Breaking Barriers: From Gendered Perceptions To Inclusive Leadership
By Laryssa Wozniak
Leadership in pharma involves fostering a culture where everyone can thrive. This means questioning assumptions, amplifying diverse voices, and creating environments where authenticity and empathy are recognized as strengths. After over 20 years of navigating the pharmaceutical industry, I’ve seen how gender stereotypes can limit leadership potential and impact workplace dynamics.
The Impact Of Gender Stereotypes On Leadership Perception
Gender stereotypes often create unspoken expectations about how individuals should lead, shaping perceptions of competence, authority, and approachability. These biases affect everyone. For example, men are frequently expected to project confidence and assertiveness, while women may face expectations to be nurturing or accommodating.
Early in my career, I was encouraged to lead with less emotion. This implied that my natural style — grounded in empathy and collaboration — was less effective. Over time, I realized that leadership entails leveraging our unique qualities to inspire and drive results.
Rethinking Apologies And Perceptions Of Strength
One experience that made me reflect on perceptions of apologies involved a male colleague who modeled respectful behavior. He often apologized in moments when he felt it was considerate to do so — whether arriving late to a meeting or unintentionally interrupting someone. I saw his apologies as thoughtful and respectful, enhancing his reputation as a considerate leader. However, it also raised questions about how apologies are perceived more broadly and whether others might interpret them differently.
In professional environments, men are often associated with boldness and decisiveness, while women are frequently advised to avoid apologizing, as it can be seen as undermining authority. Research shows that women tend to apologize more often because they perceive a broader range of actions as requiring one. These apologies are sometimes dismissed as unnecessary or a sign of weakness. At the same time, similar behavior in men is more likely to be seen as a display of humility or emotional intelligence.
This highlights the importance of discerning between "space-filling" apologies — those used out of habit to fill silence or preempt conflict — and apologies that serve as genuine expressions of courtesy, humility, or accountability. When offered authentically, apologies are a sign of respect and an opportunity to build trust and connection.
This example underscored for me the need to reevaluate how we perceive leadership behaviors through a gendered lens. Regardless of who offers them, apologies can strengthen trust, foster connection, and demonstrate accountability. Rather than discouraging apologies, we should recognize and value the courage it takes to own mistakes and lead with authenticity.
The Business Case For Inclusive Leadership
Inclusive leadership creates value. Research consistently shows that diverse teams outperform homogeneous ones. According to a McKinsey & Company report, companies with greater gender diversity in leadership are more likely to achieve above-average profitability. In pharma, where innovation drives patient outcomes and organizational success, fostering inclusive leadership is essential.
Encouraging diverse perspectives within the teams I have the privilege of leading has consistently led to better decisions. Creating spaces where individuals feel empowered to share their ideas fosters solutions that resonate more deeply with stakeholders. Curiosity plays a central role in this process. By asking thoughtful questions, listening without judgment, and exploring perspectives that challenge my own, I strive to cultivate an environment where every voice is valued, and ideas are genuinely heard.
Curiosity fuels open dialogue and deeper understanding. It encourages teams to explore new ideas, challenge assumptions, and uncover creative solutions. Collaboration strengthens, and innovation flourishes when differing perspectives are welcomed and actively explored. Through this exchange, we maximize the impact of diverse thinking — driving growth, improving problem-solving, and ultimately creating stronger outcomes for both teams and the patients we serve.
Addressing Barriers To Equity for Everyone
Achieving equity in leadership requires addressing stereotypes that constrain both men and women. Men may feel pressured to avoid expressing vulnerability or prioritizing work-life balance, fearing it might undermine their perceived commitment. Women often face heightened scrutiny and biases questioning their authority or ambition.
Organizations must take deliberate steps to challenge ingrained biases and redefine leadership norms. Leadership development programs should emphasize empathy, adaptability, and collaboration —qualities that transcend traditional gender expectations. Bias training, mentorship initiatives, and transparent promotion criteria must address biases broadly, ensuring they reflect the challenges faced not only by women but also by men. Overlooking biases that affect men can perpetuate stereotypes and, in turn, hinder progress for women. A balanced and inclusive approach creates pathways to success for all employees and fosters an environment where diverse leadership styles can thrive.
Practical Steps for Inclusive Leadership
Building a leadership culture that fosters inclusivity starts with intentional actions. Based on my experiences, here are some practical steps:
- Challenge stereotypes at every level: Open conversations about gender expectations create awareness and help dismantle biases.
- Model vulnerability as a strength: Leaders can build trust and authenticity by expressing humility, seeking feedback, or admitting when they don’t have all the answers. These actions show courage and set an example for others, creating an environment where openness and growth are valued.
- Celebrate acts of humility and authenticity: Fostering a culture that embraces vulnerability requires more than individual leadership — it demands enterprise-level participation. Recognizing and celebrating acts of humility and authenticity reinforces their importance across the organization. Publicly acknowledging these behaviors, whether through leadership programs, peer recognition, or companywide initiatives, helps cultivate a leadership culture of inclusion and emotional intelligence.
- Redefine leadership qualities: Traits like empathy, resilience, and adaptability should be celebrated alongside strategic thinking and decisiveness.
- Promote mentorship and sponsorship: Pair emerging leaders with mentors to navigate challenges and build confidence in their distinctive leadership styles. Emphasizing each leader's individuality fosters a culture where diverse perspectives and approaches are valued, paving the way for innovative and inclusive leadership.
- Measure progress: Tracking diversity and inclusion metrics ensures accountability and celebrates milestones reflecting cultural change.
Looking Forward: A Vision For Inclusive Leadership
Creating an inclusive leadership culture in biopharma is about embracing individuality while fostering collaboration. Challenging stereotypes allows individuals to lead authentically, driving innovation and achieving better outcomes for patients, teams, and organizations alike.
We must continue asking: Are we creating spaces where everyone feels valued? Are we holding ourselves accountable for fostering environments where diverse leadership styles can flourish? By prioritizing inclusivity and equity, the pharmaceutical industry can reflect the myriad realities of the people it serves.
About The Author:
Laryssa Wozniak is an entrepreneurial and growth-oriented commercial leader with over 20 years of experience in the biopharmaceutical industry. She is currently the Senior Director of Marketing at Immunovant.