Like all industries, life sciences companies want to find the best possible talent to enhance our teams and help us think about today’s challenges, and tomorrow’s, in a different way. However, our collective, historic approach to recruitment trends more towards checking boxes on someone’s degrees, number of years of direct experience and other certifications that ultimately end up limiting our talent pool…to our detriment.
What If…we adopted a more inclusive approach to recruitment by valuing an individual's unique lived experiences and talents in addition to the professional roles that they may have had?
Recently, as part of series of conversations during Takeda's DE&I Month, I had the opportunity to pose this question to my colleague, Michaela Morton, U.S. Institutional Population Health Lead for our Plasma Derived Therapies Business Unit, which you can watch here. Her answer underscores why those lived experiences are key to expanding the talent pool. It’s also why Takeda is making strides to look beyond the resume by redesigning some job descriptions to remove unneeded educational requirements or years of previous experience.
What are some other ways you are creating a more inclusive approach to recruitment that incorporates someone’s lived experiences?
#Leadership #Inclusivity #Talent
