3.6 Diversity at Board and Executive Committee level

This section includes the information required pursuant to articles 119, §2 and 96, §2, 6° of the Belgian Companies Code (as amended by the Law of 3 September 2017, implementing in Belgium Law the EU Directive 2014/95 dated 22 October 2014 as regards disclosure of non-financial and diversity information by certain large undertakings and groups).

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 4 women and 9 men, with 5 nationalities represented. Upon confirmation of the above-mentioned renewals and appointment by the General Meeting of 25 April 2019 (proposed appointment of Mrs. Jan Berger), the Board will be composed of 5 women and 8 men, with 5 nationalities represented. The chair of the Board is also a woman.

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 2018, the committee was made up of 3 women and 9 men, with 6 nationalities represented.

The size of the Executive Committee reflects UCB’s belief that this is the best guarantee for diversity in experience, knowledge and capabilities.

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.

More information on diversity and inclusion in general at UCB can be found in Our People – Diversity & Inclusion.