CASE STUDY: ANALYZING DIVERSITY AT PHARMA GIANT PFIZER

Recently, pharmaceutical powerhouse Pfizer stepped up its diversity program. Its chief
diversity officer, Karen Boykin-Towns, explained: “We asked ourselves, is it really all that
it could be and are we capitalizing on diversity? We said, ‘We can do more.’

The company has created 53 Colleague Resource Groups (CRGs), whose focus is to
foster an inclusive culture and contribute value to the business. These groups are open
to everyone and are supported by senior executives who act as sponsors, including those
who are ethnically or racially different from the groups they counsel. Some CRGs act as
focus panels for corporate advertisements. Others serve on the Business Maximization
Subcommittee, providing input on business issues that might affect diverse customers.

Moreover, Pfizer conducts an annual pay-equity analysis to ensure that women and
people of color are not discriminated against in compensation—which is often a thorny
issue in the battle for true inclusion. Recently, Pfizer India conducted focus groups of
leading women in sales and high-profile female physicians to discuss career goals,
challenges, and opportunities.

Your Task.

1. In what ways might Pfizer benefit by diversifying its staff?

2. What competitive advantages might it gain?

3. Summarize your discussion