3.6 Diversity at Board and Executive Committee level

3.6 Diversity at Board and Executive Committee level

This section includes the information required pursuant to articles 3:32, §2 and 3:6, §2, 6° of the BCCA (previous articles 119 §2 and 96, §2, 6° of the Belgian Companies Code).

Diversity at UCB is defined as the collective richness of people’s unique backgrounds, life and cultural experiences.

At UCB, diversity and inclusion are intrinsically linked with UCB culture: it is consistent with UCB’s sense of purpose, strategies and values. UCB’s cultural intelligence is a critical enabler in the value we bring to our patients.

Whereas diversity in itself will not necessarily create greater value, bringing diverse thoughts and perspectives to work effectively together and to create an environment where diverse ideas and dialogue are welcome, enable UCB staff to fully contribute to the creation of patient value.

In recent years, UCB’s commitment to diversity and inclusion has been accelerated by raising awareness across the organization. Specifically for leadership, the focus has been on:

  • highlighting the importance of diversity and inclusion in UCB’s key HR processes, such as recruitment and talent management;
  • simulating gender balance scenarios in the management succession planning;
  • measuring employee’s opinions on UCB’s diversity and inclusion culture through a regular Employee Engagement Survey; and
  • ensuring a well-rounded senior leadership pipeline that has been exposed to diverse professional and cultural experiences.

Diversity at the Board level

For the Board of Directors, all legal requirements in Belgium have been followed and have been integrated into the Board recruitment and nomination process. When replacements or appointments for the Board are considered, UCB systematically takes into account how it will enhance gender diversity of the Board.

The Board is currently made up of 13 members of which 5 women and 8 men, with 5 nationalities represented. The chair of the Board is also a woman. 

Following the General Meeting held on 25 April 2019, the diversity characteristics for the Board can be visualized as follows:

Age
Diversity – Board by age (pie chart)
Nationality
Diversity – Board by nationality (pie chart)
Gender
Diversity – Board by gender (pie chart)
Tenure
Diversity – Board by tenure (pie chart)
Status
Diversity – Board by status (pie chart)

Diversity at Executive Committee level

For our Executive Committee roles, we do not have a formal diversity policy. We do monitor the talent pipeline from a diversity perspective, ensuring a robust and diverse succession plan is in place, and any recommendations for future composition are made firmly on this basis.

Today, UCB’s executives come from a diverse education and multi-disciplinary professional backgrounds. During 2019, the committee was made up of 13 members of which 3 women and 10 men with 6 nationalities represented.

At the end of 2019, the diversity characteristics for the Executive Committee can be visualized as follows :

Age
Diversity – Executive Committee by age (pie chart)
Nationality
Diversity – Executive Committee by nationality (pie chart)
Gender
Diversity – Executive Committee by gender (pie chart)
Tenure
Diversity – Executive Committee by tenure (pie chart)

As of 1 February 2020, the committee is made up of 9 members of which 2 women and 7 men, with 5 nationalities represented. The size of the Executive Committee was adjusted to enhance the focus on the company’s core activity areas with increased agility, allowing UCB to further evolve its patient value strategy.

The approach today is not to formalize diversity and inclusion in a set of policies, but to actively promote a culture and practice of diversity and inclusion.

To learn more about diversity and inclusion in general at UCB visit Diversity and inclusion section.