AbbVie, headquartered in North Chicago, is a global research-driven biopharmaceutical company that sells products in over 175 countries worldwide. AbbVie G.K., its Japanese subsidiary, not only focuses on the development and provision of pharmaceuticals but also places great importance on social contribution activities. In addition to its commitment to the Sustainable Development Goals (SDGs), AbbVie advocates for Equality, Equity, Diversity, and Inclusion (EEDI), creating an environment where diverse talents can foster innovation on a daily basis.
In Japan, AbbVie has been actively engaged in internal and external initiatives centered around the Employee Resource Group (ERG) “Pride”. In 2023, AbbVie received the highest rating, the Rainbow, at “Work With Pride”, and for the first time, they will be exhibiting a corporate booth at Tokyo Rainbow Pride 2024, expanding the scope of their activities. We spoke to Masahiro Tashima and Gousuke Matsunaga, co-leaders of “Pride”, about AbbVie’s commitment to EEDI.
Associate Director, Brand Team Partner, Customer Excellence, Masahiro Tashima
National Sales Manager, Gastroenterology, Immunology Business Unit, Gousuke Matsunaga
“What kind of company is AbbVie G.K.?
Masahiro Tashima (hereafter Tashima): AbbVie is a pharmaceutical company headquartered in North Chicago. Our main areas of focus include immunology, virology, neuroscience, and oncology. We have over 50,000 employees worldwide, with the Japanese subsidiary exceeding 1800 employees.
Q: Could you please elaborate on AbbVie’s approach to EEDI (Equality, Equity, Diversity, and Inclusion)?
Gousuke Matsunaga (hereafter Matsunaga): Our guiding principles, “Our Principles”, are upheld as corporate values throughout AbbVie globally, with “Diversity and Inclusion” explicitly stated. It’s important that everyone can work in their own way, not just based on gender but also free from biases related to various attributes, so they can perform to their full potential.
ERG was established in 2021 and was activated in 2022. However, the initiative regarding EEDI began before the establishment and activation of ERG. We believe that EEDI should be something taken for granted, so it’s troubling if it’s not. Even within that context, bias remains particularly strong concerning Pride-related issues.
Q: What corporate initiatives does AbbVie employ to advance its EEDI?
Matsunaga: For example, we have introduced “My Journey, My Choice”, which allows people with any background or at any life stage to choose their own way of working and living at AbbVie, enabling them to continue challenging themselves in career while feeling fulfilled. One of these initiatives is “Dress For Your Day”, where employees can come to work dressed in attire they choose based on their tasks for that day, allowing each employee to express themselves freely. Additionally, regarding same-sex partners or marriages, they receive the same benefits and allowances as heterosexual partners or marriages.
Promote Understanding in the Healthcare Industry and
Enhance Awareness Internally through ERG Initiatives
Q: Could you provide some insights into your ERGs (Employee Resource Groups)?
Tashima: AbbVie’s ERGs are initiatives where employees raise their hands to promote EEDI across the company in collaboration with management. There are four groups: “Gender”, “Ability”, “Generations”, and “Pride”. I have been leading Pride since 2022, and this year marks my third year.
Since the beginning of this year, Matsunaga has been my co-leader. Our collaboration extends to previous projects, where I’ve consistently witnessed his influential presence. His adaptable mindset makes him an ideal collaborator for navigating diverse considerations together.
Q: How do Employee Resource Groups (ERGs) engage through their activities?
Tashima: Pride is divided into two teams: one focuses on external activities reaching out to customers and society, and the other works on internal awareness activities for employees.
Presently, our efforts encompass a diverse range of 13 to 15 activities. For instance, in healthcare conferences, we set up booths dedicated to raising awareness about challenges LGBTQ+ community faces in accessing healthcare services. These platforms not only showcase our initiatives but also serve as vital forums for addressing pertinent issues and fostering inclusivity within the healthcare landscape.
Our booth at the Healthcare Conference
As “Pharma for Pride,” an alliance of four other pharmaceutical companies, we also actively reach out to organize various activities. In the previous year, we hosted lectures tailored for employees across participating companies and organized events targeting medical professionals. During these events, members of the Rainbow Doctors group, representing LGBTQ+ doctors, addressed pertinent issues encountered by LGBTQ+ individuals in healthcare environments, while also discussing potential enhancements to foster inclusivity.
Matsunaga: Regarding internal activities, our primary focus is on raising awareness among our over 1800 employees. Additionally, we are actively working to expand the number of allies within our organization. We work on several initiatives to achieve these aims. For example, we recruit allies through “open houses” or mixer events, and organize regular events where ally members can engage in ongoing communication and collaboration.
Given that a significant portion of our employees are sales members, it’s quite challenging to penetrate beyond headquarters to each sales office. To address this, we used E-learning to educate employees on ERG initiatives, activities and the basics. While these are optional, a considerable number of people participate in these courses.
Q: How many employees currently identify themselves as allies?
Matsunaga: About 10% of employees have currently officially declared themselves as allies. Ultimately, we aim to increase this to around 50%.
Tashima: Initially, around 20 individuals identified themselves as allies during the launch phase. However, according to the results from last year’s employee survey on EEDI (Employee Engagement and Diversity and Inclusion), over 90% of respondents indicated that they considered themselves allies. While there is a significant pool of potential allies, the challenge lies in establishing a clear pathway to formal ally declarations and visualizing this progression in the future.
Q: How is your organization actively fostering the growth of internal allies beyond the current initiatives?
Matsunaga: Let me share an example. During one of our internal LGBTQ+ training sessions, we produced a video illustrating scenarios of conversations that lacked consideration for LGBTQ+ community, for awareness. The response to this video was overwhelmingly positive. Tashima and I participated in the video, portraying inappropriate manager roles, which garnered attention, given our prominent positions in the company (chuckles).
Screenshot of a moment during the internal training video depicting an example of inconsiderate conversation.
However, I believe the most impactful effort lies in our distribution of our lanyards. Furthermore, each sales office showcases posters designed by the Pride team, ensuring daily exposure and generating interest.
Tashima: Since the launch, the Pride team has grown significantly from just over 10 members to 24. This expansion has allowed us to establish multiple touchpoints, enabling us to engage and recruit more allies. This growth brings us great satisfaction and optimism for the future.
Leaders’ Motivation :
Ensuring that no one has to see others suffering
Q: How do you find the motivation to sustain your efforts?
Matsunaga: Growing up in a rural area, I witnessed firsthand the persistence of biases and prejudices. Admittedly, I once held my own biases.
However, as a sales leader responsible for guiding a team, I realized that biases could hinder my team members from reaching their full potential. This realization ignited a deep desire to confront and dismantle biases within myself and my team. Although achieving complete understanding may be challenging, I believe that fostering mutual understanding through genuine connection can pave the way for reciprocity and progress.
Tashima: Typically, ERG leaders rotate every two years, but my passion for the cause has allowed me to continue beyond that timeframe. My dedication stems from personal experiences, particularly one which I discussed in 2021 at a panel discussion on EEDI and which related to a friend of mine who is a sexual minority.
Reflecting on my time living in the UK three decades ago, I encountered discrimination as a Japanese person abroad. I faced restrictions on where I could live and establishments I could enter due to my skin color, and even had stones thrown at me.
During those challenging times, my friends from the sexual minority community provided invaluable support, for which I am deeply grateful. However, upon entering the workforce, I observed a friend who had bravely come out facing discrimination and prejudice within our company.
Regrettably, I felt powerless to help him at the time, and he eventually left the company. His departure was a significant loss, given his exceptional talent. Witnessing this experience reinforced my resolve both personally and professionally. I refuse to tolerate such injustices, neither as a friend nor as a representative of the company. This led me to engage in advocacy efforts, a commitment I carried forward from my previous position.
Exhibiting Booth: Maximizing Enjoyment while Gaining Knowledge
Q: At Tokyo Rainbow Pride 2024, AbbVie is scheduled to exhibit a booth for the first time. What are your expectations for this?
Tashima: Last year, we joined the parade with a small team, accompanied by our president and senior managers. This year’s decision to host a booth stems from our desire to make a larger impact. The parade participation has been growing annually, and this year, we already have around 170 people expressing interest in joining.
Matsunaga: Our president is highly supportive of our efforts, showing great enthusiasm and providing full backing, both locally and globally.
Tashima: Our president showcases our LGBTQ+ initiatives in various settings. He even led the parade at the forefront and was even dancing. This significantly boosted the team’s morale.
The parade during TRP2023
Q: What can visitors expect to see at the exhibition booth?
Tashima: In addition to showcasing our efforts, visitors can experience skin counseling provided by our aesthetics team. We also aim to provide a platform for visitors to share their unfiltered experiences, including challenges they encounter in healthcare.
Matsunaga: We’re focusing on panel exhibitions and we’ll be highlighting AbbVie’s efforts related to EEDI and HR systems, as well as delving into LGBTQ+ history and Pride initiatives.
To provide context, the source of our ERG members’ inspiration stems from when they researched the history of Pride. Discovering pivotal events like the Stonewall incident and the global spread of Pride deeply influenced us all. We aim for attendees to gain insight into how this rich history continues to shape the present-day context.
Q: Before we conclude, could you share some closing remarks?
Tashima: I hope this year’s Tokyo Rainbow Pride attracts even more people than last year, and I hope they take home the cheers and positive energy from the parade and from the people cheering from the sidewalks to ignite discussions in their homes and workplaces.
Matsunaga: Simply put: “let’s have fun!” When people enjoy themselves, it leads to smiles all around. We’re excited to bring smiles to everyone involved!
