How do you prioritise diversity and inclusion within your legal department, and what initiatives have you implemented to foster a more inclusive and equitable work environment?

Pfizer’s Legal Division is so proud of the many accomplishments and work that has been done to foster a culture of Diversity, Equity, and Inclusion (DEI). A culture where all colleagues feel included, are treated equitably, can contribute fully, and have opportunities to develop professionally.

In the past year we have worked to establish metrics and support transparency in our efforts and communications to enable a culture of DEI. We have worked to create an Inclusive Culture, an environment for all colleagues within the Legal Division that values their opinions, fosters their engagement, and connects them to the goals of the Legal Division. We have launched Diversity Programs such as the Diverse Colleague Mentoring Program, the Equity in Action Summit, the DEI Hiring Best Practices Guide and the Legal Division Diversity Career Fair. As part of the Colleague and Manager Development effort, we develop and disseminate training programs and tools to individual contributors and managers to advance professional development, growth, inclusion, and equity. We are also engaging with networks like the Association of Corporate Counsel and participating in discussions on diversity and inclusivity within the legal community.

These initiatives demonstrate a comprehensive approach to prioritising diversity and inclusion within the legal team, contributing to a more inclusive and equitable work environment. Still, it’s important to continue these efforts and seek new ways to enhance diversity and inclusion within Legal.