Advancing Diversity at LifeSci Advisors

Since we announced our comprehensive action plan to advance gender diversity in the life sciences industry in April of 2016, we have been working hard to make our plan a reality. We have partnered with pioneering organizations Women In Bio and Girls Inc. of New York City to provide mentorship and advancement programs for women and girls in the STEM (science, technology, engineering, and math) fields, started our own board diversity initiative, created the LifeSci Advisory Board on Gender Diversity, doubled our internal female workforce and taken additional steps to become change agents in increasing gender diversity in the life sciences industry. We want you to use this website as a resource for learning more about the gender diversity gap in our industry, connecting with fantastic organizations that are addressing and finding creative solutions to this issue, staying up-to-date on LifeSci Advisors’ progress with our own initiatives, and learning about ways you get help and get involved.

At any time, you can email us with questions, inquiries, referrals, suggestions or feedback.


Stats and Sources:

Stocks of companies with at least one woman on the board outperformed stocks with no women on the board by 26% over the course of the last six years.

Source: “Gender Diversity and Corporate Performance”,
Credit Suisse Research Institute, August 2012

Women held 12% of the total Board seats among the 53 companies in the Life Science IPO Class of 2014 survey, compared to 19% of Board seats held by females among companies in the S&P 500 Index.

Source: Odgers Berndtson analyzed the Board Practices of 53 US-Based leaders in Life Sciences innovation; 2014 Catalyst Census: Women Board Directors.

“Public companies with women directors produce superior returns, manage risk better, and attract and retain more talent than companies that don’t have women on their boards.”

Source: Luis A. Aguilar, SEC Chairman “Women Board Members Lead to Better Returns, SEC’s Aguilar Says”, Bloomberg News, May 22, 2013

The findings were startlingly consistent: for companies ranking in the top quartile of executive-board diversity, ROEs were 53 percent higher, on average, than they were for those in the bottom quartile. At the same time, EBIT margins at the most diverse companies were 14 percent higher, on average, than those of the least diverse companies (exhibit). The results were similar across all but one of the countries we studied; an exception was ROE performance in France; but even there, EBIT was 50 percent higher for diverse companies.

Source: McKinsey Quarterly April 2012 “Is there a payoff from top team diversity?”