industry.

In the pharmaceutical sector, retaining top talent extends beyond compensation. It is about fostering a purpose-driven, inclusive, and growth-oriented environment. We prioritise empowering employees to reach their full potential in a dynamic, inclusive, and high-performing setting dedicated to a great workplace where employees can positively impact patients, society, and the planet. By driving efforts to create a sense of belonging and empowerment, AstraZeneca enables its people to push the boundaries of science and thrive in their careers.

Also Read: Beyond the Glass Ceiling: Lessons from Women CXOs on Leadership, Grit, and Transformation

 

Supporting Women’s Growth at AstraZeneca:

Could you elaborate on some of the specific initiatives AstraZeneca has implemented to help women employees stay competitive and grow in the industry? Additionally, we’d love to hear about the journey toward achieving an all-women board at AstraZeneca.

 We know that unlocking innovation starts with an inclusive and diverse workplace, which is why we strive to create an environment where our employees across all levels are represented, valued and empowered at all levels. Our focused ERGs (as given above) also help us achieve and maintain an intellectual balance comprehensively.

 

All-women board at AstraZeneca

The appointment of Ms. Shilpa Divekar Nirula as Chair of AstraZeneca’s Board symbolizes a dedicated journey towards diversity in leadership. We genuinely believe that a diverse leadership (gender, experience, and region) fosters innovation, enhances decision-making, and enriches organisational culture. Achieving a majority women Board of Directors is indeed a strong example of AstraZeneca’s commitment to equity and inclusion, shaped by global policies and leadership development initiatives.

While this is a significant milestone, AstraZeneca remains committed to nurturing diversity at all levels, from early-career talent to executive leadership. This achievement serves as an inspiration and reinforces the possibility of an equitable leadership landscape with sustained commitment.

AstraZeneca has been actively promoting gender equality and supporting women employees through various initiatives aimed at fostering a more inclusive workplace. Here are some specific initiatives the company has implemented to help women stay competitive and grow in the industry:

 

1. Leadership Development Programs: AstraZeneca offers targeted leadership development programs for women to enhance their skills, confidence, and visibility within the organisation. These programs often include mentorship opportunities and networking with senior leaders.

 

2. Diversity, Equity, and Inclusion (DEI) Goals: The company has established specific DEI goals, including increasing the representation of women at all levels of the organization. AstraZeneca regularly monitors progress towards these objectives and adjusts strategies as necessary.

 

3. Flexible Work Practices: AstraZeneca recognises the importance of work-life balance and has implemented flexible working practices. This includes options for remote work, flexible hours, and flexible days, which can be particularly beneficial for women managing family responsibilities.

 

4. Employee Resource Groups (ERGs): The company has established Network of Women – ERG focused on women in the workplace, providing a platform for shared experiences, support, and development. These groups create community, mentorship, and professional development opportunities.

 

5. Parental Leave Policies: AstraZeneca offers comprehensive parental leave policies, promoting shared parental responsibilities and supporting women during and after maternity leave. This encourages a culture where balancing work and family life is prioritized.

These initiatives reflect AstraZeneca’s commitment to creating a diverse and inclusive workforce where women can thrive and contribute effectively to the industry’s growth.