APR - Interview with a Leader - Pfizer

For this dynamic intake, APR wanted to focus on widely discussed and yet often misunderstood Diversity & Inclusion topics.

We talked to Alvine Trémoulet, Global Diversity, Equity and Inclusion Lead at Pfizer and a strong advocate of Diversity, Equity and Inclusion. Her mission is to make sure that Pfizer is a destination for talents from diverse backgrounds, so the company is as diverse as the patient it serves.

The bridge between Alvine and her mission is strong: "What you see is not always how it is." Her personal journey helps her to add value to her mission in Pfizer: convincing and influencing the discussion about employee life cycle and better acknowledging and understanding how talents from diverse backgrounds will help drive better performance.?

Alvine also wants a better world for her two young daughters?where they can be strong and confident enough to do what they want to do!

Let’s dive in with a simple but fundamental question: what’s Alvine’s definition of Diversity, Inclusion and Equity?

Diversity is a number. It’s what’s visible (age, color skin, gender, weight) and invisible (introverted, extraverted, life journey, beliefs, sexual orientation…).

Equity is about giving the same chance of success to everyone. For example, on gender parity, it calls on us to make sure that when an opportunity arises in the company, both women and men are fully equipped and confident to apply without barriers.

Inclusion is about quality. We can’t talk about inclusion if diversity is not considered. When diversity is in place and all categories included, we must then make sure everyone is heard and has a meaningful voice at the table.?

Practically, how does Pfizer manage global vs local D&I policy?

There are four cultural values in Pfizer: courage, excellence, equity and joy.

One battle that we have picked is around the parity goal, and our desire to increase female talent at VP+ level. Not all countries are at the same cultural level, so it becomes crucial to adapt your change management style when reaching out to those regions and educate colleagues and leaders around those topics with tailored messages.

Moreover, it’s important to explain the ‘why’ behind every talent choice, so that no criteria other than competence can be considered for each candidate. There must be a business imperative behind each choice, but companies also have a duty to work on the narrative behind this choice, in order to ensure the right representation of talents. The message must be clear: we're not lowering the bar by having someone from a diverse background!

By ensuring the discussion is factual, everyone is kept in the loop. The more diverse the team, the more complete is its view of the world.

Of course, leaders and hiring managers must be educated: not only acknowledging and identifying the bias they can have but acting on this and transforming those biases into positive action, thanks to the training Pfizer provides.

Diversity, Equity and Inclusion is an increasingly strategic topic. More and more investors are looking for Environmental, Social and Governance (ESG) reporting, but keep in mind that one company’s D&I priorities are different from another’s as every culture is different!

One point still missing for Alvine: the lack of emphasis of the impact this policy has on business and the fact that nuances are too rarely taken into consideration (the reality of one woman is not the reality of ALL women (not all women have children, are married…)

Every company is culturally different and has different roadmap, so, in the end, what would Alvine’s advice be to a CEO wishing to embark in this journey?

Think about the rational: the ‘why’ behind the decision. What is the difference that this is going to make to the reputation and performance of my company?

A company must follow this path with true conviction, and with a clearly designed, thought-through strategy – not just because they saw or heard others do it.

Alvine also would like to share some advice to employees: partner with experts, with those who know the topic. Avoid trying to do it on your own. It can be exhausting solving systemic challenges that are not at an individual’s level.

Of course, the individual is crucial to achieving their goals – they are change makers if their environment is the right petri-dish! However, collaborating with those who have power and influence will ease the task… so long as the company is willing to pursue this policy!

A last word of wisdom?

Judge Ruth Bader Ginsburg said, “Fight for the things that you care about, but do it in a way that will lead others to join you”.

This quote should lead you on your journey: make sure you listen to others, and especially the one you don't agree with, they're the person you must convince!

Finally, don’t forget the nuances when talking about D&I. Diversity is an infinite source of growing and learning.?