Women in healthcare and pharma – progress, challenges and outcomes

Although healthcare outpaces other industries in representing, hiring and advancing women, the latest data shows there is still room for improvement.

Women, especially women of colour, remain underrepresented at senior levels in healthcare organisations. In the UK pharmaceutical industry, women constitute about 54% of the workforce. Significant diversity gaps persist, particularly in senior roles.

According to the UK BioIndustry Association’s Diversity and Inclusion in UK Biotech report, women make up only 32% of senior executives and 26% of chief executives in biotech.

Greater gender diversity at the top is not just good for optics – it benefits business. Studies show companies with more women in leadership outperform competitors in profitability and innovation.

For instance, companies in the UK’s FTSE 350 index with no women on their executive committee achieved an average 8.9% net profit margin. Those with at least 25% women executives averaged 13.9%. Women leaders prioritise inclusivity, advocate for employee well-being and foster environments where diverse voices thrive.

Expectations of women in the workplace often differ from those of men, with parenthood being a major factor. Workplaces are often designed on the outdated idea that women are primary caregivers and men are breadwinners.

This dynamic means aspiring female leaders lose flexibility, have less time for personal interests and find job responsibilities competing with family responsibilities. According to PWC’s Time to Talk report, 42% of women feel nervous about the impact children might have on their careers.

Additionally, 48% of new mothers believe they are overlooked for career advancement because they have had children. For many women, the lack of work-home flexibility in C-suite positions deters them from applying for leadership roles.

This is not because women think they are incapable of juggling responsibilities, but because the structure often does not support their needs.

Diversity is not new here at Visions4Health – a UK-based, fully virtual market access organisation founded by Sabina Syed almost 20 years ago.

The trigger for starting the company was to allow Sabina better work-life integration – working full-time in market access, raising two children and not being expected to be in an office or travel unnecessarily. This was especially important in a dual-career partnership where the other half travelled frequently.

At Visions4Health, we have witnessed the power of embracing diversity. Not only does this allow us to hire and retain great people by remaining flexible to their needs, but it is mirrored in our client approach – collaborative, empathetic and strategic. This enables us to develop creative solutions to healthcare challenges and mentor those wanting to join our industry.

“As the primary caregiver for my daughter since day one, finding a career that offers flexibility and is impactful is not easy.

“Visions4Health has made this possible, thanks to the lack of judgement on who or what you are. Bringing different experiences and talents to the table is seen as a strength and enhances how we support our clients. It is diversity in action, something still rare in 2025,” explained Dr David Cunningham, Senior Consultant and former physician and NHS manager.

“I am a working mum and have been at Visions4Health for almost four years. I have had three conversations with management about adjusting my schedule due to childcare needs. Each conversation has been met with empathy, support, and a proactive attitude to achieve outcomes that work for all parties.

“This is refreshing, appreciated and a motivator to do my best for the company and our clients,” reflected Chiara Charkham, MarComms and Operations Lead.

Visions4Health are market access experts and your gateway to local adoption at pace.