We know that having diverse backgrounds and perspectives working on our patients’ toughest challenges helps us break barriers and explore new frontiers in science.
Committed to improving diversity in law
We know advancing our work within our organization is essential if we want to inspire others.
Diversity in law initiatives
Our commitment to EED&I does not stop with our organization – it extends to our partners and vendors. We have the power to influence and require the changes that we want to see from our partners and vendors, including our outside legal counsel.
The Diversity in Law Initiatives also focus on providing the next generation of diverse lawyers access to opportunities and a network. For example, through our IP first year law school internship program, diverse first year law students gain practical firsthand experience working on current patent law issues central to the biopharmaceutical industry while also acquiring a robust network of attorney contacts. Importantly, diverse students have gained the opportunity to see and work with attorneys who support them and serve as models in a STEM field, where there is significant underrepresentation.
We recognize that there is a critical lack of diversity in the legal profession – for instance, at leading national and international law firms, oftentimes less than 20% of the equity partners are female and progress has been very slow for people of color. It’s widely known that law is among least diverse professions in the nation.
AbbVie’s legal department launched the Diversity in Law Initiatives as part of our commitment to lead by example, advance our foundational principles, and challenge ourselves and our partners to do better.
We need diverse perspectives to tackle our largest challenges, so we must recruit from the widest pool of talent, understand how bias impacts perceived qualifications, and remain an employer of choice.
It is critical to our mission that we identify and grow our talent
without bias, ensure all have an opportunity to succeed, and
inclusively retain our top talent with a positive AbbVie
It takes work to foster inclusive teams, psychological safety, and cultural sensitivities, for example. We prioritize learning, reflecting, and continuously improving our culture.
Correcting professional under-representation requires a long-term
solution. By reaching students or those early in their career, we can
expand horizons, provide opportunities, and grow our pipeline of
Outside vendors can be considered extension of AbbVie’s talent who
should share our commitment to D&I or we have a responsibility to
redirect our spend accordingly.
Our Outside Counsel Diversity Initiative is intended to implement
tangible, measurable change at the law firms we work with, and ensure
we are fostering and developing diverse attorneys.