2 Diversity and inclusion

The recognition of becoming the patient preferred biopharma leader exists in the eyes of our external stakeholders and will be awarded to UCB only if our people represent the outside world.
At UCB, diversity is promoted so that people, regardless of their race, ethnicity, nationality, religion, gender, age or sexual orientation can contribute to business activities.

UCB further strengthened the diversity and inclusion programs. In the spring of 2018, UCB’s Executive Committee implemented a diversity and inclusion Ambition Statement: ‘we inspire a culture of inclusion by embracing diverse talents, motivating our employees, and leveraging diversity of thought and experience to create value for patients’. This program defines diversity as the collective richness of people unique backgrounds, life and cultural experiences and the diversity of thought this brings. It stimulates creativity, the company’s culture, clarity in communication, and most importantly the critical thinking. It provides guidance on diversity and inclusion.

The new program outlines how the UCB will seek to include diverse profiles of all continents. It also addresses the acquisition of talents with broad cross-functional experiences and to identify adaptive leaders prepared for an ever more rapidly transforming world. Building a diverse and inclusive organization, where people understand the ambition of the Patient Value Strategy, live resilience, behave ethically and with integrity, is key to UCB. This alignment is necessary to have UCB become a sustainable profitable company.

UCB implements measures to promote diversity. Whereas UCB has a 51%/49% balance between men and women within the organization, efforts to advance career opportunities for women at the Executive level is being stressed. Women at Executive level represented 22% in 2012 and over a period of the last 6 years, it increased to 29%. There is a strong commitment to ensure equal opportunity for the positions offered.

 

 

 

 

 

 

 

 

Global level

Admin

Executive

Manager

Sales

Technical staff

People in UCB

7 495

834

147

4 324

1 755

435

Women

49%

62%

29%

51%

49%

19%

Men

51%

38%

71%

49%

51%

81%

 

 

 

 

 

 

 

In countries with staff above 150 people, i.e., China, Germany, Japan, Mexico, Switzerland, U.K. and U.S., 70% of the leadership teams are from within the country (last year was 82%) and the split between women and men is 37% and 63% respectively.

The Talent and Company Reputation department reviews the processes for development and support of women as well as all other vulnerable groups to secure an optimal diversity in UCB’s workforce. In the succession planning at UCB 43% of colleagues are women; hence, women are equally likely to be identified as successors for key positions.

Women In Leadership Global Summit, UCB

At the end of 2018, the first ever Global UCB Women In Leadership (WIL/ WISE) was held, with participants from both the Board, the Executive Committee and participants from the local employee resource groups around the world. A global vison was created and endorsed, and all local teams will in 2019 continue to strategically align to support creating value for our patients.

The Talent and Company Reputation department outlined a program to mitigate unconscious bias in our decision making, especially in relation to our talents. An experience model of unconscious bias was imple­mented with the individual departments and teams. The model identified the characteristics of bias, strengthened the awareness of the team members and identified mitigation plans for unconscious bias. It will be further cascaded into the organization.

In addition, in 2018, UCB adopted the Diversity and Inclusion Maturity Model blueprint, by Bersin by Deloitte, towards building an inclusive culture, based on 6 inclusion leadership principles: cognizance of bias, cultural intel­ligence, collaboration, curiosity, courage and commit­ment. UCB aspires to embrace such inclusive culture and embeds diversity and inclusion as core business values. UCB leaders will be held accountable for improving diversity and inclusion outcomes.

 

 

 

 

 

 

Global level

≤ 29y

30-49y

≥ 50y

People in UCB

7 495

558

4 989

1 968

Women

49%

58%

50%

44%

Men

51%

42%

50%

56%

 

 

 

 

 

9%/91%

Fixed-term/Permanent contract

7%/93%

Part-time/Full-time contract

More information regarding people diversity in UCB can be found in the section Data reporting.