Lynne Dalton
Associate Director, Quality Systems and Network Support, External Manufacturing, Bristol Myers Squibb
Maeve Power
Senior Director, Site Head of Quality at Cruiserath Biologics Campus, Bristol Myers Squibb
Introducing a range of targeted ‘female-friendly’ initiatives will help women feel confident and supported at work, helping companies attract the best female talent.
Introducing a range of targeted ‘female-friendly’ initiatives will help women feel confident and supported at work, helping companies attract the best female talent.
How can STEM companies ensure they recruit — and retain — more women? Firstly, female school pupils must be encouraged to study STEM subjects, says Lynne Dalton, Associate Director, Quality Operations at global biopharmaceutical company, Bristol Myers Squibb (BMS).
Engage schools and promote female-friendly environment
Industry players should visit primary and secondary schools to explain what they do and the types of roles they offer. “We have great connections with local schools and universities,” says Dalton.
“By sharing some of the good news stories from the pharma industry — and highlighting the inspiring and successful women who are part of our company — we hope girls and young women will think: ‘I can do that too.’ Then, routes into a STEM business must be properly signposted.”
Bristol Myers Squibb in Ireland offers a full early careers programme with a transition year programme, graduate scheme and apprenticeships programme, plus internships available for undergraduates and those studying for master’s degrees. Dalton also stresses that STEM workplaces must be female-friendly environments. Otherwise, don’t be surprised if there is a lack of female candidates for job vacancies. “Making the workplace attractive for females of all ages is high on our company’s list of goals,” she says.
Career progression, as a woman, is enabled
by a core company value: inclusion.
Mentorship, training and power of women’s networks
This includes a strong focus on female mentorships and training. “I’ve been fortunate to have strong managers who have encouraged me to look at my own career development, seize opportunities and make sure my voice is being heard,” says Dalton. “I’ve also taken part in reverse mentoring programmes — where younger colleagues mentor more experienced members of the leadership team.”
The company also operates various internal people and business resource groups (PBRGs) including the BMS Network of Women (BNOW), aiming to prioritise gender diversity and inclusion. “This is a great resource for women, which is well-supported by the company,” says Dalton, lead of BNOW’s Irish chapter.
“Amazing female leaders from within the organisation have attended to discuss the challenges they have faced; it’s a group where women can come to network and find out about career advancement training. We’re also a corporate partner of the Healthcare Businesswoman’s Association (HBA), an organisation dedicated to achieving gender equity in leadership positions.”
Plus, the company is part of the 30% Club, a business campaign asking members to aim for at least 30% female representation on their boards and executive leadership teams. “Women should feel confident, advocated for and supported,” says Dalton. “That’s why inclusivity has to be a priority for any company.” Career progression, as a woman, is enabled by a core company value: inclusion.
Visit careers.bms.com/ie for more information on careers across BMS Ireland.
NO-IE-2400012 | March 2024