Diversity & Inclusion in Biotech Jobs: Building a More Equitable Workforce for Recruiters and Job Seekers
The biotechnology sector is a cornerstone of modern science and medicine, driving breakthroughs that shape our understanding of diseases, agricultural processes, and environmental sustainability. From innovative gene-editing techniques like CRISPR to the rapid development of vaccines, biotech professionals play a crucial role in improving global health outcomes and addressing some of the world’s most urgent challenges. Yet, for all its potential to drive progress, biotech—like many STEM fields—continues to wrestle with issues of diversity and inclusion (D&I).
Despite mounting evidence that diverse teams foster innovation and better financial performance, women, ethnic minorities, people from lower socioeconomic backgrounds, and other underrepresented groups still face hurdles in the biotech job market. These hurdles can manifest in various ways: from unequal access to quality education and mentorship, to biases in hiring and promotion. This underrepresentation isn’t just a social concern—it has tangible impacts on research outcomes, product design, and workplace culture. When certain perspectives are missing, blind spots develop that may lead to less inclusive or even ineffective biotechnological solutions.
The current state of diversity in biotech reflects both the broader challenges of STEM fields and specific barriers unique to biotech. Certain branches of biotechnology—such as pharmaceutical R&D, medical device engineering, or agricultural biotech—may have different levels of diversity. However, across the industry, statistics often indicate that leadership roles and high-level research positions are less diverse than entry-level or operational roles.
Why is this a concern for both employers and job seekers? At the most basic level, a homogenous workforce risks producing one-dimensional strategies, products, or insights. Inclusive teams are more likely to identify novel approaches to complex problems, because they leverage a wide range of experiences and cultural insights. Furthermore, forward-thinking biotech companies understand that D&I is essential for meeting ethical responsibilities, attracting top talent, and remaining competitive in a global market. For job seekers—particularly those from underrepresented backgrounds—knowing how to navigate the biotech landscape and find inclusive employers is critical for career advancement.
In this article, we’ll delve into the benefits of inclusive teams for biotech innovation, explore the barriers to entry that underrepresented groups face, and highlight best practices used by leading organisations. We will also provide actionable strategies for both job seekers and employers aiming to foster a more equitable biotech workforce in the UK and beyond. From government-backed apprenticeships to grassroots mentorship programmes, there are many ways to enhance D&I in biotech. By understanding the scope of the issue and actively working toward solutions, we can ensure that the next generation of biotechnology breakthroughs is shaped by a truly diverse community of innovators.
Barriers to Entry
Despite the promise of high-impact work and competitive salaries, certain groups remain on the margins of the biotech sector. These barriers often appear early—well before individuals reach the hiring stage. Below, we examine the gender and racial gaps seen in biotech, alongside socioeconomic challenges that can limit entry into this rapidly evolving field.
Gender and Racial Gaps in Biotech Education and Hiring
Biotechnology draws on multiple scientific disciplines—molecular biology, biochemistry, genetics, and more—requiring robust STEM (Science, Technology, Engineering, Mathematics) education. Yet, research shows that biases and stereotypes can affect how girls and boys (or students from different racial backgrounds) are encouraged or discouraged from pursuing STEM subjects at school. Similar to other tech-driven fields, the persistent idea that biotech or advanced science is ‘male-dominated’ or best suited for certain ethnic groups can dampen aspirations for many young learners.
Once students from underrepresented backgrounds do choose to study biotech-related subjects at university, additional barriers can arise:
Isolation: Finding mentors, role models, or peer support groups can be difficult if the programme has few women or students from minority backgrounds.
Bias in Internships and Fellowships: Highly sought-after placements in renowned labs or biotech companies may inadvertently favour candidates with certain academic connections or references, often filtering out deserving applicants from non-traditional backgrounds.
Unequal Funding Opportunities: Scholarships or grants may not be equitably distributed or well-publicised to underrepresented communities, limiting who can afford advanced degrees—especially PhDs or postdoctoral research positions.
At the hiring stage, unconscious bias and narrow recruiting practices can further hinder the prospects of qualified candidates. Word-of-mouth hiring or references from existing employees, for example, can perpetuate a homogenous workforce if companies do not actively recruit beyond their usual circles. This creates a cycle where underrepresented groups remain underrepresented in biotech roles, especially at senior levels.
Socioeconomic Challenges Limiting Access to STEM Programmes
Beyond gender and racial gaps, socioeconomic factors also play a critical role in shaping who enters biotech. High tuition fees, cost of living in biotech hubs like London or Cambridge, and the need to fund unpaid lab placements or internships can all be prohibitive for students from low-income families. Moreover, well-resourced secondary schools—often located in more affluent areas—are more likely to offer advanced STEM courses, experienced science teachers, and extracurricular clubs that prepare students for biotech degrees. In contrast, schools in underserved regions may lack up-to-date lab equipment or specialised teachers, leading to a disparity in educational outcomes.
Additionally, if family members or guardians are less familiar with STEM pathways, students can miss out on vital information regarding scholarships, apprenticeships, or career paths. Coupled with the high costs of postgraduate education, these factors can mean promising students opt for less expensive or more immediately accessible career routes outside biotech.
Tackling these socioeconomic barriers calls for targeted strategies—ranging from government-backed initiatives (like bursaries and subsidised research programmes) to corporate social responsibility efforts from biotech firms (like outreach events and funded summer schools). Only by addressing these structural issues can the biotech industry unlock the full potential of talented individuals from all backgrounds.
Successful D&I Initiatives & Best Practices
Fortunately, many organisations—ranging from global pharmaceutical giants to small biotech start-ups—are actively working to improve diversity and inclusion. In this section, we shine a spotlight on companies leading in inclusive biotech hiring and examine the importance of partnerships with universities and mentorship programmes that can bring about long-term, systemic change.
Spotlight on Companies Leading in Inclusive Biotech Hiring
GlaxoSmithKline (GSK): A UK-based pharmaceutical and biotech leader, GSK invests in diversity through targeted graduate schemes, ensuring women and minority candidates have clear pathways to leadership. Their annual diversity report outlines progress against set objectives, such as increasing female representation at executive levels and fostering inclusive workplace policies.
AstraZeneca: With major R&D hubs in Cambridge, AstraZeneca has launched mentorship initiatives to help early-career scientists—particularly those from underrepresented backgrounds—advance their research goals. They also partner with universities to offer scholarships, placing emphasis on building talent pipelines that reflect the diversity of their patients.
Genomics England: As a key player in the UK’s 100,000 Genomes Project, Genomics England has taken steps to ensure that the genomic data used in their research is reflective of the UK’s multi-ethnic population. By collaborating with community groups, they aim to diversify research participants and, in turn, the workforce that handles genomic data.
SME Biotech Start-ups: While they may not have the resources of large pharmaceutical firms, smaller biotech companies often cultivate close-knit cultures where employees are encouraged to share unique perspectives. Some start-ups form external advisory boards or D&I committees to guide inclusive hiring practices from the ground up.
The common thread among these organisations is an institutional commitment to diversity, marked by transparency, accountability, and genuine efforts to make structural changes. Regular data reporting, clear targets for diversity, and comprehensive training on unconscious bias are just a few of the ways these companies are fostering more equitable biotech teams.
Partnerships with Universities and Mentorship Programmes
Higher education is a key gateway to biotech careers, making partnerships with universities essential for building a more equitable biotech workforce:
Scholarships and Fellowships: Leading universities partner with biotech companies or philanthropic organisations to offer scholarships aimed at underrepresented groups. For instance, certain STEM scholarships place particular emphasis on supporting first-generation college students or those from low-income backgrounds.
Industry-Funded Research Projects: By funding specific research tracks, biotech firms can influence the topics universities prioritise. Explicitly allocating funds to projects led by female scientists or minority researchers helps diversify research leadership.
Internship and Placement Opportunities: Collaborating with universities to create structured internship programmes ensures a consistent flow of students into biotech roles, allowing underrepresented groups to gain hands-on experience.
Mentorship Schemes: Formal mentorship programmes can bridge the gap between academia and industry. For example, undergraduates might be paired with mid-career professionals in biotech who provide guidance on lab skills, research methods, career planning, and workplace culture. These mentoring relationships can be transformative, offering both technical knowledge and moral support.
Beyond university-based initiatives, community organisations and non-profits also play vital roles. Outreach programmes aimed at secondary-school students—particularly in underserved areas—can inspire an early interest in biotech. Workshops, hackathons, and biotechnology fairs help demystify the field and showcase tangible career pathways.
Collectively, these successful D&I initiatives demonstrate that structural change in biotech is possible. By investing in scholarships, mentorship, and deliberate hiring practices, companies and educational institutions not only help individual students and employees but also strengthen the entire biotech ecosystem. When more voices, perspectives, and backgrounds inform research and development, the potential for transformative discoveries grows.
How Job Seekers Can Advocate for Inclusion
While systemic efforts are critical, job seekers—including those from underrepresented groups—have the power to influence and shape the biotech sector from within. Below are strategies for those entering or advancing in the field, along with resources for scholarships, grants, and mentorships that can open doors to new opportunities.
Strategies for Underrepresented Groups to Break into Biotech
Leverage Transferable Skills: Even if you don’t have an extensive background in biotechnology, related experience in fields like chemistry, bioinformatics, data science, or clinical research can serve as a strong foundation. Highlight how your unique perspective—cultural, educational, or disciplinary—can add value to biotech projects.
Pursue Specialised Training: Depending on your interests, consider short courses or certificates in targeted areas like CRISPR, immunotherapy, cell culture, or regulatory affairs. Universities and online platforms often provide these micro-credentials. Some might be free or discounted if you belong to an underrepresented group.
Showcase Practical Work: If you’re still in school or early in your career, focus on building a portfolio of practical experiences—lab projects, dissertations, research collaborations, or even volunteer work in science outreach programmes. Document your contributions and any measurable outcomes.
Seek Out Biotech-Specific Networks: Groups like Women in Bio, Black in STEM, or Pride in STEM regularly host webinars, networking events, and mentorship opportunities. Engaging with these communities helps you stay informed about job openings, industry trends, and the challenges others have overcome.
Attend Conferences and Career Fairs: Many biotech conferences—such as the BioIndustry Association (BIA) events in the UK—host dedicated career fairs or sessions focused on diversity. Attending (in person or virtually) can connect you to potential employers or mentors, even if you’re not actively job hunting yet.
Resources for Scholarships, Grants, and Mentorships
Wellcome Trust: A charitable foundation that funds health research and innovation. They frequently offer grants and fellowships to early-career researchers, including those from diverse backgrounds.
Research Councils UK: Various research councils, such as the Biotechnology and Biological Sciences Research Council (BBSRC), provide funding for postgraduate research and training in biotech-related fields. Some grants specifically encourage applications from underrepresented groups.
Royal Society Grants: The Royal Society, one of the world’s foremost scientific academies, supports numerous funding schemes for emerging scientists. They also offer mentorship programmes and entrepreneurship awards.
Industry Associations: Organisations like the BioIndustry Association (BIA) in the UK often list bursaries, grants, or industry-sponsored awards tailored for students or emerging biotech talent.
University-Led Initiatives: Keep an eye on your university’s career services and departmental announcements. They may partner with biotech firms to offer scholarships, research placements, or entrepreneurial competitions.
By taking these proactive steps—seeking mentorship, applying for grants, and networking strategically—job seekers can overcome barriers and secure fulfilling roles in biotech. Equally, by championing inclusion, these individuals become change agents, nudging companies to reevaluate their hiring practices and workplace cultures.
Employer Strategies for Building Diverse Biotech Teams
Transforming biotech into a field where everyone can thrive requires employer-led interventions as much as individual effort. Below, we discuss inclusive hiring processes, bias-reduction techniques, and the importance of remote work and flexible benefits in creating a more equitable biotech workforce.
Inclusive Hiring Processes and Bias-Reduction Techniques
Rewrite Job Descriptions: Use inclusive language and focus on the core competencies required for the role. Encouraging applications from diverse backgrounds (e.g., “We welcome applicants from all walks of life”) signals openness. Avoid overly prescriptive requirements that might deter candidates who don’t meet every criterion.
Anonymous CV Screening: Removing identifying details (name, address, gender, university) from CVs can help neutralise unconscious bias and allow recruiters to focus on relevant experience and skills.
Structured Interviews: Develop a standard set of interview questions and a scoring system for all candidates. This ensures each interview is judged fairly, reducing the risk of informal discussions skewing outcomes.
Diverse Interview Panels: If possible, form panels with employees from varied backgrounds and levels within the organisation. This broadens the perspective and helps candidates from underrepresented groups feel more comfortable.
Traineeships and Returnships: Offer programmes for those re-entering the workforce—perhaps after a career break for caring responsibilities—or for career changers. These initiatives enable companies to tap into a broader talent pool, including older professionals or those from non-academic backgrounds.
Remote Work and Flexible Benefits
Access to a Wider Talent Pool: Biotech labs often require on-site work, but roles like bioinformatics, regulatory affairs, and project management can frequently be done remotely. Embracing flexible or hybrid models makes it possible to hire individuals who cannot relocate to biotech hubs.
Work-Life Integration: Flexible hours, part-time options, and job-sharing arrangements can aid employees—particularly women and those with caring responsibilities—who might otherwise be forced to step away from the workforce.
Support for Ongoing Education: Biotech evolves rapidly. Offering tuition reimbursements or subsidised online courses encourages continuous learning and development. This fosters an inclusive environment where employees from all educational backgrounds can upskill.
Inclusive Workplace Culture: Communicating clearly about mental health support, parental leave policies, and disability accommodations sends a strong message that the company values each individual’s well-being and personal circumstances. Additionally, celebrating cultural festivals, hosting diversity training, and offering Employee Resource Groups (ERGs) can boost a sense of belonging.
Companies that commit to these practices often find it easier to attract and retain top talent. Diverse workplaces generally report lower turnover, higher creativity, and better problem-solving—all of which are invaluable in biotech, where innovation is paramount. Moreover, inclusive policies around remote work or flexible benefits can turn a local biotech SME into a national or even global employer of choice, expanding the range of candidates available.
Conclusion
Biotechnology’s capacity to tackle some of the most pressing global challenges—from pandemics to climate change—depends on the creativity and dedication of its workforce. Cultivating diversity and inclusion is not only an ethical imperative but also an innovation driver, ensuring that every facet of product development and research benefits from a multitude of viewpoints. Whether you are an aspiring biotech scientist, a hiring manager, or a seasoned research professional, you have a role to play in building a more equitable biotech workforce.
Job Seekers: Explore scholarships, grants, and mentorship programmes that can help you gain the experience and confidence to thrive in biotech. Engage with networks such as Women in Bio or Black in STEM, and don’t hesitate to highlight your unique background and perspectives in your job applications.
Employers: Revisit your recruitment processes with an eye toward removing bias. Consider structuring interviews, using anonymous CV screening, and offering remote or flexible work arrangements to attract a broader range of candidates. Support existing employees through mentorship, professional development, and inclusive workplace policies.
If you’re ready to take the next step—either by hiring diverse talent or seeking inclusive biotech opportunities—visit BiotechnologyJobs.co.uk to browse our latest listings or to post a job opening. We strive to connect candidates and employers who share a commitment to inclusion in tech, ensuring that the future of biotech research, development, and innovation is shaped by underrepresented groups in biotech.
By working together—across educational institutions, small start-ups, global pharmaceutical firms, and the public sector—we can make “diversity in biotech” more than a buzzword. It can become a reality that propels the entire field toward impactful discoveries, ethical solutions, and a healthier, more sustainable world.
