Certara

Senior Vice President of Regulatory Service Operations

How does Certara support diversity and inclusion?
Purposeful recruiting is at the top of our priorities. We hire for diversity and also retain and provide equal opportunities for people in an environment of inclusion that enables them to thrive. We invest in training on D&I, such as required unconscious bias training for all employees. Another priority is to regularly assess where we are and our progress. Certara is leveraging an engagement survey focused on D&I to pulse the organisation and also survey throughout the year. This helps us understand where we are as an organisation, and build a multi-year plan to advance our efforts.

How is it ensured that diversity and inclusion remain a focus?
Ongoing leadership commitment to D&I is critical, because this is not just another initiative. Culture, innovation, growth, and strategy are intertwined with people and D&I and require the dedication of resources and time. William Feehery, our chief executive, joined the CEO Action for Diversity & Inclusion and committed to concrete steps to building a more diverse and inclusive workplace. The key to making sustainable progress in D&I is to create a robust roadmap and goals incorporated into the strategic plan and have clear accountability. By developing a multifaceted, programmatic approach, we can embed D&I into our everyday activities.

What are the key benefits of these initiatives?
Recruiting for diversity and creating an inclusive environment builds a diverse, global community that promotes the sharing of different ideas and improves productivity, innovation and decision-making. Certara continues to advance a culture of inclusivity and openness to support our people, which generates great ideas and innovation. This also means that we are willing to have difficult and uncomfortable conversations. Developing talent and offering professional development and career paths not only grows employees but also retains them. I was fortunate to have mentors throughout my career. My first leadership role was a direct result of my mentoring relationship; without my mentor seeing my potential, I most likely would not have been considered for the role.

Are there any challenges?
Managing the day-to-day business takes time and effort. It can be hard to find the time and energy to focus on D&I continually, so the attention can wax and wane. We also need to be aware and understanding of the needs of employees and respect their privacy. Every individual has their preferences, and we need to be mindful. This is why training on unconscious bias is critical, and raising consciousness regarding impactful behaviours, such as micro-aggression.

Is there enough attention on D&I in the industry?
The life sciences industry has a long way to go. Diversity in STEM fields varies widely, with women as well as Black and Latinx workers consistently under-represented. Addressing these gaps and systemic racism will require corporate investment in resources and ongoing commitment to meaningful change. D&I should be incorporated into strategic plans for the organisation and everyone’s goals and objectives. It also needs employees to evolve thinking and to take ownership of their role in D&I. We all have to be proactive to promote anti-racist behaviour. Staying silent is not okay. We also have to collaborate in the life sciences industry and share best practices and key learnings.