The Year 2023: The Trigger 

2023, Gender imbalances, Diversity in Business – when I started considering applying for the offered Diversity in Business Scholarship by Goethe Business School, I had just recently attended a Female Tech Conference where a talk about women in the industry especially inspired me. The speaker drew a compelling parallel between the evolution of yoga into a mainstream sport and the establishment of women in the tech industry, which made me realize that we still have to talk about this in the year 2023.

Pharma & Med-Tech: The Numbers

Considering that women remain underrepresented in most industries, such as the pharmaceutical and medtech industry, they face unequal earning opportunities compared to men and lack equal representation, especially in senior and leadership positions; I felt compelled to advocate for and represent this particular minority. As I studied the number of women in leadership, senior, or executive positions within the industry, I was very disappointed. According to a PriceWaterhouseCoopers (PWC) study in 2020, the percentage of women holding leadership positions in the healthcare industry decreased from 33% in 2015 to 29% in 2020. Specifically, women comprise only 17% of the workforce in top management roles. This is mainly due to the given framework conditions, the compatibility of family and career, corporate culture and social role models, and companies that should put more effort into the number of women in management positions. The study examined various sectors within the healthcare market and found that the presence of women in managing /leadership positions in medical technology companies, among the 2,700 med-tech companies surveyed, is notably low. In these companies, women account for only 24% of management positions, which falls below the industry average.

The Root Cause and Consequences

The issue of gender imbalance is a multifaceted challenge that cannot be attributed to a singular cause. Instead, it is a complex social and cultural problem with multiple layers of influence. The gender imbalance in different areas fosters an environment steeped in stereotypes and biases. Common perceptions such as "engineers are mostly men and have a certain mindset," "women lack logical thinking skills," or "women cannot effectively balance family planning with a successful business career" uphold these biases. Moreover, the differential treatment of women in terms of employment opportunities and compensation (up to almost 18% difference) associated with career interruptions due to pregnancy leads to far-reaching consequences. These consequences are expressed in various forms, including limitations on career advancement, old age poverty, asset accumulation inequalities, and financial constraints. It is very obvious addressing such a multi-layered problem necessitates action at various levels. It requires a multifaceted and coordinated effort to address the underlying factors contributing to gender imbalance.

The Goal

So, what can I personally do about it? My goal is to contribute to a business landscape where discussions about the absence of women, along with quotes and percentages highlighting gender imbalances, become obsolete and more the new "regular/mainstream."

So what do you think you could do? 

While reflecting on my direct environment and surroundings, I asked myself what is within my control and what I influence. As long as each individual takes small steps within their respective environments, or what I refer to as my own "universe," we can collectively address and initiate change regarding this issue on various levels. I am committed to consistently reflecting upon and promoting the role and position of women in the business. Call to Action: First, notice that you feel unseen, disrespected, and not included in a situation as part of a minority. Be brave, speak up, and take steps to stop this situation from happening again. Engage in the conversation and make the issue visible, even if the case, comments, setting, or other conditions seem trivial. Even the most minor changes and inclusions can change how a person thinks, acts, and feels.