Gender Bias

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anonymous said:
Within less than one year of being hired, Dr. AA has dismantled the entire MSL team and the female director's position was eliminated. The one VP position that was held by a female, JN, was also eliminated 3 weeks prior to the MSL director's job being eliminated. When MB quit her Director position (OC), the company decided to divvy up her job and have two male directors share her responsibilities instead of backfilling her job. Not one male position has been eliminated. The Sales Ops Director that was hired is a male and one female MARKETING person was hired prior to eliminating the VP's, JN, position. There are no longer any females in an executive position in the Renal Division. There is ONE female VP of SALES at BRL.
ONE female in an executive position in the entire Opko Health company.
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False. EVP of Sales and VP of Oncology Sales are both female at BRL with many other sales mgmt below them being female.
 




































How women can empower themselves to close biopharma's gender pay gap

Businesses and governments are only just beginning to address the gender pay gap. But even with the increasing government legislation and transparency from companies, the pay gap could still take more than 50 years to close, according to the Institute for Women's Policy.

In the meantime, women must step up and address the pay disparity in their own lives, a reframing, perhaps, from the pre-#MeToo era, when women often had to rely on someone else to do this for them. Panelists at MM&M's Hall of Femme event in New York discussed how women should show their worth and advocate for pay equity in their own careers.

One method is deceptively simple: Directly ask for more money. And one way to make that conversation easier is by understanding your worth.

“We should not focus on what someone else might be making, and instead make a commitment to understand what your worth is in the marketplace,” said Amy Turnquist, EVP of sales at eHealthcare Solutions.

Turnquist suggested joining professional organizations and knowing applicable state laws related to pay discrimination, as ways ofhelping women understand their worth and ultimately negotiating a better salary.

One area women can show it by expressing natural empathy, panelists suggested. Empathy is not only useful for dealing with colleagues in the workplace, it can help women be better leaders and better relate to their customers or patients.

“Empathy is relating to your audience and being authentic,” explained Ericka Higgins-Tothe, senior director of omni-channel marketing at Novo Nordisk. “It helped me as a leader within my team to help make connections and deal with people on a one-on-one basis. It helped me driving connections across the company, putting yourself in their shoes and finding out what matters to them. Empathy helps with your customers and better understanding them, and that elevates us as marketers overall.”

With the industry's focus on being patient-centric and focused on the patient journey, being able to empathize with patients when developing a campaign or bringing a drug to market is a huge benefit for marketers.

The panelists also encouraged women to seek out mentors and sponsors, develop their personal brand, and build relationships with their network.

While mentors are good for helping guide one's career, the panel said what can be more important is finding a sponsor, someone to advocate for you after you've left the room.

“You have to do your part,” said Vidya Raman, an advisor to healthcare systems and startups. “It's the brand you want to leave behind when the door is shut. What are they saying about you, so that the sponsor in the room can make a case [for you]. You still have to do your part.”

Ultimately, building relationships, finding advocates, as well as knowing and showing your worth can help women build their own careers, but the panelists also urged women to do the same for others, either helping out other women earlier in their careers or advocating for a colleague.

“It all goes back to empathy again and ties back to relationships,” Rivera said. “As female leader, or any leader, one of the things I challenge people to do is find the people in the room who might not be saying anything and try to tease that out. Just a simple, ‘So-and-so, what do you think?' can empower somebody to find that voice.”
 






























anonymous said:
Yep, another white guy gets promoted to a position that wasn't publicized.
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At least, the latest White Guy promotion was posted and not just "given" to a white guy. JA was forced to take the position and pushed out. RR was given the promotion and a very nice raise. Weird, how everyone knows about the big raise to a non-PC RBD winner?
 












anonymous said:
Allergan - Forest gender discrimination $4 million settlement final date approaching
In July of 2012, Sanford Heisler Sharp, LLP filed a gender discrimination lawsuit against Forest Labs (now part of Allergan), on behalf of eleven female sales reps, as well as a class action. The reps alleged that Forest had discriminated against them in terms of both compensation and promotions on the basis of their gender and/or pregnancy status, and in some cases had unlawfully terminated them based on the same.

The full details and accounts of the eleven female sales reps can be viewed in the lawsuit linked here. In many cases, the reps had a record of meeting and exceeding sales goals, winning sales awards, being praised by customers and immediate supervisors, and had performance in the upper percentiles of sales rankings. Yet they were paid less than male counterparts with equal or lesser qualifications and performance, and passed over for promotions. This seemed particularly the case once they were visibly pregnant, or had taken maternity leave. Additionally, time off for maternity leave was not removed from the total time used in calculating rankings, therefore automatically lowering the reps’ rankings when a maternity leave had occurred. Finally, some alleged that they were subjected to gender harassment, ranging from probing questions about pregnancy, inappropriate comments about appearance, to sexual propositions.

In some cases, the reps did report their grievances to their managers and/or Forest Human Resources. Rather than investigating the issues, HR would tend to ignoring resolving the issues, and instead would put the female rep on probation, despite positive sales performance indicators.

Forest has denied all allegations in the case.

In October of 2017, a settlement of this case was reached in the amount of $4 million. The details of the settlement are discussed here. The class includes “all female sales force employees who are or were employed by Forest Laboratories, Inc., Forest Pharmaceuticals, Inc., or any of their affiliates, parents, predecessors, or successors, and assigned to a legacy-Forest position of Sales Representative, Specialty Representative, Hospital Representative, Institutional Representative and/or Regional Sales Trainer in the United States for at least one day between February 6, 2010 and April 3, 2017.”

The objection/exclusion deadline is 4/16/2018, which means that any female in the above listed class who wishes to be excluded from the settlement should submit notification by that date. Those in the class who do wish to be part of the settlement need take no action, as pending final settlement approval, they will be automatically mailed a check for their portion of the settlement (which will be based on the length of time they were employed in the above class). The date of the final hearing regarding the settlement is currently set for 9:00 ET on 5/6/2018.
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That would never happen here.
 






anonymous said:
At least, the latest White Guy promotion was posted and not just "given" to a white guy. JA was forced to take the position and pushed out. RR was given the promotion and a very nice raise. Weird, how everyone knows about the big raise to a non-PC RBD winner?
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Yep and the sales force didn't even receive a merit increase.
 






Since this thread is about gender bias, let’s disclose our gender and base salary. This survey is for RSS only. We all have identical job descriptions different only by geography. I know, geography plays a role in salary range, but we can just look at ballpark figures to determine gender bias at Opko. I’ll start: female, $118k.
 


















anonymous said:
Since this thread is about gender bias, let’s disclose our gender and base salary. This survey is for RSS only. We all have identical job descriptions different only by geography. I know, geography plays a role in salary range, but we can just look at ballpark figures to determine gender bias at Opko. I’ll start: female, $118k.
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You were free to negotiate your salary. Shame on you if you didn’t do your homework before you accepted the first offer.
 






anonymous said:
At least, the latest White Guy promotion was posted and not just "given" to a white guy. JA was forced to take the position and pushed out. RR was given the promotion and a very nice raise. Weird, how everyone knows about the big raise to a non-PC RBD winner?
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I guess the only way a female can get promoted at Opko is to leave the company.

The only "internal promotions" went to White Guys (RF, JA, RR, MF).

The only female managers that Opko Renal has are external candidates. No internal promotions for RSMs or Marketing. The 2 females that were in "Executive management" left in December.

Very sad.
 






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