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 To
get a sense of the obstacles, challenges and opportunities for
minorities in the pharmaceutical industry, we talked with Aariann
Vaughn-Shepard, who has spent more than a decade working as a
professional in diversity field. Her appointments have included
roles as the
program coordinator and online instructor for the Human Resources and
Management Development programs at Cornell University and, most
recently, a new position with Merck.
IMDiversity: What is it like, as a member of a minority, to work in the
pharmaceutical field?
Vaughn-Sheppard: As a member of a group that is traditionally
underrepresented, it is quite challenging to work in the diversity
field. Typically, there is an expectation that because you are a member
of a certain group, you really are most interested in the aspect of
diversity that might best improve the quality of life for the group of
which you are a part. For instance, because I am an African-American
female, some believe that the most significant diversity issues for me
are those of African-Americans and females. There is also an expectation
that most diversity professionals are a part of an underrepresented
group.
Second, there is a perception that as a diversity professional from any
group, you are only an expert in soft skills, and not nearly as
qualified with skills that are considered more business oriented-no
matter what your level of professional and academic preparation.
Finally, diversity positions are often highly visible, yet are not
always seen as a stepping stone toward any other position or career
path. Therefore, as a member of an underrepresented group, you may be
challenged to move to another position, or transfer your skills if you
have not taken careful inventory of the broad scope of responsibility in
the diversity role.
IMD: What do you see as the primary obstacles or challenges to minority
people in the field?
Vaughn-Sheppard: The primary obstacle and challenge is to articulate
the business case for diversity in such a way that everyone can clearly
see "what's in it for me?" In the early 1980's, diversity was often
framed as "the right thing to do" and often used as another term for
affirmative action. In the 21st century, much more of the
emphasis has now been placed on the incentive to maximize diversity as a
competitive advantage and critical to future success.
Another challenge is articulating one clear definition of diversity.
Diversity has been used in so many ways to mean so many things that
often there is quite a bit of misunderstanding as to what it means in a
specific organization. Any organization working to maximize diversity as
a part of any initiative should be prepared to define the word to gain
buy-in and consistency.
Another huge challenge is the perception that diversity is about
training alone and has little to do with any other aspect of the
business. To the contrary, diversity actually impacts almost every
aspect of any organization and the way it does business. Another
challenge is working with those who just don't see diversity as
important or necessary, or who don't see diversity as inclusive of their
interests.
IMD: What are the opportunities and possibilities for minorities in the
pharmaceutical industry?
Vaughn-Sheppard: The possibilities and opportunities are endless.
There are many opportunities to participate in diversity training as a
facilitator or trainer. However, it is important to have the proper
training and be equipped with the necessary facilitation skills in order
to be successful. There are also opportunities in human resources,
governmental affairs, compliance, and higher education which can benefit
from diversity expertise. Many corporations now have diversity positions
and entire diversity centers of excellence where you can gain experience
in the field.
Someone interested in working in a diversity capacity should ask herself
a few questions, such as: Do you enjoy impacting/influencing others? Do
you enjoy looking for creative ways to engage others in dialogue and
conversation that is too often uncomfortable? Do you enjoy serving in
the capacity of "change agent?" If the answer to any of these questions
is "Yes," a career in diversity may be for you.
Finally, there is the opportunity to impact an organization in such a
way that it will look at its people, its customers, its services, its
products, and the way it does business in such a way that the quality of
each will be enhanced for the future. Now that's really exciting.
IMD:
What are the most important attributes of the field and the work that
minority people need to be aware of, that work both as challenge and as
opportunity?
Vaughn-Sheppard: You must be extremely creative, comfortable with
yourself and with each of your diversity dimensions, and courageous
enough to stand alone. Each of these could be a challenge and an
opportunity.
You
should also take the time to learn how to use data and information to
communicate the message of diversity. Data helps supports your
assumptions and vision. Diversity positions can not only impact certain
groups within an organization, but a well defined, well organized and
well implemented diversity initiative can change the way an organization
does business, thus impacting everyone. You should be well prepared with
your analytical thinking skills and an ability to move between macro and
micro with ease.
You
must also remember to take time to take pride in your accomplishments.
Working in diversity can be an overwhelming and thankless job and you
should never try to do it alone. You must utilize the human capital
within your organization, create allies and build strong strategic
partners to make diversity a reality. It really is like sewing -- you
must weave the threads of diversity one stitch at a time.
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