Our series started in June to celebrate the LGBTQ+ community working in the life sciences sector. Visibility plays an important role in creating a sense of belonging and security, and being open about gender and sexuality promotes role models for the wider community. This is key in STEM (science, technology, engineering, and mathematics) fields where estimates suggest LGBTQ+ people are around 20% less represented compared to other sectors. Join us as we are joined by inspirational guest speakers to hear about their experiences and hopes for the future. 

DISCLAIMER: All participants are speaking in their personal capacity and not as clients of DLA Piper or as representatives of their company or organisation.

Handle with care. With empathy. Lead and collaborate with kindness.

For our second interview Mathias Schulze Steinen, a Corporate Partner in our Frankfurt office, spoke to Alexander Toro Alvarez, Director of Global Talent Management at ResMed, about his experience, thoughts and insights as someone living openly as his authentic self and working in the life sciences sector. 

Tell us about your journey and any challenges you have faced. 

Alexander reflected that over the course of his career, he has worked in diverse roles across the devices and pharma sub-sectors, leading him to his current role in global mobility. ResMed is a global leader in connected and digital health with the mission to change 250 million lives by 2025. The company offers digital and connected health solutions that help those with sleep apnoea, COPD, and other chronic or respiratory diseases to lead happier, healthier lives in the care setting of their choice, or at home. Currently on his plate is revamping the talent management programme, which requires him to navigate the complexity of a global organisation, across different countries and cultures, jurisdictions, and connecting with different stakeholders to push forward these projects. These challenges, or as he describes it ‘opportunities to stretch’ can be a reason to reflect and connect with others, to get a different perspective and make the decision as a leader with the clarity that you have found. The role involves identifying top talent within the organisation, and where to place them, making sure that the systems and processes around goal setting enable employees to have meaningful conversations with their manager, but also connecting with ResMed’s purpose. Alexander enjoys that aspect of creating equitable opportunities within the organisation and creating a diverse and cohesive work environment. 

What developments are you looking forward to in your field over the next five years?

A development that Alexander finds fascinating is AI, noting that there are similarities with the legal industry. Even more so in the context of the progress over the last five years. Generative AI can be built into those systems and processes mentioned earlier, to make sense of all those aspirations, strengths, and motivations. If we think about using that data to make predictions we can potentially make better quality decisions around promotion and succession. 

What advice would you give LGBTQ+ people thinking of pursuing a career in life sciences?

Diversity and inclusion (D&I) is an area where Alexander noticed a difference in life sciences, in terms of the initiatives and the maturity of those efforts, but has felt that change over the last ten to fifteen years, as with other industries. In his current role he feels that D&I is treated as holistic, not just a one-off training. There is a dedicated international team working to integrate D&I into all aspects of the business, making it a place where you can bring your whole authentic self to work. Life sciences is an area that Alexander feels is very progressive. A key word is respect. Employee engagement groups, not only for LGBTQ+ but for Women, disabled colleagues creates a community where that all important exchange can take place. Not only during Pride month, but throughout the year. Feeding into that is the policies, the processes, the language, and images we use. Are they inclusive? Are they representative? Alexander says he would recommend a career in life sciences because of that progressive nature, and that colleagues he has spoken to also feel it is very modern and takes inclusion seriously. Alexander makes the point that inclusion is important not only because it is the right thing to do, but that that it leads to better results. A win-win. 

A final point from Alexander would be to look at our behaviour, to remember that we work with humans, each with their own history and background. That when we connect individuals with the purpose of the business and they are able to have a meaningful experience, that directly or indirectly that leads us to achieving our strategy – and ultimately to people leading better quality lives.