Gender Bias

False. EVP of Sales and VP of Oncology Sales are both female at BRL with many other sales mgmt below them being female.

 

The Renal Division only has 2 RSMs that are female and no female VPs (except in HR, of course).

 

Get your biscuits in the oven and your buns in the bed! - K. Freeman

 

Guess it will be another white guy to replace Jose and John A.?

 

We certainly hope so!

 

No way. Promotions from within just like they promised us in Q3.

 

How women can empower themselves to close biopharma's gender pay gap

Businesses and governments are only just beginning to address the gender pay gap. But even with the increasing government legislation and transparency from companies, the pay gap could still take more than 50 years to close, according to the Institute for Women's Policy.

In the meantime, women must step up and address the pay disparity in their own lives, a reframing, perhaps, from the pre-#MeToo era, when women often had to rely on someone else to do this for them. Panelists at MM&M's Hall of Femme event in New York discussed how women should show their worth and advocate for pay equity in their own careers.

One method is deceptively simple: Directly ask for more money. And one way to make that conversation easier is by understanding your worth.

“We should not focus on what someone else might be making, and instead make a commitment to understand what your worth is in the marketplace,” said Amy Turnquist, EVP of sales at eHealthcare Solutions.

Turnquist suggested joining professional organizations and knowing applicable state laws related to pay discrimination, as ways ofhelping women understand their worth and ultimately negotiating a better salary.

One area women can show it by expressing natural empathy, panelists suggested. Empathy is not only useful for dealing with colleagues in the workplace, it can help women be better leaders and better relate to their customers or patients.

“Empathy is relating to your audience and being authentic,” explained Ericka Higgins-Tothe, senior director of omni-channel marketing at Novo Nordisk. “It helped me as a leader within my team to help make connections and deal with people on a one-on-one basis. It helped me driving connections across the company, putting yourself in their shoes and finding out what matters to them. Empathy helps with your customers and better understanding them, and that elevates us as marketers overall.”

With the industry's focus on being patient-centric and focused on the patient journey, being able to empathize with patients when developing a campaign or bringing a drug to market is a huge benefit for marketers.

The panelists also encouraged women to seek out mentors and sponsors, develop their personal brand, and build relationships with their network.

While mentors are good for helping guide one's career, the panel said what can be more important is finding a sponsor, someone to advocate for you after you've left the room.

“You have to do your part,” said Vidya Raman, an advisor to healthcare systems and startups. “It's the brand you want to leave behind when the door is shut. What are they saying about you, so that the sponsor in the room can make a case [for you]. You still have to do your part.”

Ultimately, building relationships, finding advocates, as well as knowing and showing your worth can help women build their own careers, but the panelists also urged women to do the same for others, either helping out other women earlier in their careers or advocating for a colleague.

“It all goes back to empathy again and ties back to relationships,” Rivera said. “As female leader, or any leader, one of the things I challenge people to do is find the people in the room who might not be saying anything and try to tease that out. Just a simple, ‘So-and-so, what do you think?' can empower somebody to find that voice.”

 

Can't wait to see who KM hires for the two open RSDs positions. More white guys, I am sure.

 

Because we all know that affirmative action trumps qualifications? What BS!

 

Yep, another white guy gets promoted to a position that wasn't publicized.

 

No surprise.

 

At least, the latest White Guy promotion was posted and not just "given" to a white guy. JA was forced to take the position and pushed out. RR was given the promotion and a very nice raise. Weird, how everyone knows about the big raise to a non-PC RBD winner?

 

JA is a walking FUBAR. Please stop that nonsense.

 

That would never happen here.

 

Yep and the sales force didn't even receive a merit increase.

 

Since this thread is about gender bias, let’s disclose our gender and base salary. This survey is for RSS only. We all have identical job descriptions different only by geography. I know, geography plays a role in salary range, but we can just look at ballpark figures to determine gender bias at Opko. I’ll start: female, $118k.

 

Transgender. $250k.

 

Hardee har har.

 

You were free to negotiate your salary. Shame on you if you didn’t do your homework before you accepted the first offer.

 

I guess the only way a female can get promoted at Opko is to leave the company.

The only "internal promotions" went to White Guys (RF, JA, RR, MF).

The only female managers that Opko Renal has are external candidates. No internal promotions for RSMs or Marketing. The 2 females that were in "Executive management" left in December.

Very sad.