What It Takes: How a Diverse Culture Drives Patient Impact

I cannot remember life without cancer in it.

When my mother was just 39 and I was three years old, she faced the diagnosis that affects so many – breast cancer. Her long and challenging journey with this disease took a heavy toll on her and our young family, but it also shaped who I became. From the time I began my career in the biopharma industry 23 years ago, my mother’s journey has propelled me to help as many people living with serious diseases as possible by connecting patients with innovative therapies that could transform their health and lives.

Even though the years my mom battled her cancer were difficult for my family, I know that my mother’s prognosis would likely have been much worse if she and my family did not inherently occupy identities of privilege. My mother was insured, English was her primary language, she had her brother – a doctor himself – advocating for her, and she had access to comprehensive and cutting-edge medical care. My mom beat the odds and lived for many years after her initial diagnosis – a much more common outcome today thanks to many innovative medicines now available. But, as I have come to realize during my years in our industry, so many people don’t have access to this opportunity. In fact, data show that Black women are 40% more likely to die of breast cancer than white women.?

I observed this type of health inequity first-hand among my kindergarten students when I served as a school assistant principal in Harlem. While in that role, I saw the devastating nature of sickle cell disease and how it kept my very young students out of school for weeks or months, causing them to miss out on important learning at a crucial time in their early education. I also observed how lack of access to initial screenings, early and accurate diagnoses, and getting treated by the most efficacious medicines made it more difficult for people in that underserved community than for those in the community where I grew up. That experience shaped my worldview, and it is why I am motivated to ensure that all patients can have access to potentially life-saving treatments.?

I know these inequities are deep-rooted, and solving them won’t happen overnight. In my work, I've also noticed that one barrier organizations often face when they try to solve these entrenched societal challenges is that they don't have the right mix of people tackling the problem. At Genentech, we've learned that in order to truly address the root causes of health inequities and drive access for all, we must ensure the make-up of our employees reflects the diversity of the patients we serve. This is what brings the diversity of thought, background, and experience that fuels breakthrough science - whether it's the science of medicine, the science of policy, the science of access, or the science of leadership.

So as I think about how to solve these broader problems, for me it starts at home. It's how we build our organization to ensure all of our employees feel included and like they can always be themselves at work. This is what will truly drive change for society as we strive to improve people's health across the country. We’re fostering belonging and creating a community where everyone, regardless of their background or identity, can thrive among peers who acknowledge and welcome their full authentic selves. We’re embracing the unique perspectives and experiences they bring that help us more effectively engage with a broad range of different communities.

Our culture of fostering belonging and employee-driven action was on full display last month as we commemorated #PrideMonth and #Juneteenth. Our employee resource groups (ERGs), including gPride, Medley and African Ancestry in Biotechnology (AAIB), together with our Chief Diversity Office and employees across the company, came together to honor and celebrate these cultural moments and support their colleagues and communities. For example:?

• Our organization amplified planned events and activities hosted by our ERGs for Juneteenth and Pride Month, including the Frameline Film Festival Opening Night Block Party.
• The Chief Diversity Office introduced a new initiative – Allyship in Action, designed to understand and celebrate belonging, inclusion and allyship. This program embodies the spirit of unity, collaboration and action in promoting awareness and support for cultural moments year-round.?
• To kick off Allyship in Action, important resources were shared within our company including: a Gender Identity and Pronouns Guide; training courses on advancing inclusive leadership and understanding racial and ethnic-based bias; and a Juneteenth hub with resources to learn more about this important observance and take action to support local Black companies.

I’m committed to continuing to cultivate a culture in which all of our employees can come to work as their authentic selves so they can focus on discovering, developing and delivering breakthrough medicines for all people who need them, especially underserved patient populations. I’m also committed to ensuring that health equity is embedded in all that we do, and that we bring together a broad range of groups, such as patients, policymakers and healthcare ecosystem professionals, to collaborate on solutions. This is what will truly drive change.

How have your personal experiences shaped your career or your approaches to driving equitable change? Please share below.