PBN 2022 Diversity Equity & Inclusion Awards
Biotechnology: Amgen Rhode Island
AT AMGEN RHODE ISLAND, having a workforce that reflects the diversity of the patients the West Greenwich-based biopharmaceutical company serves – and being intentional in creating an environment in which every staff member can flourish and deliver for those patients – isn’t just a lofty ambition. That notion is infused into the company’s DNA.
Monika Soban, Amgen’s director of manufacturing and site diversity, inclusion and belonging lead who has been with Amgen since 2003, says the company consistently encourages staff to be open about their identity, heritage and cultural beliefs. Amgen’s hiring and retention philosophy, she says, is to attract talent from diverse candidate pools and to consider the full breadth of what an individual’s background and experience can bring to their role at Amgen.
“We strive to provide staff members with mentorship and career development opportunities to help them achieve their full potential,” Soban said.
Amgen’s dedication extends beyond its own team to the local community, where the company makes a huge impact through charitable outreach, including supporting local organizations through employee-driven philanthropy with matching gifts and volunteer service programs. The company also works with local schools to improve science literacy and to help develop a pipeline of diverse thinkers.
In just the last year, Amgen has given $420,000 in grant money to local organizations to help promote social equality.
In addition to developing a relationship with Washington, D.C.-based Howard University, Amgen has partnerships with Brown University, the University of Rhode Island, Northeastern University and strong engagement with the National Society of Black Engineers. Via its relationship with Skills for Rhode Island’s Future, Amgen hires first-generation college students from diverse communities across the state for future careers in the biotechnology industry and actively recruits by participating in college and university career fairs and information sessions.
To promote and grow a robust and successful diversity and inclusion program, Soban says it is crucial that all members of the organization must be invested in building an inclusive culture and all staff must recognize the importance of diversity in the workplace.
“It’s critical to know how diversity, inclusion and belonging efforts are impacting every employee at every level,” Soban said. “Provide tools to your leaders to help them develop an inclusive leadership mindset and behavioral expectations so they can foster the stronger connection with their teams and colleagues.”
Amgen uses employee resource groups to promote and support, as well as illustrate, the impact and value that the diversity and inclusion efforts have on Amgen’s business. ERGs are organized around a primary diversity dimension and designed to promote employee development, professional growth and inspiration. Some ERG activities include networking events, community and volunteer activities, health care topics relevant in local communities/public speaking events, mentoring programs and cultural awareness.
Vera Tyagi, Amgen’s director of human resources, says many times leaders do not know where to start, so they consider bringing external consultants to help them. What leaders need, she says, is to connect with their staff and have the right conversations about what is important to them and what will make them feel like the environment is inclusive and belonging.
“The most popular methods are to include staff at all levels of the organization and allow them to engage in a meaningful way with people at their organizations,” Tyagi said. “We build this through our ERGs, where members engage with each other by planning diversity and inclusion events, sharing what makes Amgen a great place to work and helping to recruit great talent to be a part of something special.”
Ultimately, Soban says, diversity, inclusion and belonging must be embedded in everything, including business practices, policies and processes.
“As a company, we understand that an inclusive and diverse workforce helps us to fuel scientific innovation and problem solving, leading to better solutions,” Soban said. “Achieving a sustained culture requires everyone’s participation in creating an environment where inclusion and a feeling of belonging is the norm. This is a learning journey that we are taking together to become better allies and advocates.”
