“Inclusive recruitment is one of priorities for AstraZeneca Portugal.”

Leaders League: You recently assumed the role of HR Director at AstraZeneca Portugal, in addition to your position as Legal Director. Can you share the diversity and inclusion initiatives implemented?

Maria João Maia : AstraZeneca's inclusion and diversity policy is based on three essential pillars: inclusion, diversity and impact. In terms of inclusion, our focus is on creating an environment where everyone can express their authenticity, regardless of their background, culture, gender identity, religion, sexual orientation, and other individual aspects. Therefore, we have various speak-up and outreach moments to encourage feedback, employee groups dedicated to various topics, and we also have a "Fun Squad". These groups regularly share with management the feedback they collect from employees, and we act on this feedback.

To this end, we hold "Walk the Talk Sessions" twice a year, where the directors respond to some of the issues raised by employees, communicating in a very transparent way what is going to change and what is not, explaining the reasons for this. In addition, we believe it is important for people to be part of the decision-making process and to participate in decisions, which is why we regularly carry out surveys and focus groups to work on employer branding and to understand what the pain points are and what we can change.

In the Diversity pillar, we endeavour to create a level playing field so that everyone can reach their full potential. We have a significant representation of women (63 per cent), including in leadership positions, with the proportion rising to 65 per cent. We monitor pay equity to ensure there is no gender pay gap, we have a maternity support room and we have implemented gender-neutral parental leave, allowing men to have the same days that women usually have.  On the other hand, we promote awareness-raising sessions and "inclusive talks" on various topics such as LGBTQIA, mental health, among others.

"We hold "Walk the Talk Sessions", where the directors respond to issues raised by employees, communicating in a very transparent way what is going to change and what is not.”

This year, we started raising awareness about the power of neurodiversity with educational sessions and implemented tools to help our neurodivergent colleagues thrive.

Finally, in the impact pillar, we are focused on contributing to a more equitable society and creating a positive socio-economic impact. We choose to work with suppliers who share our values and priorities, and we opt for inclusive and diverse partners. In all team building activities, as well as corporate events and employee engagements, we ensure that we include a social responsibility action aligned with our values and Inclusion and Diversity policy.

How to promote inclusive recruitment in the workplace?

Inclusive recruitment is also one of our priorities. At the beginning of 2023, AstraZeneca Portugal was the first company in the pharmaceutical industry to join the Inclusive Community Forum (ICF), a group of national and multinational companies, led by NOVA SBE, which is dedicated to the lives of people with disabilities, focusing on education and employability. AstraZeneca Portugal was also recently distinguished by the Portuguese Association for Diversity and Inclusion (APPDI) with the "Diversity Seal" in the Recruitment, Selection and People Management Practices category. This recognition follows on from the work we have been doing on inclusive recruitment, which includes hiring people with disabilities.

How is AstraZeneca Portugal promoting mental health and psychological well-being among its employees, and what initiatives have been implemented?

 Mental health and psychological safety are also priorities for AstraZeneca Portugal. We created a project called “BalanAZ” focused on well-being, especially in mental and physical health. We have been working, particularly with line managers, to create healthy workplaces, identify warning signs, and establish conditions where everyone can thrive, excel, and achieve their full potential—emphasizing the importance of having a healthy mind. We have an internal app, HealthMind2, that allows employees to have immediate access to internal or external psychological support. In May this year, AstraZeneca Portugal received two important awards for our efforts in this area: the Thriving at Work award from Mind Alliance and the Healthy Workplace award from the Psychologist Bar Association.

 How does AstraZeneca Portugal foster a positive work environment and achieve such low employee turnover in a highly competitive industry?

At AstraZeneca, we care about our employees, and this is reflected in the company environment and in our people. The metrics really show this. For example, even though the pharmaceutical industry is very competitive, the turnover rate at AstraZeneca Portugal is only 1%. Not only were we considered a Top Employer for the fifth year running, but we also ranked first as the Best Company to Work For.