A scientist by training with a PhD in Organic Chemistry, Barbara Morgan is responsible for the CDMO business of Lubrizol Life Science Health (LLS Health). She is passionate about women in leadership and science and is the co-chair for Women in Lubrizol Leadership (WILL). In this series, Barbara discusses key themes around women in the pharma industry and offers advice for aspiring female leaders and their wider teams.
Diverse people
Diversity has taken its rightful place high up on the corporate agenda and many companies strive to achieve it through their recruitment drives and internal programmes. However, supporting diversity in the workplace is not just about ensuring representation. It is about valuing everyone in the business as a unique individual and giving them a voice. To reap the benefits of a diverse workforce, it is essential to have an inclusive environment, where individuals feel they can achieve their potential. There are two vital questions that leaders should consider when discussing diversity and inclusion: what is the true definition of diversity? And, what exactly does inclusion mean when it comes to diversity?
Diversity differentiates groups and people from one another; it encompasses a range of factors including race, age, gender, ethnicity, religion, sexual orientation, education, national origin, and disability. A good approach to diversity involves respecting and celebrating what makes people different, in order to empower them. Less visible but equally as important is the diversity of experiences and the diversity of personalities: the internal aspects that make an individual different.