Rethinking Access & Advancement: A Practical Playbook for Women (and Allies) in Advanced Therapies
Chaired by Terri Gaskell (Rinri Therapeutics), this panel didn’t rehash clichés. It named the gaps at the top, unpacked the social dynamics that keep them there, and offered practical steps any leader—woman or man—can implement on Monday. From recruiter requirements to women-only peer circles and bias-aware AI, the message was clear: progress won’t happen by accident; it happens by design.
From “don’t ask about her childcare” to “require female shortlists,” here’s a field guide to building inclusive teams, smarter networks, and fairer tech in the ATMP industry.
The gap is real at senior levels; treat it as an execution problem, not a mystery.
Silence enables bad actors—share (safely), document, and back each other.
Demand balanced candidate slates; stop waiting for “the pipeline” to fix itself.
Design networking women can actually use: small, intentional, and daytime-friendly.
Diverse boards change decisions; mix gender, culture, and disciplines.
Use AI—but audit it; HR algorithms will replicate your past unless you steer them.
Personal playbook: know your stuff, grow your network, and have the guts to ask.
The gap at the top is still wide
The Nordics are considered progressive, yet in ATMP SMEs only 28% of CEOs, 33% of C-suite, and 22% of board seats are held by women. Those numbers set the tone: the challenge isn’t entry—junior ranks are rich with women—it’s ascent. The call to action: treat representation as a leadership KPI with owners, timelines, and consequences, not a values slide.
“Only 28% of CEOs were women… 33% of C-level positions were women, and only 22% of board members were women.” — Terri Gaskell
Progress, the panel argued, comes from specific mechanisms: who gets interviewed, who gets sponsored, and which meetings (and hours) shape power. Without redesigning these, the headline figures won’t budge.
Speak up—silence spreads bad behavior
Naming harm isn’t “complaining”; it’s community care. Kat Kozyrytska shared a costly experience with a repeat bad actor and how “don’t rock the boat” advice enabled the pattern. Her heuristic for spotting trouble early: charisma plus fast over-investment (“you’re special”) often precedes erasure of credit.
“Silence enables the propagation of bad behaviors.” — Kat Kozyrytska
The panel’s take: share safely (with trusted circles, documentation, and options), back others publicly when you can, and shift shame to the behavior—not the person harmed. That’s how norms change.
Hiring: stop waiting for the pipeline—spec the slate
Women often self-exclude if they can’t tick every box; many men apply anyway. Leaders can correct for that by requiring balanced shortlists and telling agencies to do the work. One audience story showed the impact: a manager mandated female candidates, broadened “could stretch into it” profiles, and built a high-performing team.
“Don’t tell me you can’t find them… I need at least X women on my interview list—or I’ll find a different agency.” — Audience member
Inside teams, managers can normalize “apply anyway” coaching and evaluate for potential, not just perfect resumes. It’s not charity; it’s how you surface under-tapped talent.
Make networking work for women
Golf mornings and loud, late bars predict who shows up—and who can’t. Avencia Sanchez-Mejias pushed for women-only groups as safe spaces to compare notes, practice the “apply anyway” muscle, and trade intros. Keren Leshem offered super-practical tactics: research five targets before a conference, reach out with context, and treat networking as work.
“Networking is work—pick five, do the research, and be intentional.” — Keren Leshem
Design events women can actually use: smaller formats, daytime slots, and content that leads naturally to warm introductions. The ROI rises when the format fits.
Diverse boards decide differently
Diversity isn’t optics; it changes outcomes. Keren Leshem shared a board scenario: men defaulted to a punitive approach with a founder; a chairwoman began with empathy—same problem, different path to solution. Culture and geography add more lenses; mix them.
“Oh, that must be so hard for you to manage this conflict.” — Board chairwoman (recalled by Keren Leshem)
Make it structural: set diversity targets for boards and advisory groups, rotate meeting times to include caregivers, and ensure high-stakes topics include a balance of voices.
AI: friend and foe—use it with intent
Adoption lags among women by ~25% in some studies, which may reflect justified skepticism about reliability. Still, the panel uses AI where it shines: Keren Leshem had ChatGPT distill 80–90 pages of board science notes into a crisp elevator pitch; speed matters. The warning: HR models trained on yesterday’s workforce will reproduce it.
“Machine learning is the best way to build the future that is exactly like your past.” — Kat Kozyrytska
Guardrails: audit HR algorithms for bias, diversify training data, and set optimization targets that include equity, not just time-to-hire. Use AI as an accelerant—without hard-coding yesterday’s bias.
Start earlier: build the STEM pipeline and belief
Representation starts in school. Mayra Battilani urged parents and mentors to encourage girls into STEM early; Avencia added that biology—and companies—thrive on diversity. The goal isn’t just more women overall, but within functions, especially technical roles where resumes are scarce.
“Evolution runs on diversity.” — Avencia Sanchez-Mejias
Show visible role models, offer returnships for career restarts, and measure progression by discipline, not just total headcount.
Your Monday-morning playbook
Change won’t wait for the perfect initiative. Start with personal operating rules and team policies that move the needle.
“You need to know, you need a network, and you need guts.” — Keren Leshem
Where we go next?
The panel moved from sobering representation stats to what people can change this week: speak up, use the network, and be practical about AI and hiring. The through line was simple habits over grand programs.
Recruiting: ask agencies for balanced shortlists and coach near-fit women to apply. An audience example showed this works when you hold partners to the brief.
Peer support: start a women-only circle for wins, asks, and warm introductions. Mentoring and pay-it-forward came up repeatedly.
Networking formats: swap one loud, late event for a small daytime roundtable. Several speakers noted context changes who feels able to contribute.
AI with care: use AI for summaries and search where reliability is high. Keep HR screening and performance decisions human until guardrails exist.
Leadership mix: track who is in the room at Board and SLT. The board anecdote showed how diverse tables handle conflict differently.
Keep the momentum: join the community at Advanced Therapies Week 2026 in San Diego, February 9 to 12, 2026.
FAQ
Only 28% of CEOs and 22% of board members in the advanced therapies sector are women.
The demand for ATMPs is growing due to increased patient eligibility forecasts and the development of new therapies for previously hard-to-treat conditions.
Manufacturers face challenges related to maintaining product quality while increasing output, managing high costs, and ensuring data integrity during automation.
Automation is expected to enhance efficiency, reduce human errors, and lower costs, making it essential for meeting growing demand in a sustainable manner.
Collaboration allows organizations to share knowledge, resources, and innovations, helping smaller players navigate complex realities and driving progress in the industry together.
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