<p class="MsoNormal">With Biotechnology playing a hugely important role in scientific developments and breakthroughs, in everything from food and drink to drugs created to combat common illness and even life-threatening disease, Biotech sectors have grown &ndash; and will continue to grow &ndash; exponentially.</p>
<p class="MsoNormal">So, as we look to 2024 and beyond, with excitement and intrigue about what the dynamic world of Biotech will bring, what better time to explore some of the potentially life-changing opportunities and developments ahead, as well as discuss the challenges that they may bring too.</p>
<p class="MsoNormal">We&rsquo;re excited to begin this next stage of the Biotech journey. Let&rsquo;s get started with a few of those opportunities to make the most of in the months and years to come&hellip;</p>
<h2 class="MsoNormal"><strong><span style="font-size: 12.0pt; line-height: 107%;">The Biotech opportunities ahead of us</span></strong></h2>
<h3 class="MsoNormal"><strong>1. Continued development of A.I technology and A.I use in Biotech</strong></h3>
<p class="MsoNormal">Technology is, of course, at the forefront of what drives Biotech and the impact it has on science, our lives, and the planet.</p>
<p class="MsoNormal">Having become a leader in Biotech trends in recent years, A.I is likely to continue playing a big, if not the biggest, role in the development of game-changing &ndash; including some life-saving &ndash; drugs and diagnostic procedures; how disease is monitored and detected, in humans, animals and plant life; and assisting scientists and laboratory professionals as they tackle complex tasks, build statistical models and analyse data.</p>
<h3 class="MsoNormal"><strong>2. Drug development and research</strong></h3>
<p class="MsoNormal">The global population is increasing, and unfortunately so is the number of people who suffer from debilitating illness or chronic disease. With this, the demand for effective drugs &ndash; some of which already exist, are in development or are yet to be discovered &ndash; increases too.</p>
<p class="MsoNormal">Thankfully Biotech, with the help of smart technology such as Artificial Intelligence, is already making an impact.</p>
<p class="MsoNormal">There is the development of drugs to treat, and in some cases cure, diseases such as Alzheimer&rsquo;s; the ability to digitise the collection and combination of genetic and biometric information, study results and patient data; the acceleration of drug creation and production, as well as the improvement of existing drugs; and much more &ndash; Biotech is at the heart of it now and will continue to be into 2024 and beyond.</p>
<h3 class="MsoNormal"><strong>3. A chance to shape the world, whilst protecting it too</strong></h3>
<p class="MsoNormal">We need fuel for heat, for energy and for plenty more besides and of course, to survive, we need food. Unfortunately, the production of both has a huge impact on the environment, and the planet overall.</p>
<p class="MsoNormal">As Biotech develops, the industry is presenting opportunities to offset these impacts by reducing consumption and emissions through technological advancements and scientific developments.</p>
<p class="MsoNormal">Diverting away from the use of fossil fuels is a collective global effort, and Industrial Biotech is playing a vital role in the development of alternative, safer and no-less effective forms of energy, to reduce greenhouse gases and help fight climate change. Meanwhile, Agricultural Biotech is helping lower C02 levels too, by changing the way crops are grown and food is produced &ndash; a development that also aims to tackle food poverty and improve food security worldwide.</p>
<h3 class="MsoNormal"><strong>4. Startup opportunities aplenty&hellip;</strong></h3>
<p class="MsoNormal">With science advancing and changing constantly, and the industry ever-evolving too, Biotech is always presenting opportunities, including chances for startups to be created, grown and potentially make world-changing developments in fields that can shape an innovative, brighter future for people and the planet.</p>
<p class="MsoNormal">In recent years, Biotech has shaped diagnosis and treatment for illness and disease, however there are still plenty of stones left unturned. That&rsquo;s where startups can make a difference.</p>
<p class="MsoNormal">Again, there will be drugs and treatments awaiting discovery, awaiting great minds to take the time (and opportunity) to discover them, with the help of the impressive technologies we have available to us today. There will be opportunities to further develop game-changing tools such as digital health and telemedicine<span style="color: red;"> </span>through developing even better apps, monitoring services and consultation tools; better streamline the way we collate, process, and use data; and even develop ways to regenerate tissue and help contain and combat the signs of aging.</p>
<p class="MsoNormal">Startups have the Biotech world within their grasp. It&rsquo;s up to them to grab it.</p>
<h2 class="MsoNormal"><strong><span style="font-size: 12.0pt; line-height: 107%;">The Biotech challenges ahead of us</span></strong></h2>
<h3 class="MsoNormal"><strong>1. Funding (or lack of) for Biotech&nbsp;</strong></h3>
<p class="MsoNormal">There&rsquo;s a famous song that says the &lsquo;best things in life are free&rsquo;. Unfortunately, in the world of science and innovation, that&rsquo;s not always the case. Biotechnology relies on funding to progress, especially in its initial phases &ndash; be it setting up a startup for a new project or buying or developing the technologies required for specific tasks and objectives for example &ndash; and for R&amp;D, data pooling and processing, and much more.</p>
<p class="MsoNormal">In recent years however, due to several factors such as economic downturn, investor uncertainties and changes to regulations, funding for Biotech has dwindled. In fact, in just a year &ndash; from 2022 to 2023 &ndash; funding for Biopharma dropped 40%.</p>
<p class="MsoNormal">As we look ahead to 2024 and beyond, it is hard to predict if we&rsquo;ll see a turnaround in this trend, though experts are hopeful that the market for Biotech funding will be different soon, as markets tend to operate on cycles (i.e, what goes up, will eventually come down and vice versa). Biotech startups and companies will have to do their bit to attract the right investors once more, with the general view being that such investors will be unlikely to take as many chances as they may have in previous years, only willing to put their money into projects which could potentially overdeliver on their results.</p>
<h3 class="MsoNormal"><strong>2. More development = more risk</strong></h3>
<p class="MsoNormal">In Biotech, due to the nature of the research, development and work involved, there are risks attached to every step of every project. And while the technology used in Biotech projects advances and helps to reduce human involvement, we must delve deeper into the science to discover the next game-changer, meaning new and existing risks will inevitably emerge in the process.</p>
<p class="MsoNormal">There are risks of costs spiralling out of control, leading to investors running out of money or simply pulling out of the project, putting it &ndash; and its potential results &ndash; at risk overall too; potential R&amp;D troubles to consider, especially during any human-testing stages; and the potential that, after all development has taken place and data has been analysed the project simply fails in its objectives and the product isn&rsquo;t seen as viable.</p>
<h3 class="MsoNormal"><strong>3. Gaining trust in the tech</strong></h3>
<p class="MsoNormal">Whilst scientists, Biotech companies and startups will revel in the technological advancements they will be able to take advantage of, convincing others about the benefits of tech such as Artificial Intelligence and getting them to trust in the results it can help produce, could be potentially challenging.</p>
<p class="MsoNormal">Can A.I understand the potential impact that drugs can have on a human, physically and mentally? What if a robot or machine analyses results in error, affecting the final product and the effects it may have on someone? These are the sort of questions that could be raised as technology takes an even more prevalent, and important, role in the development of drugs, food, and other Biotech sectors.</p>
<p class="MsoNormal"><a style="mso-comment-reference: ID_1; mso-comment-date: 20231121T0932; mso-comment-done: yes;"><strong>Interested in finding a new role in Biotech?</strong> Connect with our specialist:</a></p>
<h2 class="MsoNormal" style="margin-bottom: 0cm;"><strong><span style="mso-comment-continuation: 1;"><span style="mso-fareast-language: EN-GB;">Paige Keenan - Consultant</span></span></strong></h2>
<p class="MsoNormal" style="margin-bottom: 0cm;"><span style="mso-comment-continuation: 1;"><span style="mso-fareast-language: EN-GB;">Graduating with a degree in Medicinal and Pharmaceutical Chemistry, Paige had 2 years laboratory experience working as a bench scientist in the analytical chemistry space before making the transition to scientific recruitment. Initially joining SRG back in 2021, Paige has gained over 2 years&rsquo; experience as a Consultant.&nbsp;</span></span></p>
<p class="MsoNormal" style="margin-bottom: 0cm;"><span style="mso-comment-continuation: 1;"><span style="mso-fareast-language: EN-GB;">Paige specialises in supporting the Start Up and Discovery Science market across the Golden Triangle with sourcing candidates from early talent through to executive level while also working with customers to provide a range of bespoke client solutions, talent and skills mapping, salary benchmarking and market analysis.</span></span></p>
<p class="MsoNormal" style="text-align: center;" align="center"><span style="mso-comment-continuation: 1;"><span style="mso-no-proof: yes;"><img src="file:///C:/Users/ELLE~1.BRA/AppData/Local/Temp/msohtmlclip1/01/clip_image002.png" width="16" height="16"></span>+44 1223 978 504 | <strong style="mso-bidi-font-weight: normal;"><span style="color: blue; mso-no-proof: yes;"><img src="file:///C:/Users/ELLE~1.BRA/AppData/Local/Temp/msohtmlclip1/01/clip_image003.png" width="16" height="15"></span></strong>&nbsp;</span><a href="mailto:Connect"><span style="mso-comment-continuation: 1;">Connect</span></a><span style="mso-comment-continuation: 1;"> <span style="color: #1b1a19;">| </span><span style="mso-no-proof: yes;"><img src="file:///C:/Users/ELLE~1.BRA/AppData/Local/Temp/msohtmlclip1/01/clip_image005.png" width="15" height="15" border="0"></span><span style="color: #1b1a19;"> paige.keenan@srgtalent.com</span></span></p>
<p class="MsoNormal"><span style="mso-comment-continuation: 1;"><strong>Need help hiring </strong>for a role in Biotech? Email </span><a href="mailto:solutions@srgtalent.com"><span style="mso-comment-continuation: 1;">solutions@srgtalent.com</span></a><span style="mso-comment-continuation: 1;"> to arrange a call back at a time that is convenient. </span><span class="MsoCommentReference"><span style="font-size: 8.0pt; line-height: 107%;"><a id="_anchor_1" class="msocomanchor" href="#_msocom_1" name="_msoanchor_1">[ID1]</a><span style="mso-special-character: comment;">&nbsp;</span></span></span></p>
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Looking ahead to 2024 and beyond, join SRG as we delve into the potential opportunities in Biotech to take advantage of, plus the challenges the sector may face. 

BioTech in 2024 (and beyond!): The Opportunities and Challenges Ahead

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<p><span lang="EN-GB" xml:lang="EN-GB" data-contrast="auto">Advancements in technology within the neuroscience sector are forecasted to continue evolving rapidly each year, and in 2024 we have already witnessed a number of trends emerge.&nbsp;</span><span data-ccp-props="{}">&nbsp;</span></p>
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<p><span lang="EN-GB" xml:lang="EN-GB" data-contrast="auto">In this article, we will explore the major trends predicted to shape the neuroscience sector in over the coming years, including innovations in brain imaging technologies, neurostimulation therapies, the integration of artificial intelligence, brain-computer interface technology, the rise of telemedicine in neurology, and the growing collaboration between industry and academia through cross-disciplinary approaches.</span><span data-ccp-props="{}">&nbsp;</span></p>
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<p><span lang="EN-GB" xml:lang="EN-GB" data-contrast="auto">Join us as we delve into these exciting trends and explore their potential impact on the future of neuroscience.</span><span data-ccp-props="{}">&nbsp;</span></p>
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<h2 role="heading" aria-level="2"><span data-ccp-parastyle="heading 2">Generative AI&nbsp;</span><span data-ccp-props="{&quot;134245418&quot;:true,&quot;134245529&quot;:true,&quot;335559738&quot;:160,&quot;335559739&quot;:80}">&nbsp;</span></h2>
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<p><span lang="EN-GB" xml:lang="EN-GB" data-contrast="auto">AI (Artificial Intelligence) has made a growing impact in the last few years, evolving into a useful tool for a variety of applications across almost every sector &ndash; from engineering and manufacturing and pharmaceuticals. Within the Medical Sector, AI has the power to not only develop, streamline and improve healthcare systems and processes, but also shape the way we diagnose, treat and provide aftercare for illness and medical conditions.&nbsp;</span><span data-ccp-props="{}">&nbsp;</span></p>
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<p><span lang="EN-GB" xml:lang="EN-GB" data-contrast="auto">It is forecasted that AI within healthcare will make a large advancement over the coming years to reduce the strain and workload on services such as the NHS. AI tools will be integrated into healthcare systems to help reduce working hours and ensure clinics have an optimal amount of time to spend on patient care.&nbsp;</span><span data-ccp-props="{}">&nbsp;</span></p>
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<p>The <a href="https://www.gov.uk/government/news/health-secretary-announces-250-million-investment-in-artificial-intelligence" target="_blank" rel="noreferrer noopener"><span data-ccp-charstyle="Hyperlink">UK Government has afforded the NHS AI Lab with &pound;250m of funding</span></a><span lang="EN-GB" xml:lang="EN-GB" data-contrast="auto"> to integrate AI systems into the healthcare practice, trialling more than 40 projects.&nbsp;&nbsp;</span><span data-ccp-props="{}">&nbsp;</span></p>
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<h2 role="heading" aria-level="2"><span data-ccp-parastyle="heading 2">Brain-Computer Interface Technology</span><span data-ccp-props="{&quot;134245418&quot;:true,&quot;134245529&quot;:true,&quot;335559738&quot;:160,&quot;335559739&quot;:80}">&nbsp;</span></h2>
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<p><span lang="EN-GB" xml:lang="EN-GB" data-contrast="auto">BCI&rsquo;s (Brain-Computer Interface Technology) have the power to connect individuals with severe disabilities to their surrounding environment. This could not only have a large impact on the patient themselves, allowing them to do and experience more than ever before, but also, their friends and family.&nbsp;</span><span data-ccp-props="{}">&nbsp;</span></p>
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<p><span lang="EN-GB" xml:lang="EN-GB" data-contrast="auto">BCI&rsquo;s are a complex technology system that analyse brain signals and translate them on an electrical device, allowing the patient to connect through their thoughts. They can be both invasive and non-invasive, depending on which technology is used, but they can have a significant impact on a patient&rsquo;s quality of life.&nbsp;</span><span data-ccp-props="{}">&nbsp;</span></p>
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<p><span lang="EN-GB" xml:lang="EN-GB" data-contrast="auto">Brain-Computer Interface Technology is already used to assist numerous patients with compromising disabilities. However, with ever evolving technological systems, BCI&rsquo;S are predicted to keep advancing and will soon, hopefully, be used widely as a communication device for many whose lives could be changed for the better.&nbsp;</span><span data-ccp-props="{}">&nbsp;</span></p>
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<h2 role="heading" aria-level="2"><span data-ccp-parastyle="heading 2">MRI Machines</span><span data-ccp-props="{&quot;134245418&quot;:true,&quot;134245529&quot;:true,&quot;335559738&quot;:160,&quot;335559739&quot;:80}">&nbsp;</span></h2>
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<p><span lang="EN-GB" xml:lang="EN-GB" data-contrast="auto">MRI Machines are already in frequent use within medical research and routine. However, their digital technology and the way it is used is constantly evolving. MRI machines are becoming more powerful and adaptable, but also downsizing for convenience and becoming portable.&nbsp;</span><span data-ccp-props="{}">&nbsp;</span></p>
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<p>Their technology is ever evolving as the need for data storage, memory for analysis and updating medical systems, increases. Not only are these factors in high demand but MRI technology also needs prolonged transfer times between locations and to be supported by a sufficient computer source. Therefore, regular updates in technological systems are mandatory for the usage of these incredible machines.&nbsp;<span data-ccp-props="{}">&nbsp;</span></p>
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<p><span lang="EN-GB" xml:lang="EN-GB" data-contrast="auto">Additionally, MRI technologies are in high demand for daily clinical use. Therefore, companies have explored into the development of smaller, portable MRIs to suffice for the demand of patients in need of this advanced procedure.</span><span data-ccp-props="{}">&nbsp;</span></p>
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<h2 role="heading" aria-level="2"><span data-ccp-parastyle="heading 2">Psychedelics</span><span data-ccp-props="{&quot;134245418&quot;:true,&quot;134245529&quot;:true,&quot;335559738&quot;:160,&quot;335559739&quot;:80}">&nbsp;</span></h2>
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<p><span lang="EN-GB" xml:lang="EN-GB" data-contrast="auto">Psychedelics are controlled drugs that have been seen to help treat neurological and mental health disorders. Certain Psychedelics can alter the way two parts of the brain communicate with each other, which in turn helps to ease the symptoms of such disorders.</span><span data-ccp-props="{}">&nbsp;</span></p>
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<p>In the USA, <a href="https://www.fda.gov/news-events/press-announcements/fda-issues-first-draft-guidance-clinical-trials-psychedelic-drugs" target="_blank" rel="noreferrer noopener"><span lang="EN-GB" xml:lang="EN-GB" data-contrast="none"><span data-ccp-charstyle="Hyperlink">Psychedelic Drug trials </span><span data-ccp-charstyle="Hyperlink">were started in 2023</span><span data-ccp-charstyle="Hyperlink">,</span><span data-ccp-charstyle="Hyperlink"> moving away from </span><span data-ccp-charstyle="Hyperlink">developmental</span><span data-ccp-charstyle="Hyperlink"> pilot research of the drugs.</span></span></a><span lang="EN-GB" xml:lang="EN-GB" data-contrast="auto"> Under the FDA&rsquo;s new regulations, MDMA was considered as a potential drug to help ease the symptoms for patients experiencing Post Traumatic Stress Disorder and Eating Disorders. Additionally, Psilocybin has also been considered as an effective psychedelic drug for the treatment of symptoms for Post Traumatic Stress Disorder, Anxiety and Depression.&nbsp;</span><span data-ccp-props="{}">&nbsp;</span></p>
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<p><span lang="EN-GB" xml:lang="EN-GB" data-contrast="auto">As further developments continue throughout 2024 and in the coming years, it is hoped that MDMA and Psilocybin will become regulatory Psychedelic drugs advised by the FDA and can become widely used by patients in America and potentially around the glove too.&nbsp;</span><span data-ccp-props="{}">&nbsp;</span></p>
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<h2 role="heading" aria-level="2"><span data-ccp-parastyle="heading 2">PET Radiotracers</span><span data-ccp-props="{&quot;134245418&quot;:true,&quot;134245529&quot;:true,&quot;335559738&quot;:160,&quot;335559739&quot;:80}">&nbsp;</span></h2>
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<p><span lang="EN-GB" xml:lang="EN-GB" data-contrast="auto">In 2024, the pursuit of PET Radiotracers has continued to be a focal point in neuroscience research.&nbsp;</span><span data-ccp-props="{}">&nbsp;</span></p>
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<p><span lang="EN-GB" xml:lang="EN-GB" data-contrast="auto">A significant milestone is expected with the conclusion of a trial evaluating the PET radiotracer 18F-MK6240. This radiotracer has shown promise in effectively measuring increases in brain tau protein, which is associated with autosomal dominant Alzheimer&rsquo;s disease, even before symptoms appear.</span><span data-ccp-props="{}">&nbsp;</span></p>
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<p><span lang="EN-GB" xml:lang="EN-GB" data-contrast="auto">There is a critical need for sensitive biomarkers like 18F-MK6240 that can quantify early pathological changes and closely correlate with disease progression and clinical outcomes. The introduction of this novel PET tracer is anticipated to play a pivotal role in guiding the discovery and development of disease-modifying therapeutics for neurodegenerative diseases.</span><span data-ccp-props="{}">&nbsp;</span></p>
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2024 has been another year of rapid change and development within the Neuroscience sector. Here are a few of the standout trends that have emerged.

2024's Top Neuroscience Trends

<p>The Chemical Industry, its processes and products play a crucial role in the global economy. Chemicals play a huge part in our day-to-day lives, impacting almost every sector and many of the things we create, use and rely on. Unfortunately, the impact of chemicals on the environment and on human life is just as vast. That&rsquo;s why, as we discuss here, now is the time to make chemicals more sustainable.</p>
<h2>Why is sustainability so important in the Chemical Industry?</h2>
<p>Chemicals are a vital part of almost every sector &ndash; from healthcare and pharmaceuticals to engineering and energy. They are at the heart of developing new technologies and materials; integral to many of the goods that people use and rely on; shape the ways industries and companies operate; and much more.</p>
<p>The impact of the Chemicals Industry isn&rsquo;t just felt in the way we live our lives though; it has huge implications on the natural environment where we live our lives too. Historically, the Chemicals Industry has always been an energy and CO2-intense sector. In 2019 for example, <a href="https://www.wbcsd.org/resources/towards-planet-positive-chemicals/">according to a report from the World Business Council for Sustainable Development (WBCSD)</a>, the industry&rsquo;s contribution to global greenhouse gas emissions was 6.3%. So, whilst it powers positive development, it can also make a negative impact on the environment.</p>
<p>Therefore, it is not only imperative for the Chemicals Industry to make a change; it is vital that the change is soon, if not immediate. Making both chemicals and the industry processes more sustainable is key. Thankfully, organisations, industries and companies &ndash; <a href="https://www.echa.europa.eu/hot-topics/chemicals-strategy-for-sustainability">such as the European Commission</a> &ndash; are already making tracks, introducing new strategies, goals and legislations that will drive a shift towards chemicals and production technologies that are not only safer, but more sustainable too.</p>
<h2>Driving sustainability in the Chemical Industry</h2>
<p>The time for change in the Chemical Industry is now. Thankfully, urgent plans are already being made and put in place; to shape the industry and the way we approach, create and use chemicals and ensure that the positive impact they make far outweighs the potential negative one &ndash; now and long into the future.</p>
<p>The United Nations (UN) have, as part of their Environment Programme (UNEP), have developed <a href="https://www.unep.org/resources/toolkits-manuals-and-guides/green-and-sustainable-chemistry-framework-manual">a framework for developing green and sustainable chemistry</a>. This framework is designed to raise awareness, enhance knowledge and identify ways and opportunities for key industrial sectors to advance sustainable chemical consumption, production and product innovation. At the heart of their plans, they&rsquo;ve <a href="https://wedocs.unep.org/bitstream/handle/20.500.11822/37340/AOGCGSC.pdf?sequence=3&amp;isAllowed=y">outlined 10 objectives to drive action from stakeholders and organisations across the chemical industry</a>, from minimising chemical hazards and pollution to advancing sustainable resourcing and maximising social benefits.</p>
<p>Meanwhile, the <a href="https://www.wbcsd.org/resources/towards-planet-positive-chemicals/">2024 Towards Planet Positive Chemicals: A Chemical Transformation Roadmap Enabled by the Circular Economy report</a>, created by the World Business Council for Sustainable Development (WBCSD) further highlights the need for change in chemicals and a action pathway to make that change. Produced in collaboration with a leading consultation consultancy and nine of the world&rsquo;s largest chemical companies, it calls for a drive towards net-zero and nature-positive chemicals and a transition to solutions that prioritise equity and well-being for workers, chemical users and producers and the planet; and emphasises a focus on empowering circular economies, activating sustainable chemistry and tackling industry-wide pollution as the key enablers to do so.</p>
<p>There is a global effort to ensure all industries become more sustainable and less impactful on the environment, as we work towards net-zero emissions and environmental targets that are looming large. Making changes to chemicals &ndash; and the way we produce, use and dispose of them &ndash; is hugely important. And so are the plans already being made by organisations such the UN and WBCSD, as well as key figures and companies across the Chemical Industry.</p>
<h2>Taking action for the future of sustainability in the Chemicals Industry</h2>
<p>Without actions, however, the plans and objectives set out for a more sustainable future in the Chemicals Industry are simply words on a page. Having the foresight to understand the lasting, growing impact of chemicals and make plans and strategies for change must be supported &ndash; and acted upon &ndash; by the companies and organisations who have the power and means to make a difference.</p>
<p>So, what actions should stakeholders across the industry take? Once again, organisations are already putting in the work, leading by example for others to follow.</p>
<p>For example, as part of their Chemicals Strategy for Sustainability, the European Commission have taken <a href="https://www.echa.europa.eu/hot-topics/chemicals-strategy-for-sustainability">a lead on advising on tangible and manageable actions to guide companies within the Chemicals Industry &ndash; in the EU and beyond &ndash; into a more sustainable future</a>. The key actions of their strategy include encouraging companies to ban the use of the most harmful chemicals; boost investment in chemicals that are safe and sustainable by design; establishing simpler risk and hazard processes; and promoting high chemical safety standards.</p>
<p>The <a href="https://wedocs.unep.org/bitstream/handle/20.500.11822/37340/AOGCGSC.pdf?sequence=3&amp;isAllowed=y">UNEP have highlighted a variety of actions</a> that, through utilising new technologies, techniques and materials, can make rapid, long-lasting and industry-changing impacts. They cite the use of advanced technologies to not only find alternative functional chemicals with minimised hazards, but create them too; promote the development of green and sustainable chemistry using alternative products and processes through biomimicry; highlight how there is potential for turning waste gas from the industry into sustainable fuels or chemicals; and encourage chemistry innovations that are safer and greener for all to use, within &ndash; and outside of &ndash; the industry.</p>
<p>And this is just scratching the surface. The Chemicals Industry is powered by the expertise of some of the very best, brightest and most talented people, and it is this expertise &ndash; driving the development of strategies and new processes &ndash; that will ensure the future of chemicals is sustainable for the benefit of us all.</p>

Chemicals are crucial to the way we live. But whilst we rely on them to shape and improve our way of life, their manufacture and use comes at a cost. Therefore, we must find ways to make chemicals more sustainable.

Creating Sustainability in the Chemicals Industry

<p>With the STEM industry constantly evolving, and the skills it needs to continue to evolve ever-changing too, STEM organisations are having to rethink the way they find, attract and retain the very best STEM talent available.</p>
<p>Contrary to what many think, simply paying well isn't enough. Instead, companies must improve their ability to ensure their people feel enabled, valued and have access to other attractive perks too, as highlighted by a group of industry experts in a recent SRG webinar &ndash; an event focused on the insights from <a href="https://www.srgtalent.com/global-talent-trends-and-insights-2024">SRG &amp; New Scientist&rsquo;s Global Talent Trends &amp; Insights report</a>, which detailed the insights from 4,000 professionals in life sciences from the UK, US, and Europe.</p>
<p>Life sciences companies are in uncertain times. To continue to develop and thrive, they must become more agile and competitive. To enable this, according to the panellists, talent is the key. Achieving success, though, relies on companies&rsquo; abilities to enable skilled individuals to use their talent via efficient, impactful methods that lead to faster-to-develop, more reliable achievements, whether it's developing groundbreaking drugs, medical devices, or diagnostic tools.</p>
<p>&ldquo;There is pressure to do more with less, but there is a real focus on that speed of getting innovation to market as soon as possible. And I really do feel that now more than ever leaders&nbsp;<a name="_Int_k2LQIvDR"></a>must demonstrate a real level of adaptability and flexibility in everything that&nbsp;<a name="_Int_cgOn7FNf"></a>they're doing,&rdquo; according to Philippa Clark, Senior Client Manager with SRG in the UK.&nbsp;</p>
<p>Clark continued to discuss how, with UK life sciences investment remaining high, contingent talent was becoming increasingly important for enabling work to be done most efficiently and cost-effectively. This has resulted in an increasing focus on resources related to Statement of Work, the direct acquisition of adaptable talent, and various employment agreements to assist medical technology and pharmaceutical companies in achieving higher revenue growth.<span lang="EN">&nbsp;</span></p>
<h2><span lang="EN">A growing, unwavering demand for talent</span></h2>
<p>With&nbsp;<a href="https://www.srgtalent.com/blog/pay-for-life-science-workers-rises-fastest-in-the-uk-but-still-lags-behind-north-america-and-europe">spending anticipated</a>&nbsp;in the near future, worldwide demand for STEM talent is likely to remain high. Justin Mullins, a panellist on the&nbsp;webinar and Consultant Editor at New Scientist, believes that the COVID pandemic and its ongoing implications have led to other projects being delayed or, in some cases, abandoned. Mullins discussed how, when the pandemic was over, many life sciences companies faced a huge project backlog, which has driven talent demands further.</p>
<p>According to Mullins, UK life sciences companies have since kick-started their research and development work, with more efficient innovations high on the agenda. The sector has started to turn the tide on its backlog, with Mullins stating that it has &ldquo;turned into a streamlined, forward-thinking agile agency, which is really accelerating the way in which Innovation can be brought to market.&rdquo; Meanwhile, thanks to the post-COVID &lsquo;bounce&rsquo;, and the recent UK election now over, companies have more stability to focus on growth and accelerate the industry&rsquo;s talent attraction needs.</p>
<p>This trend, however, will put additional pressure on talent scarcity. Last year, salaries in life sciences rose markedly, especially in the UK, where the average pay rose more than 11%, <a href="https://www.srgtalent.com/global-talent-trends-and-insights-2024">according to the SRG and New Scientist report.</a> Above average wage growth was reported, with 3.4% growth in Europe and 3.9% in North America respectively. Additionally, a further challenge for employers looking to hire and attain high-level talent was highlighted in data that suggests around 60% of all workers surveyed planned to change jobs in the near future.</p>
<h2>Addressing the challenges for Life Sciences employers</h2>
<p>Patrick Stedman, webinar panellist and SRG US Senior Vice President, discussed the need for companies across life sciences to look at ways to hire, motivate and retain the best STEM talent beyond the usual offers of higher wage compensation, referencing insights from the <a href="https://www.srgtalent.com/global-talent-trends-and-insights-2024">Talent Trends &amp; Insights report</a> that highlighted how 62%STEM professionals ranked wages lower than other employment benefits as the reason for joining a company.</p>
<p>In fact, more than monetary gain, many workers feel it is imperative that the organisation they work for is diverse and inclusive for all. According to Stedman, the values of an employer, its purpose, and how it treats its people is the most important, deciding factor for talent when considering whether to join, or stay at, a company.</p>
<p>&ldquo;If you look at the STEM portfolio, specifically within life sciences and clinical,&nbsp;<a name="_Int_kmMLLUOe"></a>we're&nbsp;<a name="_Int_Km8s5b2c"></a>a very diverse population so&nbsp;<a name="_Int_YmicE7sN"></a>it's extremely important that we are keeping at the forefront.&nbsp;<a name="_Int_hA7Gzz5A"></a>It's a catalyst in all these organizations to understand how important it is to promote inclusivity and diversity &mdash; promoting it in a way that&nbsp;<a name="_Int_WTl2CZN0"></a>it's openly discussed and that we're in a position where people are comfortable with understanding the mission, vision, and value of these organizations.&rdquo; said Stedman.<span lang="EN">&nbsp;</span></p>
<h2>The power and impact of Artificial Intelligence in Life Sciences</h2>
<p>Artificial intelligence is making its mark across all industries. In life sciences, the wide-scale abilities of AI are not only helping to drive innovation forward, but it is also requiring professionals to constantly adapt, evolve and look forward to, and undertake training and development to upskill and keep up-to-date with current trends and tech.</p>
<p>This goes beyond core, hard skills too. According to the Trends &amp; Insights research, critical thinking, problem-solving, creativity, and adaptability are key skills that employees wish to develop further.</p>
<p>According to Tracy Monsour, Senior Vice President of Marketing for the Impellam&nbsp;<a name="_Int_mgUfE9mI"></a>Group and a member of the&nbsp;<a name="_Int_uN68FDUX"></a>webinar panel, the ability of people to adjust to the changing nature of work and the impact of AI, will be critical to the success of companies in life sciences.</p>
<p>&ldquo;The topic of upskilling and reskilling is going to be one that we're talking about for a very long time,&rdquo; Monsour said, especially as artificial intelligence is fundamentally transforming how medtech and pharma companies operate. &ldquo;AI is necessary for skill sets, in terms of advancing research, development production and manufacturing of the products that impact the greater life sciences industry.&rdquo;</p>
<p><span lang="EN">Indeed, there is already a growing belief that AI is changing the nature of job roles completely, with many respondents to the insights survey </span><a href="https://www.srgtalent.com/blog/ai-impact-in-stem-industries"><span lang="EN">highlighting how the technology is making their work more efficient</span></a><span lang="EN">. </span></p>
<p><span lang="EN">The full impact of AI on working environments </span>remains to be seen. But what we can say for certain is that investing in people through upskilling and reskilling, raising engagement through purpose and value, enhancing human capabilities with technology, or a combination of all these initiatives, will always be key to the success of companies and their industries overall.<span lang="EN">&nbsp;</span></p>
<hr>
<p>For even more insights, request your copy of the&nbsp;<a href="https://www.srgtalent.com/global-talent-trends-and-insights-2024">2024 Talent Trends &amp; Insights Report</a>&nbsp;by New Scientists Jobs and SRG.</p>
<p>And, to see the complete round-table discussion on how to unlock talent trends and insights,&nbsp;<a href="https://www.linkedin.com/events/howtounlocktalenttrends-insight7235016626008473601/theater/"><span lang="EN-US">click here</span></a>.</p>

In life sciences, recruiting the very best talent available is the key to success. However, in this highly competitive industry, the demand for not only finding the right talent, but attracting and retaining them too, is higher than ever before.  

Shaping the future of Life Sciences: Finding, hiring and retaining the best STEM talent 

<p>Chris Blackburn, Director of Skills Growth at Impellam Group, was recently recognised as a finalist and highly commended in the Skills Champion category for the Yorkshire and Humber Region at the <a href="https://appawards.co.uk/" target="_blank" rel="noopener">Apprenticeships and Skills Awards</a>.</p>
<p>Celebrating its 21st year, the awards were created to recognise the accomplishments of apprenticeship students and those who advocate for apprenticeship programs. <a href="https://appawards.co.uk/categories" target="_blank" rel="noopener">Judges seek</a> "strong advocates of apprenticeships and skills, who go above and beyond their typical responsibilities to promote these pathways as excellent career options."</p>
<p>Reflecting on the honour, Chris said, &ldquo;I&rsquo;m absolutely delighted to have been highly commended in this category. It&rsquo;s been an amazing journey, and receiving this recognition alongside such inspiring individuals makes it all the more meaningful. Together, we&rsquo;re promoting early careers, driving change, and helping others find their own way."</p>
<p>This marks Chris&rsquo;s second recognition in 2024, following the &lsquo;Biggest Impact to the Network&rsquo; award from the <a href="https://www.yorkandhumberportal.com/" target="_blank" rel="noopener">Yorkshire and Humber Apprenticeship Ambassador Network</a>. He earned the award for his contributions through presentations, career events, workshops, and social media initiatives, aimed at guiding both current and future apprentices.</p>
<p>For <a href="https://www.srgtalent.com/blog" target="_blank" rel="noopener">more insights</a>, click here or follow our <a href="https://uk.linkedin.com/company/srg-" target="_blank" rel="noopener">LinkedIn page for updates</a>.</p>
<h3>About Impellam</h3>
<p>Impellam is a connected group providing global workforce and STEM talent solutions. Our 1700 people and market leading brands work across a broad spectrum of industries and job categories throughout North America, the UK and Europe and Asia Pacific. Our award-winning Global Managed Services provide a diverse range of digitally enabled, multi-disciplinary workforce solutions to organisations. We are upper quadrant industry leaders in Managed Service Provision and Services Procurement, and IT. Our STEM businesses are specialists in recruiting and engaging talent in the key growth markets of technology, digital, data analytics, science, clinical and engineering and work with customers across all sectors and sizes. We believe in the power of work. Through the power of work, we build better businesses and help people lead more fulfilling lives.</p>
<p>&nbsp;Our brands include: Comensura, Guidant Global, SRG, Lorien, Carbon60 and Bartech.</p>
<p>&nbsp;For more information about Impellam Group:&nbsp;<a href="https://www.impellam.com./">www.impellam.com</a>.</p>

Brands across the Impellam Group, including SRG, are celebrating Chris Blackburn - our Director of Skills Growth - receiving high commendation at the 2024 Apprenticeship and Skills Awards. 

Chris Blackburn of Impellam Group receives high commendation at the 2024 Apprenticeship and Skills Awards

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<div class="blog-article-body">
<p>Over the &lsquo;Great Resignation&rsquo; of 2021,&nbsp;<strong><a href="https://www.srgtalent.com/blog/the-history-of-recruitment-whats-changed-and-whats-next)%20(https://www.cipd.co.uk/news-views/cipd-voice/Issue-33/great-resignation-fact-fiction#gref" target="_blank" rel="noopener noreferrer">85% of UK senior leaders reported significant business disruption</a></strong>, as job-to-job moves reached&nbsp;<strong><a href="https://www.cipd.co.uk/news-views/cipd-voice/Issue-33/great-resignation-fact-fiction#gref" target="_blank" rel="noopener noreferrer">a record high of 3.2% across the UK.&nbsp;</a></strong>While many employees held off on moving roles during the pandemic, creating what the CIPD calls a &lsquo;<strong><a href="https://www.cipd.co.uk/news-views/cipd-voice/Issue-33/great-resignation-fact-fiction#gref" target="_blank" rel="noopener noreferrer">delayed churn</a></strong>&rsquo; in 2021, surveys show that the &lsquo;Great Resignation&rsquo; was in part driven by employee feelings of dissatisfaction at work.<br><br>According to a&nbsp;<strong><a href="https://www.pwc.co.uk/press-room/press-releases/pwc-workforce-survey-20221.html" target="_blank" rel="noopener noreferrer">2021 report by PwC</a></strong>, 18% of employees said they were likely to change roles over 2022, with 32% saying they were moderately likely to. The key drivers for their motivations for change were pay, wanting fulfilment, and wanting to be themselves in the workplace.</p>
<p>As employee motivations continue to shift, the rising importance of impactful workplace benefits is fast becoming critical to successful talent attraction and retention. And that means giving employees more control and customisation over their benefits. In today&rsquo;s competitive climate, do flexible benefits cut it? Or is the time right to advance the model further to activate real personalisation?</p>
<p>Read on to find out:</p>
<ul>
<li>How benefits influence candidate attraction and employee retention&nbsp;</li>
<li>The difference between personalised and flexible benefits</li>
<li>How to action a personalised benefits plan</li>
</ul>
<p>&nbsp;</p>
<h2>How benefits influence candidate attraction and employee retention</h2>
<p><br>Employees value work environments where they&rsquo;re appreciated, listened to, and rewarded in the way they want to be rewarded.&nbsp;<strong><a href="https://www.wtwco.com/en-CH/Insights/trending-topics/global-benefits-attitudes-survey-2022" target="_blank" rel="noopener noreferrer">Research&nbsp;</a></strong>shows that benefits packages that meet the needs of employees and that authentically improve their experiences drive a<a href="https://www.wtwco.com/en-CH/Insights/trending-topics/global-benefits-attitudes-survey-2022" target="_blank" rel="noopener noreferrer">&nbsp;<strong>78% retention rate</strong></a>, compared to just 41% when benefits do not meet employee needs.&nbsp;</p>
<p>As workplaces become increasingly flexible in recognition of the disruptions faced over the course of the pandemic, it&rsquo;s clear that a blanket approach for everyone does not work.&nbsp;</p>
<p>Our own research into STEM employee priorities in the workplace is a prime example of the mix of priorities employees have in the workplace.<strong><a href="https://www.srgtalent.com/insights/guides-and-reports/2022-global-science-employment-report" target="_blank" rel="noopener noreferrer">&nbsp;Our 2022 Global Science Employment Report&nbsp;</a></strong>revealed that while a good-work life balance was cited as the most important factor for a workplace by the highest number of people, it was also ranked as the least important factor by the most respondents in the UK and Europe.&nbsp;</p>
<p>Meanwhile,&nbsp;<strong><a href="https://www.srgtalent.com/insights/guides-and-reports/2022-global-science-employment-report" target="_blank" rel="noopener noreferrer">over half of all respondents&nbsp;</a></strong>across the UK, Europe and the US would find STEM employers appealing if they offered an attractive salary, meaningful benefits, and stimulating and challenging work.</p>
<p>Taking this into consideration, it&rsquo;s surprising that&nbsp;<strong><a href="https://www.wtw-healthandbenefits.co.uk/hr-resources/advice-and-top-tips/bts-2021-guide" target="_blank" rel="noopener noreferrer">merely 27% of employers have benefits that address the needs of their workforce</a></strong>, and&nbsp;<strong><a href="https://www.wtw-healthandbenefits.co.uk/hr-resources/advice-and-top-tips/bts-2021-guide" target="_blank" rel="noopener noreferrer">only 26% offer flexibility in benefit choice.</a></strong>&nbsp;</p>
<p>Representative, meaningful benefits have a key role to play in not only personalising the employee experience, but also in creating a workplace environment that people want to be part of - thereby establishing a competitive edge over other businesses seeking expert talent in your industry.<br><br></p>
<h2>The difference between personalised and flexible benefits</h2>
<p>So, what are flexible benefits?</p>
<p>According to the<strong><a href="https://www.gov.uk/hmrc-internal-manuals/employment-income-manual/eim01140" target="_blank" rel="noopener noreferrer">&nbsp;HMRC</a></strong>, flexible benefits, or flexi benefits, generally refer to instances where employees can choose their benefits from a given menu. Flexible employee benefits schemes often include benefits such as company cars, childcare provision, private health insurance, additional pension contributions, and even additional annual holiday.&nbsp;</p>
<p>Personalised benefits, on the other hand, build on the foundations of flexible benefits and refer to allowing employees to annually select the benefits that most align with their goals, needs and motivations on an ongoing basis. Personalised benefits also involve working together with employees to introduce more nuanced benefits that meet the specific needs of employees within the workforce; for example, offering a four-day week with longer hours, or part-time working to improve work-life balance.<br>How to action a personalised benefits plan<br><br>A personalised benefits plan means assessing employee&rsquo;s individual needs and priorities. For example, managers could ask employees on an annual basis about their needs in the workplace and what benefits would make a difference. Once the needs of the employee has been expressed, managers can then work with the employee to prioritise and action the benefits mentioned.<br>The critical factor in successfully implementing a personalised benefits plan is the regularity of assessment.</p>
<p>It&rsquo;s important to make sure employees have the opportunity to reassess their situation;&nbsp;<strong><a href="https://www.srgtalent.com/blog/why-money-doesnt-motivate-employees" target="_blank" rel="noopener noreferrer">what has been important last year, may not be a priority this year.</a></strong>&nbsp;From pension plans, to planning for children and requiring maternity cover, or improving salaries for a mortgage to buy a new house, it&rsquo;s important to provide employees with the space to acquire the benefits they need to improve their employee experience.&nbsp;</p>
<p>In my experience, not feeling heard or appreciated is one of the key reasons talented employees leave a company. Creating opportunities to instil a sense of belonging and providing meaningful opportunities to tailor the employee experience are powerful ways to combat employee turnover, all while strengthening your candidate attraction strategy.<br><br></p>
<h2>What is Search by SRG?</h2>
<p><br><strong><a href="https://www.srgtalent.com/clients/our-services/search-by-srg" target="_blank" rel="noopener noreferrer">Search by SRG</a></strong>&nbsp;is a market-leading executive and technical recruitment service, bringing precision and trust to specialist hiring across the life sciences industry.&nbsp;</p>
<p>We offer a consultative service for our clients, where we directly address wider recruitment challenges and forge reparative solutions to improve candidate attraction and power employee retention.&nbsp;<br>Whether you&rsquo;re looking for support with executive search, niche hiring, market campaigns for team building, high-end interim hiring, or market insights and reporting, our dedicated consultants are on hand to secure the success of your hiring strategy.</p>
<p><strong>&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;<a class="button" href="mailto:solutions@srgtalent.com">Click here to get in touch</a></strong><br><br><strong>About the author:&nbsp;<a href="https://www.srgtalent.com/clients/our-services/search-by-srg/biotech-start-up-secures-director-with-bioinformatics-recruiter" target="_blank" rel="noopener noreferrer">Janne Bate&nbsp;</a></strong>specialises in resourcing top talent within AI, Machine Learning and Bioinformatics across the Life Science industry. She partners with companies across the globe with a focus on the European market.<strong><a href="https://uk.linkedin.com/in/jannebatesrgtalent" target="_blank" rel="noopener noreferrer">&nbsp;Connect with Janne on Linkedin&nbsp;</a></strong><br><br><strong>Specialist Areas:</strong>&nbsp;AI<br><br><strong>The typical roles Janne recruits include from C suite down:</strong>&nbsp;Bioinformatics, Computational Biology, Computational Chemistry, Machine Learning, Data Science, Biological Systems Specialists</p>
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<div class="image"><img src="https://www.srgtalent.com/-/media/srg/1---new-website/final/narrative-panel/skills-shortage-whitepaper-narrative-panel-image/candidate-attraction-narrative-panel-image/candidate-attraction-narrative-panel-image.png?h=500&amp;w=353&amp;la=en&amp;hash=EC6AF386FFD8352D73286AE29EA367FD" alt="title page for the candidate and attraction guide, the text reads srg 2022 candidate attraction and retention guide"></div>
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<div class="component-header">Global Guide to Candidate Attraction and Retention</div>
<p>Download SRG's latest report into the global trends, challenges and opportunities surrounding candidate attraction and retention in STEM</p>
<p><a class="" title="" href="https://www.srgtalent.com/insights/guides-and-reports/2022-global-candidate-attraction-and-retention-guide" target="_blank" rel="noopener">DOWNLOAD</a></p>
</div>
</div>
</section>

Are flexible benefits enough in today's talent market to attract and retain top employees? Find out more from Janne Bate, Principal Consultant at Search by SRG

Are Flexible Benefits at Work Enough to Retain Talent?

<p>Dedication to Continuous Improvement (CI), driven by in depth understanding of processes, identifying and implementing improvement opportunities, and continually developing people, and their skills, can make high-impact, long-lasting positive changes to the way a lab functions and produces its work.</p>
<p>As an on-site scientific services provider, <a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">Synergy Scientific Solutions</a> employs teams of experts based in our customers&rsquo; own labs. By interacting with customer staff and processes daily, our teams are ideally placed to contribute to the CI activities of the laboratories in which they work. With a dedicated Head of Quality and CI, and dynamic Learning and Development programme, Synergy ensures that our teams are skilled and ready to play an active role in the CI culture of their workplaces.</p>
<p>In this blog, we dive into how - through utilising lean six sigma methodology - Synergy achieves effective Continuous Improvement solutions and results, establishing high performing lab support functions and improvement processes.</p>
<h2>What is Continuous Improvement and lean methodology?</h2>
<p>Continuous Improvement describes the ongoing process of analysing and optimising processes and their outputs. Often a CI pipeline is put in place, to help prioritise and action the changes required for optimisation over time.</p>
<p>There are many effective Continuous Improvement approaches and techniques, affording several options and routes to success. However, this variety can also make it difficult to identify and implement the methodology that will be most effective to a specific process.</p>
<p>One approach that <a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">Synergy Laboratory Services</a> implements and has found to be highly effective in a lab setting, is lean methodology. Initially developed for manufacturing environments, the processes and principles of lean methodology are suitable for a wide range of applications, settings and industries, particularly in Good Manufacturing Practice (GMP) environments.</p>
<p>By utilising the lean methodology and CI in a laboratory setting, efficiency can be improved through the optimisation of flow, cost control, and efficient resource allocation. Overall, the goal behind CI is to eliminate time deficits, limit waste, and maximise workforce potential, therefore achieving a higher level of laboratory efficiency.</p>
<h2>Synergy&rsquo;s Approach to Continuous Improvement</h2>
<p>Synergy focuses on the lean six sigma methodology, embedding Continuous Improvement with people, not imposing it on people. Working from an awareness level with our CI Mindset training sessions for new team members, we then provide Yellow and Green Belt training to our on-site teams of scientists. The training challenges our people to make their tomorrow better than today by looking at their own role and workplaces, identifying and delivering improvements incrementally at first, then through larger projects and cross functional initiatives at Yellow Belt and Green Belt level respectively.</p>
<p>To drive innovation and encourage critical thinking and problem solving, <a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">Synergy Lab Solutions</a> empower and train our staff with lean six sigma tools and techniques, so that they can thrive in any situation and promote success at any client they&rsquo;re embedded and integrated within.</p>
<p>This progressive approach not only develops Synergy&rsquo;s experts and their competencies, making them Continuous Improvement experts, but also ensures we can actively support any client&rsquo;s process improvement activities, making Synergy&rsquo;s services unique in the field.</p>
<p>Outcomes include:</p>
<ul>
<li>Improving labour capacity</li>
<li>Helping minimise risk</li>
<li>Eliminating bottlenecks</li>
<li>Lowering costs whilst improving lab KPIs</li>
</ul>
<h2>Synergy Continuous Improvement in Action</h2>
<p><a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">Synergy&rsquo;s </a>ability and commitment to driving improvement through expert, experience-led lab solutions are showcased in several successful projects. Here we focus on our work with a large pharmaceutical industry customer to deliver process efficiencies within a QC environment: an example of how Synergy scientific services can increase laboratory effectiveness and productivity.</p>
<p>Working within our customer&rsquo;s laboratories and following their processes and procedures, Synergy scientists identified an opportunity to optimise workflows and drive efficiency across the site through the introduction of a Lab Support function within our established team. This Synergy-led group would take ownership of key support activities within overall lab workflows, optimising those activities while freeing up analyst time to generate further productivity gains.</p>
<h3>Example 1: Sample Information Management</h3>
<p>Process flows in Quality Control can be complex and highly varied, depending on sample types, the suite of analytical methodologies involved, and production cycles. Samples may pass through multiple teams and stakeholders, with risk of delay or error at each transfer point.</p>
<p>The Synergy team took ownership of the sample booking-in process - from warehouse to archiving / disposal - across multiple labs, identifying best practice, standardising procedures, and implementing improvements to increase accuracy to 96% right first time and throughput by 100%.</p>
<p>One specific process change - to capture Inspection End Dates at the earliest opportunity and include the information on sampling reports by default &ndash; removed significant and repeated time wastage from the administrative workflow, and:</p>
<ul>
<li>Removed a potential source of error</li>
<li>Enabled the Lab Support team to prioritise more effectively</li>
<li>Reduced the risk of backlogs forming, which would impact on downstream analysis</li>
</ul>
<h3>Example 2: Documentation Archiving</h3>
<p>Timely and accurate archiving of laboratory documentation is critical to regulatory compliance, including adherence to defined retention schedules for different classes of hard-copy information.</p>
<p>A3 problem solving is a structured approach to the definition and root cause analysis of issues within a process, and the application of improvement measures. Through an A3 project undertaken during Yellow Belt training, the Synergy team performed 5S optimization to declutter documentation workstations, improve communication between analysts and archivists, and streamline the documentation flow:</p>
<ul>
<li>Archiving turn-around time reduced by 50%</li>
<li>Improving KPIs by eliminating backlog</li>
<li>Removing identified compliance risk</li>
</ul>
<h2>Summary</h2>
<p>Synergy&rsquo;s approach to Continuous Improvement and lean methodology contributes to our customers&rsquo; success by targeting improvements that are meaningful to the labs in which we work.</p>
<p>In the examples discussed here, <a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">Synergy&rsquo;s solution </a>goes beyond this initial implementation: our teams continue to work closely with our customer&rsquo;s own scientists and lab owners and are actively engaged in the organisation&rsquo;s process improvement activities. To date, over fifteen A3 problem solves have been completed by Synergy scientists working hand in hand with our customers, and five Green Belt specialists are deployed within our on-site scientific teams.</p>
<p>Our commitment to learning and development ensures our own ongoing improvement, with in-house capability to upskill our teams with recognised CI expertise and make a positive impact through our work.</p>
<p><em><span style="font-size: 11.0pt; font-family: 'Aptos',sans-serif; mso-fareast-font-family: Aptos; mso-fareast-theme-font: minor-latin; mso-bidi-font-family: Aptos; mso-ligatures: standardcontextual; mso-ansi-language: EN-GB; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;">With thanks to Amer Gerges, Rabia Nadeem, and Govind Barhey of a UK-based Global Pharma company, whose CI work forms the basis of this article.</span></em></p>
<hr>
<h2>Looking for a scientific services partner?</h2>
<p><strong><a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">The team from Synergy Scientific Management Solutions</a></strong>&nbsp;work with laboratories across the world, equipping laboratories with expert talent that catalyse laboratory success, from within.&nbsp;</p>
<p>At Synergy, we help laboratories embrace adaptability with flexible teams who we source, manage and develop ourselves.</p>
<p>Interested in hearing more?</p>
<p>You can talk to our friendly team about your resourcing requirements at:<a href="mailto:synergyqueries@srgtalent.com"><strong>&nbsp;synergyqueries@srgtalent.com&nbsp;</strong></a></p>

Continuous Improvement is a vital component of making high-impact, long-lasting changes to a laboratory and the way it functions, as these insights from Neil Jones highlight.

Synergy Scientific Services: Showcasing the Power of Continuous Improvement

<p>Insights from the latest Global Talent Trends and Insights survey, conducted in collaboration between SRG and New Scientist, have highlighted the importance of STEM employers managing, meeting and adapting to Employee Expectations and Trends and how doing so can help find, hire and retain the very best STEM talent.&nbsp;</p>
<h2>Why is it Important to Meet Employee Expectations?&nbsp;</h2>
<p>Employee expectations, and what they mean to employees &ndash; and their employers &ndash; have a vital role in creating a workforce and workplace in which people feel they can be productive, perform to the very best of their abilities, and &ndash; most importantly &ndash; feel satisfaction and happiness in everything they do.&nbsp;</p>
<p>Managing and meeting expectations as closely as possible to what employees expect, factoring in the different and diverse values, approaches and expectations of everyone in a team, department or company, can ensure the career goals, skills and qualities of individuals align with the goals and expectations of the business and everyone within it.&nbsp;</p>
<p>Being aligned helps to create and maintain a harmonious working environment; build relationships, enhance communications, and increase confidence; implement an element of accountability and realistic expectation setting; and, as a result, drive high performance and results &ndash; for both employee and employer.</p>
<h2>STEM Employee Expectations and Trends</h2>
<p>Historically, and especially in recent years, employees across the various STEM industries have been largely happy in their line of work, based on their expectations, if and how they&rsquo;re met, and their experiences.</p>
<p>According to SRG&rsquo;s Global Talent Trends and Insights survey, two-thirds of people in the Life Sciences sector are satisfied with their role &ndash; which is in stark contrast to other industries. As explained by Neil Jacques, Client Solutions Director at SRG UK, &ldquo;A job in the life sciences industry is seen as an attractive opportunity because it is an interesting, innovative sector.&rdquo;</p>
<h2>Hybrid Working Trends in STEM</h2>
<p>However, the survey&rsquo;s results also suggest that change could be on the horizon in STEM industries, based on employee&rsquo;s goals, requirements and expectations. For example, the results highlight a clear expectation regarding working patterns, with more than two-thirds of people asked preferring hybrid working.</p>
<p>But, with only about 40% of STEM roles in the UK and Europe featuring a mix of on-site and remote working, there is potential for a clash between expectations and reality which could drive a desire for change &ndash; a point supported by data from Global Talent Trends and Insights survey that shows more than half of respondents expect to have changed job role at some point in 2024.</p>
<p>And it&rsquo;s not just hybrid working that&rsquo;s high on STEM employee&rsquo;s expectations list. According to Tyler Rostad of SRG North America, there has been a significant change to employee expectations since the COVID pandemic, stating &ldquo;The pandemic changed people&rsquo;s priorities and employers will have to take that on board.&rdquo;</p>
<h2>Top Benefits Driving STEM Employee Retention in 2024</h2>
<p>The survey results suggest that several key benefits are integral to employee expectations; expectations that, if met by employers, could make all the difference to whether the very best talent is attracted, hired and retained within STEM. These include:</p>
<p>&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Generous Parental Leave</p>
<p>&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Mental Health Support</p>
<p>&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Health and Wellbeing Benefits</p>
<p>&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Competitive Salaries and Bonuses</p>
<p>&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Learning and Development of Key Skills</p>
<h3>Global Talent Trends &amp; Insights 2024: Employee Expectations and Trends Statistics &nbsp;</h3>
<p>For a detailed analysis and summary of our full Employee Expectations and Trends statistics, as well as valuable insights into salary expectations, the gender pay gap and equality, diversity and inclusion in STEM, download your copy of SRG&rsquo;s Global Talent Trends &amp; Insights 2024 below.&nbsp;</p>
<p><a href="https://www.srgtalent.com/global-talent-trends-and-insights-2024">DOWNLOAD YOUR COPY OF THE 2024 GLOBAL TALENT TRENDS &amp; INSIGHTS REPORT</a>&nbsp;</p>
<p>About the data: SRG and New Scientist surveyed over 4,000 STEM professionals working in the Engineering, Medtech, Biotech, Pharmaceutical, FMCG, Chemical, Clinical sectors as well as Academia. 55% of respondents were from the UK, 33% of respondents were from North America, and 12% of respondents were from Europe.</p>

We study the importance of managing, meeting and adapting to employee expectations and trends, supported by insights from SRG and New Scientist’s 2024 Global Talent Trends & Insights report, when finding, hiring and retaining in STEM industries.

Hiring and Retaining in STEM: What are Employee Expectations? 

<p>Responding to the latest Global Talent Trends and Insights survey, conducted in collaboration between SRG and New Scientist, employees within STEM have highlighted the role of Equality, Diversity and Inclusion (ED&amp;I) in their workplace and how its importance will help shape the future of how companies and industries across STEM will operate in the near and distant future.</p>
<h2><a>Why is Equality, Diversity and Inclusion important in STEM?</a></h2>
<p>Companies across all industries, not just those in STEM, are under increasing pressure to be transparent regarding their approach to the composition of their workforce, who they hire and how they decided to hire them, and equality in the workplace for all. This is part of a transformational change in the corporate approach to Ethics, Governance and Sustainability.</p>
<p>At the heart of every approach to Equality, Diversity and Inclusion is a drive to ensure that everyone is given equal and fair opportunities to begin and build a successful career, develop themselves personally and professionally, and continue to be provided with opportunities to grow throughout their career journey.</p>
<p>But creating the right approach, and providing an equal, diverse and inclusive workplace for all, is vitally important for companies, the way they operate and their success too. Being a transparent company, open to people of all genders, sexuality, race, religion and social background widens the talent pool from which to build and grow a multi-skilled, driven workforce that promotes and generates positive results, as supported by Neil Jacques &ndash; Client Solutions Director at SRG UK &ndash; who states &ldquo;If you want to be a world leader, you need the best brains from all groups and individuals.&rdquo;</p>
<h2><a>The Impact of Equality, Diversity and Inclusion on the STEM Workforce: Our Insights </a>Overview</h2>
<p>To take the first step to creating and building an effective ED&amp;I approach, or to adapt an existing approach, it is vital to gather data and insights on which to base future decisions and gauge employee thoughts on the topic.</p>
<p>Based on answers to questions on Equality, Diversity and Inclusion asked as part of the Global Talent Trends and Insights survey, there are reasons to believe that positive steps are already being taken, with many respondents reporting an awareness of a change in the ED&amp;I landscape.</p>
<p>For example, 40% of UK-based respondents reported seeing visible efforts from their organisations to be more diverse; 19% of North American respondents highlighted seeing hiring practices reviewed; and in Europe, 14% of respondents reported diversity data being made available and visible to them.</p>
<p>However, concerns do still remain, particularly in relation to <a href="https://www.srgtalent.com/blog/gender-and-ethnicity-pay-gap-breaking-down-stem-pay-inequalities" target="_blank" rel="noopener">STEM pay inequalities and the gender and ethnicity pay gap</a>, as statistics from the Global Talent Trends and Insights report show:</p>
<p>&bull; UK Black employees earn on average &pound;19,520 below their White co-workers</p>
<p>&bull; UK Asian employees earn on average &pound;8,270 below their White co-workers</p>
<p>&bull; UK female employees earn 19% less than males</p>
<p>&bull; North American female employees earn 8% less than males</p>
<p>&bull; European female employees earn 15% less than males</p>
<p>Commenting on these statistics, Emma Brown, Strategic Accounts Director at SRG in the UK, says &ldquo;This inequality is not acceptable, particularly when we are trying so hard to attract women into STEM. It speaks volumes.&rdquo;</p>
<p>Meanwhile, according to Tracy Monsour &ndash; Senior Vice President of Marketing for Impellam Group, SRG&rsquo;s corporate entity &ndash; the ethnicity pay gap in North America also raises important questions, stating &ldquo;We must have equitable compensation for people from all groups&hellip; If we are not being equitable, how do we ensure we have an inclusive culture?&rdquo;</p>
<h2>Global Talent Trends &amp; Insights 2024: Equality, Diversity and Inclusion (ED&amp;I) Statistics</h2>
<p>For a detailed analysis and summary of our full ED&amp;I statistics, as well as valuable insights into salary expectations, the gender pay gap and the impact of AI in STEM, download your copy of SRG&rsquo;s Global Talent Trends &amp; Insights 2024 below.</p>
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<p><a href="https://www.srgtalent.com/global-talent-trends-and-insights-2024" target="_blank" rel="noopener">DOWNLOAD YOUR COPY OF THE 2024 GLOBAL TALENT TRENDS &amp; INSIGHTS REPORT</a></p>
<p>About the data: SRG and New Scientist surveyed over 4,000 STEM professionals working in the Engineering, Medtech, Biotech, Pharmaceutical, FMCG, Chemical, Clinical sectors as well as Academia. 55% of respondents were from the UK, 33% of respondents were from North America, and 12% of respondents were from Europe.</p>
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Delving into insights from SRG’s 2024 Global Talent Trends & Insights report, created in collaboration with New Scientist, we explore the importance of Equality, Diversity and Inclusion in STEM.

Equality, Diversity and Inclusion in the STEM Workplace 

<p>As specialist STEM recruitment services providers and market-leaders in helping clients across STEM industries find, hire and retain the very best talent, SRG are driven to create, develop and deliver a variety of tailored solutions to drive successful recruitment strategies.</p>
<p>Search by SRG is one such solution. Driven by intelligent data and the expertise of our dedicated teams, this Executive and Technical Search service is designed to connect STEM organisations and the highest level of middle and senior technical talent through a project-based approach focused on their specific needs.</p>
<p>Read on to find out more about Search by SRG, and how we help your business achieve success in an ever-changing, highly competitive recruitment market.</p>
<h2>What is Search by SRG?</h2>
<p>Behind everything we do at SRG is the passion to provide STEM organisations with best-in-class recruitment solutions to meet their every requirement, as a trusted, specialist partner across all aspects of the recruitment process.</p>
<p>Search by SRG, our Executive and Technical Search solutions, have been designed to do just that, specifically focusing on powering business growth through the power of a tailored, specialised recruitment service that not only finds and identifies top-level talent for Senior Executive and Technical roles for our clients, but helps hire and retain them too.</p>
<p>Using their knowledge, experience and understanding of the STEM recruitment landscape, commercially and technically, our Search by SRG team &ndash; supported by data intelligence and insights &ndash; focus on securing middle and senior technical appointments for their clients, across various STEM industries including pharmaceuticals, life sciences, medical, AI, engineering and MedTech.</p>
<h2><span class="cf0">What is Executive Recruitment? The Search by SRG Approach</span><br></h2>
<p>The beauty of the Search by SRG approach to Executive Search Recruitment is in its flexibility, transparency and agility, providing:</p>
<p><a>&bull;</a>&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;<a href="https://www.srgtalent.com/business-solutions/executive-search" target="_blank" rel="noopener"> Technical and Executive Search</a></p>
<p><a>&bull;</a>&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;<a href="https://www.srgtalent.com/global-talent-trends-and-insights-2024" target="_blank" rel="noopener"> Market insights and reporting&nbsp;</a></p>
<p><a>&bull;</a>&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; <a href="https://www.srgtalent.com/business-solutions/salary-benchmarking" target="_blank" rel="noopener">Salary insights and benchmarking</a></p>
<p>&bull;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; High-end interim and consultants</p>
<p>&bull;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; <a href="https://www.srgtalent.com/us/business-solutions/project-based-statement-of-work" target="_blank" rel="noopener">Project recruitment campaigns</a></p>
<p>&bull;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Equality, Diversity and Inclusion (EDI)</p>
<p>At the heart of every project is an experience and expertise-based understanding of our client&rsquo;s culture, values and aspirations, helping us to develop and deliver the ideal, uniquely tailored strategy that utilises our data-driven recruitment process to offer real-time insights and the right results.</p>
<h2><span class="cf0">What are the Benefits of Executive Search with SRG?</span><br></h2>
<p>SRG&rsquo;s clients can expect to benefit from the rewards of creating a collaborative, consultation-led relationship with our dedicated expert team, who strive to work closely with every stakeholder to drive a project forward through every step of the journey.</p>
<p>Once we have determined your specific recruitment requirements, you can expect the Search by SRG team to uncover skilled candidates, leading your recruitment strategy with passion, knowledge and providing expert guidance and support along the way.</p>
<p>No matter the project, no matter the requirements, Search by SRG provides a variety of benefits such as:</p>
<p>&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; A dedicated research team with every project</p>
<p>&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Access to real-time market intelligence and data-driven solutions</p>
<p>&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Insights from technical and personality assessment tools</p>
<p>&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Dedicated project management support and weekly review meetings</p>
<p>&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Variable attraction campaigns tailored to your needs</p>
<p>&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; The knowledge, passion and drive of our experts</p>
<h2>Experience the Difference of Search by SRG</h2>
<p><a href="https://www.srgtalent.com/business-solutions/executive-search" target="_blank" rel="noopener">Click here</a> to find out more about about our expert Executive and Technical Search team, and how their knowledge and experience can help your business thrive.&nbsp;</p>

Find out more about Search by SRG, SRG’s Executive and Technical services, and how working with an expert STEM recruitment partner drive success through a tailored Executive Recruitment strategy.

Search by SRG: The Power of Data Driven Executive and Technical Search Solutions

<h2>The Role of AI in STEM</h2>
<p class="MsoNormal">Respondents in the latest Global Talent Trends and Insights report, conducted in collaboration between SRG and New Scientist, have shared their thoughts &ndash; and potential fears &ndash; surrounding the impact of AI on STEM.</p>
<p class="MsoNormal">With AI becoming a bigger part of the technological landscape across most industries, the report suggests that it is already making its presence felt within STEM&rsquo;s workforce, with many expecting the influence &ndash; whether it&rsquo;s positive or negative &ndash; of Artificial Intelligence to continue growing in the near and distant future.</p>
<h2 class="MsoNormal"><a style="mso-comment-reference: _1; mso-comment-date: 20240614T1311;">How AI in STEM is Already Making its Mark</a></h2>
<p class="MsoNormal">In recent years, Artificial Intelligence has been discussed, developed and implemented with glowing references and reports on how it has the power to significantly change &ndash; for the better &ndash; the way we work, live and go about our day to day lives.</p>
<p class="MsoNormal">Within STEM, the story is no different. Industries and organisations within the sector are already utilising the power of AI to transform working practices, revolutionising the way they operate. Life Sciences in particular is already showcasing AI and its seemingly limitless applications; in Pharma for example, Artificial Intelligence is helping to accelerate research and the discovery of new drugs and treatments for a variety of illnesses and conditions that may have taken years to develop without it.</p>
<p class="MsoNormal">However, AI is already showcasing the power to not only create, but to eliminate too &ndash; whilst the introduction of Artificial Intelligence is requiring the introduction of some new roles, opening employment opportunities, it is also removing the need for some existing ones. What this means exactly for the STEM workforce is unclear, with Neil Jacques &ndash; Client Solutions Director at SRG UK &ndash; reporting that &ldquo;The industry is embracing AI, but we don&rsquo;t yet know how it will evolve.&rdquo;</p>
<h2 class="MsoNormal">The Impact of AI on the STEM Workforce: Our Insights Overview</h2>
<p class="MsoNormal">Based on answers to questions on the impact of AI on the workplaces and workforces within STEM, our insights suggest that Artificial Intelligence is already impacting people and their roles in a variety of ways, and that most of those people expect the influence of AI to continue and grow.</p>
<h3>How is Technology Used in STEM?</h3>
<p class="MsoNormal">For example, the report found that 60% of respondents believed AI is already making them more efficient, with 78% expecting it will make them more efficient in future. Furthermore, 50% of those asked believed that AI was so influential that it would alter the nature of their job entirely. Tracy Monsour &ndash; Sr. Vice President of Marketing, Impellam &ndash; associates these findings with the belief that &ldquo;Greater efficiency allows people to focus on more strategic thinking.&rdquo;</p>
<p class="MsoNormal">In contrast, as explained by Monsour, &ldquo;Most people don&rsquo;t understand what the impact will be in the near term, let alone the longer term&rdquo; &ndash; a statement supported by statistics from the report highlighting that significant numbers of respondents believe AI will have little or no impact on their jobs.</p>
<p class="MsoNormal">And, despite common perceptions that &lsquo;AI isn&rsquo;t here to just take part; it is here to take over&rsquo;, our insights showcase largely positive thoughts about the impact of Artificial Intelligence and how it will shape workplaces and workforces in the future. In fact, more than three-quarters of people asked were not concerned about AI making them, or their roles, redundant; though a quarter did show concern regarding AI&rsquo;s ability to replace them ultimately.</p>
<h2 class="MsoNormal"><a style="mso-comment-reference: _2; mso-comment-date: 20240614T1340;">AI Impact Statistics 2024</a></h2>
<p class="MsoNormal">For a detailed analysis and summary of our full AI Impact statistics, as well as valuable insights into salary expectations, the gender pay gap and equality, diversity and inclusion in STEM, download your copy of SRG&rsquo;s Global Talent Trends &amp; Insights 2024 below.</p>
<p class="MsoNormal"><strong><a href="https://www.srgtalent.com/global-talent-trends-and-insights-2024" target="_blank" rel="noopener">DOWNLOAD YOUR COPY OF THE 2024 GLOBAL TALENT TRENDS &amp; INSIGHTS REPORT</a></strong></p>
<p><span style="font-size: 11.0pt; line-height: 115%; font-family: 'Arial',sans-serif; mso-fareast-font-family: Arial; mso-ansi-language: EN-GB; mso-fareast-language: EN-GB; mso-bidi-language: AR-SA;">About the data: SRG and New Scientist surveyed over 4,000 STEM professionals working in the Engineering, Medtech, Biotech, Pharmaceutical, FMCG, Chemical, Clinical sectors as well as Academia. 55% of respondents were from the UK, 33% of respondents were from North America, and 12% of respondents were from Europe.</span></p>
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Discover how AI is transforming many industries including STEM. Should you use AI to transform technology working practices? what are the benefits?

The Impact of AI in the STEM Workplace

<p>Over the past 10 years, the ratio of R&amp;D spend has increased<strong><a href="https://www.accenture.com/us-en/insights/life-sciences/from-billions-to-millions-transformation" target="_blank" rel="noopener noreferrer">&nbsp;7% per treatment approval annually.</a></strong></p>
<p>Improving R&amp;D productivity in pharma, while controlling costs remains a key strategic priority for businesses across the Pharma sector. The right decisions across external resourcing can unlock Pharma R&amp;D potential and help bolster organisational success.</p>
<p>In this article, we provide the guidance you need to make a strategic choice between bringing on-site scientific services and fully outsourcing activities.</p>
<p>Expect to discover:</p>
<ul>
<li>Why companies use external providers</li>
<li>The key differences between on-site scientific services and full outsourcing</li>
<li>Why external sourcing is crucial to innovation</li>
<li>How to choose the right model for your workforce</li>
</ul>
<h2>Why do pharmaceutical companies use external providers?</h2>
<p>External providers enable pharmaceutical companies to meet strategic objectives, strengthen their workforce, and overall achieve business success.</p>
<p><strong>External sourcing providers can:</strong></p>
<ul>
<li>Mend capacity shortfall</li>
<li>Improve technical capability and expertise</li>
<li>Fill labour gaps</li>
<li>Enable clients to focus on core expertise</li>
<li>Improve resource flexibility</li>
<li>Boost cost control</li>
<li>Widen market access</li>
<li>Expand market intelligence</li>
</ul>
<h2>The difference between on-site scientific services and full outsourcing</h2>
<p>While both options involve working with an external provider to improve R&amp;D, both services achieve efficiency in different ways.</p>
<h3>On-site Scientific Service Provider (SSP)</h3>
<p>On-site SSP teams work directly on-site with a client, meaning that communication and problem-solving occur in real-time, without time-zone considerations. These teams often have access to the IT infrastructure, which makes accessing databases and finding information simple.&nbsp;<br>As the team is on-site, cycle times are instantaneous, with little shipping needed. Additionally, the client maintains all intellectual property control.<br>On-site SSPs are valuable for companies who prioritise agility and resource strength. They enable businesses that have manufacturing capability but a lack of staff to thrive through key projects and achieve their goals.</p>
<h3>Outsourcing companies</h3>
<p>Fully outsourced teams work at their own CRO/CDMO facility and communicate via site visits, video calls, and teleconferences. Given the global network of the pharmacological industry, there are often time-zone considerations with outsourcing providers.</p>
<p>The intellectual property control of research is negotiated and agreed before the project begins. Cycle times must also consider shipping, time zone, and custom regulations.</p>
<p>Full outsourcing is particularly useful for companies who require specialised manufacturing processes and want to fund innovative methods without the additional expansion costs or resourcing hurdles.</p>
<h2>Choose a model that suits your workforce priorities and strategy&nbsp;</h2>
<p>Staying strategic doesn&rsquo;t have to be complicated. In this section, we've broken down strategic decision-making into 5 key steps.</p>
<h3>Step One - Outline motivations</h3>
<p>Outline the key reasons behind your need for external support. These reasons should be aligned with your organisational goals and strategic objectives, such as resource/skill acquisition, value creation, or simply cost reduction.</p>
<h3>Step 2 - Create an attribute specification</h3>
<p>An attribute specification is a list of key qualities and characteristics your target external service would provide. This list should cover the key aspects needed to fulfill your strategy, as well as secondary &lsquo;nice to haves&rsquo;.&nbsp;<br>Your preferred partner should have strong examples of their ability to measure success across these attributes, and any associated metrics should be part of the service agreement.&nbsp;</p>
<h3>Step 3 - Identify and contextualise risks</h3>
<p>To maximise your relationship with any external service, understanding the risks before you commit is key.&nbsp;</p>
<p><strong>Key risks to consider are:</strong></p>
<ul>
<li>Geopolitical risks</li>
<li>Human capital and employment risks</li>
<li>Economic risks</li>
<li>Legal risks</li>
<li>Infrastructure risks</li>
</ul>
<p>At this stage, applying a consequence/probability matrix for risk assessment is worth applying.&nbsp;</p>
<h3>Step 4 &ndash; Consider the costs and market opportunity</h3>
<p>It&rsquo;s important to consider costs and market opportunity alongside each other to ensure that you&rsquo;re capturing the full context of the situation.</p>
<p><strong>Cost considerations should include:</strong></p>
<ul>
<li>Compensation and wages</li>
<li>Infrastructure costs</li>
<li>Tax and regulatory costs</li>
</ul>
<p><strong>Market opportunity considerations should include:</strong></p>
<ul>
<li>Current and future therapeutic needs</li>
<li>Current pharmaceutical market size</li>
<li>Market growth rate</li>
</ul>
<h2>Are on-site scientific services the future of outsourcing in Pharma R&amp;D?</h2>
<p>When Sanofi&rsquo;s CEO Paul Hudson joined the company in 2019, he laid out a plan to achieve &ldquo;operational excellence in manufacturing&rdquo; and drove a focus on newly developed best-in-class drugs.</p>
<p>A key part of this process meant prioritising on-site scientific services, after what he describes as &ldquo;years of over-reliance&rdquo; on outsourced support. Hudson&rsquo;s aimed to streamline costs across the business to reach<strong><a href="https://www.outsourcing-pharma.com/Article/2019/12/18/Sanofi-to-optimize-CMOs-to-drive-down-spending" target="_blank" rel="noopener noreferrer">&nbsp;a goal of 2 billion euros in savings.&nbsp;</a></strong></p>
<p>By 2021, Sanofi had recouped 1.7 billion, and<strong><a href="https://www.fiercepharma.com/pharma/sanofi-aims-to-create-big-pharma-s-strongest-immunology-franchise-cfo-says" target="_blank" rel="noopener noreferrer">&nbsp;the target savings amount has expanded to 2.5 billion.&nbsp;</a></strong></p>
<p><strong><a href="https://www.fiercepharma.com/pharma/sanofi-aims-to-create-big-pharma-s-strongest-immunology-franchise-cfo-says" target="_blank" rel="noopener noreferrer">Jean-Baptiste Chasseloup de Chatillon, Sanofi&rsquo;s Chief Finance Officer reports&nbsp;</a></strong>that the cost-savings are creating more space for science, saying, &ldquo;each time we make enough room, we go on to add science and value to our pipeline.&rdquo;&nbsp;</p>
<p>Sanofi aren&rsquo;t alone in this; leading pharmaceutical organisations like<strong><a href="https://www.bplgroup.com/" target="_blank" rel="noopener noreferrer">&nbsp;BPL</a></strong>&nbsp;and&nbsp;<strong><a href="https://www.gsk.com/en-gb/home/" target="_blank" rel="noopener noreferrer">GSK&nbsp;</a></strong>are also investing in their internal capacity, activating the creation of bigger and better research facilities across the world.</p>
<h2>Learn more about on-site scientific services from our experts</h2>
<p class="MsoNormal">Synergy Scientific Solutions&nbsp;provides flexible Scientific Service Management solutions, deploying and integrating expert teams to deliver core Lab Activities across the pharmaceutical, biotech, FMCG, chemical, clinical research, biopharma, and sensory industries.</p>
<p class="MsoNormal"><a href="https://www.srgtalent.com/synergy-scientific-solutions">Click here to find out more about how Synergy Scientific Services can empower your business, people, and your strategic science goals.</a></p>
<p><a class="button-secondary" href="mailto:synergyqueries@srgtalent.com">Alternatively, click here to email Synergy and we'll be in touch to tell you more about how we can help you.</a></p>

Learn how to evolve your Pharma R&D external resourcing strategy in this article from Becky Upton, STEM Services Director.

Improving R&D Productivity in Pharma: Outsourcing vs On-site Scientific Services

<p>Laboratory operations should be a space in which to enable innovation, preserve productivity, and withstand change.</p>
<p>As has become evident in recent years, especially during periods of unexpected disruption and change such as the global pandemic, clinical laboratories are particularly susceptible to disruption, and capable of resilience. From the&nbsp;<a href="https://www.srgtalent.com/blog/how-to-overcome-the-top-4-pharma-supply-chain-challenges"><strong>supply chain shortages</strong></a>,&nbsp;<strong>skills gaps</strong>, to drug compound inefficacy in clinical trials,&nbsp;<strong><a href="https://www.srgtalent.com/blog/case-study-laboratory-leaders-survey-and-results-2022" target="_blank" rel="noopener">laboratory leaders have, and continue to face, varying challenges</a></strong>&nbsp;that threaten timelines and success rates.</p>
<p>Considering the potential disruption and uncertainty, which could hinder progress and potential, the importance of a scalable and agile workforce is increasingly linked to business continuity.</p>
<p>With this in mind, in this article I will explore:</p>
<ul>
<li>The difference between onsite scientific service partners and outsourcing</li>
<li>The importance of agility and scalability in the lab</li>
<li>3 ways onsite scientific service partners drive agility and scalability</li>
</ul>
<h2>The difference between onsite scientific service partners and outsourcing</h2>
<p><a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">Onsite scientific service providers</a> (SSP)&rsquo;s provide integrated onsite teams that work alongside existing core staff, enabling them to focus on their core science.</p>
<p>Outsourcing companies work at their own CRO/CDMO facilities to supplement the work of existing core staff offsite.</p>
<p>The key differences are related to agility and efficiency:</p>
<ul>
<li>Onsite scientific service management partners benefit from onsite real-time communication and problem-solving</li>
<li>Outsourcing companies communicate via site visits, video calls, and teleconferences</li>
<li>Onsite scientific management helps to avoid time-zone conflicts as they are in the same location&nbsp;</li>
<li>Given the global nature of the pharmacological industry, outsourcing providers often require time-zone considerations and cycle-time allowances</li>
<li>Having scientific service solution teams onsite allows them to have direct access to IT infrastructure and resources, enabling instantaneous cycle times</li>
</ul>
<h2>The importance of agility and scalability in the lab</h2>
<p>Drug attrition rates, or the percentage of drug candidates that drop out in clinical testing, are a key driver of risk in pharmaceutical development.</p>
<p>The further along the drug candidate is in clinical trials, the greater the expense and disruption. While&nbsp;<a href="https://books.google.com.et/books?id=iry1nJHAc_sC&amp;printsec=frontcover&amp;q&amp;f=false#v=onepage"><strong>60%</strong></a>&nbsp;of inefficient drug candidates can often be identified and dealt with at pre-clinical stages,&nbsp;<strong><a href="https://books.google.com.et/books?id=iry1nJHAc_sC&amp;printsec=frontcover&amp;q&amp;f=false#v=onepage">52% of drug candidates that make it to Phase II clinical trials fail</a></strong>. By this point, the Phase II failed drug candidate has already consumed&nbsp;<a href="https://books.google.com.et/books?id=iry1nJHAc_sC&amp;printsec=frontcover&amp;q&amp;f=false#v=onepage"><strong>&pound;600-700 million on average in drug development and testing costs</strong></a>.</p>
<p>Agile and scalable resource allocation is one way to overcome this core issue in the industry, enabling organisations to minimise the amount of wasted resources on projects and bounce back from failed drug candidates.</p>
<h2>3 ways onsite scientific service partners drive agility and scalability</h2>
<h3>Increased lab staff retention</h3>
<p>Having a <a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">scientific management solution team</a> onsite can take the pressure away from permanent staff, enabling them to focus on core science by picking up bench work, and other administrative duties in the laboratory. This model enables<a href="https://www.srgtalent.com/blog/how-to-boost-staff-retention-in-the-lab" target="_blank" rel="noopener noreferrer">&nbsp;core staff to focus on the work that inspires them, improving engagement.&nbsp;</a>Meanwhile, onsite scientific services manage the engagement of deployed staff, enabling them to cross-train, develop, and work in the most aligned environment for them. This model enables onsite scientific services to retain deployed staff while helping organisations retain their permanent employees.</p>
<h3>Expansion despite headcount restraints</h3>
<p>Onsite scientific management services enable laboratories to expand their core teams under an OPEX budget, removing the headcount limitations that can often curb expansion and tie organisations to temporary recruitment models. This means that the laboratory benefits from a team of permanently employed external employees, where the issue of contractors leaving, needing to train new employees, all while compromising intellectual property and losing the time spent to train employees, is avoided.</p>
<h3>Reduced risk</h3>
<p><a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">Onsite scientific services</a> assume full responsibility of HR management for the employed lab staff, including payroll, benefits, holiday, performance management, and on-boarding/off-boarding. This enables clients to avoid HR liabilities involved in direct employment, and swiftly scale according to project demands.<br><br></p>
<h2>Fuel scientific breakthroughs with Synergy</h2>
<p><a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener"><strong>Synergy Scientific Solutions</strong></a>&nbsp;has been partnering with scientific organisations across pharma, biotech and the wider life science industries for over 18 years.</p>
<p>Our team of industry experts work closely and collaboratively with our clients, building tailored solutions, and then training and managing our teams of integrated staff to complete protocol-driven tasks that enhance your business efficiency.</p>
<p>Whatever your scientific goals, we&rsquo;ll deploy the team that gets you there.</p>

Find out how to streamline lab operations with a scalable and agile workforce.

How to Streamline Lab Operations with a Scalable, Agile Workforce

<ul>
<li><strong>A slowdown in compensation increases</strong> eases the pain for employers but the relief may not last long</li>
<li><strong>A majority of workers plan</strong> to change jobs this year, with an overwhelming number of full-time, in-office talent looking to make the switch</li>
<li><strong>Hybrid and remote work policie</strong>s remain unsettled, with job flexibility highly valued</li>
<li><strong>Workforce diversity remains elusive</strong>, but workers say they see progress occurring</li>
<li><strong>AI continues to be a central discussion</strong>, and results show that AI has already made workers more efficient</li>
</ul>
<p>Salaries in the UK for life sciences workers have risen exponentially compared with peers in other parts of the world, but average pay still trails that of North American and European counterparts, a new survey conducted by SRG and New Scientist Jobs reveals. Since 2022, average salaries have risen 11.1% in the UK to &pound;57,725, a rate nearly three times faster than in North America. Even so, this is still lower than the average pay in comparative markets, according to the 2024 Global Talent Trends and Insights report.</p>
<p>Among all life sciences workers, North American respondents averaged $87,874 in annual pay, the highest ever surveyed by the publication. The average in Europe is &euro;65,070. Those in the engineering field are the highest paid, with an average salary of $98,720 in the U.S. and &pound;68,177 in the UK. Other highly-paid jobs can be found in pharmaceutical, biotech, and medtech fields.&nbsp;</p>
<p>Pay for life sciences specialists had jumped tremendously in the two years following the COVID outbreak, but growth has since slowed, with the market normalizing and inflation retreating from recent highs. Moreover, wage inflation has subdued in light of a broad reduction in hiring and increased layoffs in life sciences positions.&nbsp;</p>
<p>&ldquo;This is good news for companies struggling to rein in increasing workforce costs but a challenge for talent in search of better opportunities and pay,&rdquo; said Andrew Turner, UK Managing Director of SRG. &ldquo;However, with talent scarcity caused in part by a structural deficiency in the labor market, this balance may shift again with an improvement in the global economy. Regardless of where we are in the economic cycle, employers need to focus on attracting and retaining the best and most in-demand talent.&rdquo;</p>
<p>Data from the survey, conducted with more than 4,000 scientists and STEM professionals from December 2023 through February 2024, indicated cautious optimism about the future. One-third of North American respondents expect their budgets to increase this year. However, job mobility may rise as more than 60% say they expect to or will change roles in 2024.&nbsp;</p>
<p>Such sentiments reflected unmet needs for job flexibility, higher pay, and health and wellness benefits. Workers in North America were more likely to say they will change jobs this year than counterparts in the UK and Europe (61% vs. 51%). Job satisfaction levels among life science specialists have been historically higher than other occupations, and more than two-thirds of those surveyed said they remain happy in their roles. Nevertheless, the high percentage of people seeking new opportunities may be a wake-up call for employers to do more to incentivize people to stay.</p>
<p>One of the reasons for workers&rsquo; strong desire for new opportunities is the unsettled debate over remote and hybrid working arrangements. An overwhelming majority (90%) of those who are on-site every day say they plan to switch jobs. Furthermore, two-thirds say they prefer a hybrid schedule, but just 40% currently have this benefit. As executive leaders push for greater in-office attendance, this insistence may diminish their appeal as employers of choice.</p>
<p>&ldquo;Whether it&rsquo;s life sciences or the IT sector, policies and practices regarding hybrid and remote working must remain agile and responsive to the needs of the workforce,&rdquo; said Patrick Stedman, Senior Vice President of SRG North America. &ldquo;Leaders understandably are pushing for more people to return to the workplace, and their concerns around innovation and accountability are certainly valid. They need to, however, weigh the impact on retention, engagement, and satisfaction. Does being in the office daily lead to greater productivity? Each company must do their homework to make this determination.&rdquo;</p>
<p>The 2024 Global Talent Trends and Insights report closely examines remote work and many other critical issues facing life sciences human capital leaders. New Scientist Jobs has been tracking the salaries of professional scientists for more than 20 years, and results from the latest report show that wages, despite a recent slowdown, remain high compared with many other occupations. The publication also provides geographic breakdowns of salaries in various science hubs across Europe, the UK, and North America.&nbsp;</p>
<p>The data also tracks the chronic pay gap between men and women scientists, with the differences ranging as high as 19% in the UK to 14% in Europe to 8% in North America. Progress toward pay equity has been inconsistent over the years but trending in the right direction. &nbsp;&nbsp;</p>
<p>Additionally, the report examines employers' progress in achieving a more diverse and equitable workplace. A standout finding is that black workers account for just 4% of life sciences specialists in the UK, compared with 11% in North America. However, 40% of those surveyed in the UK said they have witnessed efforts within their organization to be more diverse.&nbsp;</p>
<p>Other findings in the Global Talent Trends and Insights report examine people&rsquo;s priorities when considering an employer, the skills they need to keep their careers future-proof, and their outlook on AI and its impact on jobs and the future of work. Despite fears that the technology will lead to large job losses, most survey respondents say they don&rsquo;t believe they will be made redundant. Rather, they believe AI will make their jobs easier, with 60% saying AI has<br>already make them more efficient. An even larger majority (78%) say they will be even more so in the future.&nbsp;</p>
<p><strong>Pro tips for employers to consider as they strategize on workforce planning, learning and development, talent attraction and retention, internal mobility, and other critical human capital issues:</strong></p>
<ul>
<li>Closely track and mirror competitive wage levels and prevailing benefit offerings at a time when most people are expressing a strong desire to change jobs &nbsp;&nbsp;</li>
<li>Regularly survey workers and develop actionable plans to mitigate growing dissatisfaction or unmet needs of people</li>
<li>Build on a culture of inclusion and equity to ensure workers are fully engaged, can bring their best selves to their jobs, and maximize collaboration with other team members</li>
<li>Identify the skills needed today, and in the future, and leverage this insight to map the learning journey for every employee as a way to address the skills gap &nbsp;&nbsp;</li>
</ul>
<h4><strong>Access the full report in both the UK <span style="text-decoration: underline;"><a href="https://www.srgtalent.com/global-talent-trends-and-insights-2024" target="_blank" rel="noopener">here</a></span> and North America <span style="text-decoration: underline;"><a href="https://www.srgtalent.com/us/salary-survey" target="_blank" rel="noopener">here</a></span>, respectively.</strong></h4>
<p>&nbsp;</p>
<h4><strong>About SRG</strong></h4>
<p>By applying specialist industry expertise and knowledge built over decades of experience as a global STEM network, SRG recruits across the whole product life cycle, from scientific research and clinical trials to manufacturing, helping to create meaningful connections, empower STEM talent, and shape a better, brighter future.</p>
<p>SRG is powered by&nbsp;<a href="https://www.impellam.com/" target="_blank" rel="noopener">Impellam Group</a>, a global leader in workforce and STEM talent solutions.<br>&nbsp;</p>
<h4><strong>About New Scientist Jobs</strong></h4>
<p>New Scientist is the world&rsquo;s most trusted source of science and technology weekly news. New Scientist Jobs was created over 20+ years ago to connect leading employers and candidates. New Scientist Jobs also provides dedicated career advice and job opportunities across the STEM industry.</p>
<p>To find out more, visit <a href="https://www.newscientist.com/nsj/" target="_blank" rel="noopener">www.newscientist.com/nsj/</a></p>
<p>&nbsp;</p>
<p><em>Press contact:</em> <em><span class="TextRun SCXW49313340 BCX8" lang="EN" xml:lang="EN" data-contrast="auto"><span class="NormalTextRun SCXW49313340 BCX8">Kirsty Tranter,&nbsp;</span></span><span class="TextRun SCXW49313340 BCX8" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW49313340 BCX8">Head of Communications,&nbsp;</span><span class="NormalTextRun SCXW49313340 BCX8">Impellam</span><span class="NormalTextRun SCXW49313340 BCX8">&nbsp;Group</span></span><span class="EOP SCXW49313340 BCX8" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559740&quot;:278}">&nbsp;-<strong>&nbsp;</strong></span><a href="mailto:press@impellam.com"><strong><span class="TextRun Underlined SCXW49313340 BCX8" lang="EN" xml:lang="EN" data-contrast="none"><span class="NormalTextRun SCXW49313340 BCX8" data-ccp-charstyle="Hyperlink">press@impellam.com</span></span><span class="EOP SCXW49313340 BCX8" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559740&quot;:278}">&nbsp;</span></strong></a></em></p>

A new report by SRG and New Scientist Jobs reveals that UK life sciences salaries have risen rapidly but still lag behind North America and Europe. The report highlights key trends in job mobility, remote work preferences and workforce diversity.

Life science workers pay rises fastest in the UK

<p>Data revealed in the latest Global Talent Trends &amp; Insights report, conducted by SRG in collaboration with <a href="https://www.newscientist.com/nsj/" target="_blank" rel="noopener">New Scientist</a>, shows the trend of heightening salaries and continued pay inequality across global STEM industries continues in 2024.</p>
<p>Whilst the report has revealed a steady increase in average salaries across the scientific sectors since 2022 in the UK (11.1% increase; &pound;57,725 average salary), Europe (3.4% increase; &euro;65,070 average salary), and North America (3.9% increase; $87,874 average salary), significant gender and ethnicity pay gaps remain in STEM.</p>
<h2>The STEM Gender Pay Gap in 2024</h2>
<p>Compared to 2022, when the results of our survey revealed a 28% difference in the gender pay gap in the UK, a 17% gender pay gap in Europe, and a 17.5% gender pay gap in North America, this year&rsquo;s report suggests improvements have been made.</p>
<p>However, directly comparing the results of our 2023 survey with the 2024 results highlights that there is still plenty of work to be done to narrow the gender gap &ndash; especially in the UK and Europe.</p>
<p>In the UK, women in STEM are earning much less than their male counterparts; the pay gap in 2024 is 19%, or &pound;12,000 on average. This is a 6% increase over the 13% gap discovered in our 2023 STEM Salary Survey. The pay gap in Europe has increased 3% between 2023 (11%) and 2024 (14%) too. And, whilst North America has fared better, showing a gender pay gap reduction from 13% in 2023 to 8% in 2024, there is still a significant difference.</p>
<p>Emma Brown, Strategic Accounts Director at SRG in the UK, commented on these results:</p>
<p>&ldquo;This inequality is not acceptable, particularly when we are trying so hard to attract women into STEM. It speaks volumes.&rdquo;</p>
<h2>The Pay Gap Between Ethnicities in STEM in 2024</h2>
<p>Another area of concern, as highlighted in the results of our 2024 Global Talent Trends &amp; Insights report, continues to be the significant difference in pay between white people and people of other ethnicities.</p>
<p>In 2023, our research showed that STEM professionals in the UK from Mixed/Multiple ethnic backgrounds earned just &pound;891 below their White co-workers, while Black professionals earned &pound;7,951 below their White co-workers and Asian professionals earned &pound;16,297 below their White co-workers.</p>
<p>A year on, and the average salary gap by ethnic group in the UK in 2024 remains considerable. The gap between the average pay for UK-based STEM professionals from Mixed/Multiple ethnic backgrounds (&pound;49,932) and their White counterparts (&pound;59,676) has widened massively, whilst Asian (&pound;51,406) and Black (&pound;40,156) professionals continue to earn much less too.</p>
<p>Commenting on the results, Neil Jacques &ndash; Client Solutions Director at SRG UK &ndash; says that greater transparency will reap significant rewards:</p>
<p>&ldquo;If you want to be a world leader, you need the best brains from all groups and individuals. Life sciences companies know this and are tuned in to EDI issues, but the data suggests there is more work to be done.&rdquo;</p>
<h2>Summary of 2024 Gender and Ethnicity Pay Gap Statistics</h2>
<p>In the fields of Science, Technology, Engineering, and Mathematics (STEM), according to the report:</p>
<p>&bull; Average UK salaries have risen by 11.1% to &pound;57,725</p>
<p>&bull; Average European salaries have risen by 3.4%% to &euro;65,070</p>
<p>&bull; Average North American salaries rose by 3.9% to $87,874</p>
<p>&bull; UK Black employees earn on average &pound;19,520 below their White co-workers</p>
<p>&bull; UK Asian employees earn on average &pound;8,270 below their White co-workers</p>
<p>&bull; UK female employees earn 19% less than males</p>
<p>&bull; North American female employees earn 8% less than males</p>
<p>&bull; European female employees earn 15% less than males</p>
<p><strong><span style="color: #ac145a;"><a style="color: #ac145a;" href="https://www.srgtalent.com/global-talent-trends-and-insights-2024" target="_blank" rel="noopener">DOWNLOAD YOUR COPY OF THE 2024 GLOBAL TALENT TRENDS &amp; INSIGHTS REPORT</a></span></strong></p>
<p><strong>About the data:</strong> SRG and <a href="https://www.newscientist.com/nsj/" target="_blank" rel="noopener">New Scientist</a> surveyed over 4,000 STEM professionals working in the Engineering, Medtech, Biotech, Pharmaceutical, FMCG, Chemical, and Clinical sectors as well as Academia. 55% of respondents were from the UK, 33% of respondents were from North America, and 12% of respondents were from Europe.</p>

A 2024 Global Talent Trends & Insights report from SRG and New Scientist reveals the trend of heightening salaries and continued pay inequality across global STEM industries continues. 

Gender and Ethnicity Pay Gap: Breaking Down STEM Pay Inequalities

<p class="MsoNormal">Now, perhaps more than ever before, diversity and inclusion considerations are having an important impact across all aspects of life.</p>
<p class="MsoNormal">No matter who or where we are, we rightfully expect a level of respect and decent and fair treatment, unobstructed by our race, gender, sexuality, religion, and societal background &ndash; or anything that makes us, as individuals, who we are.<span style="mso-spacerun: yes;">&nbsp; </span></p>
<p class="MsoNormal">In business or working environments, whether it&rsquo;s &lsquo;on the shop floor&rsquo; or in the Boardroom, everyone should be given equal opportunities to develop and succeed. From the top down, diversity and inclusion is vital to this in any company or organisation, but at leadership level it has huge importance &ndash; not only for personal growth, but for the growth of companies too.</p>
<p class="MsoNormal">So, join us as we dive into how &ndash; in a few simple ways &ndash; you can drive diversity and inclusion in leadership and beyond.</p>
<h2 class="MsoNormal"><strong>So, how diverse and inclusive are leadership teams currently? </strong></h2>
<p class="MsoNormal">Generally, not very. Or at least not as diverse and inclusive as they perhaps should or could be.</p>
<p class="MsoNormal">If we take the highlight results of <a href="https://gitnux.org/diversity-in-the-biotech-industry/">Gitnux Diversity in the Biotech Industry research</a> for example, we see a clear lack of diversity in leadership roles and groups in Biotech. Standout statistics include:</p>
<ul>
<li class="MsoNormal">Women make up only 30% of executive positions and only 18% of board seats in the biotech industry.</li>
<li class="MsoNormal">Only about 15% of biotech companies are run by female CEOs.</li>
<li class="MsoNormal">Only 8.8% of biotech research organisations are led by women.</li>
<li class="MsoNormal">Persons of colour hold only 14% of executive team positions in the biotech industry.</li>
<li class="MsoNormal">Only 7% of top biotech executives were people of colour.</li>
<li class="MsoNormal">About 4 out of 5 biotech companies have no female executives.</li>
<li class="MsoNormal">Among biotech firms with five or more executive team members, 75% have no racial or ethnic minority members.</li>
</ul>
<p class="MsoNormal"><a href="https://www.blackhistorymonth.org.uk/article/section/stem-careers/the-urgency-of-greater-diversity-in-the-uks-stem-workforce/">It is a similar story across STEM industries</a> &ndash; a study by Black History Month found only 24% of the UK STEM workforce were women, while only 8% were from minority backgrounds.</p>
<p class="MsoNormal">And whilst <a href="https://www2.deloitte.com/us/en/pages/chief-executive-officer/articles/ceo-survey.html" target="_blank" rel="noopener">92% of CEOs built DEI into their strategic priorities and goals</a> in recent years, it is thought &ndash; as outlined our &lsquo;<a href="https://www.srgtalent.com/us/blog/why-is-diverse-leadership-in-stem-important"><strong>Why is Diverse Leadership in STEM Important?</strong></a><strong>&rsquo; </strong>blog &ndash; that many leaders still are not doing enough to ensure their teams are inclusive and diverse.</p>
<p class="MsoNormal">When you consider that inclusive leadership in STEM, in teams where diverse voices have an equal platform, drives almost twice as many high-value innovative ideas than non-inclusive leadership models, and creates a positive environment of psychological safety and fulfilment, where<a href="https://hbr.org/2013/12/how-diversity-can-drive-innovation" target="_blank" rel="noopener">&nbsp;employees are 3.5 times more likely to realise their potential</a>, there is a clear argument for leadership to always build on its diversity and inclusivity.</p>
<h2 class="MsoNormal"><strong>How to effectively drive Diversity and Inclusion in Leadership (and beyond)</strong></h2>
<p class="MsoNormal">Any company in any industry, including those in STEM, should always be active in its approach to Diversity and Inclusion, and particularly within its leadership and groups who are the forefront of setting an example.</p>
<p class="MsoNormal">While there is no &lsquo;one size fits all&rsquo; approach to creating, building on, and driving a company&rsquo;s approach to Diversity and Inclusion, there are a few tried and tested ways of making a quick and lasting impact.</p>
<p class="MsoNormal">Here are just a few ideas for an effective approach to Diversity and Inclusion in Leadership:</p>
<ul>
<li class="MsoNormal"><strong>Break away from the norm &ndash; </strong>Don&rsquo;t be afraid to be different and be at the forefront of making a change. You could look to include non-execs in your leadership teams, and those earlier in their careers, to add more depth of experience and knowledge; look within your own company, rather than externally, to ensure the right cultural fit; and simply give a new generation, perhaps younger people or those from minority groups, a chance to make a difference.</li>
<li class="MsoNormal"><strong>Think about what you don&rsquo;t have, not just what you do &ndash; </strong>There is <strong>always </strong>room for new thoughts, ideas, and objectives within a leadership group. Realising this, and realising missed potential, opens up room for new ideas, new people and ultimately a more diverse and inclusive approach.</li>
<li class="MsoNormal"><strong>Take a skill and experience based approach &ndash; </strong>hire and promote people based on their skills, ability, experience and how they can help build and develop their careers, as well as your company, not because they fit in your existing leadership mould.</li>
<li class="MsoNormal"><strong>Take your time to get it right &ndash; </strong>Your leadership might be behind the times right now, but that doesn&rsquo;t mean you should take a scatter gun approach to getting it right. Plan your ED&amp;I ideas and strategy for the long term, get it right and take it from there. It&rsquo;s worth it in the end.</li>
<li class="MsoNormal"><strong>Look to inspire </strong>&ndash; Live by your principles and lead by example. Get your approach to diversity and inclusivity in leadership right and you&rsquo;ll not only inspire <strong>everyone </strong>within your company, but across your industry in general. Be the change that you want to see.</li>
</ul>

A company’s leadership sets an example. If diversity and inclusion in a leadership is lacking, it can have a damaging impact. Here are a few simple, effective tips from SRG to help get it right. 

Simple and Effective Ways to Drive Diversity & Inclusion in Leadership

<p class="MsoNormal">In the ever-changing, ever-growing world of science, throughout the course of history, many iconic women have trailblazed their way through boundaries to make groundbreaking discoveries and advancements that have helped shape the way we live today, and will into the future.</p>
<p class="MsoNormal">In this blog we put the spotlight on some of the leading ladies in science, celebrating their remarkable contributions and achievements, and the pivotal role they have had in various scientific fields and beyond.</p>
<h2 class="MsoNormal"><strong>Highlighting Top Women Innovators in Science</strong></h2>
<p class="MsoNormal"><strong>Rosalind Franklin:</strong> Through her work on X-ray diffraction, Franklin had a vital role in understand DNA &ndash; a fundamental part of modern genetics. Watson and Crick formulated the DNA double helix model, using insights gained via Franklin&rsquo;s famous &ldquo;Photo 51&rdquo;, and although she didn&rsquo;t receive the Nobel Prize she arguable deserved, contributions by Franklin are widely recognised for their importance in science.</p>
<p class="MsoNormal"><strong>Jane Goodall:</strong> The work of Goodall includes some truly groundbreaking, world-changing studies. Her study of wild chimpanzees in Gombe Stream National Park, Tanzania, is arguably one of the most important ever conducted, having revolutionised our understanding of primate behaviour and the close relationship between humans and animals. Goodall&rsquo;s observations of chimpanzees using tools challenged the belief that only humans made tools, and suggested that the human-animal kingdom relationship was closer than previously thought.</p>
<p class="MsoNormal"><strong>Ada Yonath: </strong>Yonath made a profound impact on modern medicine through her research of ribosome structure. Mapping ribosome structure helped discover insights for development of new antibiotics, shape the future of pharmaceutical chemistry, and fight antibiotic-resistant bacteria.</p>
<p class="MsoNormal"><strong>Tu Youyou:</strong> As impacts go, it doesn&rsquo;t get much bigger or more important than helping to save millions of lives worldwide. But that&rsquo;s what YouYou&rsquo;s innovative approach of combining traditional Chinese medicine with modern techniques, to extract the substance from sweet wormwood revolutionized the treatment of malaria, achieved. Her work led to a better understanding of how traditional knowledge and modern science can combine to create life-saving medicines.</p>
<p class="MsoNormal"><strong>Carol Greider:</strong> Greider and her work on telomeres was truly pioneering, leading to discovery of the enzyme telomerase which reshaped our understanding of cellular aging and cancer. Greider&rsquo;s research opened avenues into the understanding of age-related diseases and cancer therapy and highlighted the impact and importance of fundamental biological research. It also, and rightly-so, won Greider a Nobel Prize.</p>
<p class="MsoNormal"><strong>Katalin Karik&oacute;, PhD:</strong> Many modern medicines, including the COVID-19 vaccine, have been developed thanks to Karik&oacute;'s groundbreaking research on messenger RNA (mRNA), which laid the foundation for mRNA-based therapies. Her work in modifying mRNA to reduce its inflammatory response is not only innovative, but revolutionary too, leading to development of new vaccines and exciting opportunities to discover treatments for various diseases.</p>
<p class="MsoNormal"><strong>Kizzmekia Corbett:</strong> Dr. Kizzmekia Corbett was pivotal in helping to contain, control and combat COVID-19. Her expertise in immunology contributed to a rapid and effective vaccine response to the pandemic and helped set an example for way in which to research and tackle global health emergencies for generations to come. Her work not only combated a global crisis but also marked a significant milestone in vaccine development.</p>
<h2 class="MsoNormal">Helping change the world then, now and forever</h2>
<p class="MsoNormal">These remarkable women have pushed the envelope of scientific developments for generations, paving the way for the future of female scientists to shape the world and the way we live for years, decades and centuries to come. Beyond the impact their work has made on medicine, scientific research and much more, they have given a voice to women in STEM, highlighted and represented the power of females in the industry, and inspired a new era of scientific exploration and innovation.</p>

Inspirational women have been at the heart of STEM, shaping the world of science and beyond, for centuries. Here we celebrate just a few of them, along with their game-changing innovations. 

The Women Who Helped Shape STEM – Trailblazers in the world of science and beyond

<p><strong>Key findings:</strong></p>
<ul>
<li>Digitalisation is gaining momentum in the chemicals industry.</li>
<li>Skills gaps can disadvantage all professionals, from graduates through to senior professionals&nbsp;</li>
<li>Taking the initiative to upskill and gain extra digital knowledge can be career-critical.</li>
</ul>
<div>&nbsp;</div>
<p>Digitalisation is making waves across chemicals where technologies from machine learning and AI through to predictive monitoring are set to unlock over &pound;400 trillion in value for the industry by 2025. Chemicals professionals have a pivotal role to play in realising this ambition and finding ways to work alongside and within digitally optimised systems.</p>
<p>Research from Accenture reveals that while most major chemical companies are investing in digital innovation,&nbsp;<strong><a href="https://www.accenture.com/gb-en/insights/industry-x-0/chemicals" target="_blank" rel="noopener noreferrer">less than a quarter are succeeding</a></strong>.&nbsp;</p>
<p>For those companies that have succeeded, the rewards have seen them scaling more than half of their proof of concepts and earning a higher-than-average return on digital investment. Meanwhile, more than 75% of other companies earned lower than the industry average, regardless of how much they scaled by.&nbsp;</p>
<p>The key difference between the successful, and unsuccessful digitalisation projects was access to and the skill level of employees (<strong><a href="https://www2.deloitte.com/us/en/pages/energy-and-resources/articles/future-of-digitalization-in-the-chemical-industry.html" target="_blank" rel="noopener noreferrer">a finding that Deloitte also echo in their research</a></strong>).</p>
<p>With the right skills and knowledge chemicals professionals today can accelerate the future of the industry.</p>
<p>In this article, I&rsquo;ll reveal the top opportunities and challenges for chemists in today&rsquo;s digital landscape and provide guidance on where and how you can get started on advancing your career in chemistry.</p>
<div>&nbsp;</div>
<h2>Challenges and opportunities for chemists in today&rsquo;s digital landscape&nbsp;&nbsp;</h2>
<p>There are a number of positive digital trends influencing the careers of chemicals professionals today, as well as others that pose slight hurdles.</p>
<p>To start with, when applying for a role, digitalisation has helped to streamline processes and enable professionals to submit more applications faster.<br><br>A common misconception when it comes to digitalisation is that technology will take jobs away from people. While there may be fewer lower-skilled manual jobs, most jobs in the chemicals industry won&rsquo;t be replaced, and they&rsquo;ll change.&nbsp;</p>
<p>There has been a significant increase in the types of different roles; including those that are directly digital, those that support digital functions, and those where digitalisation directly supports an existing role.</p>
<p>This has created more variety in the types of roles that chemicals professionals can access, meaning that you can go beyond the standard analytical, organic, inorganic, and physical fields through to computational and digital positions &ndash; opening more doors for candidates who haven&rsquo;t followed a traditional route into the chemicals industry across the STEM portfolio, from mathematicians, through to computational chemists and statisticians.</p>
<p>These new job profiles include roles like:</p>
<ul>
<li>Industrial Data Scientists</li>
<li>Statisticians</li>
<li>Data Security</li>
<li>Computational Chemists</li>
<li>Quantum Scientists</li>
<li>Molecular modelling</li>
<li>Chemo informatician</li>
</ul>
<p>Another wider knock-on effect of digitalisation is the increase in hybrid opportunities. These hybrid positions still require practical chemistry skills alongside more computational capabilities, but there are often opportunities to upskill on the job to bridge any skill gaps.</p>
<p>The nature of training itself has also advanced, with technologies including e-learning, modelling programmes, and virtual reality acting as additional aids to the classroom, enhancing training opportunities and outcomes faster.&nbsp;</p>
<p>However, developing training opportunities can also pose a hurdle for businesses and, consequently, professionals &ndash; gaining access to the right training programmes isn&rsquo;t always easy in every role due to the financial investment required by companies to create training initiatives in the first place.</p>
<p>Indeed, the educational infrastructure outside of companies and at universities hasn&rsquo;t quite caught up with the pace of digitalisation in chemicals. While there are follow-on degrees like Masters, and PhD&rsquo;s that allow chemists to garner technical expertise in digital chemistry, there aren&rsquo;t enough of them, and these skills are not being introduced early enough in education.</p>
<p>For more experienced chemistry professionals who have been in the industry for many years, digitalisation can create higher level skills gaps and inhibit intra-industry movement, particularly without the right training routes, and access to those training routes in place.&nbsp;</p>
<p>It&rsquo;s vital to take your own initiative as a professional and invest in digital upskilling wherever access is made possible throughout your education and professional life.</p>
<div>&nbsp;</div>
<h2>What key digital skills are most in demand in the chemical industry</h2>
<p>In this section, I&rsquo;ll list some key technologies influencing the industry before delving into the specific skills needed to successfully apply them.</p>
<p>Key technologies:</p>
<ul>
<li>AI</li>
<li>Virtual reality</li>
<li>Augmented reality</li>
<li>Cyber-physical systems</li>
<li>Robotics</li>
<li>Automation</li>
<li>Big data</li>
<li>Smart algorithms</li>
<li>Cloud tech</li>
<li>3D printing/additive manufacturing&nbsp;</li>
<li>Data analytics</li>
</ul>
<p>Skills in demand include:</p>
<ul>
<li>Machine learning</li>
<li>Coding - programming languages like Python and R</li>
<li>Computer aided design</li>
<li>Computational biology</li>
<li>Computational chemistry</li>
<li>Virtual screening&nbsp;</li>
<li>Data science</li>
<li>Mathematics</li>
<li>Statistics</li>
<li>Quantum computing</li>
<li>Quantum science&nbsp;</li>
<li>Computer modelling/in silico<br>
<div>&nbsp;</div>
</li>
</ul>
<h2>Digital upskilling pathways for industrial chemists&nbsp;</h2>
<p>While the UK hasn&rsquo;t quite kept pace with countries like Germany, China, or the US in terms of digital education, as a professional you can take the initiative to upskill yourself.</p>
<p>Many colleges offer coding and digital skills courses as part of extra-curricular activities, and it&rsquo;s worth researching and exploring these options wherever possible on your educational journey.</p>
<p>At university, take the time to assess the degree modules on offer &ndash; if there are any that link to computational chemistry, coding, or any of the skills listed above, take them. After graduation, if you have the resources, look into post-graduate courses specialising in digital chemistry or any area you&rsquo;re most interested in.&nbsp;</p>
<p>As an active professional, look for opportunities to develop further digital capabilities. From free coding courses to free mentorship opportunities on LinkedIn to free online university courses offered by universities like Harvard, Manchester, Tokyo, MIT, and John Hopkins - taking your career to the next level doesn&rsquo;t have to be costly and can be instrumental to ensuring you futureproof your potential in the industry.&nbsp;</p>

Learn how to upskill for digital as an industrial chemist with advice from Head of Chemicals, Faye Allison.

How to Upskill for Digital as An Industrial Chemist

<p><strong>Stress can have a huge impact on our mental and physical health, often without us even realising it. Identifying what makes you feel the most stressed can provide you with the opportunity to take steps to manage it.&nbsp;</strong></p>
<p>June 2023 saw us survey 420 scientific candidates to uncover the biggest source of stress in their standard working week. The results revealed that an 'Unmanageable workload' was the main culprit, with 36% of respondents citing it as their biggest stressor. 'Work/ life balance' was the second most popular cause of stress, with 26% of people citing it as an issue. This was followed by 'Lack of support' (23%) and 'Commuting' (15%).</p>
<p>In this article, we delve more into how to manage stress at work and the steps you can take to help you stay on top of it.&nbsp;</p>
<p>Read on to find out more on:</p>
<ul>
<li>Managing your workload</li>
<li>Attaining work-life balance</li>
<li>Accessing support</li>
</ul>
<h2>Managing your workload</h2>
<p>When it comes to the workplace, feeling stressed is unfortunately a common occurrence. Whether you're juggling multiple projects, dealing with tight deadlines, or fighting your own diligence levels, these situations can leave you feeling overwhelmed and out of control. However, it is important to remember that you are not alone in this.&nbsp;</p>
<p>There are a number of ways to manage your stress levels and help you to stay productive. Take a deep breath and focus on what you can do to manage the stress.</p>
<ul>
<li><strong>Communication:&nbsp;</strong>Having a heavy workload can be overwhelming, and it's important to communicate with your manager about it. Talk to them about the tasks at hand, and how you can manage them in a realistic way. Make sure to set achievable targets that are realistic and manageable.&nbsp;</li>
</ul>
<ul>
<li><strong>Time management:</strong>&nbsp;Know your own limits and be honest with yourself. If you&rsquo;re struggling to juggle tasks, it might be time to call in for help. Doing too much at once can be detrimental to your productivity. It&rsquo;s important to take a step back and assess what you&rsquo;re doing, so you can make sure you&rsquo;re not taking on more than you can handle.</li>
</ul>
<ul>
<li><strong>Perfectionism:</strong>&nbsp;We are often our own worst critics and can find ourselves being too hard on ourselves. It's important to remember that you don't need to be perfect all the time. Be sure to acknowledge your strengths, as well as your limitations.</li>
</ul>
<ul>
<li><strong>Making mistakes:</strong>&nbsp;It can be easy to forget, but it's important to remember that mistakes are part of the learning process. Don't be afraid to make mistakes, and instead use them as an opportunity to learn and grow.</li>
</ul>
<h2>Attaining work-life balance</h2>
<p>We all know that having a good work-life balance is essential for mental health and wellbeing, but many of us often find it hard to prioritize our own wellbeing and make time for the things we enjoy.&nbsp;</p>
<p>It can be a challenge to find the right balance between work and leisure, but it's important to make time for yourself and to switch off from work. Having a healthy work-life balance can help reduce stress, increase productivity, and promote overall wellbeing.</p>
<ul>
<li><strong>Annual leave:</strong>&nbsp;If you&rsquo;re entitled to any annual leave, don&rsquo;t be afraid to take it. Having regular breaks is important for our mental and physical health. It can also help you become more productive and efficient in the long run. And if you&rsquo;re feeling overwhelmed, a few days off can help you re-focus and restore balance.<br><br></li>
<li><strong>Balance:</strong>&nbsp;It&rsquo;s essential to make time for yourself and to take the time to sustain relationships outside of your job. Whether it's spending time with family, catching up with friends, or even making time for yourself to relax, it's important to make sure you're taking care of yourself.<br><br>By taking the time to nurture relationships with people outside of your job, it can help you to maintain a good work/life balance, which can help to keep you motivated and productive in your career.</li>
</ul>
<ul>
<li><strong>Organisation:&nbsp;</strong>By taking a few minutes each evening to organise your workspace and plan for the next day, you can ensure that you make the most of your downtime. This can help you switch off from work, equally helping you make the most of your out-of-work hours. This is especially important when working from home, as the line between work and home life can become blurred.</li>
</ul>
<h2>Accessing support</h2>
<p>Managing stress is an important part of looking after our mental health and wellbeing. Working life can be stressful at times, so it's important to have a plan in place to manage it effectively.&nbsp;</p>
<p>One of the best ways to do this is to accept help from trusted friends and family. They can provide a listening ear and a different perspective, which can be invaluable in difficult times.&nbsp;</p>
<p>Your employer may also have their own stress management resources available.&nbsp;This could include online information, counselling services, and referral to mental health professionals if needed - so it's worth checking out to make the most of any available support.</p>
<p>Alternatively, if you're feeling overwhelmed or need some help externally, there are a wealth of&nbsp;excellent mental health resources available here in the UK. From helplines and online support groups to websites with mental health advice and counselling services, such as&nbsp;<a href="https://www.mind.org.uk/"><strong>Mind</strong></a>, and&nbsp;<a href="https://www.nhs.uk/mental-health/"><strong>NHS</strong></a>, there are many ways to get the help you need.</p>
<div>With so many people struggling to cope with the pressures of life, it's important to remember that help is out there. Whether you're looking for advice, support, or just someone to talk to, there are a variety of options available.&nbsp;</div>
<p>&nbsp;</p>
<h3>You may also be interested in:</h3>
<ul>
<li><strong><a href="https://www.srgtalent.com/blog/developing-a-career-in-stem">3 Keys to Developing a Career in STEM</a></strong></li>
<li><strong><a href="https://www.srgtalent.com/blog/how-to-find-a-job-in-stem">How to Find a Job in STEM and Stay Motivated</a></strong></li>
<li><strong><a href="https://www.srgtalent.com/blog/how-to-answer-interview-questions">How to Answer Interview Questions: Your Guide to What Interviewers Are Looking For</a></strong></li>
</ul>

Read more on how to manage stress at work and take steps to help you stay on top of it.

How to Manage Stress at Work

In this guide, we’ll show you how to build an employer branding strategy that’s aligned with wider business needs and geared towards achieving your recruitment goals.

How to develop a successful employer branding strategy to attract and retain top talent

<p><strong>The competition for STEM talent is heightening this year.</strong><br><br>Towards the end of 2022, the number of people out of work (unemployment rate) plummeted to the<strong><a href="https://www.theguardian.com/business/2022/sep/13/uk-unemployment-pay-squeeze-inflation-cost-of-living-crisis" target="_blank" rel="noopener noreferrer">&nbsp;lowest level seen since the 1970s</a></strong>. While there are slightly more candidates on the market today, the&nbsp;<strong><a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/bulletins/uklabourmarket/april2023#:~:text=The%20timeliest%20estimate%20of%20payrolled,on%20the%20quarter%20to%203.8%25." target="_blank" rel="noopener noreferrer">unemployment rate remains low.</a></strong><br><br>This trend is indicative of two things &ndash; talent pools are limited, and professionals are harder to attract, as they&rsquo;re not moving between jobs in the same way as many did through the&nbsp;<strong><a href="../../../../../../blog/the-history-of-recruitment-whats-changed-and-whats-next" target="_blank" rel="noopener noreferrer">&lsquo;Great Resignation&rsquo;.</a></strong><br><br>In this article, I&rsquo;ll delve behind the four key trends impacting STEM recruitment today while providing actionable guidance to help you gain access to the talent you need to power your organisation&rsquo;s success.<br><br>Four key recruitment trends impacting STEM businesses today&nbsp;</p>
<h3>1. The advent of AI in STEM</h3>
<p>The importance of being technologically equipped in STEM continues to rise as AI models gain momentum both inside and outside of the scientific industries.<br><br>From operations to&nbsp;<strong><a href="../../../../../../blog/how-ai-drug-discovery-technology-is-transforming-the-biopharma-industry" target="_blank" rel="noopener noreferrer">drug discovery</a></strong>, AI&rsquo;s role in STEM is set to grow as more businesses use its vital ability to navigate uncertainty with rapid and agile data-driven solutions.<br><br>The increased use of AI in STEM isn&rsquo;t something that most professionals are equipped for.&nbsp;<strong><a href="https://www.weforum.org/agenda/2023/05/ai-skills-gaps-future-jobs/" target="_blank" rel="noopener noreferrer">According to the World Economic Forum</a></strong>, 60% of workers will require additional training before 2027 to keep up with the pace of digitalisation and AI. Early exposure to forward-thinking technology can make an organisation stand out from the crowd to candidates and help feed into a powerful talent strategy.<br><br><br></p>
<h3>2. The candidate-led market</h3>
<p><br>In times of low unemployment, multiple companies often target the same specialist professionals, resulting in job candidates benefitting from a choice of prospective employers.&nbsp;<br><br>This generates a candidate-led market, where the efficacy of the employee value proposition rises in value and can help ensure that the right talent is attracted, hired, and retained.<br><br><br></p>
<h3>3. The impact of the economy</h3>
<p><br>The UK&rsquo;s Office for National Statistics&rsquo; reports show that vacancies have been falling for&nbsp;<strong><a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/bulletins/uklabourmarket/april2023" target="_blank" rel="noopener noreferrer">nine consecutive financial periods across</a><a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/bulletins/uklabourmarket/april2023" target="_blank" rel="noopener noreferrer">&nbsp;the UK.</a></strong><br><br>UK organisations cite economic pressures as a key factor in holding back on recruitment.<br><br><strong><a href="https://www.pwc.com/gx/en/news-room/press-releases/2023/pwc-26th-ceo-survey.html" target="_blank" rel="noopener noreferrer">PwC&rsquo;s CEO Survey</a></strong>&nbsp;adds a further lens to this trend &ndash; 73% of global CEOs believe global economic growth will decline over 2023, and 40% of all CEOs say that inflation is the top global threat for businesses today.<br><br>However, while large-scale expansion in some industries is slowing down, specialist professionals across STEM remain essential to business continuity.&nbsp;<br><br>Results from the<strong><a href="https://hrnews.co.uk/uk-employers-determined-to-keep-hiring-in-battle-to-retain-talent/" target="_blank" rel="noopener noreferrer">&nbsp;Net Employment Outlook</a></strong> were positive at +19% for Q1 in 2023, signalling that UK employers will continue hiring over the course of the year albeit at a deficit of 5 percentage points compared to Q4 2022.<br><br><br>Given this, creating powerful talent attraction strategies will remain pivotal to many businesses - recruitment may have slowed, but the criticality of the right hire has risen.<br><br><br>The impact of economic uncertainty is also affecting candidates, who are less likely to prioritize moving roles in times of economic uncertainty &ndash; particularly if a new position advertises an un-competitive salary rate.<br><br><br></p>
<h3>4. Changes to working models</h3>
<p><br>While&nbsp;<strong><a href="https://www.peoplemanagement.co.uk/article/1819794/two-thirds-jobseekers-looking-fully-remote-roles-ahead-summer-study-finds" target="_blank" rel="noopener noreferrer">58% of job seekers</a></strong>&nbsp;prioritise fully remote roles, and almost a third of general employers are creating more fully remote positions, getting to hybrid remains a challenge in STEM.<br><br>Many STEM roles are laboratory or research-focused. Consequently, being on-site can be an essential part of the job, and not all workplaces can facilitate hybrid work.&nbsp;<br><br>This, however, comes at a price - <strong><a href="../../../../../../blog/the-benefits-of-hybrid-working-in-the-laboratory" target="_blank" rel="noopener noreferrer">64% of lab leaders&nbsp;</a></strong>are currently struggling to attract skilled candidates to their organisation, and&nbsp;<strong><a href="../../../../../../blog/the-benefits-of-hybrid-working-in-the-laboratory" target="_blank" rel="noopener noreferrer">35% of UK STEM workers plan to leave their role over the coming year.&nbsp;</a></strong><strong><br></strong><br>Meanwhile, our research shows that most global STEM workers find workplace satisfaction from a strong sense of work-life balance, and&nbsp;<strong><a href="../../../../../../blog/why-stem-candidates-are-looking-for-a-new-job" target="_blank" rel="noopener noreferrer">14% of STEM professionals today&nbsp;</a></strong>are seeking an alternative role to find a more hybrid/remote workplace environment.&nbsp;<br><br><br></p>
<h2>How to evolve your talent strategy in 2023</h2>
<h3>1. Use a data-driven approach to recruitment</h3>
<p>In today&rsquo;s talent market, quality matters over quantity.&nbsp;<br><br>Getting access to a high-calibre candidate, however, will rely on your ability to look beyond technical ability through to compatibility to ensure that the person you&rsquo;re hiring is on track to drive real results in your business.</p>
<h3><br>2. Create a clear and persuasive employee value proposition</h3>
<p>The way your&nbsp;<strong><a href="../../../../../../blog/how-to-develop-a-successful-employer-branding-strategy" target="_blank" rel="noopener noreferrer">employee value proposition</a></strong>&nbsp;feeds into your overall talent strategy should reflect the candidate uncertainty that we&rsquo;re seeing today.<br><br>While being clear and engaging is still important, being persuasive and providing reassurance around job security is also vital to gain access to the passive candidate market.</p>
<h3><br>3. Showcase your investments in tech</h3>
<p>Integrate your technological advancements into your&nbsp;<strong><a href="../../../../../../blog/how-to-develop-a-successful-employer-branding-strategy" target="_blank" rel="noopener noreferrer">employee value proposition</a></strong>, and lay out clear pathways for new starters whose roles may cross over with innovative technologies like AI to engage with the tech and advance their skills base.&nbsp;<br><br>While this is less relevant for executive positions directly, executives and senior hires who see that organisations are not only purchasing technology but investing in their people to advance their organisation, are more likely to be persuaded to come on board.<br><br><br></p>
<h2>Get started with Search by SRG</h2>
<p><strong><a href="../../../../../../clients/our-services/search-by-srg" target="_blank" rel="noopener noreferrer">Search by SRG</a></strong> provide data-driven recruitment solutions for executive, technical, and specialist hires across the wider STEM industries.<br><br><br>We harness data-driven insights to ensure that the right hire is not only made, but retained.</p>

Get expert advice on how to evolve your talent strategy for the 4 key trends impacting STEM recruitment today, from Jacob Midwinter, Operations Director at SRG.

STEM Recruitment Trends to Watch in 2023

<p>Medicines today don&rsquo;t work for everyone.&nbsp;<br><br>Only<strong>&nbsp;<a href="https://www.nature.com/articles/520609a" target="_blank" rel="noopener noreferrer">between 1 in 25, and 1 in 4</a></strong>of the people who take the top 10 highest-grossing medications in the US say their medication helps them.&nbsp;<br><br>Improving this statistic and moving away from &lsquo;imprecision medicine&rsquo; will rely on developing our understanding of the building blocks behind cell function, and malfunction &ndash; proteins.<br><br>With the&nbsp;<strong><a href="../../../../../../blog/how-ai-drug-discovery-technology-is-transforming-the-biopharma-industry" target="_blank" rel="noopener noreferrer">advent of AI</a></strong>&nbsp;and&nbsp;<strong><a href="../../../../../../blog/pharma-innovation-and-talent-trends" target="_blank" rel="noopener noreferrer">new novel therapeutic techniques</a></strong>, protein science is on the brink of transforming drug discovery and accelerating new, better outcomes for patients through the medtech, biotechnology and pharmaceutical sectors.<br><br>In this article, I&rsquo;ll explore the impact of protein science in drug discovery in more detail, provide guidance on what employers are looking for in protein scientists today, and help you make the next step in your career.</p>
<p>Read on to find out:</p>
<ul>
<li>What is proteomics?</li>
<li>How protein scientists influence drug discovery</li>
<li>Key skills of protein scientists in drug discovery</li>
<li>&nbsp;What the future holds for protein scientists in drug discovery</li>
</ul>
<h2>What is proteomics?</h2>
<p>Let&rsquo;s start by defining a proteome.&nbsp;<br><br>A proteome is a set of proteins that is expressed at a certain time, in certain conditions.&nbsp;<br><br>Proteomics is the study of these proteomes in an organism.&nbsp;<br><br>Proteomics involves analysing and measuring the expression of proteins at different levels to understand its effects on the cell, tissue, organ, and overall organism.&nbsp;<br><br>Proteomics helps scientists identify new drug targets, and understand the networks that proteomes create<strong><a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8473418/#:~:text=Proteomics%20is%20the%20study%20of,of%20the%20organism%20than%20genomics." target="_blank" rel="noopener noreferrer">&nbsp;to develop more effective medications for patients.&nbsp;</a></strong><br><br>The three types of proteomics are:<br><br></p>
<ol>
<li><strong>Expression proteomics</strong>&nbsp;&ndash; the study of protein expression to find disease-specific proteins, new proteins, and patterns of protein expression in different cells.</li>
<li><strong>Structural proteomics</strong>&nbsp;&ndash; the study of the 3D structure of proteins across all protein interactions including membranes, cell organelles and ribosomes.</li>
<li><strong>Functional proteomics</strong>&nbsp;&ndash; the study of the functions and mechanisms in the cell that affect interactions with other proteins to understand the biological role of a protein and clarify cellular signalling pathways.</li>
</ol>
<h2>How protein scientists influence drug discovery</h2>
<p>The drug discovery process typically begins by identifying a druggable target &ndash; <strong><a href="https://academic.oup.com/bioinformatics/article/25/4/451/250651" target="_blank" rel="noopener noreferrer">of which in most cases is a protein</a></strong>. This protein is then analysed in detail through a high-throughput screening to ensure that the target is worth investigating further.&nbsp;<br><br>Proteomics creates the foundation behind the drug discovery process by exploring the capabilities of existing proteins and finding new proteins that could act as druggable targets.&nbsp;<br><br>By creating an essential map of the vast network of protein interactions that occur throughout the human body, protein scientists can also reveal where drug targets are expressed to improve accuracy in drug development. The study of this<strong><a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10107166/" target="_blank" rel="noopener noreferrer">&nbsp;protein-protein interaction network (PPI)</a></strong>&nbsp;provides drug developers with an understanding of the mechanisms behind a disease, alongside how medications affect treatment.<br><br>Structure-based Drug Discovery (SSD) is another area of focus for protein scientists in the early stages of drug development. SSD involves understanding the structure of protein with a tool compound to develop new chemical hypotheses and modifications to improve inhibitor affinity and consequently, drug efficacy.<br><br></p>
<h2>Key skills of protein scientists in drug discovery</h2>
<p>The skills required of protein scientists can in some cases, be transferable across different scientific disciplines. For example, if you&rsquo;re experienced in genomics and DNA purification, you&rsquo;re equipped to handle protein purification as the methods are mirrored.&nbsp;<br><br>To be competitive in today&rsquo;s job market, highlighting your technical skills and experience across proteomics and beyond can help you stand out as a candidate to employers.&nbsp;<br><br>Some key skills of a protein scientist in drug discovery include:<br><br></p>
<ul>
<li>Cloning</li>
<li>Expression in E.Coli</li>
<li>Protein purification (using AKTA for example)</li>
<li>High-performance liquid chromatography (HPLC)</li>
<li>Liquid chromatography-mass spectrometry (LC-MS)</li>
<li>Mass spectrometry</li>
<li>&nbsp;Western blotting</li>
</ul>
<p>&nbsp;</p>
<h2>What does the future hold for protein scientists in drug discovery</h2>
<p>I mentioned in the introduction that drug discovery is on the brink of transformation because of new advancements in protein science.<br><br>Here are three key innovative areas driving this new future today &ndash;&nbsp;<br><br></p>
<h3>1. AI and machine learning algorithms</h3>
<p>Machine learning and AI algorithms are empowering protein scientists and researchers to harness the massive amounts of data produced in analysis, to drive biological understandings and more efficient outcomes.<br><br><br>AI tools including machine learning, are rapidly becoming central to finding new, and better protein biomarkers faster.&nbsp;<br><br><br>What&rsquo;s more, once those biomarkers have been found, machine learning can be used to analyse proteomic data into easy to interpret biomarker panels that diagnose and report on the efficacy of the drug targets in treatment.<br><br><br>Outside of biomarker discovery and research, machine learning is playing a key role in drug development today by&nbsp;<strong><a href="https://www.sciencedirect.com/science/article/pii/S2405471221002507" target="_blank" rel="noopener noreferrer">predicting experimental peptide measurements from amino acid sequences</a></strong>&nbsp;to improve the quality and reliability of workflows. In one immunopeptidome&rsquo;s dataset,<strong><a href="https://www.bio-itworld.com/news/2022/12/09/deeper-mining-of-proteomics-data-using-artificial-intelligence" target="_blank" rel="noopener noreferrer">&nbsp;using AI techniques resulted in a 50% increase</a></strong>&nbsp;in the number of identified peptides compared to traditional methods.<br><br></p>
<h3>2. Precision medicine</h3>
<p>Although precision medicine is rooted in tailoring medicine to suit genetics, the reality of creating personalised medicines needs to consider the full complexity of cellular physiology.<br><br>Proteomics enables this full analysis, as the study itself is dedicated to the continuous analysis of the ever-changing proteome as it reacts to different stimuli.&nbsp;<br><br>The advancements in high throughput mass spectrometry in proteomics have created incredible databases of the human proteome.&nbsp;<br><br>These databases are beginning to lay the<strong><a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5117667/" target="_blank" rel="noopener noreferrer">&nbsp;foundations for precision medicine in practice</a></strong>. In the near future, doctors could be equipped with mass spectral analysis of patient proteomes to compare with the database average (or even eventually, the patient&rsquo;s own healthy archives records) to improve diagnostic accuracy, reduce time and costs, and ensure that the best possible medications are prescribed on a personal basis.&nbsp;<br><br></p>
<h3>3. Targeted protein degradation</h3>
<p><br><strong><a href="https://www.nature.com/articles/s41573-021-00371-6" target="_blank" rel="noopener noreferrer">Targeted protein degradation</a></strong>, or TPD, is a new therapeutic modality that could overhaul disease-causing proteins that have historically been challenging or near impossible to target with traditional small-molecule medications.&nbsp;<br><br>After over 20 years of research, TPD has moved from academia to industry, where organisations across the world have announced programmes in preclinical and early clinical development across a range of fields, including cancer treatment.<br><br></p>
<h2>Accelerate your career with SRG Talent</h2>
<p>SRG connects scientists across the globe with exciting opportunities across the STEM industries.<br><br>We can help you find your next opportunity across protein science no matter your job level - whether you&rsquo;re starting out as an entry-level Research Assistant, progressing onto a role as a Senior Scientist, or looking for your next executive position as a Director, our friendly consultants are on hand to guide you through your next career step.&nbsp;</p>

Discover the rising importance of protein science in drug discovery with expert guidance from Paige Keenan, Associate Consultant at SRG.

The Importance of Protein Science in Drug Discovery

<p>Women in the workplace face a growing salary gap &ndash; especially in STEM.</p>
<p>While in 2021<strong><a href="https://www.srgtalent.com/insights/guides-and-reports/2022-global-science-employment-report" target="_blank" rel="noopener noreferrer">&nbsp;SRG&rsquo;s research</a></strong>&nbsp;showed an overall gender pay gap of 19.4%, in 2022 the gap expanded to 28%. This means that women are paid &pound;6600 under what men in the STEM industry earn.</p>
<p>Intersectionality, the idea that multiple elements contribute to a person&rsquo;s identity, lends a further lens to the situation. Factors like social class, disability, sexuality, ethnicity and more, can further exacerbate not only wage gaps, but also discrimination and a lack of career progression for women in the workplace.&nbsp;</p>
<p>While bridging gaps relies on organisations proactively driving inclusion strategies, Ginette Harvey, Founder of Harper and Gray, believes that women can play a role in negotiating their own success in the workplace.</p>
<p>For International Women&rsquo;s Day 2023, a panel discussion from senior leaders across<strong><a href="https://www.lorienglobal.com/" target="_blank" rel="noopener noreferrer">&nbsp;Lorien</a></strong>,&nbsp;<strong><a href="https://www.carbon60global.com/">Carbon60</a></strong>,<strong><a href="https://www.guidantglobal.com/" target="_blank" rel="noopener noreferrer">&nbsp;Guidant&nbsp;</a></strong>and SRG (all part of Impellam Group) was accompanied by a speech from Ginette Harvey. These initiatives brought the ways the ways in which women can navigate the world of work and activate a successful career to the fore to inspire and empower our teams working across STEM.</p>
<p>Read on to find out more about:</p>
<ul>
<li>How negotiation skills impact women in the workplace</li>
<li>Key insights from the panel discussion</li>
<li>Negotiation hurdles and skills for success</li>
</ul>
<h2>How negotiation skills impact women in the workplace</h2>
<p>Ginette Harvey is an advocate for gender equality in leadership and is the founder of Harper and Gray &ndash; a diversity consultancy helping organisations drive true equity into talent management.</p>
<p>Ginette reflected on her experience in advising women working their way through the recruitment process and the impact that an absence of self-negotiation had on career advancement.&nbsp;</p>
<p>Ginette explained:</p>
<p>&ldquo;The facts around this are very stark, 20% of professional women say they never negotiate in the workplace at all, even though they recognise negotiation as appropriate and even necessary&rdquo;.&nbsp;</p>
<p>Ginette explored the impact this has on gender equity in the workforce, &ldquo;Women, particularly women of colour, remain drastically underrepresented in the C-suite. While 1 in 4 C-suite employees are&nbsp;women, just 1 in 20 C-suite employees are women of colour&rdquo;.&nbsp;</p>
<p>Ginette explained how workplace dynamics can contribute to perpetuating this divide, &ldquo;when we look at women entering the leadership ranks, 37% of female leaders have had a co-worker receive credit for their idea, and women leaders are twice as likely as men to be mistaken for a junior employee&rdquo;.</p>
<p>Ginette highlighted a pervading theme where despite women in the workplace being statistically more likely to be held to a higher standard than men, women remain less likely to ask for promotions.&nbsp;&nbsp;</p>
<p>Ginette suggests that while organisational initiatives play a key role in bridging gaps, self-advocacy and negotiation techniques can play an important part in accelerating progress.&nbsp;</p>
<h2>Key insights from the panel discussion</h2>
<p>Our panel of speakers reflected on the importance of self-advocacy for women in the workplace, drawing on their own experiences and providing advice for success.</p>
<p>Panel speakers included:</p>
<p>Joanna Fagbadegun, Sales Director, Lorien<br>Yasmin Amar, Client Services Manager, Guidant<br>Audrey McCulloch, Operations Director, SRG<br>Danielle Clarke, Director, Guidant<br><br></p>
<h3><em>&nbsp;As you have progressed throughout your career, how has your approach to work and life shifted?</em></h3>
<h3>Joanna Fagbadegun, Sales Director, Lorien</h3>
<p>Joanna Fagbadegun reflected on how her approach to her career has shifted across time. She highlighted the importance of complementing ambition and career advancement with the rhythm of both personal and work life to attain a sense of balance and meaningful accomplishment.&nbsp;</p>
<p>Joanna explained that while she takes a more medium-term strategic approach to aspects of both her work and home life today, some key aspects of her approach to work and life have remained the same &ndash; such as maintaining high standards, building a strong network of contacts, mentors and advocates, and actively advocating for progressions and opportunities.</p>
<h3>Yasmin Amar, Client Services Manager, Guidant</h3>
<p>Yasmin Amar has worked in Guidant for over four years, over the course of which she has supported multiple accounts and developed her career.&nbsp;&nbsp;<br><br>Yasmin explained how earlier in her career, her hesitation to advocate for herself resulted in moving between roles in pursuit of career advancement and development. Yasmin reflected on how her journey with self advocation has evolved over time, and emphasised the importance of setting goals and proactively advocating for oneself when working towards them.</p>
<h3>Audrey McCulloch, Operational Director, STEM</h3>
<p>Audrey reflected on how her relationship with her professional commitments have evolved over time, and how re-considering priorities led her to adapting her role to better suit her goals and ambitions.&nbsp;</p>
<p>Audrey explained how it can become easy to over-focus on work in preference to personal ambitions, and highlighted how her efforts to re-balance her work and personal life has brought value toher career, and altered her perspective for the better.&nbsp;</p>
<p>Audrey emphasized the importance of leading clear conversations to negotiate for oneself at work and overcoming self-doubt with self-belief.</p>
<h3>Danielle Clarke, Director Supplier Relationship Management, Guidant</h3>
<p>Danielle Clark explored the role that the Impellam Group&nbsp; played in inspiring her career and enabling her to negotiate for herself at work. Danielle highlighted that a key motivation for joining Guidant was down to the high number of women in leadership roles who were mothers and juggling senior positions with family life.&nbsp;&nbsp;</p>
<p>Danielle explained how having women advocates in the company facilitated self-advocation and empowerment which has supported her in her own career in realising her ambitions.<br><br></p>
<h2>Negotiation hurdles and skills for success</h2>
<p>Ginette Harvey explored three key hurdles to negotiation that women in the workplace face, before revealing skills for success to overcome each.&nbsp;</p>
<p>These were:</p>
<h3>1. The Confidence Gap</h3>
<p>Ginette explained that while men in the workplace often have a sense of self-confidence, women in the workplace attribute this sense of confidence with perfectionism. As an example, she explained how while men can be more likely to apply to a role where they meet just some of the criteria, women can be more likely to take a more detailed approach and avoid applying where some criteria is not met.<br>Ginette suggested that taking a more liberal approach to assessing criteria in preference of being highly detailed can help accelerate the careers of women in the workplace.</p>
<h3>2. The Expectations Gap</h3>
<p>Ginette highlighted that women&rsquo;s expectations on salary are on average 30% lower than men. She highlighted that this trend is evident from the beginning of a person&rsquo;s career, even within graduate positions.&nbsp;<br>Referencing salary guides to establish whether your wage is typical or below the market average is incredibly important as a woman in the workplace.</p>
<h3>3. The Gratitude Gap</h3>
<p>Ginette highlighted that women often express gratitude in the workplace for being given more responsibility and can miss the opportunity to negotiate when promotions or more responsibility is provided to enable a more meaningful and powerful work experience.&nbsp;<br>Establishing mentees and identifying advocates in your workplace to help support negotiations can help support a more balanced approach to work.&nbsp;</p>
<h2>Accelerate your career with Impellam Group&nbsp;</h2>
<p>Impellam is a connected group providing global workforce and specialist recruitment solutions. Our 2000 people and market leading brands work across a broad spectrum of industries and job categories throughout North America, the UK and Europe and Asia Pac.</p>

Get advice on how you can drive a successful career in STEM from our own female leaders working across Impellam, and Ginette Harvey, Founder of Harper and Gray.

How Women in the Workplace can Negotiate Success

<p>2022 marked a promising year for the future of the pharmaceutical industry in the UK, as&nbsp;<a href="https://www.clinicaltrialsarena.com/news/clinical-trial-activity-2023/"><strong>the number of new clinical trials rose</strong></a> after a four-year drop in global rankings after a new government initiative was implemented.</p>
<p>However, keeping pace with this shift in momentum won&rsquo;t be without its challenges over the coming year.</p>
<p>Debate surrounding the cost of participation in the UK&rsquo;s VPAS scheme connecting the industry and the NHS&nbsp;<a href="https://www.csl-uk.com/emig-surveys-member-investment-intentions-related-to-2023-vpas-rebate-level/"><strong>is heightening</strong>.</a>&nbsp;Meanwhile, Brexit agreements have led to the UK&rsquo;s&nbsp;<a href="../../../../../../insights/guides-and-reports/how-to-prepare-your-workforce-for-the-future-of-pharma"><strong>exit from the Horizon Europe research programme,</strong></a>&nbsp;increasing existing talent shortages and limiting access to scientific expertise required to lead new innovative ventures.</p>
<p>In this article, Behruz Sheikh explores three key talent trends shaping the foundation, and future of the pharmaceutical industry.</p>
<p>Read on to find out more about:</p>
<ul>
<li>The impact of talent shortages</li>
<li>The renewed focus on talent retention</li>
<li>How funding shortages are shifting access to talent</li>
</ul>
<h2>The impact of talent shortages in pharma</h2>
<p>As pharmaceutical organisations make the shift towards digital, new roles are emerging and</p>
<p>existing ones are rapidly transforming. In the next decade,&nbsp;<a href="../../../../../../insights/guides-and-reports/how-to-prepare-your-workforce-for-the-future-of-pharma"><strong>more than 90,000 pharmaceutical jobs are estimated to disappear</strong></a><strong>&nbsp;</strong>and be replaced by up to 120,000 new roles.</p>
<p>In this climate of transformation and evolution, the skills gap is becoming increasingly apparent. <a href="../../../../../../insights/guides-and-reports/how-to-prepare-your-workforce-for-the-future-of-pharma"><strong>80% of pharmaceutical manufacturing facilities are experiencing a skills mismatch</strong></a>, and&nbsp;<a href="../../../../../../insights/guides-and-reports/how-to-prepare-your-workforce-for-the-future-of-pharma"><strong>50% of executives</strong></a>&nbsp;say that recruiting experienced staff is challenging. In the clinical trial sphere,&nbsp;<strong><a href="../../../../../../blog/talent-in-clinical-trial-management">36% of drug developers say that staff shortages are limiting progress.</a></strong></p>
<p>As organisations struggle to find experienced talent externally, attention is beginning to shift towards upskilling alongside recruitment to strengthen resources.</p>
<p>While having a set criteria when hiring a new employee is important, expert talent in today&rsquo;s candidate market can often come at a higher price than companies expect. Upskilling less experienced employees can often offer companies an alternative route to stemming talent pipelines and fuelling project continuity.</p>
<p>In my line of work, I&rsquo;ve seen an influx of capable scientific talent re-enter the workforce from COVID laboratories; which have largely receded in number. These professionals have established experience working in a laboratory and although they do not come equipped with the same level of expertise as a seasoned professional, they can offer a sense of commitment and capability to adapt and develop the specialised expertise required for required laboratory functions.</p>
<p>Considering candidates from more alternative backgrounds as described above can bring the added benefit of diversity of thought and improved performance -&nbsp;<a href="../../../../../../blog/why-is-diverse-leadership-in-stem-important"><strong>51% of Fortune 500 companies say diversity actively improves employee engagement</strong></a>&nbsp;&ndash; a key attribute to performance in the lab.</p>
<p>At SRG we <a href="../../../../../../blog/how-to-reduce-staff-attrition"><strong>connect our clients in pharma with our diverse talent networks</strong></a>, and employ techniques across the hiring process to reduce bias and improve inclusivity including anonymising CVs and facilitating remote interviews.</p>
<h2>The renewed focus on talent retention</h2>
<p>Working in the pharmaceutical industry relies on developing a specific technical skill set.</p>
<p>This often deters professionals from moving to alternative jobs and heavily impacts businesses when they do &ndash; as project continuity is impacted in absence of the right expertise.</p>
<p>However, the &lsquo;Great Resignation&rsquo; of 2020-2022 reflected a change in sentiment in the professional pharmaceutical community, as <a href="https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/the-great-attrition-is-making-hiring-harder-are-you-searching-the-right-talent-pools"><strong>54% of pharmaceutical professionals</strong></a>&nbsp;who left their roles during the event did not return to the same industry.</p>
<p><a href="https://marketing.biospace.com/deep-dive-employee-retention-in-the-biopharmaceutical-industry-1"><strong>A recent survey led by BioSpace</strong></a> shows that 67% of pharmaceutical professionals are looking to change roles in the next 12 months. Of this group, 54% cite they are moving in pursuit of a more challenging career, and 35% say they are moving to attain a greater amount of compensation.</p>
<p>Offering more competitive salaries, or alternatively, proactively creating new opportunities for existing employees to upskill, thrive, and develop in their careers, is increasingly integral for businesses to stay competitive and retain employees.</p>
<h2>How funding shortages are shifting access to talent</h2>
<p>Increases to the voluntary scheme for branded medicine pricing and access rebate level (VPAS), where companies selling branded medicines costing over &pound;5m to the NHS must pay a rebate fee, persuade companies to shift trading practices with the UK.</p>
<p><a href="https://www.csl-uk.com/emig-surveys-member-investment-intentions-related-to-2023-vpas-rebate-level/"><strong>86% of members of the Ethical Medicines Interest Group</strong></a><strong>&nbsp;</strong>say that the VPAS rebate level was unsustainable for their business, and 75% of members suggested that the 2023 VPAS rebate would drive a reduction of investment in UK clinical research by 10-20%.</p>
<p>Meanwhile government funding over COVID-19 has continued to subside as focus is redoubled in alternative areas in the life science space.</p>
<p>In 2021, <a href="../../../../../../blog/talent-in-clinical-trial-management"><strong>M&amp;A activity heightened in this evolving landscape to record breaking heights</strong></a>&nbsp;before declining in 2022. This year, the industry is seeing the effects of these mergers as an increased number of organisations improve their capabilities and service offerings in light of their new acquisitions.</p>
<p>However, while some organisations can afford to purchase smaller businesses to optimise pipelines, other businesses in pharma are making redundancies in light of the current economic and funding climate.</p>
<p>This has created an additional talent pool of specialist pharmaceutical talent, which, with the right hiring strategy in place, can be valuable additions to growing teams seeking to keep pace with larger competitors.</p>
<h2>How to build an accurate hiring strategy for today&rsquo;s recruitment market</h2>
<p>The right hiring strategy is more critical than ever in today&rsquo;s pharmaceutical industry as the competition for talent heightens. With the importance of retention and time to hire in mind, hiring accuracy depends on having access to the right talent network and having the ability to effectively assess the quality of candidates before they make it to interview.</p>
<p>At SRG, we&rsquo;ve harnessed video technology to streamline this technique. In a recent project, our consultants led video interviews based on the specific qualities the line manager required. We then provided a shortlist of these videos alongside candidate profiles directly to our client before facilitating an onsite interview.</p>
<p>This technique meant that we increased the quality of candidates coming to the site, as our clients were able to make a clear and informed decision based on not just a CV but a video introduction, which helped bring the person behind the application to the forefront before the interview stage even occurred.</p>
<p><strong><a href="mailto:solutions@srgtalent.com">Click here to find out more about how SRG could help you</a></strong>&nbsp;with your next pharmaceutical recruitment project.&nbsp;</p>

Get an insight into the top 3 talent trends shaping the foundation, and future of the pharmaceutical industry with Behruz Sheikh, Pharmaceutical Sector Head, SRG.

Talent Trends Shaping the Future of the Pharmaceutical Industry

<p>In a market where patent expiries and loss of exclusivity are driving&nbsp;<strong><a href="https://www.accenture.com/us-en/blogs/life-sciences/pharma-tech-partnerships" target="_blank" rel="noopener noreferrer">cumulative losses of &pound;209 billion</a></strong>, laboratory automation has the potential to play a critical role in bridging pipeline gaps, offering the wider biopharma industry&nbsp;<strong><a href="https://www.accenture.com/us-en/blogs/life-sciences/pharma-tech-partnerships" target="_blank" rel="noopener noreferrer">an estimated 81% increase in revenue growth</a></strong><a href="https://www.accenture.com/us-en/blogs/life-sciences/pharma-tech-partnerships" target="_blank" rel="noopener noreferrer">.&nbsp;</a></p>
<p>However, while<a href="https://www.accenture.com/us-en/blogs/life-sciences/pharma-tech-partnerships" target="_blank" rel="noopener noreferrer">&nbsp;<strong>86% of pharmaceutical companies</strong></a> are investing in advanced technologies to optimise efficiency,<a href="https://www.mckinsey.com/industries/life-sciences/our-insights/pharma-operations-creating-the-workforce-of-the-future" target="_blank" rel="noopener noreferrer">&nbsp;<strong>less than 40%</strong></a>&nbsp;of organisations have fully implemented their digital strategy.&nbsp;</p>
<p>In the laboratory, robotics and software offer researchers and laboratory technicians more streamlined and accurate processes that have the potential to transform and accelerate drug discovery, helping leaders overcome pipeline gaps and power business continuity.</p>
<p>Here we discuss the challenges, benefits and emerging opportunities automation in the lab offers. We&rsquo;re in conversation with Gamila Ersan, Laboratory Technician at&nbsp;<strong><a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">Synergy Scientific Management Solutions</a></strong>, who has worked as part of a deployed team within the leading pharmaceutical company Novo Nordisk Research Centre Oxford.&nbsp;&nbsp;</p>
<h2>What is lab automation?</h2>
<p>Lab automation refers to laboratory equipment, software or instruments that perform laboratory tasks with a low amount of manual interaction from staff. Officially, there are <strong><a href="https://publications.lib.chalmers.se/records/fulltext/76667/local_76667.pdf" target="_blank" rel="noopener noreferrer">seven formal automation levels</a></strong> ranging across automatic hand tools (handheld dispensers), through to software (inventory software) and automatic machines capable of solving deviations (automated cell culture systems).&nbsp;</p>
<p><strong><a href="https://www.frontiersin.org/articles/10.3389/fbioe.2020.571777/full" target="_blank" rel="noopener noreferrer">Research</a>&nbsp;</strong>indicates that lab automation is a largely untapped resource that could transform research laboratories - 89% of studies featuring a manual protocol have an automated alternative.&nbsp;</p>
<p>Gamila Ersan explains how automation impacts her role at Novo Nordisk Research Centre Oxford, &ldquo;Our team benefits from a range of instruments including liquid dispensers, tissue culture hoods that enable us to seed cells, change media, wash cell plates, and even split and image cells, enabling us to save valuable time.&rdquo;</p>
<p>Gamila describes how robotics also plays an important role in her everyday work, &ldquo;Robots offer our team the manpower of five scientists in one. Instead of spending time doing assays and making technical repeats over the course of a week, the robot takes on that workload under the supervision of just one technician, enabling the rest of the team to go on to other experiments.&rdquo;</p>
<p>&ldquo;Other robots like plate-washers mean we can effectively and accurately wash cell plates in just 30 seconds, rather than a technician spending five minutes &ndash; returning time back to experiments in the wider lab&rdquo;.</p>
<p>Inventory software is another automation tool used to benefit workflows and improve efficiency in the lab. Gamila says, &ldquo;The inventory software not only saves time; it saves physical space. When you&rsquo;re able to categorise your stock and dispose of unneeded or out-of-date products, you&rsquo;re left with a clearer workspace where more experiments can happen. In terms of time, searching for inventory on the computer rather than asking other technicians creates more streamlined and efficient processes and workflows across the entire team&rdquo;.</p>
<h2>What are the challenges of automation in the lab</h2>
<p>Despite the benefits and practical efficiencies automation offers, technologies are often new, meaning that time to implement and understand the caveats of using automated tools can be an initial constraint to efficacy.</p>
<p>Additionally, knowledge gaps and a lack of resources can also exacerbate resources in smaller laboratory teams. This is where employees like Gamila, who are insourced onsite can play an important role. Gamila explains, &ldquo;While automation projects can directly solve lab challenges, they take time to be implemented. We invested in lab notebook software to log inventory and experiments as we were facing inventory shortages and wanted to find a way to achieve total transparency. However, going through all stock and formatting it on the software means being very precise and careful, making it a time-consuming and challenging task.&rdquo;</p>
<p>&ldquo;My work at the moment involves supporting this process, enabling Novo Nordisk Research Centre Oxford to develop the foundation of accurate data they need to support this new, innovative system to improve operations.&rdquo;</p>
<p>Gamila explains how this project, in the long term, will help to streamline drug development, &ldquo;Having a clear record of inventory and past experiments will affect the day-to-day of lab operations, helping to streamline work. It will also equip future scientists at the organisation with a timeless resource to understand how past experiments functioned, enabling continuous optimisation and improvement&rdquo;.</p>
<p>While robotics can play a crucial role in returning time back to scientists in the lab when they break down or experience software issues, they can delay the progress of experiments. Gamila explains how Novo Nordisk Research Centre Oxford is working to overcome this challenge, &ldquo;Novo Nordisk Research Centre Oxford are actively training scientists in the lab to develop the expertise and knowledge required to become machine &lsquo;Super Users&rsquo;. This will enable them to intercept issues before engineers arrive, helping to save time and limit the cost of outsourced support&rdquo;.</p>
<h2>Key drivers behind the increase in laboratory automation</h2>
<p>Laboratory automation&rsquo;s growing precedence is a testament to the popularity of the<a href="../../../../../../blog/how-ai-drug-discovery-technology-is-transforming-the-biopharma-industry" target="_blank" rel="noopener noreferrer">&nbsp;<strong>Fourth Revolution&rsquo;s digitalisation of the wider pharmaceutical industry</strong>.&nbsp;</a></p>
<p>Gamila says that one of the key drivers behind this popularity is globalisation and the ongoing requirement to be interconnected, &ldquo;Globalisation is the most critical driver behind automation in the lab. The pharmaceutical industry operates out of a global network, and to stay aligned and on track, data needs to be communicated quickly and securely. Automation in the lab meets a growing requirement for accurate data, fast, while requiring less manpower&rdquo;.</p>
<p>Competition for market share in the laboratory automation space is another key factor behind the industry&rsquo;s growing demand. Gamila explains, &ldquo;Software and robotics organisations targeting the laboratory space are all competing for market share in the same space, meaning that ongoing innovation to stay competitive and relevant is rampant. We had a robot pitched to us recently that was incredible but lacked the sensitivity we needed for certain cell types &ndash; this feedback was taken on by the developers who are working on creating a more intuitive machine. This ongoing innovation means that lab automation technology is increasingly important to adopt in order to keep pace with other laboratories, and to benefit from more effective and efficient techniques.&rdquo;</p>
<hr>
<h3 class="MsoNormal">Synergy Scientific Solutions</h3>
<p class="MsoNormal">Synergy provides flexible Scientific Service Management solutions, deploying and integrating expert teams to deliver core Lab Activities across the pharmaceutical, biotech, FMCG, chemical, clinical research, biopharma, and sensory industries.</p>
<p class="MsoNormal"><a href="https://www.srgtalent.com/synergy-scientific-solutions">Click here to find out more about how Synergy Scientific Services can empower your business, people, and your strategic science goals.</a></p>

Lab automation is unlocking better, more streamlined processes across drug discovery. Find out more from Carol Jennings, Synergy Operations Director in conversation with Gamila Ersan, Novonordisk.

The Opportunities and Challenges behind Lab Automation

<p><strong><a href="https://www.ppd.com/blog/challenges-opportunities-in-clinical-trials/" target="_blank" rel="noopener">36% of drug developers</a></strong>&nbsp;say that staff shortages are limiting the progress of clinical trials today.&nbsp;</p>
<p>While <strong><a href="../../../../../../blog/insights-into-stem-skills-shortages-in-the-uk" target="_blank" rel="noopener noreferrer">skills gaps</a></strong>&nbsp;across the wider pharmaceutical and biotech workforce are well documented, talent pipeline challenges in clinical trial management pose a significant and growing hurdle to business continuity.&nbsp;Clinical trial managers such as project and programme managers play a core role in the design and conduct of clinical trials, where they support the successful delivery of the trial and its surrounding processes.</p>
<p>Despite their essential nature to clinical trials, the road to becoming a clinical trial manager is becoming increasingly challenging in today&rsquo;s financial climate, as supply chain and pandemic disruptions alongside lab relocation initiatives continue to hinder the continuity of research and stall career progression for aspiring clinical trial managers across the UK.</p>
<p>The <strong><a href="https://www.gov.uk/government/publications/the-future-of-uk-clinical-research-delivery-2022-to-2025-implementation-plan/the-future-of-clinical-research-delivery-2022-to-2025-implementation-plan" target="_blank" rel="noopener noreferrer">UK Department for Health and Social Care&rsquo;s &ldquo;Future of UK Clinical Research Delivery&rdquo;</a></strong>plan aims to deliver 80% of all open studies on the National Institute for Health Research CRN portfolio on time and on target by June 2023. To achieve this, a reliable and supported research workforce is cited as essential to futureproof the UK as the location of choice for world-leading clinical research.&nbsp;</p>
<p>Read on to find out how your organisation can solve the clinical trial management talent crisis by creating a sustained, reliable and supported talent management plan.</p>
<p>In this article we&rsquo;ll explore:</p>
<ul>
<li>Why there is a shortage of clinical trial management staff</li>
<li>How CRO mergers and acquisitions are affecting the talent landscape</li>
<li>Opportunities to futureproof talent pipelines</li>
</ul>
<h2>Why is there a shortage of clinical trial management staff?</h2>
<p>The typical career pathway for clinical trial managers has been majorly disrupted.</p>
<p>Generally speaking,&nbsp; clinical trial manager starts their career as a clinical research associate, before progressing onto work as a project manager, and eventually working as a programme manager. This career pathway relies on project continuity to enable professionals to garner the experience and skills required to ascend the career chain.</p>
<p>It was this sense of continuity that unravelled over the course of the pandemic, as pipelines shifted away from non-vaccine related projects and many trials went on hold. This resulted in a mass sense of career disruption for clinical research staff &ndash; for those that did remain in the lab, the pace of projects accelerated at an unprecedented rate and many professionals<a href="https://trialsjournal.biomedcentral.com/articles/10.1186/s13063-022-06315-8" target="_blank" rel="noopener noreferrer">&nbsp;<strong>experienced burnout</strong></a>, driving an increase in turnover. For those whose projects were on hold, staff found alternative work &ndash; resulting in an altogether under-supplied workforce.&nbsp;</p>
<p>In 2021, there were 2026 active projects across the national portfolio &ndash; representing an increase <strong><a href="https://trialsjournal.biomedcentral.com/articles/10.1186/s13063-022-06315-8" target="_blank" rel="noopener noreferrer">of 52% compared to 2019.</a></strong><a href="https://trialsjournal.biomedcentral.com/articles/10.1186/s13063-022-06315-8" target="_blank" rel="noopener noreferrer">&nbsp;</a></p>
<p>Today, the knock-on effects from these research pipeline changes have cumulated in a large number of clinical trials in resource and time-intensive set-up stages.</p>
<p>As organisations begin to pick up trials that were on pause, trial portfolios have become inflated, resulting in heightened pressure on research teams and a growing need for clinical trial managers which exceed the number of professionals available.</p>
<h2>How CRO mergers and acquisitions are affecting the talent landscape</h2>
<p>As so many clinical trial manager positions are currently vacant today, the knock-on effect on the workforce has resulted in remaining managers facing the orchestration of additional clinical trials, increasing workload and the chance of burnout.</p>
<p>One way businesses are supplementing resources and improving access to talent is through mergers and acquisitions.</p>
<p>Over 2021 M&amp;A activity <strong><a href="https://www.pwc.co.uk/press-room/press-releases/pharma-m-and-a-activity-in-2022-cools-down-but-pwc-uk-remains-cautiously-optimistic-for-year-ahead.html" target="_blank" rel="noopener noreferrer">reached record breaking heights</a></strong>before the number of deals declined in 2022.</p>
<p>This year,<a href="https://www.pwc.co.uk/press-room/press-releases/pharma-m-and-a-activity-in-2022-cools-down-but-pwc-uk-remains-cautiously-optimistic-for-year-ahead.html" target="_blank" rel="noopener noreferrer">&nbsp;<strong>PwC predict ongoing mergers and acquisitions to persist</strong>,</a>&nbsp;albeit at a reduced rate, by larger organisations looking to reshape portfolios, as well as to acquire biotech capabilities to fill pipelines.&nbsp;</p>
<p>In a talent climate where staff are increasingly challenging to find, and hire, mergers and acquisitions provide a key alternative for larger businesses to power innovation, diversify their portfolios, and gain access to expert talent and expertise rather than have to train and upskill new hires.</p>
<p>However, the abrupt alteration in the number of mergers and acquisitions reflects the fast pace of change and ongoing uncertainties and instabilities in the wider clinical industry. For acquired CROS who previously specialised in a specific area, the transition to being part of a large corporation without specific niches can undermine motivation and incentivise employee turnover, widening existing management gaps.</p>
<p>On a more positive note, acquisitions can also provide an opportunity to supplement resources and share knowledge, helping to progress talent pipelines. To create a more sustainable workforce, the latter is key &ndash; embedding training opportunities and equipping specialists with the chance to lead clinical excellence in niche areas is essential.</p>
<h2>Opportunities to futureproof talent pipelines</h2>
<p>The current cycle of clinical management, where trial managers leave positions due to workload, is perpetuating instability and staff turnover, leading to an ongoing loss of expertise and additional resource implications for businesses in training new staff.</p>
<p>Breaking out of this will rely on a holistic approach and full consideration of the key factors driving burnout in the role.</p>
<p><strong><a href="https://www.tmn.ac.uk/resources/76-career-development-for-trial-management-professionals-uktmn-survey-results" target="_blank" rel="noopener noreferrer">90% of clinical trial managers are female</a></strong>, and many act as the primary carer for their children, making a permanent source of income particularly vital when choosing a role. However,&nbsp;<strong><a href="https://trialsjournal.biomedcentral.com/articles/10.1186/s13063-022-06315-8#ref-CR9" target="_blank" rel="noopener noreferrer">67% of clinical trial management roles operate under fixed-term contracts&nbsp;</a></strong>with the majority of these offering job security for less than 12 months.&nbsp;&nbsp;&nbsp;</p>
<p>Clinical trial managers rank having time and funding to access training opportunities <strong><a href="https://trialsjournal.biomedcentral.com/articles/10.1186/s13063-022-06315-8#ref-CR9" target="_blank" rel="noopener noreferrer">as the most important aspect of professional development</a></strong>, but finding an organisation willing to invest in professional development for short-term contract staff is challenging to attain.</p>
<p>Building a permanent workforce in the clinical trial management space offers organisations an opportunity to support the professional development of managers and offers more meaningful employee experiences to retain and empower staff.</p>
<p>Alongside strengthening the existing workforce, futureproofing talent pipelines will include attracting and equipping the clinical trial managers of the future with the resources and knowledge they need to succeed. Publicising the breadth of roles across clinical trial management outside of academic environments and promoting trial management careers to a wider breadth of individuals is imperative to ensure more professionals consider the profession.</p>
<p>At SRG, our specialist networks provide us with the ability to roll out early engagement projects with universities to help bridge talent gaps in clinical trials. Our expert consultants help facilitate onboarding training and enable organisations to unlock access to a wider scope of talent.</p>
<p>Our talent consultants are scientists themselves and understand the nature of the clinical trial industry and the importance of the right hire in clinical trial management. We proactively collaborate with our clients to ensure the right hire is made both for permanent and contract positions in the clinical trial management space.</p>

Ben Brown, Clinical Regional Sales Manager at SRG delves behind the talent crisis in clinical trial management, and provides actionable recommendations for leaders in the clinical sector.

How To Solve the Clinical Trial Management Talent Crisis

<p>In an increasingly competitive talent market, effective hiring strategies are becoming heavily linked with business success.</p>
<p>In the UK alone,&nbsp;<a href="https://luminate.prospects.ac.uk/the-uks-stem-skills-shortage" target="_blank" rel="noopener noreferrer">skills shortages drive a loss of &pound;1.5bn a year</a>, with similar figures echoing across the global STEM industry. Driving success and building business continuity starts with understanding&nbsp;<a href="../../../../../../blog/the-impact-of-covid-19-on-the-stem-sector">why the talent market has changed</a>, and how your brand can respond with the right hiring strategy to secure appropriately skilled, and culturally aligned, talent.</p>
<p>In this article, I&rsquo;ll explore the three key discerning principles behind an effective talent strategy in STEM today, drawing on my own experience in the field, as well as the expertise of Lucy Colgan, Talent Acquisition Specialist at&nbsp;<a href="https://www.qiagen.com/us/careers" target="_blank" rel="noopener noreferrer">QIAGEN</a>, a leading global biotechnology company with a major development site in Manchester. QIAGEN&rsquo;s mission is to deliver Sample to Insight solutions enabling QIAGEN customers to unlock valuable molecular insights.</p>
<p>Expect to discover:</p>
<ul>
<li>How leading diagnostics company, QIAGEN, power inclusive hiring practices</li>
<li>Why mission and value-led campaigns resonate with candidates</li>
<li>The value of technology-facilitated hiring in the remote world of recruitment</li>
</ul>
<h2>Building a diversity and inclusion hiring strategy</h2>
<p><a href="https://www.thehrdirector.com/features/leadership/building-leadership-at-all-levels-a-priority-for-2022/">44% of Fortune 500 companies have found that diverse teams increase innovation and agility</a>, and 51% say diversity also improves employee engagement &ndash; all key criteria for a successful STEM workforce.</p>
<p>In research from Deloitte,&nbsp;<a href="https://www2.deloitte.com/content/dam/Deloitte/us/Documents/about-deloitte/us-about-deloitte-inclusion-survey.pdf" target="_blank" rel="noopener noreferrer">80% of candidates say inclusion is an important factor</a>&nbsp;when choosing an employer, and&nbsp;<a href="https://www2.deloitte.com/content/dam/Deloitte/us/Documents/about-deloitte/us-about-deloitte-inclusion-survey.pdf">72% would potentially leave a less inclusive organisation for a more inclusive one</a>. Actively communicating with your prospective candidates about&nbsp;<a href="../../../../../../blog/5-signs-of-an-inclusive-employer">tangible inclusivity efforts</a>&nbsp;can motivate talent to prioritise your organisation.</p>
<p>Talking to Lucy Colgan, Talent Acquisition Specialist at QIAGEN, diversity has a central role across QIAGEN&rsquo;s recruitment and talent management. Lucy describes how QIAGEN &ldquo;discuss with our agency partners their policies on D&amp;I recruitment&rdquo; when outsourcing any hiring activities. Lucy explains, &ldquo;everyone involved in the hiring process has undergone training on unconscious biases, so we can be aware of these as much as possible&rdquo;.</p>
<h2>Embracing a mission-led approach</h2>
<p>Clarifying the mission behind your work can inspire and motivate potential candidates to feel connected to your organisational purpose.</p>
<p>What&rsquo;s more, actively involving employees in shaping that mission, and the wider company culture, can boost the likelihood of long-term retention. High-performing candidates are more likely to prioritise organisations where they can make a tangible impact and feel a sense of belonging.</p>
<p>According to research from McKinsey,&nbsp;<a href="https://www.mckinsey.com/business-functions/people-and-organizational-performance/our-insights/the-organization-blog/its-not-about-the-office-its-about-belonging" target="_blank" rel="noopener noreferrer">51% of employees left their roles over the &lsquo;Great Attrition&rsquo; because they didn&rsquo;t feel a sense of belonging at work</a>.</p>
<p>Providing impactful opportunities for employees to contribute at work is a priority for QIAGEN. Lucy says, &ldquo;we want to further develop the company culture so everyone has a voice where they can do their job, change things and contribute their suggestions&rdquo;. She describes the highly impactful employee workshops that have been held globally to empower QIAGEN employees to share their views: &ldquo;senior management are really listening to the good and bad from the workshops, and there&rsquo;s a lot of really good input and changes happening&rdquo;.</p>
<p>&ldquo;QIAGEN believes that focusing on its current and future employees drives the company&rsquo;s economic performance and considerably influences the sustainability of its operations. &ldquo;We are convinced that the professional and personal development of our employees is an integral factor in creating value for our customers, patients, colleagues, partners and shareholders&rdquo;, says Lucy. &ldquo;Being the industry&rsquo;s employer of choice by attracting and developing top talent is one of our global goals.&rdquo; To achieve this, QIAGEN creates a work environment that empowers and involves employees at all levels.&rdquo;</p>
<h2>Strengthening recruitment with technology</h2>
<p>The key to bringing these approaches together is a streamlined candidate process, and technology that can make that happen.</p>
<p>A group of inspired candidates, who feel they could belong at your organisation, are more likely to prioritise your role if your candidate experience is streamlined enough to reinforce that sense of belonging. Without a timely response, or streamlined process, you&rsquo;re likely to lose the attention of high-performing candidates.</p>
<p>Lucy Colgan describes, &ldquo;QIAGEN&rsquo;s reputation sets us ahead, most people know us as a company they want to work with&rdquo;. She added that &ldquo;there are many more jobs out there than candidates, and we need to move quickly&rdquo;. The right recruitment partner is important as Lucy goes on to describe: &ldquo;SRG really helped us with video interviews so that we weren&rsquo;t missing out on good candidates and could move quickly&rdquo;.</p>
<p>Reconsidering skill sets is imperative as the wider industry adapts to the fourth industrial revolution. Adopting a data-led approach through personality testing, and utilising video interviews can help scientific organisations make the specialised hires needed to succeed.</p>
<h2>Find out how SRG could help you</h2>
<p>SRG are part of Impellam, the UK&rsquo;s largest staffing business, and the sixth-largest MSP worldwide. Our global presence, extensive talent network and over 20 years of experience in making scientific hires enable us to meet the unique requirements of every company we work with.</p>
<p>&nbsp;<a href="mailto:solutions@srgtalent.com?subject=Recruitment%20solutions%20enquiry">Email our client services team here</a>&nbsp;to find out how SRG could help you.&nbsp;</p>
<p>&nbsp;</p>

Pharmaceutical careers involve working at the threshold of medical innovation – whether your job is within drug development, leadership, or advertising, there’s a role where every skill set can make an impact on the wider world of health.

How to Create a Hiring Strategy For The STEM Market

<p><strong><a href="../../../../../../career-advice/roles-in-focus/biomedical-science" target="_blank" rel="noopener noreferrer">Biomedical scientists play an instrumental role</a></strong>&nbsp;in healthcare teams nationwide, where they test samples, investigate diseases and carry out experiments in the lab. In the NHS,<strong><a href="https://www.ibms.org/resources/documents/the-science-at-the-heart-of-healthcare/" target="_blank" rel="noopener noreferrer">&nbsp;70% of diagnoses are based on pathology results from biomedical scientists.</a></strong>&nbsp; &nbsp;</p>
<p>However, career options are not solely limited to health. While many biomedical scientists choose to stay rooted in healthcare or drug development, others pivot to alternative areas like teaching and food safety.</p>
<p>In this article, we&rsquo;ll provide salary guidance and information on transferable skills to equip you with the information you need to make informed career decisions.</p>
<p>Read on to find out more about:</p>
<ul>
<li>Key skills of a biomedical scientist</li>
<li>Top 10 highest paying biomedical science careers</li>
<li>Specialist areas in biomed</li>
</ul>
<p>&nbsp;</p>
<h2>Key skills of a biomedical scientist</h2>
<p>Given the wide breadth of subjects&rsquo; medical biology covers, biomedical scientists are equipped with a range of transferable skills. Understanding which skills you resonate with most can help you identify key areas for growth, as well as which specialist areas and roles align most with your abilities and interests.</p>
<p>&nbsp;</p>
<h3>Key skills include:</h3>
<ol>
<li>Data analysis</li>
<li>Investigation</li>
<li>Problem-solving</li>
<li>Time management</li>
<li>Numeracy</li>
<li>Critical thinking</li>
<li>Observation</li>
<li>Communication</li>
<li>Project management</li>
<li>Teamwork</li>
</ol>
<h2>&nbsp;</h2>
<h2>Top 10 highest paying biomedical science careers</h2>
<p>The 10 Highest paying careers in biomedical science are:<br><br></p>
<h3>10 - Biotechnologist Salary</h3>
<p><em>Average salary:&nbsp;</em>&pound;30,000</p>
<p>Biotechnologists use biological matter to&nbsp;<strong><a href="../../../../../../blog/uk-biotech-industry-growth" target="_blank" rel="noopener noreferrer">develop and improve products, processes and techniques&nbsp;</a></strong>in pharma, food and manufacturing. Following on from a biomedical degree, research work or placements gained in biotech can be useful to help attain a graduate position.</p>
<h3>9 - Microbiologist</h3>
<p><em>Average salary:</em>&nbsp;&pound;31,412</p>
<p><strong><a href="../../../../../../career-advice/roles-in-focus/microbiology" target="_blank" rel="noopener noreferrer">Microbiologists research and investigate the effects of micro-organisms&nbsp;</a></strong>in disease, antibody, hormone and vaccine production as well as food, crops and soil. Specialising in medical microbiology as a follow on to a biomedical degree is a common route to establishing a career in this area.<br><br></p>
<h3>8 - Neuroscientist&nbsp;Salary</h3>
<p><em>Average salary:&nbsp;</em>&pound;36,638&nbsp;</p>
<p>Neuroscientists investigate the brain and nervous system to develop new treatments for neurological disorders by studying and testing samples of tissue, as well as by using imaging techniques. To work as a neuroscientist, post-graduate study in neuroscience will be beneficial (Masters, PhD).</p>
<h3>7 - Biomedical scientist&nbsp;Salary</h3>
<p><em>Average salary:&nbsp;</em>&pound;37,166</p>
<p><strong><a href="../../../../../../career-advice/roles-in-focus/biomedical-science" target="_blank" rel="noopener noreferrer">Biomedical scientists</a></strong> carry out experiments on samples in the laboratory to help develop treatments for diseases. A degree in biomedical science provides a strong platform for building a career in this area as well as registering with the Institute of biomedical science.&nbsp;&nbsp;</p>
<h3>6 - Infection Control Practitioner&nbsp;Salary</h3>
<p><em>Average salary</em>: &pound;37,374</p>
<p><strong><a href="https://apic.org/what-is-an-infection-preventionist/" target="_blank" rel="noopener noreferrer">Infection control practitioners</a></strong> or ICPs collect, analyse, and provide infection data to healthcare practitioners. ICPs also consult on infection risk assessment and help implement evidence-based prevention and control strategies. To work in this field, additional training courses are recommended on top of a biomedical science degree.&nbsp;</p>
<h3>5 - Clinical Research Scientist&nbsp;Salary</h3>
<p><em>Average salary</em>: &pound;42,000</p>
<p><strong><a href="../../../../../../career-advice/roles-in-focus/clinical-research" target="_blank" rel="noopener noreferrer">Clinical research scientists</a></strong>&nbsp;perform clinical trials, recruit, and screen patients, and submit patient results at the trial&rsquo;s close. Biomedical science graduates are often eligible to apply for clinical research science roles given they have substantial experience in running trials, and managing samples and data. Strong team, project management, and communication skills are key for this role.&nbsp;<br><br></p>
<h3>4 - Genetic Counsellor Salary</h3>
<p><em>Average salary:&nbsp;</em>&pound;44,688</p>
<p>Genetic counsellors use their specialist knowledge to interpret and explain genetic and genomic information to patients and their families. Genetic counsellors often require a Master's in genetic counselling to practice or can enter the <strong><a href="https://www.healthcareers.nhs.uk/explore-roles/healthcare-science/roles-healthcare-science/life-sciences/genomic-counselling/entry-and-training-genomics-counselling/entry-and-training" target="_blank" rel="noopener noreferrer">NHS training scheme&nbsp;</a></strong>for the role. Experience in caring or pastoral positions are a useful supplement to applications.&nbsp;</p>
<h3>3 - Forensic Scientist&nbsp;Salary</h3>
<p><em>Average salary:</em>&nbsp;&pound;47,804<br>Forensic scientists collect, record, and analyse trace evidence such as hair, bodily fluids, and drugs in the laboratory and communicate their findings to legal authorities. Strong analytical, collaboration, and communication skills are important qualities to succeed as a forensic scientist. A post-graduate qualification in forensic science or work experience can be helpful in forging a career in this competitive field.</p>
<h3>2 - Veterinary Pathologist&nbsp;Salary</h3>
<p><em>Average salary:</em>&nbsp;&pound;50,000</p>
<p>Veterinary pathologists research human and animal diseases to support animal disease surveillance, prevention, diagnosis, and treatment. To work in the veterinary field, attending veterinary school is vital &ndash; from here you can specialise in pathology, earn your license and practise as a veterinary pathologist.&nbsp;</p>
<h3>1 - Science Advisor Salary</h3>
<p><em>Average salary:&nbsp;</em>&pound;55,991</p>
<p><strong><a href="https://www.csap.cam.ac.uk/news/article-how-be-chief-scientific-advisor-government/" target="_blank" rel="noopener noreferrer">Scientific advisors</a></strong> act as subject-matter experts in government and research and development departments, where they provide technical guidance and insight. You will need either a Master or PhD to work as an advisor and strong communication, reviewing, critical, and strategic thinking skills.&nbsp;<br><br></p>
<h2>Specialist areas in biomed</h2>
<p><br>Your professional development as a biomedical scientist becomes highly personalised once fully registered. Specialist training can help support your employability in your ideal role and is often focused on a single medical biology discipline.</p>
<p>Options include:</p>
<ul>
<li>Cellular Pathology &ndash; establishing the cause of illness through microscopic tissue study.</li>
<li>Cytology &ndash; investigating cellular components in samples &ndash; often used for screening cervical cancer.</li>
<li>Clinical chemistry &ndash; analysing biological fluid to diagnose disease, and monitoring therapies through toxicological studies and liver and kidney tests.</li>
<li>Haematology &ndash; investigating the formation, composition, function and disease of blood.</li>
<li>Immunology &ndash; investigating conditions of the human immune system and its role in infectious disease to support monitoring and treatment.</li>
<li>Medical microbiology &ndash; studying micro-organisms which cause disease and identifying appropriate antibiotic treatment.</li>
<li>Virology &ndash; monitoring the effects of vaccines and studying viruses and the diseases caused by them.</li>
<li>Transfusion science &ndash; identifying blood groups for blood donation, matching grouped blood to patients and maintaining blood stocks for critical incidents.</li>
</ul>

Unlock your potential with Philippa Clark, Head of Discovery science as she reveals the top 10 highest paying biomedical science careers

Top 10 Highest Paying Biomedical Science Careers

<p><strong><a href="https://www.pwc.com/gx/en/issues/c-suite-insights/ceo-survey-2023.html" target="_blank" rel="noopener noreferrer">40% of CEOs today</a></strong>&nbsp;believe their business will not be economically feasible in a decade without significant change.<br><br>Economic and wider global instability, alongside the ongoing cost of living crisis pave a challenging path for leaders over the year ahead. Driving business transformation and innovating new, more diverse product and service offerings across the wider STEM industries will require the right leadership and talent to fuel success across this time of change.&nbsp;<br><br>Labour and skills shortages remain major disruptors to long-term profitability, according to <strong><a href="https://www.pwc.com/gx/en/issues/c-suite-insights/ceo-survey-2023.html" target="_blank" rel="noopener noreferrer">PwC&rsquo;s recent CEO survey.</a></strong>&nbsp;However,&nbsp;<strong><a href="../../../../../../blog/insights-into-stem-skills-shortages-in-the-uk" target="_blank" rel="noopener noreferrer">bridging talent gaps</a></strong>&nbsp;at senior and executive levels is not without its risks.<br><br>In this article, we&rsquo;ll explore three benefits behind retained search for executive hires and provide actionable solutions and advice to support your hiring strategy.<br><br>Read on to learn more about:<br><br></p>
<ul>
<li>Avoiding making a mis-hire</li>
<li>Building a persuasive candidate experience</li>
<li>Cultural fit and retention</li>
</ul>
<p>&nbsp;</p>
<h2>Benefit 1: Avoiding making a mis-hire</h2>
<p>The cost of recruitment can spiral when mis-hired employees enter the workforce, particularly at senior levels &ndash; such as those that we hire in our team at<strong>&nbsp;Search By SRG.&nbsp;</strong><br><br><br>Business disruption and hampered team productivity can erode continuity and organisational profitability, inevitably leading to a repeat recruitment process and additional costs of interim recruitment or extra pressure on team members while the recruitment process takes place.<br><br>According to<strong><a href="https://www.linkedin.com/pulse/real-cost-bad-hiring-decision-pharmaceutical-industry-vlad/" target="_blank" rel="noopener noreferrer">&nbsp;research</a></strong>, mis-hires are most often made due to the following five factors:<br><br>1)&nbsp;Pressure to quickly fill a position<br>2)&nbsp;Difficulty finding qualified candidates<br>3)&nbsp;A focus on skills over attitude<br>4)&nbsp;Lack of tools to find the right person<br>5)&nbsp;Incomplete background check<br><br><br></p>
<h3>Solution: Invest in hiring accuracy</h3>
<p>Hiring accuracy is crucial when engaging with any recruitment partner. Take the time to assess your recruitment partners&rsquo; fill-rate, as well as their time-to-fill. This will help demonstrate the reliability of their approach and the breadth of their candidate network.<br><br>Retained executive search solutions like those provided by Search by SRG help organisations in STEM achieve a high standard of hiring accuracy due to each consultant&rsquo;s dedicated approach to every client. At&nbsp;<strong><a href="../../../../../../clients/our-services/search-by-srg" target="_blank" rel="noopener noreferrer">Search by SRG</a></strong>, our talent consultants go beyond drawing from our candidate pools, to actively headhunting for the perfect hire.<br><br>Successful and accurate hires are made when organisations are well-equipped with the right network, resources, and expertise to build a comprehensive and informed talent process.<br><br><br></p>
<h2>Benefit 2: Building a persuasive candidate experience</h2>
<p>Candidate experience describes the way your company processes applications and connects with candidates across the recruitment process. It can also involve<strong><a href="../../../../../../blog/how-to-develop-a-successful-employer-branding-strategy" target="_blank" rel="noopener noreferrer">&nbsp;&lsquo;employee value propositions&rsquo; or EVPs</a></strong>, where organisations presents reasons for candidates to consider your organisation.&nbsp;<br><br>Building out an EVP means investing time and resources into your recruitment brand identity and communicating this out across channels like social media to reach your candidates.&nbsp;<br><br>However, mapping out a holistic candidate experience with an accurate and aligned EVP strategy for your roles can be challenging when internal resources are already allocated and time is limited.<br><br></p>
<h3>Solution: Collaborate to build your candidate experience</h3>
<p>Working with a trusted recruitment partner who can invest the time to collaborate with you and tailor a targeted recruitment strategy and EVP offering can mean gaining access to more passive talent.&nbsp;<br><br>In senior and technical positions such as those that Search By SRG specialise in, the active candidate market can be limiting. We work collaboratively with our clients to headhunt ideal candidates and win them over with tailored and meaningful candidate experiences. (https://www.srgtalent.com/clients/our-services/search-by-srg)&nbsp; &nbsp;<br><br><br>Benefit 3:&nbsp; Cultural fit and retention</p>
<p>Finding a candidate who not only fits in with your wider team but is willing to stay is particularly challenging given the volatility of the overall recruitment market.&nbsp;<br><br><strong><a href="../../../../../../insights/guides-and-reports/2022-global-science-employment-report" target="_blank" rel="noopener noreferrer">SRG and New Scientist&rsquo;s STEM global survey&nbsp;</a></strong>shows that the after-effects of the great resignation continue to echo, as 35% of UK and US STEM employees, and 39% of Europe STEM employees say they plan to leave their organisations this year.&nbsp; &nbsp;<br><br>Meanwhile, skills shortages mean that top talent with niche skills is in high demand, and attrition is high.<br><br></p>
<h3>Solution: Use the right tools to find the right person</h3>
<p><strong><a href="https://press.careerbuilder.com/2017-12-07-Nearly-Three-in-Four-Employers-Affected-by-a-Bad-Hire-According-to-a-Recent-CareerBuilder-Survey" target="_blank" rel="noopener noreferrer">Research into mis-hires&nbsp;</a></strong>indicates that both a focus on skills over attitude and a lack of tools to find the right person is a key driver behind hiring the wrong person.&nbsp;&nbsp;<br><br>Overcoming this means using the right tools, such as reliable psychometric assessments and objective interview processes, to determine cultural fit and attitude as well as ability.<br><br>At&nbsp;<strong><a href="../../../../../../clients/our-services/search-by-srg" target="_blank" rel="noopener noreferrer">Search by SRG</a></strong>, we hire using psychometric assessments, video interviewing technology and specialist consultants who are dedicated to specific projects and fully invested in achieving hiring success.&nbsp; &nbsp;&nbsp;</p>

Explore the benefits of retained executive search and get advice from Janne Bate, Principal Consultant at Search by SRG to help you fine-tune your recruitment strategy to 2023's economy.

The Benefits of Retained Executive Search in 2023's Economic Environment

<p>Receiving a job offer is a definitive cause for celebration! You&rsquo;ve submitted your CV, aced your interview, and impressed with your abilities, leading your prospective employer to see that you&rsquo;re thoroughly fit for the role. However, now it&rsquo;s over to you - the floor is yours. The employer is no longer in the driver&rsquo;s seat, their focus has now switched to moving you into the role, as seamlessly as possible.</p>
<p>Negotiation leverage is now in your hands. As the future employee, it&rsquo;s now your right to open conversations surrounding negotiations around topics such as salary, severance pay, work-from-home, time off, and more. Nevertheless, timing is key. Before beginning negation talks, allow yourself to pause and comprehend all aspects of the job offer, and take the time to produce a negotiation strategy plan.&nbsp;</p>
<p>It&rsquo;s not uncommon to require extra time when evaluating the job offer, especially when it comes down to deciding between accepting and declining. However, providing yourself with the time to construct negotiation propositions correctly means the employer is more likely to agree to them, if backed up with sufficient evidence and cause for change. As you are yet to sign the employment contract, the ball is in your court to open up negotiation discussions before your pen touches the paper.&nbsp;</p>
<p>In this article, we will guide you on how to handle a job offer negotiation.</p>
<p>Read on to discover:</p>
<ul>
<li>How to negotiate a job offer</li>
<li>How to negotiate a start date</li>
<li>Negotiating your salary&nbsp;</li>
</ul>
<p>&nbsp;</p>
<h2><strong>How to negotiate a job offer</strong></h2>
<p>Upon obtaining a job offer, the employer should provide you with a timeframe in which you have to accept or decline the position. It&rsquo;s important not to make any rash decisions, but rather take the time given to read through the employment contract in detail, ensuring you are in firm understanding of everything the role encompasses.&nbsp;</p>
<p>When identifying aspects to negotiate with the employer, rather than simply requesting changes, construct a negotiation strategy plan. Similar to a business case, a negotiation strategy plan provides the employer with reasonings backed up by evidence, to justify the changes you&rsquo;re requesting. Alongside this, creating a negotiation strategy plan shows the employer you have read their contract, and taken time to deeply consider the position, exemplifying is importance to you.&nbsp;</p>
<p>In the course of constructing your negotiation strategy plan, pay close consideration towards factors such as:&nbsp;</p>
<ul>
<li><strong>Requirements:&nbsp;</strong>When making any important decisions, it&rsquo;s constantly advised to consider both short and long-term goals, this should be no different when it comes to your work life. Every one person&rsquo;s priorities will differ, we are all individuals meaning what you may consider crucial, another may not. However, a sole reason to assess your employment contract prior to signing is to make certain the things you consider priority, your future employer will honour. Ask yourself; What are my main professional goals?, What type of work environment is healthiest for me?, What values do I regard highly in my work?</li>
</ul>
<ul>
<li><strong>Perks:&nbsp;</strong>Be sure to analyse the job perks before accepting the position. Assess what aspects are crucial to your work-life balance, healthcare coverage, additional holiday, flexibility,&nbsp;<a href="https://www.srgtalent.com/blog/the-benefits-of-hybrid-working-in-the-laboratory" target="_blank" rel="noopener noreferrer">hybrid working</a>&nbsp;etc. Make it a priority to explore these conditions and negotiate where needed to suit you. You wouldn&rsquo;t want to neglect vital matters for yourself, only to find out they&rsquo;re non-negotiable after signing the contract.</li>
</ul>
<ul>
<li><strong>Indemnities:</strong>&nbsp;Although salary negotiation is an essential factor to consider, there may be other indemnities to evaluate. Take time to delve into the company&rsquo;s pension scheme, study their stock options, anything that could provide you with extra financial security is always worth taking extra time to read through.&nbsp;</li>
</ul>
<ul>
<li><strong>Benefits package:&nbsp;</strong>Many companies tend to offer a benefits package, something that proves to be a real selling point to potential employees. Everyone loves an incentive no matter how big or small. Although the benefits package does not relate directly to the job in question, it&rsquo;s still a valuable section to read up on. Benefits can range from travel opportunities to gym memberships, or even discounts in stores.&nbsp;</li>
</ul>
<h2><strong>How to negotiate a start date</strong></h2>
<p>More often than not the hiring manager will have a pre-planned start date in mind for new employees. Often, this is calculated for reasons such as payroll alignment. However, they must take into consideration their new hire may have prior commitments meaning sometimes the date may need to be pushed. If this is the case, and the proposed start date might not work for you, you'll need to open it up for negotiation with your new employer and agree on an alternative that suits both you and the business mutually. Don&rsquo;t forget, they have already chosen you for the position, they want you. Therefore, don&rsquo;t be afraid to be honest with them about what works/ doesn&rsquo;t work for you.&nbsp;</p>
<p>As long as what you&rsquo;re requesting is justifiable, and not a negotiation for negotiating sake, you are well within your rights as a new employee to open it up for discussion.</p>
<h2><strong>Negotiating your salary&nbsp;</strong></h2>
<p>Before beginning negotiations on salary, it is highly important to do your research. Consider the salary you&rsquo;d be happy to sit within. Would you feel underappreciated on minimum wage? Do you feel the knowledge and skills you&rsquo;d be bringing to the role deserve more than the expected salary? Be sure to perform research, during your consideration time, into current market rates for your chosen field.&nbsp;</p>
<p>When asked what your dream salary is, it can be hard to name a price. Naturally, we become reluctant to pinpoint a cap on our dream salary, as most of us struggle to regulate our wage aspirations whilst also keeping them reasonable logistically.&nbsp; Although we all want to neglect boundaries sometimes, it&rsquo;s crucial to remain realistic when discussing salary. Your dream wage should continue to be the highest you can expect to earn with your personal levels of knowledge, skills, and experience within the position you&rsquo;ve applied for.</p>
<p>When searching for a realistic salary to negotiate, begin by seeking out the<a href="https://www.srgtalent.com/insights/guides-and-reports/2022-global-science-salary-guide">&nbsp;<strong>top-tier salaries currently being advertised for roles in your sector.</strong></a>&nbsp; Consider the level of experience each role deems as essential, the cost-of-living rate in the specified location being advertised, as well as the number of responsibilities the role carries. If your dream salary exceeds the amount given on any of the jobs you&rsquo;ve found, the odds are you&rsquo;re most likely asking too much. Keep your negotiations realistic and explainable.&nbsp;</p>

Read more on how to handle a job offer negotiation with Thomas Ramsey, Senior Account Consultant.

How to Negotiate a Job Offer

<p>Pharma outsourcing is critical to powering performance in today&rsquo;s market.</p>
<p><strong><a href="../../../../../../blog/outsourcing-pharma-questions-to-consider" target="_blank" rel="noopener noreferrer">75% of the new drugs pipeline is currently outsourced</a></strong>, consuming two-thirds of annual development spending.&nbsp;</p>
<p>While the majority of this percentage can be attributed to CDMOS or&nbsp;<strong><a href="../../../../../../clients/our-services/synergy-scientific-solutions" target="_blank" rel="noopener noreferrer">insourced scientific services</a>,</strong>&nbsp;outsourced recruitment in pharma has a foundational role in bridging critical skills gaps and powering the potential for innovation.&nbsp;</p>
<p>However, despite innovation being key to progress, funding new ventures has become increasingly challenging in the face of ongoing supply chain issues, cost pressures, and stock market performance difficulties over recent years.</p>
<p><strong><a href="https://www.pwc.com/us/en/industries/pharma-life-sciences/next-in-pharma-trends.html" target="_blank" rel="noopener noreferrer">Analyses from PwC</a></strong>&nbsp;show that divides in stock performance for the top 50 pharmaceutical companies have widened. While leading organisations in the top quintile have increased shareholder return by 29%,<a href="https://www.pwc.com/us/en/industries/pharma-life-sciences/next-in-pharma-trends.html" target="_blank" rel="noopener noreferrer">&nbsp;<strong>returns for the bottom quintile declined by 11%.</strong></a>&nbsp;Meanwhile, an<a href="https://www.fiercepharma.com/special-report/top-15-blockbuster-patent-expirations-coming-decade" target="_blank" rel="noopener noreferrer">&nbsp;<strong>upcoming wave of patent expirations</strong></a>&nbsp;and declining gross margins for novel treatments are powering a focus on developing new treatments, heightening the competition for funding.&nbsp;</p>
<p>In this article, we&rsquo;ll explore how to leverage outsourcing recruitment in pharma to help strengthen your business strategy and equip you with the insights you need to stay competitive.</p>
<p>Read on to learn more about:</p>
<ul>
<li>Why pharma companies outsource recruitment</li>
<li>Key drivers of change in pharma outsourcing</li>
<li>How to prepare your recruitment strategy for what&rsquo;s next</li>
</ul>
<p>&nbsp;</p>
<h2>Why pharma companies outsource recruitment</h2>
<p>Outsourcing involves utilising the capabilities of an external organisation for your own business objectives, whether that be working with a contract research team or a cohort of expert recruiters to feed your own talent pipelines - external collaboration is at outsourcing&rsquo;s core.</p>
<p>Today&rsquo;s pool of digital pharma talent is&nbsp;<strong><a href="https://www.mckinsey.com/capabilities/operations/our-insights/emerging-from-disruption-the-future-of-pharma-operations-strategy" target="_blank" rel="noopener noreferrer">14% lower than demand</a></strong>, making technical talent increasingly challenging to find and hire. These ongoing talent shortages in the pharmaceutical industry continue to motivate pharmaceutical leaders to invest inwards in training and recruiting the expertise needed to future-proof work.&nbsp;</p>
<p>Outsourcing pharmaceutical recruitment helps lift the burden of recruitment from internal teams, particularly when internal resources are unable to support the capacity of roles required. Even when faced with more challenging-to-hire technical roles, outsourced recruitment teams can utilise their pre-established candidate network to rapidly and effectively find and onboard the talent required.</p>
<p><strong>Case study:</strong>&nbsp;When&nbsp;<strong><a href="https://www.qiagen.com/us/about-us" target="_blank" rel="noopener noreferrer">QIAGEN</a>&nbsp;</strong>approached SRG with the vision of expanding their team during the pandemic, SRG had the expertise and resources required to support and strengthen their recruitment initiative. SRG partnered with QIAGEN to video-interview both candidates that SRG sent across, as well as QIAGEN&rsquo;s own direct candidates &ndash; helping to return time to QIAGEN&rsquo;s own staff and maintain project continuity and efficiency.&nbsp;</p>
<p><strong>Case study:&nbsp;</strong>Partnering with&nbsp;<strong><a href="https://www.quaypharma.com/" target="_blank" rel="noopener noreferrer">Quay Pharma</a></strong>, SRG provided an onsite recruitment business partner (RBP) to develop a strategic recruitment plan to support long-term expansion. SRG&rsquo;s RBP worked directly on-site to proactively manage the recruitment project from brief to offer, resulting in every vacancy being filled (apart from one internal promotion). Coming away from the project itself, Quay Pharma has found itself better streamlined and equipped to manage future recruitment due to new processes being implemented and onboarded through the project.&nbsp;</p>
<p>While the right support external provider can contribute to strategic relationships that return time back to core competencies and provide access to specialised expertise, third-party collaboration <strong><a href="../../../../../../blog/3-ways-to-mitigate-recruitment-risk-in-stem" target="_blank" rel="noopener noreferrer">can entail risks.&nbsp;</a></strong></p>
<p>Risks to outsourcing recruitment in pharma can include:</p>
<ul>
<li>Selecting the wrong outsourcing approach</li>
<li>Loss of control</li>
<li>Expectation and goal mismatch</li>
</ul>
<p>Mitigating the risks and leveraging opportunities relies on strong lines of communication around expectations and costs &ndash; key factors that come along with an experienced provider.</p>
<p>Companies that successfully expand their business in overseas markets have a reliable outsourcing partner. While it might feel tedious investing the time to find the right partner for your outsourcing needs, failing to do so is one of the common outsourcing mishaps that many companies face. Without following a proper background check on the vendors, you may be at increased risk of achieving lower-quality outcomes.</p>
<h3><strong>Solution</strong></h3>
<p>There are a few checkpoints that you can consider while selecting the right vendor such as the experience of the firm, the number of projects and clients the firm has handled, the average project size, ranking and reviews of the company, access to the latest technology, and so on. However, the list varies from one company to another. Frame your questions and be prepared before you choose your outsourcing partner.</p>
<h2>&nbsp;</h2>
<h2>Key drivers of change in pharma outsourcing</h2>
<p>Despite the hurdles faced by the pharma industry, new modalities, including cell, gene, immune, and mRNA therapies, have increased from <strong><a href="https://www.mckinsey.com/capabilities/operations/our-insights/emerging-from-disruption-the-future-of-pharma-operations-strategy" target="_blank" rel="noopener noreferrer">11% to 21% of the drug development pipeline</a></strong>- a record rate of growth.&nbsp;</p>
<p>This trend is indicative of the fact that many organisations are continuing to drive forward new strategies, methods, and unique product cycles while navigating high rates of inflation.</p>
<p>Joanne Beck, Chief Operating Officer at Boston Pharmaceuticals<a href="https://www.outsourcedpharma.com/doc/are-you-ready-for-a-recession-0001" target="_blank" rel="noopener noreferrer">&nbsp;<strong>spoke to OutsourcedPharma</strong>&nbsp;</a>on the inflation issue. &ldquo;Inflation has certainly impacted our near-term (12-18 month) plans and decisions. As a small company, seeing our biologics manufacturing costs increase by 40-50% has resulted in us prioritizing our activities and focusing on the must-haves in order to conserve cash.&rdquo;&nbsp;</p>
<p>Continuing to power a high level of innovation in a way that supplements performance means creating a cost-effective but high-quality strategy.&nbsp;</p>
<p>Outsourcing recruitment in pharma today plays a critical role in maintaining the level of quality needed to futureproof capacity for innovation and technological capability.</p>
<h2>&nbsp;</h2>
<h2>How to prepare your workforce for what&rsquo;s next</h2>
<p>As the fourth industrial revolution takes hold in pharma, building a high-quality internal team is critical to business competitivity.</p>
<p>However, broader labour market changes, heightened costs, supply chain shortages, and operational disruptions can make it challenging to focus on creating a high-quality workplace. Yet, neglecting this key factor will be of major detriment to organisations tomorrow.</p>
<p><strong><a href="https://www.pwc.com/us/en/industries/pharma-life-sciences/next-in-pharma-trends.html" target="_blank" rel="noopener noreferrer">Successful pharmaceutical industry leaders</a>&nbsp;</strong>of the future will have invested in data analytics and a technologically equipped workforce &ndash; resulting in a workplace where batch release processes are automated, manufacturing processes and yields are optimised, and risks are minimised while quality is heightened.&nbsp;</p>
<p>Additionally, preserving efficacy will also come down to retaining high-quality partners and relationships across outsourced functions. <strong><a href="https://www.pwc.com/us/en/industries/pharma-life-sciences/next-in-pharma-trends.html" target="_blank" rel="noopener noreferrer">Cybercrime remains the most widespread and most disruptive event</a></strong>&nbsp;experienced by businesses over the past two years. Working with outsourced partners who are prepared against ransomware attacks will remain a fundamental objective for future partnerships.&nbsp;</p>
<p>&nbsp;</p>
<h2>Interested in growing your workforce?</h2>
<p>SRG have over 30 years of experience providing expert outsourced recruitment support across the pharmaceutical sector.</p>
<p>Our expert consultants are on hand to support your recruitment strategy and help secure the talent you need to future-proof your talent pipelines and strengthen your organisation.</p>

Find out how to leverage pharma outsourcing in recruitment to strengthen your business strategy with Behruz Sheikh, Pharmaceutical Sector Head at SRG

Recruitment and Pharma Outsourcing: What’s Changed, and What’s Next

<p>Although inflation is the&nbsp;<strong><a href="https://www.pwc.com/gx/en/news-room/press-releases/2023/pwc-26th-ceo-survey.html">top global threat for CEOs today</a></strong>, PwC&rsquo;s survey reveals&nbsp;<strong><a href="https://www.pwc.com/gx/en/news-room/press-releases/2023/pwc-26th-ceo-survey.html" target="_blank" rel="noopener noreferrer">80% of CEOs</a>&nbsp;</strong>are not planning on reducing staff remuneration&nbsp;<strong><a href="https://www.pwc.com/gx/en/news-room/press-releases/2023/pwc-26th-ceo-survey.html" target="_blank" rel="noopener noreferrer">and 60% of CEOs</a>&nbsp;</strong>plan to maintain or grow the size of their workforce.&nbsp;</p>
<p>To expand in the face of economic pressure, leaders across the world are seeking to cut operational costs and power innovation. However, while&nbsp;<strong><a href="https://www.pwc.com/gx/en/news-room/press-releases/2023/pwc-26th-ceo-survey.html" target="_blank" rel="noopener noreferrer">48% of CEOs</a></strong>&nbsp;are diversifying their product and service offerings,&nbsp;<strong><a href="../../../../../../blog/insights-into-stem-skills-shortages-in-the-uk" target="_blank" rel="noopener noreferrer">skills shortages</a>&nbsp;</strong>and&nbsp;<strong><a href="../../../../../../blog/how-to-reduce-staff-attrition" target="_blank" rel="noopener noreferrer">talent attrition</a>&nbsp;</strong>remain critical hurdles the pharmaceutical industry must overcome.&nbsp; &nbsp;</p>
<p>Despite the challenges, opportunities for innovation abound in the pharmaceutical industry. Emerging drug modalities and Industry 4.0 are paving new paths forward, shifting business models and talent demand.</p>
<p>In this article, I&rsquo;ll explore some of the key talent trends, challenges, and opportunities facing the pharmaceutical industry today with Dr. Philip Probert, Technology Lead for Biologics at CPI, a UK government backed, independent organisation with specialism in pharmaceutical process development, optimisation, and specialist manufacturing.</p>
<p>Read on for more about:</p>
<ul>
<li>How emerging modalities are accelerating expansion in pharma</li>
<li>Bridging digital skills gaps through passive talent acquisition</li>
<li>Managing supply chain disruption with early talent</li>
</ul>
<h2>How emerging modalities are accelerating expansion in pharma</h2>
<p>The long-standing role of small molecules in drug development is beginning to shift.</p>
<p>While small molecules currently make up<strong><a href="https://www.jetir.org/papers/JETIR2106339.pdf" target="_blank" rel="noopener noreferrer">&nbsp;around 90%&nbsp;</a></strong>of all on-the-market therapeutics today, they struggle to target proteins without well-defined binding pockets, leaving a significant number of</p>
<p>drug targets &lsquo;undruggable&rsquo; due to adherence issues. Furthermore, small molecule drugs often lack universal applicability and show a lower curative potential than new drug modalities.&nbsp;</p>
<p>Emerging modalities include:</p>
<ul>
<li>Nanobodies and modified antibodies</li>
<li>Oligo-polypeptides (including: stapled and modified peptides)</li>
<li>Oligo-polynucleotides (including: siRNA, mRNA, gene therapeutics)</li>
<li>Polyglycosides</li>
<li>Macrocylic molecules</li>
<li>Drug conjugates</li>
<li>Targeted protein degraders (including: PROTACS, molecular glues)</li>
<li>Cellular therapies</li>
</ul>
<p>Given the challenges faced, new drug modalities are set to gain precedence over the coming years, provided they prove effective and skills gaps can be addressed.</p>
<p>Dr Philip Probert, Head of Technical at CPI, explains, &ldquo;The expansion in new modalities has led to pre-existing skills gaps to become exacerbated as organisations require broader capabilities than perhaps might have been required previously&rdquo;. Dr Probert expands on the challenge, &ldquo;R&amp;D departments face a smaller talent pool with a less industrial experience because these technologies and techniques are new &ndash; this creates a bottle-neck in the expansion process where regardless of how streamlined your processes are, a lack of staff to run them will inhibit continuity and growth.&rdquo;</p>
<p>Dr Probert says these talent acquisition challenges can be difficult to prepare for given the novel nature of emerging modalities. &ldquo;While the introduction of nucleic acid based products beyond MRNA to CRISPR, and oligo based drugs is disruptive and interesting, the industry remains at an inflection point &ndash; therapeutics have the potential to become easier to make and more effective and could pave the future of pharmaceuticals but the ways in which this will be achieved remain uncertain &ndash; meaning that forecasting a future talent pipeline and training staff is challenging&rdquo;</p>
<h2><br>Bridging digital skills gaps through passive talent acquisition</h2>
<p><strong><a href="https://www.pwc.co.uk/ceo-survey.html" target="_blank" rel="noopener noreferrer">40% of UK CEOs</a></strong>&nbsp;believe the technological skills of their workforce are misaligned with their strategic objectives. To help overcome this divide,&nbsp;<strong><a href="https://www.pwc.co.uk/ceo-survey.html" target="_blank" rel="noopener noreferrer">56% of CEOs</a>&nbsp;</strong>are upskilling their workforce in technology across 2023.&nbsp;</p>
<p>In pharma, where<strong>&nbsp;<a href="../../../../../../insights/guides-and-reports/how-to-prepare-your-workforce-for-the-future-of-pharma" target="_blank" rel="noopener noreferrer">Industry 4.0</a>&nbsp;</strong>has played a significant role in streamlining and connecting drug discovering manufacture, digital skills remain high on the agenda for many organisations. However, they remain challenging to acquire in the current talent market.&nbsp;</p>
<p>Dr Probert says, &ldquo;There&rsquo;s a much greater interest in digitalisation, automation, and process modelling as Industry 4.0 progresses in pharma, which is driving a requirement for people with not only biological and chemical experience but computing and programming.&rdquo; He explains, &ldquo;However, there are very few candidates that align with this &ndash; while some may have programming and modelling expertise, they lack biological experience. Organisations like CPI need scientific professionals with a wider breadth of expertise but training takes time and monetary investment, meaning that progress can lag behind its potential.&rdquo;</p>
<p>Overcoming these talent hurdles by using a passive candidate acquisition strategy can help activate better access to niche skills and experience, however, the market can be complex to navigate without a trusted recruitment partner. In my experience at SRG, scientific professionals who are good at their jobs often lack the time to actively job-search &ndash; even if they&rsquo;re unsatisfied at work.</p>
<p>SRG&rsquo;s specialist and executive talent division,&nbsp;<strong><a href="../../../../../../clients/our-services/search-by-srg" target="_blank" rel="noopener noreferrer">Search by SRG</a>&nbsp;</strong>have an extensive passive candidate network across a wide breadth of technical and niche roles, which enables us to meet client demand, even when business models are in flux. Working with CPI, we&rsquo;ve provided contractors with specialist experience to support mRNA functions, as well as providing permanent hires for other niche areas like nanotherapeutics, cell culture and cell design.&nbsp;</p>
<p>When there&rsquo;s a niche requirement for specialist talent, talent pools are inevitably smaller and more competitive to attract making an experienced recruitment partner all the more critical.&nbsp;<strong>54%</strong> of pharmaceutical professionals who left their roles in the &lsquo;Great Resignation&rsquo; of 2020-2022 did not return to the same industry, heightening talent competitivity. Working with the right partner can unlock access to new recruitment techniques like AI, and data-driven personality profiling, which can help optimise recruitment initiatives even when candidates are few and far between by minimising the chances of making a bad hire and speeding up time-to-hire.</p>
<h2>Managing supply chain disruption with early talent</h2>
<p><strong><a href="../../../../../../blog/how-to-overcome-the-top-4-pharma-supply-chain-challenges" target="_blank" rel="noopener noreferrer">Supply chain disruptions persist in </a>pharma where</strong>&nbsp;they continue to change not how, but when and where organisations are expanding.&nbsp;</p>
<p>Dr Probert explains, &ldquo;Increased investment in the life sciences post-pandemic has led to a big push for pharmaceutical organisations to expand and build new facilities. This trend is seeing more businesses hiring ahead but ongoing supply chain delays are meaning it&rsquo;s taking longer for these facilities to be usable.&rdquo;</p>
<p>Dr Probert says these delays are having a wider impact on staffing in pharma, &ldquo;As organisations recruit ahead, it can be difficult to align facility readiness with staff availability, leading to wasted resources in a cost-conscious time period.&rdquo;</p>
<p>A cost-conscious remains at the forefront for not only organisations, but employees. In research from&nbsp;<strong><a href="https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/the-great-attrition-is-making-hiring-harder-are-you-searching-the-right-talent-pools" target="_blank" rel="noopener noreferrer">McKinsey</a></strong>, inadequate compensation was listed as one of the top motivators for pharmaceutical employees that left the industry last year.&nbsp;</p>
<p>Replenishing the talent pipeline today means thinking ahead, and actively futureproofing pipelines in the most cost-efficient way possible. An early talent strategy can offer organisations a way to bridge skills gaps through training and acquire new hires at a competitive but appropriate cost. Organisations that can reach out to students while still in education stand to benefit from a better-equipped talent network, providing exposure to emerging modalities and techniques. SRG, we help our partners achieve this through early talent programmes including internships, where we show students industry leaders and guide them through how to succeed.</p>
<p>Dr Probert explains how CPI is combatting this challenge by offering more opportunities for training and creating a focus on early careers. &ldquo;At CPI we&rsquo;ve expanded the breadth of training offered to staff which is also something staff are increasingly asking for. We also maintain a focus on early careers, bringing in and offer training opportunities to help graduate and post-graduate students get up to speed in the business&rdquo;.</p>
<h2>How SRG helps</h2>
<p>SRG have over 30 years of experience in scientific recruitment across STEM. Our global presence, extensive talent network and expert talent consultants enable us to meet the unique requirements of every company we work with.</p>

Find out how pharma innovation is impacting the wider talent market with Shen Mawani, SRG and Philip Probert, CPI

How Pharma Innovation is Transforming Talent Trends

<p>While UK Chemical industry performance<strong>&nbsp;<a href="https://atradius.co.uk/reports/industry-trends-overview-of-opportunities-and-challenges-facing-the-global-chemicals-industry.html" target="_blank" rel="noopener noreferrer">rose over the course of 2021</a></strong>, 2022 marked a challenging year where<a href="https://www.cityam.com/inflation-and-supply-chain-woes-take-their-toll-on-uks-chemical-sector/" target="_blank" rel="noopener noreferrer">&nbsp;<strong>rises to both producer price inflation and customer inflation</strong></a>&nbsp;heightened the importance of an agile and efficient business model.&nbsp;</p>
<p><strong><a href="https://www.cityam.com/inflation-and-supply-chain-woes-take-their-toll-on-uks-chemical-sector/">76% of chemical organisations</a>&nbsp;</strong>reported an increase in their input prices in 2022, which for&nbsp;<strong><a href="https://www.cityam.com/inflation-and-supply-chain-woes-take-their-toll-on-uks-chemical-sector/">81% of chemicals leaders</a>&nbsp;</strong>has led to higher output prices. For&nbsp;<strong><a href="https://www.cityam.com/inflation-and-supply-chain-woes-take-their-toll-on-uks-chemical-sector/" target="_blank" rel="noopener noreferrer">2 in 5 chemical organisations</a></strong>, these costs are causing sales to fall at a time where profit margins are already diminished.&nbsp;</p>
<p>Chemical leaders face navigating the wider economic downturn alongside changing consumer preferences, labour shortages, energy costs, as well as resource shortages due to supply chain disruption; all of which create a complex and competitive foundation for achieving organisational success.</p>
<p>In this article, we&rsquo;ll delve into four key challenges in the UK chemical industry landscape, and underlying opportunities to capture.</p>
<p>Read on to discover the challenges and opportunities behind:</p>
<ul>
<li>Managing labour costs along with other company benefits</li>
<li>How the recession could open up new hiring opportunities</li>
<li>Supply chain strategies to minimise disruption</li>
<li>Talent shortages and graduate opportunities</li>
</ul>
<h2>&nbsp;</h2>
<h2>Managing labour costs along with other company benefits</h2>
<p>While labour costs in the current economic climate are unlikely to continue to rise, they have reached a peak in the chemicals industry.</p>
<p><strong><a href="https://www.icis.com/explore/resources/news/2022/05/06/10761200/uk-chemicals-sales-to-grow-in-q2-but-margins-continue-to-fall/" target="_blank" rel="noopener noreferrer">90% of organisations</a></strong>&nbsp;report that the challenges surrounding labour costs in chemicals have worsened towards the end of 2022 as sales made a marked downturn after initial growth at the start of the year.&nbsp;</p>
<p>To stay competitive and improve investments or other business opportunities it&rsquo;s important to take the time to build a strong talent attraction strategy with cost control in mind.</p>
<p>My advice would be to focus on establishing what a competitive market rate is for the positions you&rsquo;re looking to fill. If you can&rsquo;t pay over that amount, map out the benefits your organisation can provide which can help mitigate additional costs your applicants might experience such as lifestyle benefits, insurance or health benefits.</p>
<p>Alongside this, considering<a href="https://www.icis.com/explore/resources/news/2022/05/06/10761200/uk-chemicals-sales-to-grow-in-q2-but-margins-continue-to-fall/" target="_blank" rel="noopener noreferrer">&nbsp;<strong>where and when roles can be made hybrid</strong></a>, or even remote can encourage applicants without starkly increasing salary offering.</p>
<p><strong><a href="https://www.icis.com/explore/resources/news/2022/05/06/10761200/uk-chemicals-sales-to-grow-in-q2-but-margins-continue-to-fall/" target="_blank" rel="noopener noreferrer">While fewer than 1%</a></strong>&nbsp;of oil, gas and chemicals companies offered flexible work arrangements before the pandemic, today many organisations are successfully maintaining a hybrid model of work.</p>
<p>Despite a&nbsp;<strong><a href="https://www.srgtalent.com/blog/the-benefits-of-hybrid-working-in-the-laboratory" target="_blank" rel="noopener noreferrer">hybrid work model&nbsp;</a></strong>not always being appropriate for chemicals roles where hands-on site work is required, a flexible workplace is often seen as one where a strong work-life balance can be attained, and can contribute to&nbsp;<strong><a href="https://www.srgtalent.com/insights/guides-and-reports/modernising-the-chemicals-industry-and-addressing-the-skills-gap" target="_blank" rel="noopener noreferrer">increased applications and improved engagement&nbsp;</a></strong>even with existing employees.&nbsp;</p>
<p><strong><a href="https://www.srgtalent.com/blog/are-flexible-benefits-enough-to-attract-and-keep-top-talent" target="_blank" rel="noopener noreferrer">Research</a>&nbsp;</strong>shows that benefits packages that meet staff needs and improve employee experience drive a&nbsp;<strong><a href="https://www.srgtalent.com/blog/are-flexible-benefits-enough-to-attract-and-keep-top-talent" target="_blank" rel="noopener noreferrer">78% retention rate</a></strong>, compared to just 41% when benefits do not meet employee needs.</p>
<p>&nbsp;</p>
<h2>The recession could open up new hiring opportunities</h2>
<p>The UK&rsquo;s Office for Budget Responsibility has forecasted the UK economy to decline by&nbsp;<strong><a href="https://www.ftadviser.com/investments/2022/11/17/deeper-recession-now-forecast-for-2023/#:~:text=The%20latest%20economic%20growth%20forecast,chancellor%20Jeremy%20Hunt's%20Autumn%20Statement" target="_blank" rel="noopener noreferrer">1.4% in 2022</a></strong>; a sharp contrast from the initial prediction of economic growth of 1.8%. This downturn will plunge the UK into negative growth for the full calendar year and will mark the official start of the recession.&nbsp;</p>
<p>This stark economic shift will likely see organisations experiencing a reduction in product demand, and a loss of profit which may incentivise redundancies.&nbsp;&nbsp;This will culminate in experienced talent re-entering the candidate market en masse. Leaders can prepare for this by establishing competitive recruitment campaigns in advance, while bearing in mind that some candidates may become more flexible with their salary expectations.</p>
<p>In the 2009 recession, the demand for chemicals in end markets&nbsp;<strong><a href="https://cen.acs.org/articles/87/i51/Year-Review.html" target="_blank" rel="noopener noreferrer">dropped by 40% in months</a></strong>, causing share prices to plummet to single digits.&nbsp;<a>And yet, many chemicals organisations did succeed and even thrive through this challenging period.</a></p>
<p>Organisations, like Solyndra,<strong><a href="https://cen.acs.org/articles/87/i51/Year-Review.html" target="_blank" rel="noopener noreferrer">&nbsp;aligned their product development with government grants and investor targets&nbsp;</a></strong>surrounding alternative energy to great success. While other chemical organisations found funding challenging, Solyndra received government funds to support their thin-film solar cell production and expanded manufacturing capacity.</p>
<p>Focusing on new product applications and innovation across the course of a recession can seem cost-heavy at first, but<a href="https://www2.deloitte.com/content/dam/Deloitte/global/Documents/Manufacturing/gx_thedecadeahead_final_lowres_v3.pdf" target="_blank" rel="noopener noreferrer">&nbsp;<strong>research shows</strong></a>&nbsp;that in previous recessions successful chemicals organisations made the investment to restructure applications to match market realities and make the most of new niche markets that emerged.&nbsp;</p>
<p>Doing this successfully however relies on accurate market segmentation to understand exactly what the demand of your product will be in the current economic market. Taking this time to understand whether your material or product really offers a superior value proposition compared to what&rsquo;s already on the market will help streamline launch campaigns and improve the return you&rsquo;ve made on innovation investment.</p>
<p>As you adapt your portfolio for clients and customers, you&rsquo;ll likely reflect on your workforce capabilities and notice the opportunities to upskill and improve your resource functions internally to meet the demands of the project. Offering more training courses or even shadowing opportunities can help your workforce make the most of the time recouped out of pivoting away from new product development.</p>
<p>One key threat to success is a lack of investment. Financial movement will be risk averse, making attaining funding challenging, particularly for newer businesses like start-ups and spinouts.</p>
<p>In this climate, chemicals organisations are likely to collaborate to expand portfolios and gain access to expertise and equipment for specialist areas. Alongside this, mergers and acquisitions are likely to increase as the afore-mentioned start-ups and spinouts face investment hurdles and look for alternative routes to business continuity.</p>
<p><strong><a href="https://www.mckinsey.com/~/media/McKinsey/Industries/Chemicals/Our%20Insights/Beating%20the%20cycle%20Building%20resilience%20in%20chemicals/Beating-the-cycle-building-resilience-in-chemicals-final" target="_blank" rel="noopener noreferrer">Analyses from McKinsey</a></strong>&nbsp;illustrate that successful chemicals organisations in previous recessions&nbsp;<strong>planned ahead&nbsp;</strong>&ndash; this helped them to stay focused on economic profit and cut costs quickly by restructuring and initially divesting in the economic downturn.</p>
<p>Later, on resilient chemicals organisations made strategic acquisitions at lower prices during the economic recovery when prices were cheaper than at the peak to acquire more assets while their competitors were selling off at lower prices.&nbsp;</p>
<p>&nbsp;</p>
<h2>Supply chain strategies to minimise disruption</h2>
<p>Supply chain issues have undermined business efficacy for chemicals organisations worldwide. In the UK, the challenge continues to escalate, as Brexit and the war in Ukraine continue to stymie progress.</p>
<p>The UK chemicals sector has notoriously complex supply chain flows, which typically involve multiple border crossings as&nbsp;<strong><a href="https://www.parliament.uk/globalassets/documents/commons-committees/Exiting-the-European-Union/17-19/Sectoral-Analyses/7-Sectoral-Analyses-Chemicals-Report.pdf" target="_blank" rel="noopener noreferrer">27% of raw materials and other ingredients are sourced from across the EU.</a></strong></p>
<p>Today, post-Brexit,&nbsp;<strong><a href="https://www.pwc.co.uk/industries/manufacturing/insights/make-uk-executive-survey.html" target="_blank" rel="noopener noreferrer">66% of chemicals leaders</a></strong>&nbsp;say that leaving the EU has hampered business. In this challenging climate, chemical organisations across the UK face re-evaluating their supply chain structures to balance costs, carbon footprint and maintain resiliency.&nbsp;</p>
<p>To address the challenge,&nbsp;<strong><a href="https://www.pwc.co.uk/industries/manufacturing/insights/make-uk-executive-survey.html" target="_blank" rel="noopener noreferrer">31%</a></strong>&nbsp;of chemicals leaders are planning to bring part of their supply chain in house &ndash; for example, by purchasing precursor ingredients and internally manufacturing the required chemicals. Alternatively,&nbsp;<strong><a href="https://www.pwc.co.uk/industries/manufacturing/insights/make-uk-executive-survey.html" target="_blank" rel="noopener noreferrer">35% of organisations</a></strong>are simply sourcing domestically in the UK to attain the components required faster.</p>
<p>&nbsp;</p>
<h2>Talent shortages and graduate opportunities</h2>
<p>The UK chemicals industry is beset by a talent shortage, particularly as responsibilities evolve in an<a href="https://www.srgtalent.com/blog/how-to-harness-the-advantages-of-digitalisation-in-chemical-industry-hiring" target="_blank" rel="noopener noreferrer">&nbsp;<strong>increasingly digital environment</strong></a>, and an increasing number of experienced professionals begin to retire.&nbsp;<strong><a href="https://www.pwc.co.uk/industries/manufacturing/insights/make-uk-executive-survey.html" target="_blank" rel="noopener noreferrer">87%</a></strong>of leaders are concerned about skills leaving their business, and&nbsp;<strong>58%&nbsp;</strong>of leaders say access to labour in terms of skills and talent was their biggest business risk.&nbsp;</p>
<p>From a future-proofing perspective, graduates are a fundamental resource to help mend lower-level skills gaps and create a foundation of internal progression. However, depending on the time of year, graduates can be hard to come by.</p>
<p>In January, while some Masters graduates do finish their education, most others will have already graduated and have been employed the previous year. Taking a proactive approach to graduate recruitment and ensuring that your pipeline is well thought out and considered in advance of graduation season (May to October) will help ensure that you get premium access to best candidates.</p>
<p>When the recession is in full force, the talent shortage will likely be balanced out by the influx of redundant chemical professionals entering the market (this trend has occurred before&nbsp;<strong><a href="https://www.parliament.uk/globalassets/documents/commons-committees/Exiting-the-European-Union/17-19/Sectoral-Analyses/7-Sectoral-Analyses-Chemicals-Report.pdf" target="_blank" rel="noopener noreferrer">when prices dropped in the oil industry</a></strong>) &ndash; however, these redundancies won&rsquo;t happen right away.</p>
<p>Chemicals organisations should map out their business, and talent strategy in advance to ensure that they&rsquo;re in a competitive position to grow and make the most of the influx of candidates on the market across the span of the year.&nbsp;</p>

Faye Allison, Head of Chemicals provides actionable advice and strategies to help leaders navigate the disruptions facing the UK chemicals industry. Find out more...

Challenges and Opportunities Facing the UK Chemicals Industry

<p>Sustainability in pharma is reshaping the industry as we know it.</p>
<p>Following the UN&rsquo;s climate summit in 2021,&nbsp;<strong><a href="https://pharmaceuticalmanufacturer.media/pharma-manufacturing-news/pharmaceutical-sustainability-news/cop26-biopharma-indusry-announces-actions-to-tackle-climate-change/" target="_blank" rel="noopener noreferrer">80% of the world&rsquo;s largest pharmaceutical organisations have set clear targets&nbsp;</a></strong>to drive environmentally friendly development, manufacture, and distribution of pharmaceutical products.&nbsp;</p>
<p>Government-funded health organisations are taking action too. In the UK, the NHS are working to restructure and future-proof their supply chain by ensuring they <strong><a href="https://www.supplychain.nhs.uk/news-article/supplier-roadmap-net-zero-2045/" target="_blank" rel="noopener noreferrer">only work with sustainable companies.&nbsp;</a></strong></p>
<p>Despite the influx of environmental commitments and the overall growing demand for green pharma, it&rsquo;s critical to remember that not all companies are prioritising initiatives in the same way.&nbsp;</p>
<p><strong><a href="https://www.sciencedirect.com/science/article/abs/pii/S0959652618336084?via%3Dihub" target="_blank" rel="noopener noreferrer">Recent research</a></strong>&nbsp;reveals huge variabilities in environmental transparency and performance in the pharmaceutical industry, with some organisations producing 5x more emissions than others.&nbsp;</p>
<p>Read on for more about:</p>
<ul>
<li>The importance of sustainability in pharma</li>
<li>5 leaders of sustainability in pharma</li>
<li>Finding your next role in a sustainable organisation</li>
</ul>
<h2>The importance of sustainability in pharma</h2>
<p>While the pharmaceutical industry is often&nbsp;<strong><a href="https://www.efpia.eu/media/554662/white-paper-climate-change.pdf" target="_blank" rel="noopener noreferrer">self-assessed as &lsquo;medium-impact&rsquo;</a></strong>, recent research reveals that&nbsp;<strong><a href="https://www.sciencedirect.com/science/article/abs/pii/S0959652618336084?via%3Dihub" target="_blank" rel="noopener noreferrer">carbon and environmental performance, and transparency varies</a></strong>&nbsp;between organisations with some heavily outperforming others.&nbsp;&nbsp;</p>
<p>Despite&nbsp; this variability, the results show that&nbsp; the total pharmaceutical industry&nbsp; is more carbon-intensive and produces more emissions than the automotive industry.&nbsp;</p>
<p><strong>Critical drivers of environmental damage include:</strong></p>
<ul>
<li>Carbon emissions from drug manufacturing, logistics, as well as the production of power in drug manufacturing and building</li>
<li>Active pharmaceutical ingredients (of which resist metabolic degradation) causing water pollution</li>
<li>Hazardous substance generation in drug development&nbsp;</li>
</ul>
<h2>5 leaders of sustainability in pharma</h2>
<p>Our short list of organisations paving the way forward in pharmaceutical sustainability includes<strong><a href="https://www.abpi.org.uk/cop26/sustainability-by-design/" target="_blank" rel="noopener noreferrer">&nbsp;those recognised by the ABPI</a></strong>, and those with clear strategies in place that align with&nbsp;<strong><a href="https://ukcop26.org/the-conference/cop26-outcomes/" target="_blank" rel="noopener noreferrer">UN&rsquo;s COP26 climate summit commitments.&nbsp;<br><br></a></strong></p>
<h3>1.&nbsp;GlaxoSmithKline</h3>
<p>GlaxoSmithKline (GSK) is a&nbsp;<strong><a href="https://ukcop26.org/uk-presidency/partnerships-and-support/" target="_blank" rel="noopener noreferrer">principal partner of COP26&nbsp;</a></strong>and provides expertise, commitment, and action to proactively address climate change.&nbsp;</p>
<p>This includes working with other organisations across life sciences in a collaborative effort to improve supply chain emissions in wider healthcare, through the promotion and development of lower-carbon medical treatments, and new sustainable models of care.</p>
<p>In November 2020, GSK detailed a comprehensive new set of&nbsp;<strong><a href="https://www.gsk.com/en-gb/responsibility/environment/" target="_blank" rel="noopener noreferrer">environmental sustainability goals</a></strong> which will see the organisation achieving carbon net-zero, and nature net positive by 2030.&nbsp;</p>
<p>These goals include:</p>
<ul>
<li>A 20-year power purchase agreement from solar and wind farms for its Scotland manufacturing site, which currently drives 40% of UK CO2 emissions from manufacturing</li>
<li>Funding for low-emission metered dose asthma inhalers, which if successful, could cut emissions from inhalers in the industry by 90%</li>
<li>Investing in restoration projects to balance any impact that can&rsquo;t be reduced</li>
<li>Achieving net positive biodiversity at all manufacturing sites</li>
</ul>
<h3>2. Takeda</h3>
<p>Takeda has committed to&nbsp;<strong><a href="https://www.air.takeda.com/en/our-stories/green-chemistry/" target="_blank" rel="noopener noreferrer">achieving net-zero by 2040</a></strong> and has already made significant headway with a 51% decrease in greenhouse gas emissions since 2016.&nbsp;</p>
<p>Areas targeted for sustainability include streamlining supply chains and reducing distribution networks. So far, supply chain and distribution changes have enabled Takeda to save the same amount of energy it would take to power 3,131 houses for an entire year. Takeda&rsquo;s initiatives have also increased truckload fill from 60% to 85%, enabling the organisation to take 250 trucks off the road to curb pollution.</p>
<p>Other sustainability initiatives include:</p>
<ul>
<li>Green chemistry to create more environmentally sustainable manufacturing processes for molecules</li>
<li>Strategy to drive a 5% reduction in water consumption by 2025</li>
</ul>
<h3>3.&nbsp;NovoNordisk</h3>
<p>NovoNordisk, diabetes, obesity, and chronic disease specialists, <strong><a href="https://www.novonordisk.com/sustainable-business/zero-environmental-impact.html" target="_blank" rel="noopener noreferrer">aim to reduce their environmental impact to zero by 2030</a></strong>.&nbsp;</p>
<p>This ambition will see a complete transformation in materials used across discovery, development, manufacture, and distribution including plastics, energy, water, waste, and carbon.</p>
<p>NovoNordisk currently runs all production on renewable energy and is negotiating with supply chain partners to establish a commitment to switch to renewable energy by 2030.</p>
<p>NovoNordisk&rsquo;s strategy also includes a&nbsp;<strong><a href="https://www.pen-cycle.co.uk/" target="_blank" rel="noopener noreferrer">pen-recycling initiative&nbsp;</a></strong>that enables pre-filled injector pen users in the UK to recycle the plastics in the pen into items including chairs, and lamps to reduce the number of pens that end up in less sustainable waste management systems.&nbsp;</p>
<h3>4.&nbsp;AstraZeneca</h3>
<p>AstraZeneca has committed to reaching net-zero greenhouse gas emissions across their value chains by 2045 with the<strong><a href="https://sciencebasedtargets.org/companies-taking-action#table" target="_blank" rel="noopener noreferrer">&nbsp;Science-Based Targets Initiative.&nbsp;</a></strong></p>
<p>AstraZeneca&rsquo;s strategy includes:</p>
<ul>
<li>Fuel and energy-related activity and leased assets emission reduction</li>
<li>Upstream transportation and distribution reduction</li>
<li>Operational waste reduction</li>
<li>Business travel and employee commuting reduction</li>
<li>End-of-life treatment of sold products improvements</li>
<li>Supply chain renegotiations to ensure that suppliers have science-based targets</li>
</ul>
<h3>5.&nbsp;Amgen</h3>
<p>Amgen has invested &pound;200 million into their<strong><a href="https://www.amgen.com/responsibility/healthy-planet/environmental-sustainability/2027-plan" target="_blank" rel="noopener noreferrer">&nbsp;environmental strategy</a></strong>&nbsp;where they hope to achieve carbon neutrality, reduce water use by 40% and reduce total disposed waste by 75% by 2027.&nbsp;</p>
<p>Amgen&rsquo;s environmental sustainability plan includes</p>
<ul>
<li>Adopting biomanufacturing technology to reduce carbon emissions</li>
<li>Integrating on-site renewable energy sources</li>
<li>Improving sustainability in research and process development</li>
<li>Optimising sustainability in manufacturing, transportation, and distribution</li>
<li>Engaging with suppliers to assist and encourage carbon reductions</li>
<li>Investing in sustainability projects to offset unchangeable emissions</li>
</ul>
<h2>Finding your next role in a sustainable organisation</h2>
<p>SRG Talent works alongside organisations across the pharmaceutical industry to place talented scientific and clinical experts in rewarding careers. We work with leading global organisations that are driving the future of sustainability and innovation in pharma.</p>

Sustainability in pharma is evolving the wider industry. Find out who is leading the way and how...

How Five Organisations are Accelerating Sustainability in Pharma

<h3 class="Body">You&rsquo;ve more than likely heard hundreds of scare stories about GM foods in the UK. From Netflix documentaries to social media stars, the &lsquo;wonders&rsquo; of organic produce have altered our understanding of what &lsquo;healthy food&rsquo; is.</h3>
<p class="Body">Despite all the fanfare, most of the science behind the arguments against genetically modified foods (GM) are false. You could suggest that it is the failure of science over previous decades that the public has yet to be convinced of the potential benefits of GM crops in the UK. Science very rarely enters the PR debate or communicates their benefits on social media.</p>
<p class="Body">Thankfully, however, some people are starting to understand that GM foods aren&rsquo;t all bad. Environmentalist Mark Lynas, who once destroyed GM crops, now states that&nbsp;<a href="https://www.newscientist.com/article/2165401-refusing-to-accept-gm-food-is-safe-is-like-climate-change-denial/" target="_blank" rel="noopener noreferrer">refusing to accept GM food is safe is as bad as climate change denial</a>.</p>
<p class="Body">&nbsp;</p>
<h2 class="Body"><strong>What is genetically modified food?</strong></h2>
<p class="Body">The&nbsp;<strong><a href="https://www.food.gov.uk/safety-hygiene/genetically-modified-foods" target="_blank" rel="noopener noreferrer">UK Food Standard Agency</a></strong>&nbsp;define genetically modified food as plants,<strong><a href="../../../../../../blog/from-petri-dish-to-dinner-plate-is-cultured-meat-the-future-of-food" target="_blank" rel="noopener noreferrer">&nbsp;or animals&nbsp;</a></strong>in which genetic materials (DNA) have been altered in a way that does not occur naturally.</p>
<p class="Body">The idea of 'unnatural' food is one that many find unnerving, however, the genetical alterations made to food matter is fundamentally oriented around efficiency and environmental preservation - as you'll hear more about in the video below.</p>
<div class="flex-video widescreen"><iframe class="optanon-category-C0004 " src="https://www.youtube.com/embed/NtsbL841qb0" width="640" height="360" frameborder="0"></iframe>&nbsp;</div>
<p class="flex-video widescreen">&nbsp;</p>
<h2 class="Body"><strong>The current state of GM food in the UK</strong></h2>
<p class="Body">The UK Royal Society, The European Academies Sciences Advisory Council and the US National Academy of Sciences all agree that GMOs are as safe as any other. So why are there still so many proponents, even ideologues of organic-only lifestyles?</p>
<p class="Body">The most significant argument is that organic foods are natural. This isn&rsquo;t the case. We have been modifying crops through cross-breeding for thousands of years. That banana you&rsquo;ve just eaten on your lunch break wouldn&rsquo;t be so tasty without modification &mdash; in their natural state they are seeded and inedible. So why would we be concerned with genetic modification that&rsquo;s done in a lab environment? With more control comes less risk, and more benefits.</p>
<p class="Body">Virtually all of the food we eat in the UK is not genetically modified. Most of the GM produce we do eat comes through the soy and maize that is fed to the animals we eat. You&rsquo;d struggle to find a true GM product on your supermarket shelves. And the food that is GM legally has to be labelled as such &mdash; even in products such as cooking oils and flour.</p>
<p class="Body">With Brexit, there has been panic that GM foods may find their way onto our plates, particularly with a big potential trade deal the US. In 2017, Michael Gove even came out to say that GM crops would still be banned in the UK post-Brexit. But rather than giving in to panic, we should be embracing the science and technology behind GM foods.</p>
<p class="Body">&nbsp;</p>
<h2 class="Body"><strong>The benefits of GM food</strong></h2>
<p class="Body">Across&nbsp;the world, genetically engineering foods can have a positive impact on people&rsquo;s health. And the latest generation of GM foods could revolutionise the food that we eat. Not only will these foods that are genetically modified improve the flavour and appearance of our food, they will come with added health benefits too.</p>
<p class="Body">The Innate potato &mdash; a GM crop &mdash; produces less acrylamide when cooked, a chemical that is suspected to cause cancer. It is also less prone to bruising and black spots, so you would be able to have a healthier, long-lasting potato tucked away in your kitchen cupboards. The Innate potato has already gone on sale in the US, but unless we change our attitude to GM foods in the UK, we&rsquo;re unlikely to see it over here anytime soon.</p>
<p class="Body">The same can be said of Arctic apples, a GM strain that doesn&rsquo;t discolour and turn brown. Obviously, this is about appearances. But it could make our eating experience more pleasurable. Genetically modified pink pineapples would be the star of social media if they eventually went on sale (they have already been approved for sale in the US) &mdash; with the health benefits associated with added lycopene.<br><br>Beyond fruit and vegetables, science is developing more beneficial staple foods. Rice that is modified to reduce vitamin A deficiency, gene-edited white flour with three times as much dietary fibre, and wheat without the proteins that cause people with coeliac disease such discomfort, are all GM products that have been scientifically tested and developed &mdash; though few have gone to market at the time of writing.</p>
<p class="Body">&nbsp;</p>
<h2 class="Body"><strong>Is GM food unsafe?</strong></h2>
<p class="Body">As with all new breakthroughs in science, we should be wary of jumping on any bandwagon. But the scientific evidence suggests that on the whole, GM foods are not only as safe as their organic namesakes, but also potentially beneficial for us.</p>
<p class="Body">When a new iPhone comes onto the market, we don&rsquo;t discount its new features just because we&rsquo;ve not experienced or used them before. Our current approach to GM foods does not consider science, or embrace the new technologies behind it.</p>
<p class="Body">&nbsp;</p>
<h2 class="Body"><strong>Conclusion</strong></h2>
<p class="Body">Instead of giving in to public pressure &mdash; fed by false science &mdash; authorities should be examining and persuading people of the benefits of having GM foods in the UK. The future of food is upon us. Whether it be lab-grown meat, or the latest batch of GM foods, the technology will not only be beneficial for the environment, it could help us live longer, eating what we want along the way &mdash; without the negative health impacts.</p>
<p class="Body">If we fail to embrace these developments in the UK, we will be losing out on some of the greatest science and technology achievements of the past few years. Ultimately, it is time for us to embrace genetically modified food in the UK.</p>
<h3>You may also be interested in:</h3>
<ul>
<li><strong><a href="../../../../../../blog/from-petri-dish-to-dinner-plate-is-cultured-meat-the-future-of-food" target="_blank" rel="noopener noreferrer">From Petri Dish to Dinner Plate: Is Cultured Meat The Future of Food?</a></strong></li>
<li><strong><a href="../../../../../../blog/why-eco-friendly-sustainable-packaging-is-the-future-of-fmcg" target="_blank" rel="noopener noreferrer">Why Eco-Friendly Sustainable Packaging is The Future of FMCG</a></strong></li>
<li><strong><a href="../../../../../../blog/how-to-get-into-the-fmcg-industry---top-skills-fmcg-needs-now" target="_blank" rel="noopener noreferrer">How to Get into the FMCG Industry: Top Skills FMCG Needs Now</a></strong></li>
</ul>

Is public perception on genetically modified foods aligned with scientific reality? Find out more...

Why we need to embrace genetically modified food in the UK

<h3 dir="ltr">In recognition of LGBTQ+ History Month, we're celebrating some of the world&rsquo;s most influential LGBTQ+ scientists.</h3>
<p>When we feel we belong at work, we&rsquo;re more likely to succeed.</p>
<p>Research from McKinsey shows that when employees feel very included in their organisations, they&rsquo;re more than&nbsp;<strong><a href="https://www.mckinsey.com/business-functions/people-and-organizational-performance/our-insights/understanding-organizational-barriers-to-a-more-inclusive-workplace" target="_blank" rel="noopener noreferrer">3 times more likely to be engaged and committed to their work</a></strong>.&nbsp;</p>
<p>Feeling represented at work is key to a sense of belonging, and for LGBTQ+ individuals both within and aspiring to join the STEM workforce, the right role models can make all the difference.</p>
<p>Research shows that&nbsp;<strong><a href="https://www.tandfonline.com/doi/abs/10.1080/00918369.2015.1078632" target="_blank" rel="noopener noreferrer">over 40% of LGBTQ+ STEM individuals aren't 'out' at work</a></strong>, and that&nbsp;<strong><a href="https://www.mdpi.com/2076-0760/6/1/12" target="_blank" rel="noopener noreferrer">LGBTQ people are 20% less represented in STEM fields than expected.</a></strong>&nbsp;What&rsquo;s more, despite LGBTQ+ men achieving high grades in STEM subjects and progressing onto undergraduate study, they&rsquo;re<strong><a href="https://www.science.org/doi/10.1126/sciadv.aao6373" target="_blank" rel="noopener noreferrer">&nbsp;significantly less likely than their peers to graduate with a STEM degree</a></strong>.&nbsp;&nbsp;</p>
<p>The criticality of&nbsp;<strong><a href="https://www.srgtalent.com/blog/why-is-diverse-leadership-in-stem-important" target="_blank" rel="noopener noreferrer">diversity in STEM, and particularly leadership</a></strong>&nbsp;has been long-standing. The first step to providing a foundation for improved diversity is improving<strong><a href="https://www.srgtalent.com/blog/lgbtq-in-stem--the-cruciality-of-visibility" target="_blank" rel="noopener noreferrer">&nbsp;visibility for LGBTQ+ in STEM.</a>&nbsp;</strong>Heightened visibility helps bring role models to the forefront and paves the way to both unravelling systemic disadvantages, and opening the door to inspiring new perspectives, innovations, and ideas that help accelerate development.</p>
<p>While LGBTQ+ scientists in history have had a formative role in the wider scientific field, in this article, we take a closer look at the achievements and careers of 4 modern famous LGBTQ+ scientists who despite the challenges, succeeded and continue to contribute to the STEM field today.</p>
<div>&nbsp;</div>
<h2><strong>1. Dr. Edith Perez</strong></h2>
<p>Dr. Perez has led pioneering research into breast cancer for the past 25 years. From overseeing numerous clinical trials, developing novel treatments for cancer, and furthering the understanding of both the influence of genetics and the potential of the immune system to combat cancer, Dr. Perez has had a formative influence in breast cancer treatment.</p>
<p>Currently, Dr. Perez is serving as a Mayo Clinic professor, and is developing a range of clinical trials exploring personalised therapies for the treatment and prevention of breast cancer.&nbsp;</p>
<p>Additionally, Dr. Perez is also leading studies to evaluate the role genes play across<strong><a href="https://www.srgtalent.com/blog/5-breakthrough-cancer-developments-to-look-out-for" target="_blank" rel="noopener noreferrer">&nbsp;the development and treatment of cancer.</a></strong>&nbsp;</p>
<p><strong><a href="https://www.youtube.com/watch?v=Dlcd1SSwZRk" target="_blank" rel="noopener noreferrer">&nbsp;</a></strong>Watch the video below to hear from the oncology pioneer herself, as she delves into what the future of breast cancer care holds for patients:&nbsp;</p>
<p>&nbsp;</p>
<div class="flex-video widescreen"><iframe class="optanon-category-C0004 " src="https://www.youtube.com/embed/Dlcd1SSwZRk" width="640" height="360" frameborder="0"></iframe></div>
<h2><strong>2. Jack Andraka</strong></h2>
<p>After inventing a new novel detection test for cancer at just 15 years of age, Jack&rsquo;s career in epidemiology took off with a strong start.</p>
<p>Influenced by his father&rsquo;s work with nanotubes, and his own passion for science, Jack created a novel filter-paper and nanotube-based sensor that detects pancreatic, ovarian, and lung cancers in just five (5) minutes.</p>
<p>Andraka&rsquo;s invention won him the grand prize at the Intel International Science and Engineering Fair in 2021, and since then, he&rsquo;s had a strong public presence in the science and oncological spheres.<br>While Andraka&rsquo;s test is a preliminary investigation into a specific method and hasn&rsquo;t resulted in a patent, it has paved the way for more in-depth research on alternative bio-markers.<br>Meanwhile, Jack is pursuing his Master's degree at Stanford University where he&rsquo;s focusing on machine learning, big data, epidemiology, and optimisation. His next goal is to find a way to harness nanobots in cell alteration.&nbsp;</p>
<p>You can watch Jack's TED talk below:</p>
<div class="flex-video widescreen"><iframe class="optanon-category-C0004 " src="https://www.youtube.com/embed/-g9kyiwzKuM" width="640" height="360" frameborder="0"></iframe></div>
<h2><strong>3. Lynn Conway</strong></h2>
<p>As the inventor of generalised dynamic instruction handling, a key process used by modern computer processors to improve performance, Lynn Conway has played an instrumental role in the technological revolution.&nbsp;</p>
<p>While working at MIT, IBM, Xerox, and DARPA, Conway pioneered new scalable design rules that simplified chip design and design tools, enabling efficiency across computing.</p>
<p>However, as a trans woman, her career was not without its challenges. After informing IBM in 1968 of her intention to transition, she faced exclusion and lost her job at the company.&nbsp;<br>This was a mistake that would not be formally acknowledged by IBM until 2020, by which time Lynn has gone down in history as a tech pioneer.&nbsp;</p>
<p>After losing her role at IBM, Conway secured work as a contract programmer and by 1973 was working in a senior position at Xerox, MIT, and DARPA where her work on VLSI microchip design changed the industry forever</p>
<p><strong><a href="https://www.youtube.com/watch?v=DrSSmTYxlW8" target="_blank" rel="noopener noreferrer">&nbsp;</a></strong>Watch the video to hear from the tech revolutionary herself:</p>
<p>&nbsp;</p>
<div class="flex-video widescreen"><iframe class="optanon-category-C0004 " src="https://www.youtube.com/embed/7ncuhRYmfJw" width="640" height="360" frameborder="0"></iframe></div>
<h2><strong>4.&nbsp;Dr Tim Holmes</strong></h2>
<p>After co-founding Acquity Intelligence in 2011, Dr Tim Holmes&rsquo; career has seen him serve companies as diverse as P&amp;G, Coca-Cola, The Guardian, and the Walt Disney Company.&nbsp;</p>
<p>While Dr. Tim Holmes is an acclaimed neuroscientist, he&rsquo;s taken a non-traditional route into commercialism, where he contributes his scientific expertise around behavioural influence and design optimisation.</p>
<p>As a frequent collaborator with the Royal Holloway University of London, Dr. Holmes is still playing a strong role in neurological research, or more specifically, eye-tracking software. His current research is delving into the cognitions behind &lsquo;neuro-marketing,&rsquo; where the eyes and movements of consumers are used to infer a person&rsquo;s thoughts and intentions without reliance on self-report.</p>
<p>You can learn more about Dr Holmes' work in this video:</p>
<div class="flex-video widescreen"><iframe class="optanon-category-C0004 " src="https://www.youtube.com/embed/nJMWx9usFTU" width="640" height="360" frameborder="0"></iframe></div>
<h2>SRG&rsquo;s commitment to Equality, Diversity and Inclusion</h2>
<p>SRG and its parent company, Impellam Group plc, promotes Equity, Diversity &amp; Inclusion, abiding by the principles of equality, impartiality, dignity, and safety.&nbsp;<br><br>Our global teams are equipped with culture and diversity leaders like&nbsp;<strong><a href="https://www.impellam.com/articles/new-appointment-ann" target="_blank" rel="noopener noreferrer">Ann Bookout in the U.S</a></strong>, mental health first aiders, and a focus on identifying and dismantling attrition gaps for diverse groups.&nbsp;<br><br>We recognize the value, potential, and growth opportunities that exist within our organization, as well as those opportunities found in our network of clients and partners.&nbsp;</p>

Want to know which LGBTQ+ scientists are pioneering the future of STEM? In this blog, SRG celebrate famous LGBTQ+ scientists from across the STEM industry, read more...

4 Famous LGBTQ+ Scientists Who Are Changing the World Today

<p>In vitro diagnostic medical devices, refer to tests used on biological samples to assess an individual&rsquo;s health. From a lateral-flow test for COVID-19, to a sophisticated diagnosis performed in a clinical laboratory, these diagnostic essentials play a pivotal role in the wider sphere of medicine,<strong><a href="https://ec.europa.eu/commission/presscorner/detail/en/ip_21_5209" target="_blank" rel="noopener noreferrer">&nbsp;facilitating 70% of clinical decisions.</a></strong>&nbsp;</p>
<p>As innovative new devices continue to emerge, regulations in the EU are adapting to preserve patient safety and device accuracy. Without the right regulatory preparedness, IVD organisations will risk losing access to EU markets. To maintain competitivity in a wider market, global IVD organisations seeking to place products within the EU face growing pressures to stay up-to-date, driving a growing need for specialist regulatory support to streamline change fast.&nbsp;</p>
<p>Read on to find out:</p>
<ul>
<li>What is the IVDR (In Vitro Diagnostic Medical Devices Regulation)</li>
<li>Do IVD regulations apply in the UK?</li>
<li>Is there an IVDR transition period?</li>
<li>Where to find further guidance</li>
</ul>
<h2>What is IVDR?</h2>
<p>IVDR stands for In Vitro Diagnostic Medical Devices Regulation and was first announced by the EU in 2017, and has applied to EU Member states and Northern Ireland since the 26th of May 2022.</p>
<p>The IVDR has replaced previous directives (Directive 98/79/EC) on IVDs and introduced substantial changes to the sector. At its core, the regulations aim to ensure both a high level of public health, patient, and user protection, while also ensuring the smooth functioning of the wider internal market including small and medium size medical device organisations.</p>
<p>Among the changes implemented by the IVDR, increased involvement of independent conformity assessment bodies, also known as notified bodies, poses a potential bottleneck on implementation for many organisations. Prior to the regulations, merely 8% of all IVDs on the market were assessed by notified bodies. Under the IVDR however, around 80% of IVDs will be subject to notified body assessment and control.&nbsp;</p>
<p>This is challenging as there are merely 6 notified bodies designated under the IVDR so far, meaning that manufacturers face uncertain timelines for conducting the legally required conformity assessment procedures.</p>
<p>Other significant IVDR changes include:</p>
<ul>
<li>In-house devices common rules and specific regimes.</li>
<li>Clear obligations for economic operators to ensure traceability, registration, and verification.</li>
<li>Introduction of a risk-based classification system with 4 risk classes of in vitro medical devices (Class A: low risk, Class B: moderate risk, Class C: high risk, and Class D: high risk).</li>
<li>Stricter control for high-risk IVDs through a new pre-market scrutiny mechanism.</li>
<li>Improved transparency via EU medical device database EUDAMED.</li>
<li>Reinforced rules on clinical evidence and performance evaluation.</li>
<li>Strengthened post-market surveillance requirements.</li>
<li>Improved coordination mechanisms between EU countries on market surveillance and vigilance.</li>
</ul>
<h2>Do the IVD regulations apply to the UK?</h2>
<p>Following both the UK&rsquo;s departure from the EU and the end of the transition period on 31st December 2020, the IVD regulations do not apply to Great Britain (England, Scotland and Wales).</p>
<p>Great Britain will instead continue to adhere to the Medical Devices Regulations 2002 in place of the IVDR. The British government has however introduced&nbsp;<strong><a href="https://www.legislation.gov.uk/uksi/2020/1478/contents/made" target="_blank" rel="noopener noreferrer">secondary legislation since January 2021</a></strong>&nbsp;for medical devices.&nbsp;</p>
<p>The main changes include:</p>
<ul>
<li>The creation of the UKCA route for manufacturers outside of Great Britain seeking to place medical devices on the Great Britain market.</li>
<li>Compulsory MHRA registration for all medical devices prior to placement on the Great Britain market.</li>
<li>Non-Great-Britain-based manufacturers will need a UK Responsible Person to carry out tasks including registration.</li>
<li>Continued recognition of EU CE marking until the 1st of July 2023.</li>
<li>Continued recognition of EU-recognised notified bodies certificates until the 30th of June 2023.</li>
</ul>
<p>In Northern Ireland however, the rules for medical devices, including IVD&rsquo;s align to EU regulations. This means that the EU IVDR has applied in Northern Ireland since the 26th of May 2022.&nbsp;</p>
<h2>Is there an IVDR transition period?</h2>
<p>The IVD regulations were drafted prior to the pandemic, where ensuing disruptions diverted resources to address immediate global health concerns. In recognition of this, the EU have introduced transitional provisions to allow a progressive rollout of the IVDR.&nbsp;</p>
<p><strong><a href="https://ec.europa.eu/commission/presscorner/detail/en/ip_21_5209" target="_blank" rel="noopener noreferrer">Stella Kyriakides, EU Commissioner for Health and Food Safety,</a></strong> said, &ldquo;The pandemic has imposed unprecedented challenges also for our medical devices industry. With more time to prepare for the application of the EU new rules, we will ensure there is a continuous supply of essential in vitro diagnostic medical devices on the market, while not compromising on safety&rdquo;.&nbsp;</p>
<p>Despite the provisions made, Kyriakides implores manufacturers to prepare for and prioritise regulatory action, &ldquo;I call on all manufacturers to prepare for certification under the new Regulation as soon as possible and not wait until the end of the transition period&rdquo;.&nbsp;</p>
<p><br>It&rsquo;s notable that the transitional provisions do not change any requirements of the IVDR, and that the length of transition periods depend on the risk class of the IVD, and prior notified body certification.</p>
<p>Article 110 of the IVDR details a transitional period lasting until 26th of May 2024 for IVDs with certifications from notified bodies in accordance with the Directive on IVDs prior to May 2022.&nbsp;<br>The transitional period has since been extended by 1 year, until May 2025.</p>
<p>This transitional period will only affect those devices that require a notified body certificate operating under the previous directive (only 8% of IVDs in total).</p>
<p>Meanwhile, high-risk Class D devices will have a transition period until May 2025, high-risk Class C devices will have a transition period until May 2026, and low-risk Class B and Class A devices will have a transition period until May 2027.</p>
<p>This transition structure has been implemented to help mitigate the shortage of notified bodies in the EU while maintaining a high level of public health protection.</p>
<p>It&rsquo;s notable that the transition period does not change any requirements of the IVDR in substance, meaning that the general application date of the Regulation remains 26th of May 2022. The IVDR has applied in full since 26th of May 2022 to CE marked IVDs that do not require the involvement of a notified body; including Class A non-sterile devices, and new IVDs not covered by a certificate, or a manufacturer&rsquo;s declaration of conformity issued before the 26th of May 2022.</p>
<p>The additional transitional periods can only be used provided manufacturers can satisfy certain conditions, including continued compliance with the Directive, and an absence of significant changes to design and intended purpose.</p>
<h2>Resources and guidance&nbsp;</h2>
<ul>
<li><strong><a href="https://www.oxfordglobalguidance.com/" target="_blank" rel="noopener noreferrer">Oxford Global Guidance to understand your device&rsquo;s class, and whether it falls under EU MDR or EU IVDR&nbsp;</a></strong></li>
<li><strong><a href="https://ec.europa.eu/commission/presscorner/detail/en/qanda_21_5210" target="_blank" rel="noopener">Q&amp;A on the progressive roll-out of the new In Vitro Diagnostic Medical Devices Regulation&nbsp;</a></strong></li>
<li><strong><a href="https://ec.europa.eu/health/document/download/59abcc81-fd32-4546-a340-24c8fad4e2ac_en?filename=mdcg_2022-10_en.pdf" target="_blank" rel="noopener">Q&amp;A on the interface between EU Regulation 536/2014 on clinical trials for medicinal products for human use and Regulation 2017/746 on IVDR&nbsp;</a></strong></li>
<li><strong><a href="https://ec.europa.eu/health/document/download/76f9983e-164c-45f1-b2b9-c9e5050cefe9_en?filename=mdcg_2022-8_en.pdf" target="_blank" rel="noopener">Application of IVDR requirements to &lsquo;legacy devices&rsquo; and to devices placed on the market prior to 26 May 2022 in accordance with Directive 98/79/EC&nbsp;</a></strong></li>
<li><strong><a href="https://ec.europa.eu/health/document/download/14c2d8dd-8489-4db5-b035-1c174f17fb54_en?filename=mdcg_2022-6.pdf" target="_blank" rel="noopener">Guidance on significant changes regarding the transitional provision under Article 110(3) of the IVDR&nbsp;</a></strong></li>
<li><strong><a href="https://www.gov.uk/guidance/medical-devices-eu-regulations-for-mdr-and-ivdr" target="_blank" rel="noopener">MHRA guidance for Northern Ireland implementation of EU MDR and EU IVDR&nbsp;</a></strong></li>
<li><strong><a href="https://www.gov.uk/government/publications/in-vitro-diagnostic-medical-devices-guidance-on-legislation" target="_blank" rel="noopener">Great Britain Guidance for in vitro diagnostics regulations</a></strong></li>
</ul>
<h2><strong>Get help hiring Regulatory Specialists<a target="_blank"><br></a></strong></h2>
<p>At SRG, we have a wealth of experience in helping our IVD clients find and hire regulatory specialists and consultants in both permanent and contract roles.</p>
<p>Our MedTech consultants have access to an extensive, experienced candidate network, and can help connect you with the talent you need to make your regulatory implementations a success.</p>

EU IVDR changes are transforming QA and regulatory practices across MedTech. Read more…

Preparing for the EU IVDR Regulation Changes: Advice for IVD Manufacturers

<h3>Vaccine development has long been a male-dominated field. In the race to find a COVID vaccine and contain the spread of the virus, however, many of the main developments have been led by female scientists. And long may this trend continue.</h3>
<p>COVID-19 has been a watershed moment in world history. Across the globe, millions have died, industries have collapsed, and seemingly endless lockdowns have transformed our daily lives.</p>
<p>But science is leading the fightback against the coronavirus, and a host of remarkable women are spearheading this charge. To mark this year&rsquo;s International Day of Women and Girls in Science, we celebrate the female figures who are changing the world for the better and inspiring the next generation of female STEM talent.</p>
<p>&nbsp;</p>
<h2><strong>1) Dr Kizzmekia Corbett: The Black scientist at the forefront of the COVID vaccine</strong></h2>
<p>Dr Kizzmekia &ldquo;Kizzy&rdquo; Corbett is a viral immunologist and research fellow in the Vaccine Research Center (VRC) at the National Institute of Allergy and Infectious Diseases (NIAID) in Bethesda, Maryland.</p>
<p>At just 34 years old, the North Carolina native led the National Institute of Health&rsquo;s COVID vaccine research &mdash; and famously presented the team&rsquo;s findings to the then President, Donald Trump. The team subsequently worked alongside Moderna to create a vaccine that has proven 94.1% effective at preventing symptomatic COVID-19 after the second dose.</p>
<p>In December 2020, Anthony Fauci, the NIC's Director and chief medical advisor to the President of the United States, praised the importance of Corbett&rsquo;s contribution: "Kizzy is an African-American scientist who is right at the forefront of the development of the vaccine.&rdquo;</p>
<p>With&nbsp;<a href="https://www.sciencenews.org/article/black-scientists-disparities-representation-stem-science">African-Americans being underrepresented at every level in STEM</a>, Dr Corbett provides vital visibility and representation to young BAME students looking to break into science &mdash; particularly Black female scientists.</p>
<p>Corbett has also been outspoken about her involvement in the vaccine development as a way to demonstrate the safety and effectiveness of the vaccine to an African-American community that has long been&nbsp;<a href="https://www.newyorker.com/news/daily-comment/african-american-resistance-to-the-covid-19-vaccine-reflects-a-broader-problem">skeptical of vaccination programmes</a>.</p>
<p>Speaking to Leapsmag, she said, &ldquo;This person who looks like you has been working on this for several years... I wanted to be visible because I wanted people to understand that I stood by the work that I&rsquo;d done for so long.&rdquo;</p>
<p>&nbsp;</p>
<h2><strong>2) Kathrin Jansen: The scientist heading up Pfizer-BioNTech vaccine R&amp;D</strong></h2>
<p>When the Pfizer-BioNTech vaccine was shown to be&nbsp;<a href="https://www.pfizer.com/news/press-release/press-release-detail/pfizer-and-biontech-conclude-phase-3-study-covid-19-vaccine">95% effective during clinical trials</a>&nbsp;and subsequently became the first COVID vaccine to be authorized for regular use, there was much jubilation across the world of science and beyond.</p>
<p>For industry insiders, however, one person was particularly instrumental in making this happen: Pfizer&rsquo;s inspirational Head of Vaccine Research and Development, Kathrin Jansen.</p>
<p>Throughout her illustrious career, the East German-born scientist&rsquo;s work in vaccine development has contributed to the prevention of infectious diseases all over the world. Most notably, she led the development of lifesaving vaccines against the human papillomavirus (HPV), while also leading vaccines against meningococcal meningitis and pneumococcal pneumonia.</p>
<p>At the start of the coronavirus outbreak, Jansen made the early decision to collaborate with the German biotech company BioNTech on a COVID-19 vaccine using mRNA. Until then, mRNA was an unproven technology that uses ribonucleic acid to program the body&rsquo;s immune system.</p>
<p>Indeed, prior to the authorization of the Pfizer-BioNTech vaccine, no mRNA vaccine had ever been approved for use. With the urgent nature of the task at hand, the challenge for Jansen&rsquo;s 650-person team was huge &mdash; especially as vaccines typically take years to develop.</p>
<p>Despite the success of the vaccine, Jansen says &ldquo;there&rsquo;s a lot that remains to be evaluated.&rdquo; With several new, more transmissible variants of SARS-CoV-2 emerging, the race is on to maintain high levels of protection against the virus and ease the pressure on supply chains.</p>
<p>With Jansen &ldquo;currently working and making progress on a vaccine formulation that would require less cold storage temperatures,&rdquo; we can expect to hear a lot more of her in the coming months.</p>
<p>&nbsp;</p>
<h2><strong>3) Professor Sarah Gilbert: The British vaccinologist who co-developed the Oxford-AstraZeneca vaccine</strong></h2>
<p>Professor Sarah Gilbert is the co-founder of Vaccitech, a biotech company that develops vaccines for infectious diseases and cancer. In 2020, she was also the driving force behind the development of the Oxford-AstraZeneca vaccine.</p>
<p>Despite her noteworthy accomplishments, Gilbert almost quit science altogether while studying for her PhD. However, she decided to have "one more go at a scientific career&rdquo; &mdash; and we can be thankful that she did.</p>
<p>Years later, this decision would end up leading to the development of the University of Oxford's COVID-19 vaccine, which has proven highly effective at stopping people developing symptoms of the virus. The vaccine was developed in partnership with AstraZeneca.</p>
<p>Gilbert&rsquo;s past experience at Vaccitech proved instrumental in determining the team&rsquo;s approach to the vaccine. In 2014, she had previously led the first trial of an Ebola vaccine, while in 2019, she also led trials for a potential MERS virus vaccine in Saudi Arabia in 2019.</p>
<p>As the second trial of the MERS vaccine was underway in early 2020, COVID-19 emerged in China, and Gilbert realised the same approach might prove useful. With Chinese scientists publishing the genetic structure of SARS-CoV-2, Gilbert&rsquo;s immediately team&nbsp;<a href="https://www.bbc.co.uk/news/uk-55043551">launched into vaccine development and began rigorous testing</a>. By early April, the first batch went into manufacture.</p>
<p>The vaccine was approved for use on 30 December 2020 and the first vaccination was administered on 4 January 2021 as part of the U.K.&rsquo;s vaccination programme. Research has revealed the vaccine &mdash; which is taken in two doses &mdash; has a single standard dose efficacy of 76% for three months after the vaccination.</p>
<p>&nbsp;</p>
<h2><strong>4) Dr Nita Patel: The Indian-born scientist taking the world of vaccinology by storm</strong></h2>
<p>Patel&rsquo;s story is arguably the most inspiring on this list. Growing up in rural poverty in India&rsquo;s Gujarat state, her father almost died of tuberculosis (TB) when she was four years old, and she often had to beg for bus fare. The odds were stacked against her from a young age.</p>
<p>Now, the 56-year-old heads up an all-female lab team that has&nbsp;<a href="https://www.bbc.co.uk/news/uk-55850352">developed an 89% effective vaccine at her company, Novavax</a>&nbsp;&mdash; a small biotech firm competing against the R&amp;D might of pharma giants.</p>
<p>After Novavax got the gene for the SARS-CoV-2 spike protein in February, Patel's team worked round the clock to test more than twenty engineered variants of the protein. They then identified the version most likely to elicit a protective immune response.</p>
<p>Patel has since characterized details of this protein, identifying the precise locations where neutralising antibodies bind to it and creating a test to ensure the spike is consistent from one manufacturing plant to another.</p>
<p>Such is her contribution to vaccine development that her boss, Novavax chief scientist, Gale Smith, called her &ldquo;genius and invaluable.&rdquo;</p>
<p>Patel, who often spends 18-hour days in the lab, remains level-headed. She&nbsp;<a href="https://science.sciencemag.org/content/370/6517/652">said</a>, &ldquo;People ask me if I&rsquo;m tired, I don&rsquo;t feel tired. my day just doesn&rsquo;t end. And it&rsquo;s the same with everyone else here. To me, nothing is impossible. So, having that mindset, nothing stresses me out, being honest.&rdquo;</p>
<p>&nbsp;</p>
<h2><strong>5) Jacinda Ardern: The Prime Minister who helped New Zealand become COVID-free</strong></h2>
<p>As the death toll from COVID continues to rise in several of the world&rsquo;s richest nations, certain political leaders have come under intense scrutiny for how they have responded to the ongoing pandemic. One leader to which no such criticism can be directed, however, is the New Zealand Prime Minister, Jacinda Ardern.</p>
<p>From the early stages of the pandemic, Ardern displayed strong crisis leadership. She listened to the advice of World Health Organization (WHO) epidemiologists, communicated openly with the public, and committed to a strategy of total elimination of the virus.</p>
<p>By&nbsp;<a href="https://www.bbc.co.uk/news/world-asia-53274085">grounding all flights to high-case countries and quickly implementing a four-stage alert system</a>, New Zealand was able to contain the virus before it got out of hand. In June 2020, Ardern declared the nation virus-free.</p>
<p>When New Zealand locked down, it had only 102 cases and no deaths. By comparison, the U.K. had more than 6,500 cases and more than 330 deaths when it locked down around the same time.</p>
<p>According to Professor Martin Berka, an economist at Massey University in Palmerston North, "doing this early on with only over a few thousand cases [worldwide] at the time allowed them to basically stop the influx and stop the community transmission.&rdquo;</p>
<p>The WHO has since&nbsp;<a href="https://thehill.com/blogs/blog-briefing-room/news/526788-who-praises-new-zealand-for-unique-approach-to-coronavirus">praised Ardern&rsquo;s government as an example for other countries to follow</a>. Though there have been isolated cases in New Zealand since elimination was announced, health officials have acted rapidly to contain the virus and prevent another outbreak.</p>
<p>&nbsp;</p>
<h2><strong>Further reading</strong></h2>
<ul>
<li>
<h3><a href="../../../../../../blog/4-female-scientists-today-who-are-changing-the-world">4 female scientists today who are changing the world</a></h3>
</li>
</ul>

To mark this year’s International Day of Women and Girls in Science, we celebrate the female figures who are changing the world for the better and inspiring the next generation of female STEM talent.

International Day of Women and Girls in Science 2021: Meet the women who led the fightback against COVID-19

<p dir="ltr">Inclusive leadership, where leaders actively carve out opportunities and pathways for all to succeed is of increasing importance in a diverse world of STEM.&nbsp;</p>
<p dir="ltr">While&nbsp;<strong><a href="https://www.srgtalent.com/insights/guides-and-reports/2022-global-science-employment-report" target="_blank" rel="noopener noreferrer">88% of scientific professionals in the UK</a></strong>&nbsp;agree that STEM is improving in terms of diversity, respondents from our<strong><a href="https://www.srgtalent.com/insights/guides-and-reports/2022-global-science-employment-report" target="_blank" rel="noopener noreferrer">&nbsp;2022 survey</a></strong>&nbsp;echo sentiments from the previous year where issues surrounding institutional bias against women and minority ethnic groups significantly remain.</p>
<p dir="ltr">As the main areas of employee concern in our research demonstrate, the scientific industry still has a long way to go to ensure across-the-board happiness and security for the STEM workforce.</p>
<p dir="ltr">In 2021, SRG's report surveyed STEM 2,400 employees from across industry and academia in Europe and North America. It found that workers from all STEM industry sectors were affected by discrimination and harassment. In the UK, almost a quarter said they&rsquo;d faced some form of discrimination or harassment at work &mdash; a similar figure to the 2020 survey&rsquo;s data. Meanwhile, the figure for the US and rest of Europe stood at around 30% &mdash; representing an increase from the previous year.</p>
<p dir="ltr">Reports of discrimination and harassment were highest in academia at 40% and lowest in the biotechnology sector at 16%. The other sectors covered were pharmaceuticals (18%); clinical/laboratory (22%); engineering (24%); medical technology (17%); and chemicals (23%).</p>
<p dir="ltr">In the current landscape, the importance of inclusive leadership has reached a critical point - to futureproof organisations in an increasingly global and interconnected scientific world, leaders must invest in the success of their diverse employees, rather than contribute to existing negative trends.</p>
<p dir="ltr">Read on to find out more about:</p>
<ul>
<li dir="ltr">What inclusive leadership is</li>
<li dir="ltr">Why inclusive leadership is important in STEM</li>
<li dir="ltr">Paving a way forward</li>
</ul>
<h2 dir="ltr">What is inclusive leadership?</h2>
<p dir="ltr">Inclusive leadership refers to a method whereby leaders facilitate all groups to succeed in the workplace. This method encompasses a number of techniques which may look different depending on the needs and requirements of the workforce.</p>
<p dir="ltr">Typically, a diverse leader takes actions to ensure the following:</p>
<ul>
<li dir="ltr">Employees have personal choice in their workflow</li>
<li dir="ltr">Employees are comfortable to own up to mistakes</li>
<li dir="ltr">Employees have clear platforms and channels to communicate ideas, concerns and new opportunities</li>
<li dir="ltr">Employees have objective performance evaluations</li>
<li dir="ltr">Employees have diverse role models in leadership</li>
</ul>
<p dir="ltr">In an industry where<strong><a href="https://www.srgtalent.com/blog/insights-into-stem-skills-shortages-in-the-uk" target="_blank" rel="noopener noreferrer">&nbsp;skill gaps and talent shortages</a></strong>&nbsp;remain key issues, empowering the workforce in its entirety is essential to futureproof talent pipelines and achieve organisational success</p>
<p dir="ltr">You can learn more about the&nbsp;<strong><a href="https://www.srgtalent.com/blog/5-signs-of-an-inclusive-employer" target="_blank" rel="noopener noreferrer">hallmarks of an inclusive organisation and leader here.</a></strong></p>
<p dir="ltr">&nbsp;</p>
<h2 dir="ltr">Why is inclusive leadership important in STEM?</h2>
<p dir="ltr">&nbsp;</p>
<h3><strong>Gender bias in STEM</strong></h3>
<p>Perhaps unsurprisingly, experience of discrimination is heavily gendered. Women reported more discrimination than men across all geographies &mdash; a huge area of concern given that more men answered the survey in both the US and mainland Europe (US: 59% male, 38% female; mainland Europe: 61% male, 38% female). In the UK the weighting was more balanced, with respondents being 47% male and 52% female.</p>
<p>Gender inequality is already a much publicised problem for STEM, and this year&rsquo;s survey demonstrated the scale of the problem. Of the types of discrimination faced, nearly half (43%) of overall respondents said they had been targeted due to their gender. For female respondents, this frequently involved experiencing instances of sexism and misogyny from male colleagues, in addition to gender biases about their ability.</p>
<p>According to one female respondent, she faces &ldquo;sexist comments frequently and also inappropriate comments about how I look or my body.&rdquo; Meanwhile, another said that she and her female colleagues are &ldquo;constantly fighting and losing against the &lsquo;old boys club&rsquo;.&rdquo;</p>
<p>Career opportunities also appear to be lacking for some women. As one respondent said:&nbsp;</p>
<p>&ldquo;I feel I have been offered less progression after three years than my peer, who just started and is male, after six months. He is included in wider company emails, events and meetings that I am not &mdash; even though it is integral to my role to be so.&rdquo;</p>
<p>While many STEM businesses have made great strides towards more equitable salaries, the gender pay gap remains a huge issue. According to the survey, the UK&rsquo;s gender pay gap in STEM is a sizeable 19% &mdash; while men are earning around &pound;3,500 more than the UK average STEM salary of &pound;43,424, women earn &pound;4,000 less than it.</p>
<p>Some men also felt discriminated against because of their gender. One male respondent felt his career progression had been stunted due to female colleagues receiving preferential treatment: &ldquo;I am not a woman and therefore regularly lose out to female candidates that are less qualified but enable employers to reach their legal gender quota.&rdquo;<br><br></p>
<h3 dir="ltr"><strong>Discrimination based on age and ethnicity</strong></h3>
<p>30% of survey respondents saying they had been targeted on the basis of age. Like older workers, young workers aged between 20 and 25 also felt discriminated against, with one saying: &ldquo;although not intense, as I am much, much younger than most of my co-workers, it is quite evident that the way I used to be spoken to especially was very dumbed down.&rdquo;</p>
<p>For the first time, this year&rsquo;s survey gave UK respondents the option to state their ethnicity. 80% of respondents were white, 11% Asian, 3% Black, and 4% of mixed ethnicity. The remaining 2% selected &ldquo;other.&rdquo; Generally speaking, this composition is on par with the UK&rsquo;s wider population.&nbsp;</p>
<p>Despite the ethnic breakdown being more or less representational of the wider population, 24% of survey respondents report being discriminated against at work due to their ethnicity. As one worker said of some of their co-workers, &ldquo;they see the colour of my skin before my skills [and] abilities in carrying out the tasks&hellip; I [have] been treated as an outsider sometimes. They make you feel you are less intelligent and I think this is not right.</p>
<p>Exclusion and/or perceived unfair treatment were commonplace issues for respondents who reported ethnic discrimination in the workplace, with some saying they have been completely ostracised from the rest of their team or company on the basis of being from a different country.&nbsp;<br><br></p>
<h3 dir="ltr"><strong>Other findings</strong></h3>
<p>Further grounds for discrimination included sexuality and disability, which made up 8% and 9% of respondents respectively. 35% of respondents cited discrimination or harassment for reasons not listed, selecting &lsquo;other&rsquo;. This could suggest experiences that encompass multiple bases for discrimination, such as both age and gender.</p>
<p>Though these results seemingly paint a negative picture of the sector, we should also dwell on the positive: 70% of all respondents stated that they were happy in their jobs. Given that the survey gave people the freedom to report on past experiences, some of the negative feedback may have occurred outside their current roles.</p>
<p>The 70% job satisfaction figure may also suggest that instances of discrimination and harassment, though a problem, did not significantly infringe on respondents&rsquo; jobs. Similarly, respondents may not have factored discrimination and harassment into their assessment of overall satisfaction.<br><br></p>
<h2 dir="ltr"><strong>Paving a way forward</strong></h2>
<p>Regardless of the reasons behind some of the survey results (which are no doubt multifaceted and complex), one thing is without ambiguity: discrimination and harassment remain a huge problem that the STEM sector needs to tackle. With so many respondents citing some form of bias as an issue in their workplace, existing organisational structures and anti-discrimination measures appear to be proving mostly inadequate.</p>
<p>Ensuring that people feel properly secure and valued in their place of work should be a priority for employers and companies. First, by appropriately dealing with incidents when they are raised, and second implementing effective policies to protect workers from mistreatment and bullying.<br><br></p>
<p><em>This piece is based on an article that originally appeared in the 8 May 2021 print edition of New Scientist magazine. You can read the digital version&nbsp;</em><em><a href="https://www.newscientist.com/article/mg25033331-400-discrimination-is-still-a-problem-in-stem/" target="_blank" rel="noopener noreferrer">here</a>.<br></em></p>
<p><em><strong><a href="https://www.srgtalent.com/insights/guides-and-reports/2022-global-science-employment-report" target="_blank" rel="noopener noreferrer">Read the 2022 STEM Survey now &gt;</a></strong><br></em></p>
<p><em>For more industry insights into the dynamic world of STEM, stay tuned to the&nbsp;<a href="https://www.srgtalent.com/blog">SRG blog</a>.&nbsp;</em></p>

The need for inclusive leadership in STEM is heightening as discrimination and harassment challenge the sector. Find out more...

Why STEM Workplaces Need Inclusive Leadership Today

<h3>The UK medtech market is currently experiencing the most transformational chapter in its short history. In this article, we&rsquo;ll look at how the various industry trends expedited by the coronavirus are likely to pan out in the long run.</h3>
<p>The sudden eruption of a once-in-a-lifetime global health crisis has upended every industry, from life sciences to entertainment. For medtech, the impact has been seismic.</p>
<p>While the industry was gaining steady momentum up until 2020, the pandemic has triggered the wholesale development and adoption of medical technologies at unprecedented speed. This, in turn, has revolutionised just about every aspect of healthcare delivery in the UK and beyond.<br><br>No longer peripheral among the STEM industries, the UK medtech sector is now as important to the healthcare ecosystem as long-established industries such as pharmaceuticals.<br><br></p>
<h2 dir="ltr"><strong>Leading the charge</strong></h2>
<p>In STEM, disruption and innovation often go hand in hand. Indeed, the medtech industry has been at the forefront of the fightback against COVID, with companies harnessing emerging technologies such as&nbsp;<strong><a href="../../../../../../blog/the-future-of-data-analytics-in-the-life-science-industry-whats-next" target="_blank" rel="noopener noreferrer">Big Data</a></strong>,&nbsp;<strong><a href="../../../../../../blog/how-ai-drug-discovery-technology-is-transforming-the-biopharma-industry" target="_blank" rel="noopener noreferrer">artificial intelligence (AI)</a></strong>, and&nbsp;<strong><a href="../../../../../../blog/the-future-of-data-analytics-in-the-life-science-industry-whats-next" target="_blank" rel="noopener noreferrer">the Internet of Things (IoT)</a></strong>&nbsp;to better understand the development of the pandemic and consolidate vital medical supply chains.</p>
<p>Notable examples of medtech organisations innovating to support the COVID crisis include:</p>
<ul>
<li><strong>Babylon Health</strong>. This medtech company developed a Coronavirus Care Assistant app to GPs track patient symptoms.</li>
<li><strong>accuRx</strong>. In a single weekend, this text messaging tool built a video consultation platform that is now used by 7,000+ GP practices and 15% of all NHS Trusts (messaging over 30 million patients in the process).</li>
<li><strong>Blue Prism</strong>. This software company&rsquo;s cloud-based Digital Workforce automation programme has enabled NHS Trusts to meet unprecedented operational and hiring demands.</li>
</ul>
<p>Without the innovation of companies in the medtech space, the crisis in the UK could have been far worse.</p>
<p>But for many in the industry, the upcoming changes in the post-COVID years will be just as profound. According to&nbsp;<a href="https://www.healtheuropa.eu/how-the-covid-19-pandemic-will-accelerate-mobile-medtech-innovation/107063/" target="_blank" rel="noopener noreferrer">Wolfgang Emmerich</a>, CEO of Z&uuml;hlke UK (a key contributor to the development of the NHS COVID-19 test and trace app):</p>
<p><em>&ldquo;We will see mobile medical technology increasingly bringing together a wealth of data for immediate analysis by artificial intelligence (AI) to help prevent illnesses, diagnose patients, and aid medical professionals with their treatment monitoring. Patients, doctors, nurses, scientists, researchers and pharmacists will all find medical technology driving changes to their roles &ndash; and, most importantly, better patient outcomes.&rdquo;</em></p>
<p>Improving patient outcomes is undoubtedly the driving force behind the sector. In September 2020, the UK government announced&nbsp;<a href="https://www.med-technews.com/news/uk-government-announces-32m-investment-for-healthtech-proje/" target="_blank" rel="noopener noreferrer">&pound;32 million of funding for six key medtech projects</a>, all of which were aimed at transforming NHS delivery. One of the projects includes University of Edinburgh&rsquo;s InlightenUs, which will receive &pound;5.4 million to produce high-resolution 3D medical images via a combination of artificial intelligence (AI) and infra-red lasers.</p>
<p>This is just one of many examples of government and/or private equity investment into the sector since the start of the pandemic.</p>
<p>&nbsp;</p>
<h2 dir="ltr"><strong>Medical devices</strong></h2>
<p>Though organisations in the medical device segment are directing their strategies towards post-COVID growth, the sector is very much still on the road to recovery.</p>
<p>As&nbsp;<a href="https://www.mckinsey.com/industries/pharmaceuticals-and-medical-products/our-insights/reimagining-medtech-for-a-covid-19-world" target="_blank" rel="noopener noreferrer">McKinsey</a>&nbsp;reports:</p>
<p><em>&ldquo;Providers are likely to face operational challenges as they try to ramp up elective care while dealing with deferred essential care. However, access to healthcare professionals and administrators may continue to be partially restricted. Provider systems will still be recovering financially and likely be cautious with capital expenditures.&rdquo;</em></p>
<p>So, while medical device manufacturers remain focused on improving care pathways for non-COVID diseases, the pandemic has alerted organisations to the importance of reducing risk, building resilience, and improving data accuracy.</p>
<p>As populations continue to age and we see a concomitant rise in chronic health conditions, adopting a long-term, strategic, and agile way of thinking will prove crucial to medtech organisations. COVID-19 may have been the black swan event which gave the industry its baptism of fire, but the real test will play out over the next few decades as the healthcare ecosystem comes to terms with the growing health demands of an older population.</p>
<p>&nbsp;</p>
<h2 dir="ltr"><strong>In-vitro diagnostics (IVD)</strong></h2>
<p>According to the Office for Life Sciences, IVD is the largest segment of the UK medtech sector, accounting for&nbsp;<a href="https://www.med-technews.com/medtech-insights/Medtech-Diagnostics-Insights/why-uk-diagnostics-deserves-a-little-more-praise/" target="_blank" rel="noopener noreferrer">&pound;24bn in turnover as early as 2018</a>. MedTech Europe has even valued the UK&rsquo;s IVD market at almost &pound;1bn.</p>
<p>While Germany may have a larger share of the global market and greater testing capabilities, the pandemic has turned the UK diagnostics sector into a national economic asset.</p>
<p>In 2020, the health sector received the third-most venture capital investment in the UK (accounting for 15% of all investment). With diagnostics playing a huge role in the health ecosystem&rsquo;s fightback against COVID-19 and proving its worth to the economy, attracting funding for health platforms related to conditions other than COVID should not be a problem for medtech manufacturers - even with&nbsp;<strong><a href="../../../../../../blog/preparing-for-the-ivdr-changes---advice-for-ivd-manufacturers" target="_blank" rel="noopener noreferrer">regulatory changes in the area.</a></strong></p>
<p>Aside from the economic shot to the arm that investment in diagnostics brings, the tangible impact on patients&rsquo; lives will be massive &ndash; particularly as testing systems become faster and more reliable at detecting a wider range of health risks.</p>
<p>&nbsp;</p>
<h2 dir="ltr"><strong>Digital health</strong></h2>
<p>Increasingly, the related fields of medtech and digital health are converging ever closer. The burgeoning area of telehealth, which the WHO defines as the "delivery of health care services, where patients and providers are separated by distance,&rdquo; benefits from innovation in both industries.</p>
<p>On the one hand, medtech companies develop the products and devices which enable remote monitoring and more personalised healthcare delivery. On the other, digital health companies are developing increasingly sophisticated data-gathering capabilities and building user-friendly interfaces to integrate to medtech devices.</p>
<p>According to some timely 2019 research conducted by&nbsp;<a href="https://pharmaphorum.com/news/telehealth-could-save-nhs-england-7-5bn/" target="_blank" rel="noopener noreferrer">Now Healthcare Group (NHG)</a>, telehealth services could save NHS England &pound;7.5 billion &ndash; reducing GP appointments by 56% and hospital appointments by 3%.</p>
<p>&nbsp;</p>
<h2 dir="ltr"><strong>Remote accessibility</strong></h2>
<p>One of the most far-reaching changes brought about by COVID-19 &ndash; across all industries &ndash; has been the move towards remote, flexible working. With a marked increase in the use of video appointments and health tracking apps, it&rsquo;s likely that these digital alternatives will, in many cases, continue to be favoured over face-to-face consultations.</p>
<p>The successful adoption of remote technologies has also highlighted the need for more medtech products within the UK health ecosystem. As the industry moves on from COVID-19, a higher number of effective, low-cost medtech products can usher in a more equitable healthcare ecosystem in which in-demand (such as remote monitoring devices) give patients more autonomy and control over their health.</p>
<p>Likewise, Big Data insights from these devices will give healthcare professionals more scope to provide early diagnosis and deliver more effective, preventative treatment plans.<br><br><br></p>
<h2 dir="ltr"><strong>Operational redeployment</strong></h2>
<p>In a bid to quickly meet unprecedented demand and increase capacity, many medtech manufacturers have been forced to rapidly overhaul existing operational models.&nbsp;</p>
<p>For one, we can expect to see the proliferation of smaller diagnostics labs rather than the consolidation of so-called &ldquo;mega-labs&rdquo; within the industry.</p>
<p>COVID-19 has placed a premium on speed, and smaller laboratories can attain better turnaround times and pivot to diagnose different diseases if needed. Moreover, these more agile, smaller labs can be more effectively mobilised to target local populations if another concentrated outbreak occurs.</p>
<p>Another operational trend we can expect to see more of is the strategic &ldquo;near-shoring&rdquo; of R&amp;D. This process essentially involves UK life sciences and medtech organisations outsourcing aspects of product development to nearby countries in mainland Europe.<br><br>Despite Brexit initially disrupting supply chains and realigning the regulatory landscape, more multinational companies are beginning to see the benefits of sharing resources across geographies &ndash; including access to new technologies, sharing risk, protecting intellectual property, and maximising ROI.</p>
<p>&nbsp;</p>
<h2 dir="ltr"><strong>Digitalisation</strong></h2>
<p>Another key long-term trend that COVID-19 has accelerated is the rapid process of digitalisation across the life sciences.</p>
<p>From an end-user or patient standpoint, rapid diagnostics technologies enable people to report back to an interface, while other real-time apps enable people to check their health. Meanwhile, increased integration with digital health providers is enabling more efficient, better-performing factories and laboratories.</p>
<p>A particularly prominent area where this is occurring is the move away from traditional paper-based systems towards electronic quality management systems (EQMS). This process has been ongoing for years but has hastened by lockdown measures preventing workers from physically collecting paper documents.</p>
<p>The NHS has traditionally been risk-averse towards digital solutions, particularly those from a third-party source. As new technologies emerge which offer more robust and resilient healthcare solutions, however, we will likely see further innovation aimed at driving down costs and democratising the landscape for the end-user.</p>
<p>&nbsp;</p>
<h2 dir="ltr"><strong>Startup&nbsp;thinking</strong></h2>
<p>According to Wolfgang Emmerich, medtech companies &ndash; regardless of size &ndash; need to think and act like startups to best make the most of industry trends and growth opportunities.</p>
<p><em>&ldquo;To get the test and trace app developed quickly, we worked alongside the UK government&rsquo;s Department of Health and Social Care (DHSC) to establish a working group that could operate like a tech start-up.</em></p>
<p><em>&ldquo;This made it much easier to respond quickly to the changing needs of the pandemic and is in stark contrast to the DHSC&rsquo;s usual role of overseeing the UK&rsquo;s National Health Service &ndash; the biggest single employer in Europe, with 1.3 million employees.</em></p>
<p><em>&ldquo;People were pulled out of their silos &ndash; we had policy, user research, and development all working as part of the same team, using lean delivery techniques and cloud-based backend infrastructure to release new versions of the app via the Apple App and Google Play Stores weekly.&rdquo;</em></p>
<p>Looking forward, tech integration will be crucial for medtech organisations&nbsp;&ndash; not only for designing user-friendly product interfaces, but also ensuring that business processes are fully digitised and up to date with competitors both inside and outside the sector.&nbsp;</p>
<p>&nbsp;</p>
<h2 dir="ltr"><strong>The race for medtech talent</strong></h2>
<p>According to our&nbsp;<a href="../../../../../../insights/stem-survey">2021 STEM Survey</a>, produced in partnership with New Scientist Jobs, 83% of UK medtech respondents were satisfied with their jobs &ndash; making it the top STEM sector for satisfaction. This reflects the buoyant mood across the sector as new opportunities for partnership and innovation abound.</p>
<p>Currently, the UK medtech employs around 121,900 people &ndash; a number that will likely rise as technologies and the innovative companies behind them scale to meet demand.</p>
<p>However, the figures on the supply side may prove a headache for medtech hiring managers. According to the&nbsp;<a href="https://pharmafield.co.uk/pharma_news/life-sciences-skills-strategy-shows-demand-for-133000-jobs-across-the-sector-by-2030/" target="_blank" rel="noopener noreferrer">Life Sciences 2030 Skills Strategy</a>, 133,000 skilled scientific workers will be needed across the next decade &ndash; 90,000 of which will be in medtech (particularly in R&amp;D and manufacturing).<br><br><br></p>
<h2 dir="ltr"><strong>Factoring Brexit into the equation</strong></h2>
<p>Of course, COVID is not the only era-defining element to exert a huge influence on the trajectory of the sector in the last half-decade. As the pandemic rages on, Brexit is still at the forefront of every medtech CEO&rsquo;s mind. Indeed, getting to grips with the immense regulatory changes caused by the UK&rsquo;s exit from the EU is a number-one priority for UK-based medical device industry stakeholders.</p>
<p>According to&nbsp;<a href="https://medtech.pharmaintelligence.informa.com/MT143902/Fit-For-The-Future-Industry-Gets-Involved-As-UK-Medtech-And-Digital-Health-Care-Regulation-Reaches-Turning-Point&amp;text=As%20of%201%20July%202023,be%20issued%20in%20early%20July.#:~:text=The%20early%20foundations%20of%20the,regulatory%20system%20are%20in%20place." target="_blank" rel="noopener noreferrer">Medtech Insight</a>, however, &ldquo;the early foundations of the future UK device regulatory system are [already] in place.&rdquo; With the passing of the Medicines and Medical Devices Act 2021, the government can now enact the necessary legislation, while the system of device regulation (using UK Conformity Assessed marking) came into force on 1 January and has &ldquo;got off to a good start.&rdquo;</p>
<p>CE-marked devices will continue to be allowed on the UK market until 30th June 2023. From 1 July 2023, UKCA marking will become mandatory for all medical device products in the UK.</p>
<p>With these promising new regulatory developments, the UK&rsquo;s chief regulator, the Medicines and Healthcare products Regulatory Agency (MHRA), can make strides &ldquo;future-proof&rdquo; UK medical device regulatory processes. In doing so, the MHRA can prepare the system to &ldquo;handle the new generations of digital, artificial intelligence, combination products, companion diagnostics and ATMPs now coming through R&amp;D.&rdquo;</p>
<p>With the UK market&rsquo;s response to COVID demonstrating that processes are already in place to ensure safe regulatory oversight, we can expect further early adoption of innovation and the pooling of resources and device expertise to improve patient care.</p>
<p>&nbsp;</p>
<h2 dir="ltr"><strong>Conclusion: Turning recovery into growth</strong></h2>
<p>Throughout the pandemic, rebuilding a more resilient NHS has been the primary goal for the UK government and industry. This has included digitising health data and optimising information sharing in a bid to tackle issues like long waiting listings, as well as outlining a&nbsp;<a href="https://www.england.nhs.uk/2021/03/nhs-sets-out-covid-19-recovery-plan-for-patient-care-and-staff-wellbeing/" target="_blank" rel="noopener noreferrer">recovery roadmap</a>&nbsp;for patient care and staff wellbeing.</p>
<p>Areas of focus within the plan include whole system thinking, manufacturing and supply chains, procurement of critical devices, and trade negotiations. The result has been the development of a more integrated, collaborative healthcare ecosystem with more agile processes in place, while digital transformation initiatives are significantly improving diagnostics and patient care.</p>
<p>The medtech sector also has its own roadmap in place. As the<strong>&nbsp;</strong><a href="https://mcusercontent.com/5ba48c3608f8624b9d9697c0f/files/2aada2a0-a9f7-4b76-9eb0-2a6f7feb6b58/Life_Sciences_Recovery_Roadmap_3rd_June_2020.pdf" target="_blank" rel="noopener noreferrer">Life Sciences Recovery Roadmap</a>&nbsp;report shows, the<strong>&nbsp;</strong>sector&rsquo;s COVID-19 response has demonstrated that the rapid scale-up of existing treatments, devices, and diagnostics can substantially improve patient outcomes while making more effective use of NHS resources.</p>
<p>The report has highlighted six ways in which UK medtech can work with the NHS in the future:</p>
<ol>
<li>Transform NHS partnership and support the Long-Term Plan</li>
<li>Develop a comprehensive strategy to improve UK manufacturing capability and supply chain resilience in medicines, medical devices, and diagnostics</li>
<li>Encourage &lsquo;globally competitive&rsquo; R&amp;D incentives</li>
<li>Transform the UK&rsquo;s clinical research process</li>
<li>Take an innovative approach to regulation</li>
<li>Accelerate deployment of new and existing technologies</li>
</ol>
<p>Moving forward, these six areas will be central to the strategic direction of UK medtech organisations. As funding, R&amp;D, and manufacturing opportunities multiply, we can also expect to see a more pronounced medtech presence across the UK&rsquo;s fast-growing life sciences clusters &ndash; from the Golden Triangle (Cambridge, London, Oxford) to the Northern Cluster (Edinburgh, Glasgow, Durham, Newcastle).&nbsp;</p>
<p>As for the workforce itself, as more young people become interested in science-based careers (particularly in areas such as quality assurance and regulatory affairs), we can expect to see a more diverse, equitable talent pool develop across the medtech space. In 2020, the UK government announced a&nbsp;<a href="https://www.businessleader.co.uk/multi-million-pound-investment-in-the-future-of-uk-science/80451/" target="_blank" rel="noopener noreferrer">&pound;188-million investment package</a>&nbsp;to encourage more young people into STEM careers &ndash; investment that will prove vital in plugging the forecasted hiring demand gap.</p>
<p><em>For more insights into the ever-changing medtech sector, stay tuned to the&nbsp;<a href="../../../../../../blog">SRG blog</a>.</em></p>

Holly Evans explores the trends surrounding COVID-19's transformation of UK Medtech, and offers indications of what we can expect from the market in the coming years.

Growth amid disruption: The long-term impact of COVID-19 on the UK medtech sector

<p>While&nbsp;<strong><a href="../../../../../../blog/the-role-of-artificial-intelligence-in-pharmacovigilance" target="_blank" rel="noopener noreferrer">the pharmaceutical industry is evolving fast</a></strong>, pharmaceutical&nbsp;<strong><a href="../../../../../../career-advice/roles-in-focus/quality-assurance" target="_blank" rel="noopener noreferrer">quality assurance</a></strong>&nbsp;experts provide the critical foundation behind its progress.</p>
<p>From ensuring that products are safe, and manufacturing is optimised, to facilitating innovation to enable consistency in quality over time, quality assurance professionals in pharma provide a core layer of accuracy that underlies the success of every pharmaceutical product in the market today.</p>
<p>Keep reading to find out:</p>
<ul>
<li>The role of quality assurance professionals in pharma</li>
<li>Career routes in quality assurance</li>
<li>Key characteristics of a successful quality assurance expert</li>
</ul>
<h2>The role of quality assurance professionals in pharma</h2>
<p>Quality assurance professionals work to optimise&nbsp;<strong><a href="../../../../../../blog/5-drug-discovery-and-development-challenges-and-how-to-solve-them" target="_blank" rel="noopener noreferrer">drug development processes</a></strong>&nbsp;and ensure the safety of the product for end-users.&nbsp;</p>
<p>While quality control professionals often have overlapping responsibilities with quality assurance professionals, quality control teams tend to work directly with the physical product in a laboratory environment. Meanwhile, quality assurance teams have a more direct role in regulatory affairs, including regulation documentation, auditing, and process management.</p>
<p>Quality assurance ensures both the safety and effectiveness of prescribed medicine by:</p>
<ul>
<li>Ensuring the pharmaceutical product is designed to meet needs and performance requirements</li>
<li>Processes are designed to consistently meet product critical quality attributes</li>
<li>Processes, equipment, personnel, and deviations are identified and controlled appropriately</li>
<li>Manufacture is monitored and updated to achieve consistency in quality over time</li>
</ul>
<h2>Career routes in quality assurance</h2>
<p>Quality assurance provides a wealth of opportunity for those interested in working in a fast-paced, and agile environment, where attention to detail and a passion for learning are key.</p>
<p>While a pharmaceutical degree is often cited by employers as preferable, other STEM-associated degrees as well as business degrees are often considered valuable for the role.&nbsp;</p>
<p>In terms of career progression, quality assurance professionals often start their careers working in QA or QC officer roles, either as an associate, or executive. After further experience, professionals can progress onto QA or QC management, as well as Director and C Suite level positions. Often, many QA professionals work as consultants, particularly once they have established themselves within the industry.&nbsp;<br><br></p>
<h2>Key characteristics of a successful quality assurance expert</h2>
<p>Successful quality assurance experts are detail-oriented and agile, with a strong understanding of not only the processes and regulations surrounding the pharmaceutical industry, but of why they are there, and why they&rsquo;re important.</p>
<p>When our teams at SRG look to hire quality assurance professionals we often assess the following:</p>
<ul>
<li>Knowledge of good manufacturing practice</li>
<li>Policies and regulation knowledge</li>
<li>Quality monitoring system knowledge</li>
<li>Data integrity knowledge</li>
</ul>
<p>Most notably, a thorough understanding of GMP, in terms of what the most important aspects are, is a key discerning factor of a strong candidate. Taking the time to understand why the processes exist, and need to be followed is very valuable, and reflects a detail-oriented perspective that is equally as important for the role.</p>
<h2>Looking for your next opportunity in quality assurance?</h2>
<p>If you&rsquo;re interested in exploring a career in quality assurance, our expert consultants at SRG are on hand to support your journey as a candidate.</p>
<p><strong><a class="button" href="http:">Click here to explore our latest opportunities in quality assurance</a></strong><a class="button" href="http:"><br></a></p>
<p><strong>About the author:&nbsp;</strong>Behruz Sheikh specialises in providing innovative solutions around talent to companies across the life sciences sector, with a strong focus on pharmaceuticals, med tech and biotech. Having established a strong network across the north of England across SMEs, start ups, and big pharma, he has provided a wide range of bespoke talent solutions to organisations from ad-hoc niche scientific searches to on-site RPO solutions.&nbsp; Behruz&rsquo;s team specialise in placing a wide range of STEM roles spanning across bench to boardroom; typical roles include: Analytical Chemists, Microbiologists, Molecular Biologists, Formulation Chemists, Upstream Biotechnologist, Downstream Biotechnologist, GMP Quality Specialists up to Qualified Person, and commercial roles such as Project Managers and Business Development Managers.<br><br><strong><a href="https://uk.linkedin.com/in/behruz-sheikh-30462254" target="_blank" rel="noopener noreferrer">Connect with Behruz on LinkedIn</a></strong>&nbsp;to learn more about our opportunities in the field.</p>

Discover the importance of quality assurance in pharma and what skills matter most with Behruz Sheikh, Pharmaceutical Sector Head

Working in Pharmaceutical Quality Assurance: Career Guidance

<p>Are you wondering 'what is staff attrition'? Staff attrition means the rate at which employees leave an organisation of their own volition, meanwhile employee turnover refers to the rate at which employees are replaced.</p>
<p>In a climate where STEM organisations are losing&nbsp;<strong><a href="https://www.srgtalent.com/blog/insights-into-stem-skills-shortages-in-the-uk" target="_blank" rel="noopener noreferrer">&pound;1.5 billion every year to the skills shortage</a></strong>, leaders are increasingly shifting their focus towards maximising employee potential and curbing staff attrition.&nbsp;</p>
<p>Despite&nbsp;<strong><a href="https://www2.deloitte.com/uk/en/insights/industry/technology/focus-areas-to-accelerate-digital-transformation.html#endnote-3" target="_blank" rel="noopener noreferrer">85% of CEOs reporting their organisations to have accelerated digital transformation over 2020</a></strong>, for many businesses the journey to a digital and resilient talent model remains incomplete.&nbsp;</p>
<p><strong><a href="https://www2.deloitte.com/uk/en/insights/industry/technology/focus-areas-to-accelerate-digital-transformation.html#endnote-3)%20(https://www.srgtalent.com/blog/3-ways-to-strengthen-your-executive-talent-search-strategy" target="_blank" rel="noopener noreferrer">70% of senior leaders&nbsp;</a></strong>report a lack of confidence in their organisational agility, and&nbsp;<strong><a href="https://www2.deloitte.com/uk/en/insights/industry/technology/focus-areas-to-accelerate-digital-transformation.html#endnote-3)%20(https://www.srgtalent.com/blog/3-ways-to-strengthen-your-executive-talent-search-strategy" target="_blank" rel="noopener noreferrer">only 29% of leaders</a></strong>&nbsp;have enough employees to meet current performance requirements.&nbsp;</p>
<p>Meanwhile, the demand for technical expertise across STEM is cultivating a fast-paced, competitive talent market, where&nbsp;<strong><a href="https://www.srgtalent.com/blog/insights-into-stem-skills-shortages-in-the-uk" target="_blank" rel="noopener noreferrer">7 in 10 leaders are experiencing major staff shortages</a></strong>, while struggling to find talent with the right skills.&nbsp;</p>
<p>To succeed and thrive in the future, organisations will require well-considered talent attraction strategies alongside their staff retention objectives to ensure successful employees join, stay, and thrive in the business.</p>
<p>Keep reading to explore:&nbsp;</p>
<ul>
<li>Key drivers of staff attrition in STEM</li>
<li>How to align values to become an employer of choice</li>
<li>Using technology to remove bias in hiring</li>
</ul>
<h2>Key drivers of staff attrition in STEM</h2>
<h3>1.&nbsp;Poor diversity, inclusion and hiring practices</h3>
<p><strong><a href="https://www.srgtalent.com/insights/guides-and-reports/2022-global-science-employment-report" target="_blank" rel="noopener noreferrer">2022&rsquo;s Global Science Employment Report&nbsp;</a></strong>revealed that job satisfaction for workers in STEM has a strong link to diversity, equity and inclusion at work.&nbsp;</p>
<p>Across the UK, Europe and US, STEM employees who felt their workplace was not diverse, or inclusive&nbsp;<strong><a href="https://www.srgtalent.com/insights/guides-and-reports/2022-global-science-employment-report" target="_blank" rel="noopener noreferrer">were more likely to be dissatisfied in their role overall</a></strong>. Meanwhile, employees that did experience discrimination at work, were also likely to feel satisfied with their current position.</p>
<p>This trend of workplace dissatisfaction continues for employees who haven&rsquo;t experienced discrimination, but who felt like discrimination, harassment and bullying had insufficient management measures in place.</p>
<p><strong><a href="https://www.gsk.com/en-gb/responsibility/our-people/inclusion-and-diversity-at-gsk/" target="_blank" rel="noopener noreferrer">GSK&nbsp;</a></strong>are a great example of a pharmaceutical organisation who reflect their global identity across their organisational structure to establish realistic and tangible measures to power diversity, equity and inclusion (DE&amp;I).&nbsp;</p>
<p>GSK&rsquo;s work in DE&amp;I transpires across people, business and communities, to ensure a strong alignment between the international communities GSK works with and within as employees and citizens.</p>
<p>So far, GSK&rsquo;s initiatives have included:</p>
<ul>
<li>Recruitment and development reviews</li>
<li>Policy and processes review</li>
<li>Inclusion training</li>
<li>Development programme for ethnically diverse employees</li>
</ul>
<p>On top of this current action, GSK have also established aspirational goals to promote proactive and continuous implementation of their DE&amp;I strategy. These goals include having 45% of women in senior leadership roles by 2025, to be recognised in global LGBT+ indices, and to increase the number of ethnically diverse leaders in VP roles across both the UK and US.<br><br></p>
<h3>2.&nbsp;Compensation packages</h3>
<p>Continued skills shortages are driving an immense demand for specialist skills, meaning that many newly hired employees are being offered alternative attractive compensation packages from other competing businesses.</p>
<p><strong><a href="https://www.srgtalent.com/insights/guides-and-reports/2022-global-science-employment-report" target="_blank" rel="noopener noreferrer">SRG&rsquo;s Report&nbsp;</a></strong>shows that younger respondents are the most likely to change roles when offered a more competitive salary, benefits, or career prospects.&nbsp;</p>
<p>In my experience, I&rsquo;ve found market insight salary reports vital in establishing transparency between both employers, and candidates. Sharing up-to-date information on current salaries can help manage candidate expectations and benchmark the salary rate for the role in an accurate way, without having to rely on out-dated sources like Glassdoor.&nbsp;<br><br></p>
<h3>3.&nbsp;Limited career progression</h3>
<p>While the fourth industrial revolution has contributed new efficiencies, it also demands new skill sets that not every candidate or employee may have.&nbsp;</p>
<p>However, this doesn&rsquo;t mean the workforce is unwilling to evolve.</p>
<p><strong><a href="https://www.srgtalent.com/insights/guides-and-reports/2022-global-science-employment-report" target="_blank" rel="noopener noreferrer">43% of employees&nbsp;</a></strong>who want to change roles in 2022 are simply looking to redirect their experience into a different area, rather than leave STEM altogether. What&rsquo;s more,<strong><a href="https://www.srgtalent.com/blog/insights-into-stem-skills-shortages-in-the-uk" target="_blank" rel="noopener noreferrer">&nbsp;70% of employees are willing to upskill where necessary to meet current business requirements.&nbsp;&nbsp;</a></strong></p>
<p>Limited career progression in roles can stifle these ambitions and drive higher rates of turnover. Leaders can capitalise on their internal resources to mend skills shortages through upskilling initiatives. By revising company culture to promote learning and growth, leaders can ensure that the potential of every employee is fully realised.</p>
<p>At QIAGEN, this is accomplished through&nbsp;<strong><a href="https://www.srgtalent.com/blog/3-ways-to-strengthen-your-executive-talent-search-strategy" target="_blank" rel="noopener noreferrer">an open, communicative culture that promotes growth and learning</a></strong>. Lucy Colgan, Talent Acquisition Specialist describes how &ldquo;we want to further develop the company culture so everyone has a voice where they can do their job, change things and contribute their suggestions&rdquo;.&nbsp;</p>
<p>Lucy explains how highly impactful employee workshops enable QIAGEN employees to contribute and share their perspective saying, &ldquo;senior management are really listening to the good and bad from the workshops, and there&rsquo;s a lot of really good input and changes happening&rdquo;.</p>
<p>&ldquo;QIAGEN believes that focusing on its current and future employees drives the company&rsquo;s economic performance and considerably influences the sustainability of its operations. We are convinced that the professional and personal development of our employees is an integral factor in creating value for our customers, patients, colleagues, partners and shareholders&rdquo;, says Lucy. &ldquo;Being the industry&rsquo;s employer of choice by attracting and developing top talent is one of our global goals. To achieve this, QIAGEN creates a work environment that empowers and involves employees at all levels.&rdquo;</p>
<h2>How to align values to become an employer of choice</h2>
<p>Becoming an employer of choice means moving beyond the basics of employment, to deliver a workplace experience that inspires and motivates commitment and performance.</p>
<p>Equipped with innovation, and mission-led purpose, STEM organisations have all the ingredients necessary to power this approach across candidate attraction and employee retention.</p>
<p><strong><a href="https://www.takeda.com/en-gb/" target="_blank" rel="noopener noreferrer">Takeda</a></strong>, a Japanese multi-national pharmaceutical company, provide an excellent example of an &lsquo;employer-of-choice&rsquo; ethos in action.&nbsp;</p>
<p>By cultivating a culture where promotion comes from within, Takeda create an environment where people both learn themselves, and share that learning with others.&nbsp;</p>
<p>Takeda&rsquo;s talent strategy is shaped around key values known as &lsquo;Takeda-isms&rsquo;, and priorities that function as a guiding compass for employees across the organisation.</p>
<p>Takeda&rsquo;s &lsquo;Takeda-isms&rsquo; of integrity, fairness, honesty and perseverance are complemented by their priorities which include:</p>
<ul>
<li>Patient</li>
<li>Trust</li>
<li>Reputation</li>
<li>Business</li>
</ul>
<p>Takeda ensure that the candidates they interview align with these values and are motivated by the priorities. In the workplace, the values and priorities together are interwoven within internal processes to foster an environment where they are realised. By doing so, Takeda establish a resilient candidate attraction and retention strategy where their employees feel aligned at work and empowered to do their best.</p>
<h2>Using technology to remove bias in hiring</h2>
<p>Diverse, inclusive and equitable work environments are built from more than a diversity quota alone. They instil equitable practices, cultivate a culture of acceptance, and ensure that bias is dismantled from the start of the hiring process, all the way through the employee&rsquo;s journey.</p>
<p>Technology can play an important role in initiating this process, by helping to minimise unconscious biases that may inadvertently curb the efficacy of a diverse talent strategy.</p>
<p>For our<strong><a href="https://www.srgtalent.com/clients/search-by-srg" target="_blank" rel="noopener noreferrer">&nbsp;Search by SRG team</a></strong>, psychometrics assessments, and video interviews are critical tools in combatting bias in STEM recruitment, and powering retention. Equipped with persona mapping, psychometric insights, international talent mapping, and much more, our expert consultants can ensure that the values, and personality of a candidate complement the organisational culture in the most productive way.&nbsp;</p>
<p>This data-driven approach provides an opportunity to avoid unconscious bias, and advance recruitment past &lsquo;first impressions&rsquo;, to support informed, and reliable decisions. The efficacy of this strategy is well reflected in the hiring success rate of Search by SRG, where 100% of short-lists are accepted by clients for interview, and 95% of assignments reach offer stage.</p>
<h2>Ready to evolve your hiring strategy?</h2>
<p>Get in touch with our Client Services Team to discuss how working with SRG&rsquo;s expert recruitment teams could strengthen and support your hiring strategy.</p>

Find out how to reduce staff attrition and become an employer of choice with guidance from Shen Mawani, Client Solutions Manager.

How to Reduce Staff Attrition

Happy International Women’s Day. We are dedicating this blog post to some of the brilliant women who are making a difference across our sectors.

International Women's Day : Meet the female STEM leaders who are forging tomorrow’s world

<h3 dir="ltr">Despite a short-term downturn caused by COVID-19 disruption, the sector&rsquo;s resilience and emerging cultural importance will see its value continue to soar in the coming years.</h3>
<p dir="ltr">The initial economic shock of COVID presented an opportunity for medical device companies. For many industry insiders, the main impact of the pandemic on the medtech sector has been the acceleration of trends that were already well underway in the preceding years.&nbsp;</p>
<p dir="ltr">Rapid advancements in AI technology, device connectivity, remote monitoring, and data collection have enabled medtech companies to adequately respond to the demand for critical products such as personal protective equipment (PPE) and ventilators. By being able to quickly scale up R&amp;D and manufacturing efforts, the sector has played a central role in easing the pressure on overstretched healthcare systems.&nbsp;</p>
<h3 dir="ltr"><strong>Opportunity amid disruption</strong></h3>
<p dir="ltr">In many ways, COVID-19 changed everything for the medical device market.&nbsp;</p>
<p dir="ltr">After three straight years of record investment, the pandemic hit the sector&rsquo;s coffers hard. The first half of 2020 saw U.S. revenues decline by 5%, venture capital funding in the sector dropped by 22%, and the total value of non-megadeals fell 44% (EY).</p>
<p dir="ltr">However, the external events of the pandemic have caused a wholesale shift towards business models that allow medtech organizations to properly capitalize on existing trends within the sector. As reported by <a href="https://assets.ey.com/content/dam/ey-sites/ey-com/en_gl/topics/life-sciences/life-sciences-pdfs/ey-pulse-2020-report.pdf" target="_blank" rel="noopener noreferrer">EY</a>:</p>
<p dir="ltr"><em>&ldquo;The rise of connected devices is drawing Medtech into the Internet of Things and opening up new opportunities for data-driven improvements in clinical outcomes; growing cost constraints on health care systems; establishing the impetus for providers to assist MedTech in reshaping its business models and ecosystem relationships; and seeing patient-consumers&rsquo; increasing demands for a more customer-centred health care experience. These drivers of change were all recognized by the medtech industry prior to 2020.&rdquo;</em></p>
<p dir="ltr">Thanks to these long-term trends, the industry has met the demand for specialist equipment and remained resilient in the face of adversity. Indeed, despite some segments receiving financial blows, other segments such as diagnostics have surged in value and become a major target for investment. And though revenue for the medical device industry has been falling since the start of the pandemic, the sector is expected to slowly recover in the second half of 2021.&nbsp;</p>
<h3 dir="ltr"><strong>The rise of &ldquo;anytime, anywhere&rdquo; healthcare</strong></h3>
<p dir="ltr">The logistical constraints placed on physicians and patients alike have also necessitated a rise in the use of wearable medical devices and virtual technologies &mdash; a trend that will no doubt accelerate further throughout the 2020s.&nbsp;</p>
<p dir="ltr">While the trend of remote care was already in full swing in the 2010s, COVID has taken it to the next level. According to EY, <a href="https://assets.ey.com/content/dam/ey-sites/ey-com/en_gl/topics/life-sciences/life-sciences-pdfs/ey-pulse-2020-report.pdf" target="_blank" rel="noopener noreferrer">95% of physicians have increased their use of virtual technology since the start of the pandemic</a>. Before COVID-19, 80% did not use it to interact with patients.</p>
<p dir="ltr">By integrating medical devices into the Internet of Things (IoT), medtech organizations and regulatory bodies are working more closely with each other (as well as with healthcare providers) to drive better patient outcomes at lower costs. In an increasingly complex health ecosystem, collaboration is becoming a hallmark of the industry.</p>
<p dir="ltr">In this article, we&rsquo;ll look at how the key driving forces that have defined the medical device industry during the last half-decade will continue to influence the market in the 2020s &mdash; particularly in the immediate post-COVID recovery period.</p>
<h2 dir="ltr"><strong>Evolving business models</strong></h2>
<p dir="ltr">As COVID has shown, unprecedented disruption can strike at any time. With the direct impact of COVID expected to endure for at least three to five years, businesses need to ensure they meet growing demand while keeping their operations cost-efficient and scalable.&nbsp;</p>
<p dir="ltr">EY has outlined <a href="https://assets.ey.com/content/dam/ey-sites/ey-com/en_gl/topics/life-sciences/life-sciences-pdfs/ey-pulse-2020-report.pdf" target="_blank" rel="noopener noreferrer">four future business model approaches</a> that MedTech companies can adopt to &ldquo;futureproof organizations and to enable effective deployment of limited capital resources.&rdquo; They are:</p>
<p dir="ltr">&nbsp;</p>
<ol>
<li dir="ltr"><strong>Breakthrough innovator.&nbsp;</strong>Companies that adopt this model develop products and services that carry high prices. They are typically paid for by traditional health insurance. Such innovative technologies include Intuitive Surgical&rsquo;s famous da Vinci platform.</li>
<li dir="ltr"><strong>Disease manager.&nbsp;</strong>These are personalized solutions that help end-users manage chronic conditions in a bespoke way. The focus is on user experience, convenience, and maximum adherence. Examples include Medtronic&rsquo;s smart insulin pen, dubbed the InPen.</li>
<li dir="ltr"><strong>Lifestyle manager.&nbsp;</strong>These companies develop products that are aimed at maintaining overall health and well-being, as well as encouraging behaviours that can help to prevent disease. Their products are marketed directly to the consumer. Examples include wearables such as the Apple Watch as well as Fitbit's smartwatches and trackers.</li>
<li dir="ltr"><strong>Efficient producer.&nbsp;</strong>These companies are the developers or providers of high-volume, low-cost commodity products. Such products include protective personal equipment (PPE) and ventilators.&nbsp;</li>
</ol>
<p dir="ltr">COVID-19 demonstrated the short-term resilience of each of these business models and their importance within the medtech ecosystem. In the longer term, medtech companies will need to be proactive and choose business models that secure the most value and help future-proof operations.</p>
<h2 dir="ltr"><strong>Supply chains</strong></h2>
<p dir="ltr">As healthcare becomes more virtualized and moves towards an &ldquo;anytime, anywhere&rdquo; model, MedTech companies need to ensure their supply chains are ready to meet this change. However, a number of challenges stand in the way.</p>
<p dir="ltr">Pre-COVID, the industry faced the problems of inefficiencies associated with supply intermediaries and inflexible legacy systems, as well as a lack of transparency for regulators and companies alike. These were already hotly-contested topics prior to the pandemic.</p>
<p dir="ltr">Arguably the biggest challenges, however, are political in nature. The last decade has seen a widespread backlash against globalization (and, by association, against globalized supply chains) from nationalist politicians and their support bases. COVID has made travel restrictions a reality, but so too have seismic political events such as Brexit.&nbsp;</p>
<p dir="ltr">Changes to trade agreements have far-reaching implications for the industry, most notably around the location of manufacturing plants, which are typically concentrated in low-cost geographies. Will such restrictions lead to the &ldquo;onshoring&rdquo; of manufacturing to safeguard supply bases? Only time will tell.</p>
<p dir="ltr">Thus far, the medtech sector has not sought to localize supply. Instead, it has responded to supply chain disruption by forging mutual partnerships between device manufacturers and component part manufacturers.&nbsp;</p>
<p dir="ltr">In May 2020, for example, the medtech trade association AdvaMed launched the VentConnect platform to link device manufacturers with component suppliers. In August, the platform <a href="https://www.advamed.org/newsroom/press-releases/advamed-expands-ventconnect-platform-advance-production-covid-medtech" target="_blank" rel="noopener noreferrer">rebranded as Med Device Network</a>&nbsp;&mdash; its scope expanded to cover devices beyond the pandemic.</p>
<h2 dir="ltr"><strong>Regulation</strong></h2>
<p dir="ltr">COVID-19 has transformed regulation in the medtech sector. Since February 2020, the FDA has authorized over 250 emergency use authorizations (EUAs), while the EU chose to defer its&nbsp;<a href="../../../../../../blog/eu-medical-device-regulation">Medical Device Regulation</a>&nbsp;(initially slated for May 2020) by a year. These moves are symptomatic of a wider industry trend that has seen the loosening of stringent regulatory conventions across the globe.</p>
<p dir="ltr">Of course, this relative leniency was borne out of the need to quickly and effectively get new devices to market as part of the fightback against COVID. As the virus retreats, the frequency of EUAs will likely decrease. But a precedent has been set.&nbsp;</p>
<p dir="ltr">During the pandemic, regulators and medtech organizations have been receptive to one another and come together to meet the urgent demand for vital equipment (including in vitro diagnostics and other tests, as well as PPE and ventilators). Beyond COVID, this sense of collaboration and collaboration is set to flourish further.</p>
<h2 dir="ltr"><strong>The Internet of Things (IoT) in healthcare</strong></h2>
<p dir="ltr">The advancement of technologies such as smart sensors and smart devices is increasingly bringing medical devices that capture data into existing care pathways via the Internet of Things (IoT): the giant system of interconnected, Internet-based devices that collect and transfer vast amounts of data across a wireless network.&nbsp;</p>
<p dir="ltr">By aiding with the monitoring and diagnosis of disease, this integration of medtech platforms is improving patient outcomes, lowering costs, and improving end-to-end efficiency.</p>
<p dir="ltr">Most notably, IoT-enabled devices are ushering in an era of preventative care. With most of these devices being wearable and connected to smartphone apps, users are given greater autonomy over their health and well-being &mdash; and presented with accurate data from which they can make better-informed decisions about their treatment.</p>
<p dir="ltr">For medical device companies, the expansion of device connectivity also presents an opportunity to provide a value-based service &mdash; according to a Research2Guidance <a href="https://www2.deloitte.com/content/dam/Deloitte/global/Documents/Life-Sciences-Health-Care/gx-lshc-medtech-iomt-brochure.pdf" target="_blank" rel="noopener noreferrer">survey</a> (commissioned by Deloitte), 31% of MedTech organizations were already offering data distribution channels as a service in 2018.</p>
<p dir="ltr">As the 2020s progress, further IoT integration between all parties in the medtech ecosystem will take place &mdash; providing value for patients and new opportunities for business. By 2029, the Internet of Medical Things (IoMT) market is forecast to <a href="https://www.globenewswire.com/news-release/2020/07/02/2057010/0/en/Global-Internet-of-Medical-Things-IoMT-Market-Paved-Way-for-Extensive-Healthcare-Modernization-PMI.html" target="_blank" rel="noopener noreferrer">grow $285.5bn</a>&nbsp;&mdash; with CAGR of 28%.</p>
<h2 dir="ltr"><strong>Software as a Medical Device (SaMD)</strong></h2>
<p dir="ltr">Defined by the&nbsp;<a href="http://www.imdrf.org/docs/imdrf/final/technical/imdrf-tech-131209-samd-key-definitions-140901.pdf" target="_blank" rel="noopener noreferrer">International Medical Device Regulators Forum (IMDRF)</a>&nbsp;as "software intended to be used for one or more medical purposes that perform these purposes without being part of a hardware medical device,&rdquo; SaMD is having a huge impact on healthcare.</p>
<p dir="ltr">This technology enables patients living with chronic conditions to capture data and, if willing, share it with their health professionals. By opening up new digital pathways for screening, diagnosis, monitoring, and alerting, SaMD empowers people to become active agents in their healthcare plans. And with the technology becoming cheaper, more powerful, and more accessible, SaMD gives physicians the data and scope to develop personalized treatment plans.</p>
<p dir="ltr">According to a Deloitte <a href="https://www2.deloitte.com/us/en/insights/industry/health-care/patient-engagement-health-care-consumer-survey.html" target="_blank" rel="noopener noreferrer">survey</a>, just under half of patients are willing to share their personal data for medical research. That said, protecting patient privacy is paramount, so we can expect to see further regulation passed aimed at ensuring confidentiality and patient control over their data.</p>
<h2 dir="ltr"><strong>Robotics technology</strong></h2>
<p dir="ltr">Over the last five years, major advances in robotics technology have led to a huge spike in demand for minimally invasive robotic surgery (MIRS), causing the surgical robot market to experience double-digit growth.&nbsp;</p>
<p dir="ltr">This trendline is set to continue its upward trajectory. By 2025, the number of global MIRS procedures will more than double to 2 million, while the market is predicted to <a href="https://www.gminsights.com/industry-analysis/surgical-robots-market" target="_blank" rel="noopener noreferrer">grow from $5.5bn to over $24bn</a>.&nbsp;</p>
<p dir="ltr">The COVID pandemic has caused an upsurge in the use of robotics in a hospital setting. With medical services being restricted and unprecedented demand being placed on hospitals, robots have proven an efficient, cost-effective method to provide safe and socially-distanced preoperative, intraoperative, and postoperative care.&nbsp;</p>
<p dir="ltr">According to a <a href="https://www.nature.com/articles/s42256-020-00238-2" target="_blank" rel="noopener noreferrer">2020 study by Zemmar, Lozano &amp; Nelson</a>, this rise in robotics &ldquo;may well outlast the pandemic and revolutionize surgical performance and management.&rdquo; With demand for MIRS only increasing, the medtech sector will look for innovative new ways to create surgical robots that are more accurate, dependable, and easy to use.</p>
<h2 dir="ltr"><strong>Cybersecurity for medical devices</strong></h2>
<p dir="ltr">One downside in the advancement of smart medical device technology is the threat of increasingly sophisticated cyberattacks.&nbsp;</p>
<p dir="ltr"><span id="docs-internal-guid-03a443aa-7fff-5c8a-1f17-9fa8939e2d38">As the number of medical devices that are integrated with clinical cloud applications increases, so too does the possibility that hackers may gain unauthorized access to data and cause potentially adverse side effects to the patient. Securing patient privacy and safety, then, is of the utmost importance to medtech companies.</span></p>
<p dir="ltr">Though there have not been any documented cyberattacks on medical devices so far, a raft of regulations has been passed to safeguard against the looming menace. In June 2019, for example, the European Union ratified the <a href="https://ec.europa.eu/digital-single-market/en/eu-cybersecurity-act" target="_blank" rel="noopener noreferrer">Cybersecurity Act</a>, which requires manufacturers to set IT security measures for medical devices and protect against unauthorized access.</p>
<p dir="ltr">The FDA holds manufacturers primarily responsible for managing cybersecurity risk in their products. Moving forward, companies need to act quickly and collaboratively to mitigate cybersecurity risk.&nbsp;</p>
<h2 dir="ltr"><strong>The future outlook: an overview</strong></h2>
<p dir="ltr">Ongoing advancements in medical technology and the growth of information sharing through IoT-enabled devices are causing a sea change in healthcare.&nbsp;</p>
<p dir="ltr">Just as changes to working patterns and consumer behaviors have facilitated the need for remote technologies, so has the evolution of the relationship between patients and physicians. As the COVID-19 pandemic demonstrated, the medical device market is more than ready to meet this demand for user-friendly diagnostics and monitoring devices.</p>
<p dir="ltr">The key challenge for the sector is how to best use data to optimize patient outcomes while also safeguarding patient privacy. The success of this goal depends on medical device companies and regulators coming together to build infrastructure with agreed-upon expectations and boundaries.&nbsp;</p>
<p dir="ltr">Governments have a major role to play, too. The U.K. government, for example, has launched incentives (such as <a href="https://www.gov.uk/guidance/pay-no-import-duty-and-vat-on-medical-supplies-equipment-and-protective-garments-covid-19" target="_blank" rel="noopener noreferrer">waiving VAT and import duties on vital medical equipment</a>) to buffer the nation&rsquo;s medical device industry during the pandemic. Beyond COVID, the U.K. aims to become a leader in medical device technology and has pledged to pump tens of billions into the sector in the coming years.</p>
<p dir="ltr">The global medical devices industry is expected to reach a valuation of $612.7bn by 2025, growing at 5.4% CAGR. Thanks to growing consumer demand and technological innovation, we can expect to see high growth in product areas such as wearable healthtech, robotics nanotechnology, and extended reality devices. Artificial intelligence is also facilitating the creation of increasingly sophisticated data-driven algorithms, such as autonomous diagnostics.<br><br>Despite recent setbacks, opportunities abound for medical device companies of all sizes.</p>
<p><em>To mirror the convergence of the medical and technology industries, SRG and our sister brand&nbsp;<a href="../../../../../../sitecore/content/lorien/home">Lorien</a>, have partnered to provide a one-touch service for clients at the intersection of their expertise. If you&rsquo;d like to find out more or discuss the wider trends at the heart of the medical device sector and how they could affect your business, you can&nbsp;</em><strong><a href="../../../../../../contact-us"><em>speak to one of our industry experts here &gt;</em></a></strong></p>

Find out how the latest medtech industry trends are continuing to influence, and forge the future of the industry.

MedTech Trends : What Does the Future Hold?

<p>The benefits of hybrid work became abundantly clear over the course of the pandemic, where digital flexible environments enabled laboratory workers to continue essential projects.&nbsp;</p>
<p>Today,<strong><a href="https://www.cv-library.co.uk/recruitment-insight/job-postings-four-day-week-roles-90-employers-seek-new-ways-fill-record-vacancies/" target="_blank" rel="noopener noreferrer">&nbsp;job postings for four-day work weeks are up 90%</a></strong>&nbsp;in the wider recruitment market, as employers compete for talent.</p>
<p>However, as scientific organisations look to the future many are left questioning the long-standing utility of a hybrid work environment.&nbsp;</p>
<p>In this article, I&rsquo;ll explore:</p>
<ul>
<li>What is hybrid working</li>
<li>The key benefits of hybrid working in the laboratory</li>
<li>The importance of technology in hybrid work</li>
<li>How to prepare for hybrid task management</li>
</ul>
<h2>The key benefits of hybrid working in the laboratory</h2>
<p>Hybrid working refers to a work model where employees split their time between working onsite - whether that be in a laboratory, office or workshop, with working at home. While remote and hybrid working models predate 2020, alternative work models gained precedence over the course of the pandemic as lockdowns and isolation periods became the 'new normal'.</p>
<p>Today, hybrid working remains popular for employees and candidates who value a work-life balance. In today's candidate-led market, considering how your organisation could adopt a hybrid working model is essential to effectively compete for talent.</p>
<h2>The key benefits of hybrid working in the laboratory</h2>
<h3>Hybrid work improves productivity</h3>
<p>According to research from the World Economic Forum, where over 12,000 employees in 29 countries provided their perspectives on post-pandemic work,&nbsp;<strong><a href="https://www.weforum.org/agenda/2021/07/back-to-office-or-work-from-home-survey/" target="_blank" rel="noopener noreferrer">65% of employees revealed they were more productive in a hybrid work environment.&nbsp;</a></strong></p>
<p>The flexibility hybrid work provides can help improve well-being, income, and mobility, enabling lower commuting costs and more autonomy in how employees work. This flexible environment can help drive productivity in individuals who may be commuting long distances or for those who value a greater work-life balance.&nbsp;</p>
<h3>Hybrid work helps candidate attraction and retention</h3>
<p><strong><a href="https://www.thermofisher.com/uk/en/home/global/forms/industrial/lab-of-future-here.html" target="_blank" rel="noopener noreferrer">64% of lab leaders are currently struggling to attract skilled candidates to their organisation</a></strong>, and&nbsp;<strong><a href="https://www.srgtalent.com/insights/guides-and-reports/2022-global-science-employment-report" target="_blank" rel="noopener noreferrer">35% of UK STEM workers plan to leave their role over the coming year.&nbsp;</a></strong></p>
<p>In a talent landscape where<strong><a href="https://www.srgtalent.com/insights/guides-and-reports/2022-global-science-employment-report" target="_blank" rel="noopener noreferrer">&nbsp;most global STEM workers derive workplace satisfaction from a strong sense of work-life balance</a></strong>, hybrid work should make up a core part of your talent strategy.&nbsp;&nbsp;</p>
<p>Modernising infrastructure to support a distributed workforce has been cited by laboratory leaders as&nbsp;<strong><a href="https://www.thermofisher.com/uk/en/home/global/forms/industrial/lab-of-future-here.html" target="_blank" rel="noopener noreferrer">the most important factor for futureproofing laboratories today</a></strong>, highlighting the important role hybrid work models play in securing the best talent and remaining competitive in the long term.&nbsp;</p>
<h3>Facilitating wide-scale collaboration</h3>
<p>Hybrid work environments are most often technologically enabled &ndash; an adaptation that lends itself towards collaborating across multiple locations.&nbsp;</p>
<p>While digitally sophisticated labs use cloud-based applications alongside augmented reality to control experimental instruments, cloud-based applications alone still play a powerful role in activating efficient global collaboration in less digitally inclined laboratories.&nbsp;</p>
<p>In an<strong><a href="https://www.nature.com/articles/d41586-022-00729-9" target="_blank" rel="noopener noreferrer">&nbsp;interview with Nature Magazine</a></strong>, Mark Gerstein, Co-Director of Computational Biology and Bioinformatics at Yale explains how his team of 40 co-workers continue to use Zoom and Google Docs to collaborate on projects. Gerstein explains how the hybrid work environment levels opportunities for global co-workers...</p>
<blockquote>&ldquo;NOW EVERYONE IS EQUAL, EVEN OUR COLLABORATORS IN EUROPE OR CHINA. I DON&rsquo;T THINK WE&rsquo;LL EVER GO BACK TO A LARGE IN-PERSON LAB MEETING&rdquo;.&nbsp;</blockquote>
<p>&nbsp;</p>
<h3>Supporting diversity, equity, and inclusion in the lab</h3>
<p>Research conducted over the course of 2020 reveals that&nbsp;<strong><a href="https://www.nationalacademies.org/news/2021/03/emerging-evidence-indicates-covid-19-pandemic-has-negatively-impacted-women-in-academic-stemm-fields-endangering-progress-made-in-recent-years" target="_blank" rel="noopener noreferrer">gender diversity in STEM took a major toll</a></strong> as women faced increasing workloads alongside greater care-giving responsibilities and COVID-19-associated disruptions.&nbsp;</p>
<p>While technology-facilitated hybrid work options enabled continued collaboration and information exchange for women and other under-represented groups over 2020, gendered impacts on science and scientific collaborations persisted as some projects were and remain inflexible to hybrid work.&nbsp;</p>
<p>Embracing hybrid work environments today can enrich and broaden your candidate network, enabling you to reach more geographically, racially, and economically diverse talent compared to those who can be sourced directly within the laboratory&rsquo;s local area.<br><br></p>
<h3>The importance of technology in hybrid work</h3>
<p>The COVID pandemic saw laboratories across the world embracing automation, digital technology, and shift-based schedules to adapt to a newly emerged hybrid model of work.&nbsp;</p>
<p>In this landscape of necessity, digital transformation efforts experienced an increased executive buy-in, resulting in many laboratories benefitting from at least some initial technologies to support hybrid work. Today, the pace of competition demands further evolution, as <strong><a href="https://www.thermofisher.com/uk/en/home/global/forms/industrial/lab-of-future-here.html" target="_blank" rel="noopener noreferrer">69% of lab leaders believe their competitive advantage is at stake without further connection and automation in the laboratory.</a></strong></p>
<p>While just<strong><a href="https://www.thermofisher.com/uk/en/home/global/forms/industrial/lab-of-future-here.html" target="_blank" rel="noopener noreferrer">&nbsp;37% of automated lab results currently support laboratory environments</a></strong>, digitalisation uptake is on the incline, with&nbsp;<strong><a href="https://www.thermofisher.com/uk/en/home/global/forms/industrial/lab-of-future-here.html" target="_blank" rel="noopener noreferrer">internet of things (IoT) technologies supporting 77% of lab environments today.</a></strong> As adoption increases, laboratories are beginning to pilot more experimental tech, including robotics in traditional bench work.</p>
<p>In this increasingly digital environment, researchers and laboratory technicians are well equipped to manage a hybrid workload, shuffling tasks between both home environments and the laboratory.<br><br></p>
<h2>How to prepare for hybrid task management</h2>
<p>Hybrid task management and allocation should begin with listing specific daily expected tasks on a team-by-team basis.&nbsp;</p>
<p>Once daily tasks have been established, analyse the conditions required to complete these tasks; this could include access to the laboratory, a desktop computer, a quiet space, or video-conferencing software. Then, establish which conditions align with the laboratory and a home office before allocating specific tasks according to their best fit.&nbsp;</p>
<p>For example, sample testing requires the conditions of laboratory equipment, a computer for data logging, and proximity to colleagues and, therefore should occur in the lab. Meanwhile, data analysis requires a quiet space and a desktop computer &ndash; making it well-suited to a home office environment.</p>
<p>Utilise shift-based rotas to ensure that hybrid work can be sustained in a balanced fashion, enabling every employee to benefit from a flexible work environment that suits their tasks and responsibilities in the best way possible.</p>
<h2>Strengthen your talent strategy with SRG</h2>
<p>Find out how SRG can fuel your talent strategy with access to expert candidates across the scientific and clinical industry. We can help you find and hire talent in every field &ndash; no matter how niche.</p>
<p><a class="button" href="mailto:solutions@srgtalent.com" target="_blank" rel="noopener noreferrer">Click here to get in touch</a></p>

Explore the key benefits of hybrid working in the lab, and get actionable advice on how to get started with Faye Allison, Chemicals Lead at SRG

The Benefits of Hybrid Working in the Laboratory

<h3>The last decade has seen technological disruption in healthcare exponentially increase. Every year,&nbsp;<strong><a href="https://www.srgtalent.com/blog/top-3-disruptive-technologies-shaping-the-future-of-digital-health" target="_blank" rel="noopener noreferrer">more disruptive innovations in medtech</a></strong>&nbsp;are granted regulatory approval and become available to medical professionals; helping to optimise workflows, improve patient care, and drive innovation in diagnosis and treatment.&nbsp;</h3>
<p>If there&rsquo;s one thing that the recent technological explosion in healthcare has taught us, it&rsquo;s that the traditional one-size-fits-all approach to patient care is becoming a thing of the past.&nbsp;Thanks to the widespread use of state-of-the-art medical devices, medical professionals are now better placed to select tailored treatments for individual patients based on their genes, lifestyle, and environment.</p>
<p>Through technologies such as the Internet of Things (IoT) and robotics, medical devices are improving the accuracy of patient data, assisting medicines adherence, and bolstering patient-doctor communication. Remote health devices, in particular, have played a key role in mitigating some of the disruption that COVID has wrought on the global healthcare ecosystem.</p>
<p>In this article, we'll examine 7 of the most&nbsp;disruptive medical device technologies. Read on as we delve behind the innovative tech that is currently transforming the digital health landscape.</p>
<p>&nbsp;</p>
<h2>7 Disruptive Innovations in MedTech</h2>
<h3><strong>1) Wearable Health Devices (WHDs)</strong></h3>
<p>From Fitbit, a fitness device that tracks weight and body fat percentage, to the&nbsp;<a href="http://www.cambridgeheartwear.com/#slide5" target="_blank" rel="noopener noreferrer">Heartsense</a>&nbsp;monitor, an AI-driven wearable that can track heart rhythm and respiratory problems in real-time, the proliferation of Wearable Health Devices (WHDs) is one of the most visible disruptions to healthcare in recent years.</p>
<p>Aside from being highly personalised, the advantages to WHDs are manifold. They enable GPs to detect symptoms more quickly, aiding early diagnosis. GPs can also monitor their patients remotely, which reduces the need for face-to-face consultations and saves time and money in the process. Finally, by giving patients and their GPs the ability to track any noticeable changes to key bodily functions, WHDs give GPs the ability to use real data to optimise treatment.</p>
<p>As the technology of wearables improves and enables health professionals to receive increasingly accurate and granular patient data, we can expect to see the use of such devices growin mainstream healthcare. According to data from&nbsp;<a href="https://www.juniperresearch.com/press/press-releases/healthcare-spend-in-wearables-to-reach-60-billion" target="_blank" rel="noopener noreferrer">Juniper Research</a>, the healthcare wearables sector will be worth $60 billion by 2023.</p>
<p>&nbsp;</p>
<h3><strong>2) Smart inhalers</strong></h3>
<p>In the UK,&nbsp;<a href="https://www.asthma.org.uk/about/media/facts-and-statistics/" target="_blank" rel="noopener noreferrer">5.4 million people</a>&nbsp;&ndash; just over 8% of the population &ndash; are currently receiving treatment for asthma. And with the&nbsp;<a href="https://www.asthma.org.uk/about/media/news/press-release-uk-asthma-death-rates-among-worst-in-europe/" target="_blank" rel="noopener noreferrer">number of deaths from asthma</a>&nbsp;increasing, the need for improved asthma treatment and education on the condition is urgent.</p>
<p>Though not yet available on the NHS, smart inhalers have the potential to improve the outlook. With extra digital features that link to an app, these devices give patients the ability to manage their condition 24 hours a day. Importantly, the information gathered by the smart inhaler can also be used to prove to GPs or asthma nurses that patients are taking their inhalers correctly.</p>
<p>Some smart inhalers&nbsp;have sensors which notify the patient if they&rsquo;re in high pollution or high pollen area&nbsp;&ndash;&nbsp;helping them to decide whether or not to avoid it. Others remind patients when to use their inhaler, while some can even advise patients to check their inhaler technique.</p>
<p>While smart inhalers are still being tested in clinical trials, their future use has been recommended as part of the&nbsp;<a href="https://www.england.nhs.uk/long-term-plan/" target="_blank" rel="noopener noreferrer">NHS Long Term Plan</a>.</p>
<p>&nbsp;</p>
<h3><strong>3) Wireless brain sensors</strong></h3>
<p>Thanks to rapid technological advances in brain-computer interfaces, brain sensors are now remotely accessible through wireless connectivity.</p>
<p>These devices are able to monitor intracranial pressure and temperature inside the skulls of patients with severe traumatic brain injuries, as well as those living with nervous system disorders such as Parkinson&rsquo;s Disease (PD). By giving people the ability to control the devices with their thoughts, brain-sensing technology enables those with severe paralysis to perform daily functions.</p>
<p>&nbsp;</p>
<h3><strong>4) CRISPR-Cas9</strong></h3>
<p>CRISPR-Cas9 (short for clustered regularly interspaced short palindromic repeats and CRISPR-associated protein 9) is a gene-editing technology that has created a palpable buzz among the scientific community. By giving researchers the ability to edit multiple genes at once, the system provides greater speed, cost-effectiveness, accuracy and efficiency than other existing gene-editing methods.</p>
<p>So far, scientists have limited its use to animals,&nbsp;<a href="https://news.harvard.edu/gazette/story/2019/07/gene-editing-tool-prevents-hearing-loss-in-mice-with-hereditary-deafness/" target="_blank" rel="noopener noreferrer">reducing the severity of genetic deafness in mice</a>&nbsp;and&nbsp;<a href="https://directorsblog.nih.gov/2019/04/02/a-crispr-approach-to-treating-sickle-cell/" target="_blank" rel="noopener noreferrer">editing bone marrow cells in mice to treat sickle cell anaemia</a>. Scientists have even created&nbsp;<a href="https://www.independent.co.uk/news/science/gene-editing-mushrooms-usda-regulations-approved-edited-brown-a6989531.html" target="_blank" rel="noopener noreferrer">modified mushrooms that don&rsquo;t go brown when sliced</a>. Though still very much in the discovery phase, it&rsquo;s thought that CRISPR-Cas9 could one day allow us to&nbsp;<a href="https://www.wired.com/story/heres-the-plan-to-end-malaria-with-crispr-edited-mosquitoes/" target="_blank" rel="noopener noreferrer">wipe out entire populations of malaria-spreading mosquitoes</a>&nbsp;or&nbsp;<a href="https://www.wired.com/story/heres-the-plan-to-end-malaria-with-crispr-edited-mosquitoes/" target="_blank" rel="noopener noreferrer">resurrect extinct species like the woolly mammoth</a>.</p>
<p>Though the approach has been applied to fields as diverse as agriculture and human health, gene editing doesn&rsquo;t come without&nbsp;<a href="https://stanmed.stanford.edu/2018winter/CRISPR-for-gene-editing-is-revolutionary-but-it-comes-with-risks.html" target="_blank" rel="noopener noreferrer">risks</a>&ndash;&nbsp;which is why scientists are hesitant to test the CRISPR-Cas9 technique on humans.</p>
<p>&nbsp;</p>
<h3><strong>5) Telehealth</strong></h3>
<p>According to the&nbsp;<a href="https://www.who.int/sustainable-development/health-sector/strategies/telehealth/en/" target="_blank" rel="noopener noreferrer">World Health Organisation</a>, telehealth &ldquo;involves the use of&nbsp;telecommunications and virtual technology to deliver health care outside of traditional health-care facilities.&rdquo; This can include virtual home healthcare, in which&nbsp;chronically ill or elderly patient receive long-distance guidance in certain procedures while remaining at home.</p>
<p>Like WHDs, telehealth technologies are another form of remote patient monitoring (RPM)&nbsp;&ndash;&nbsp;helping to improve medication adherence and save the costs associated with unnecessary appointments. In the UK, the remote consultation app Babylon Health has been the most prominent example of telehealth disruption, though its impact on the NHS has&nbsp;<a href="https://www.wired.co.uk/article/babylon-health-nhs" target="_blank" rel="noopener noreferrer">not been without controversy</a>.</p>
<p>As healthcare becomes more integrated with technology, the use of personalised telehealth will become more common. While many in healthcare harbour legitimate fears that remote consultations will remove the personal touch from healthcare, telehealth is likely to be employed as a supplement to traditional, face-to-face consultations.</p>
<p>&nbsp;</p>
<h3><strong>6) Virtual reality</strong></h3>
<p>Most conversations around virtual reality (VR) focus on its application in fields such as education, entertainment and even military strategy. However, the deployment of VR technology in healthcare is becoming increasingly prominent.</p>
<p>VR headsets, for example, can help with pain management, mental health treatment and rehabilitation. The virtual worlds opened up by such technology give patients somewhere to escape to and can provide a distraction from physical pain or negative thought patterns.</p>
<p>Far from being limited to escapism, VR can give GPs tangible statistical insights because it measures patient interactions within a specifically designed environment. And with its ability to transport the viewer into the human body, VR can even be used to provide&nbsp;<a href="https://www.phpc.cam.ac.uk/pcu/will-virtual-reality-transform-medical-education/" target="_blank" rel="noopener noreferrer">immersive,</a><a href="https://www.phpc.cam.ac.uk/pcu/will-virtual-reality-transform-medical-education/" target="_blank" rel="noopener noreferrer">&nbsp;360&deg; training</a>&nbsp;to medical students.</p>
<p>The technology is certainly here to stay: according to predictions, the global augmented virtual reality market in healthcare will be&nbsp;<a href="https://healthcareweekly.com/is-augmented-reality-healthcare-here-to-stay/" target="_blank" rel="noopener noreferrer">worth an estimated $5.1 billion by 2025</a>.</p>
<p>&nbsp;</p>
<h3><strong>7) 3D printing</strong></h3>
<p>Also known as additive manufacturing, 3D printing describes the process by which material is joined or solidified to create precise three-dimensional replicas of digital models. Though the technology is not usually associated with healthcare, its application in hospitals is poised to becoming increasingly widespread.</p>
<p>Aside from being&nbsp;<a href="https://www.forbes.com/sites/forbestechcouncil/2018/01/17/how-3d-printing-could-change-the-health-industry/#5256ed3d51ce">cost-effective in the long run</a>, 3D printing technology is highly practical. The process allows doctors to create three-dimensional models of a patient's anatomy which can then be used in diagnosis or surgical planning. These insights enable the creation of custom-made orthopaedic implants and accessories, prosthetics, hearing aids, dental implants, and wearables (such as biosensors), as well as in-demand surgical tools.</p>
<p>In the near future, doctors will be able to print out&nbsp;<a href="https://3dprintingindustry.com/news/toronto-scientists-develop-handheld-3d-bioprinter-to-treat-burn-victims-140297/">artificial skin cells to help heal burn wounds</a>.&nbsp;There are even suggestions that surgeons will be able to bioprint&nbsp;<a href="https://www.healthcareit.com.au/article/3d-printing-implants-and-organs-new-reality" target="_blank" rel="noopener noreferrer">replacement organs</a>&nbsp;&ndash; which has the potential to render risky transplants obsolete. Quite simply, this remarkable technology has the ability to transform healthcare as we know it.</p>
<p>&nbsp;</p>
<h2>Get ready&nbsp;to accelerate your career in medtech</h2>
<p>SRG have over three decades worth of experience in matching talent with pioneering organisations across the STEM sector. Our expert medtech consultants are on hand to support the next step in your medtech career.</p>
<p>Looking for career advice?&nbsp;<strong><a href="https://www.srgtalent.com/career-advice/roles-in-focus/medical-devices" target="_blank" rel="noopener noreferrer">Click here to access our expert advice on building a successful career in the medtech sector</a></strong>.</p>
<p>Otherwise, explore our latest opportunities by clicking the button below:</p>
<p><a class="button" href="https://www.srgtalent.com/jobs?keywords=medical+devices" target="_blank" rel="noopener noreferrer">Explore Jobs in MedTech</a></p>
<p><strong><br>About the author:</strong>&nbsp;Laith and his team specialise in finding technical talent for MedTech and digital health industries, from purely R&amp;D to regulatory control and manufacturing.&nbsp;Laith's team typically recruit roles such as: Mechanical Design Engineers, Electronics Engineers, Continuous Improvement Specialists, Process Engineers, Validation Engineers, Research Scientists, Regulatory Affairs Specialists, Quality Assurance Specialists, QMS Specialists, Clinical Trial Assistants, Clinical Evaluation Report Writers, as well as other similar technical roles.&nbsp;<strong><a href="https://www.linkedin.com/in/laithmustafa/)" target="_blank" rel="noopener">Click here to connect with Laith on Linkedin.</a></strong></p>

Disruptive innovations in medtech are driving forward the future of medicine. Find out how with Laith Mustafa, MedTech Sector Head.

7 Disruptive Innovations in MedTech Transforming Medicine Today

<p>Artificial intelligence is increasingly being used in the science and activities relating to the detection, assessment, understanding, and prevention of adverse effects or any other medicine-related problem, known as pharmacovigilance.</p>
<p>Artificial intelligence in pharmacovigilance offers a way to keep pace with rising pharmaceutical innovation and fast-tracked medications that place surveillance experts under increasing pressure.</p>
<p>Capable of automatically translating huge swathes of patient data and formulating predictive adverse event recommendations, AI in pharmacovigilance enables a more agile, accurate, and proactive way to monitor, manage, and hinder adverse drug events for patients around the world.</p>
<p>Read on to discover more about:</p>
<ul>
<li>What pharmacovigilance is</li>
<li>How AI activates agility in pharmacovigilance</li>
<li>How AI in pharmacovigilance is streamlining the pharma industry</li>
<li>Applying AI to your career in pharmacovigilance</li>
</ul>
<h2>What is pharmacovigilance?</h2>
<p>Pharmacovigilance refers to the detection, assessment, monitoring, and prevention of adverse drug events (or as they&rsquo;re commonly known, side effects), brought on by the consumption of drugs.&nbsp;</p>
<p>Initially founded after&nbsp;<strong><a href="https://www.theguardian.com/society/2016/mar/06/thalidomide-caused-up-to-10000-miscarriages-infant-deaths-uk" target="_blank" rel="noopener noreferrer">the thalidomide crisis in 1961</a></strong>, pharmacovigilance has evolved over time to include traditional medicine, medical products, blood products, and herbal medicine.</p>
<p>In conjunction with these new areas, the pharmaceutical industry&rsquo;s consistent demand for pharmacovigilance is driving a huge amount of<strong><a href="../../../../../../blog/the-future-of-data-analytics-in-the-life-science-industry-whats-next" target="_blank" rel="noopener noreferrer">&nbsp;patient and drug data that is increasingly challenging to process.&nbsp;</a></strong></p>
<h2>How AI activates agility in pharmacovigilance</h2>
<p>Artificial intelligence offers the pharmacovigilance sector a way to maximise the predictive potential of data and expand monitoring surveillance, all while minimising the burden of manual analysis to create a faster, more agile way of responding to adverse events.</p>
<p>Over the course of COVID-19,<strong><a href="../../../../../../blog/how-to-overcome-the-top-4-pharma-supply-chain-challenges" target="_blank" rel="noopener noreferrer">&nbsp;the criticality of an agile, and rapid approach became urgently apparent</a></strong>. As new medications were fast-tracked through the<strong><a href="https://www.fda.gov/patients/fast-track-breakthrough-therapy-accelerated-approval-priority-review/fast-track" target="_blank" rel="noopener noreferrer">&nbsp;FDA&rsquo;s new regulatory pathways</a></strong>, pharmacovigilance needed to find a way to evolve fast to keep pace.&nbsp;</p>
<p>Before the pandemic, pharmacovigilance relied on a multi-faceted adverse drug event process, where information on any adverse events was initially transferred to market authorisation holders and manufacturers, before being forwarded on to the Medical and Healthcare Products Regulatory Agency (MHRA).</p>
<p>In response to the pandemic and a growing need for agility, many regulatory bodies upgraded their approach by integrating AI.&nbsp;</p>
<p>In 2020, the&nbsp;<strong><a href="https://www.healthcareitnews.com/news/emea/uk-use-ai-covid-19-vaccine-side-effects" target="_blank" rel="noopener noreferrer">UK&rsquo;s MHRA paid AI software experts, GenPact, &pound;1.5m to develop an AI tool&nbsp;</a></strong>capable of sifting through the influx of adverse event reports following the pandemic. Meanwhile, the MHRA adapted their Yellow Card programme by embedding elements of AI to enable patients to directly report to the MHRA thereby streamlining what was once a lengthy process.&nbsp;</p>
<p>Meanwhile, pre-pandemic, in 2019, the US&rsquo;s Food and Drug Administration (FDA) released a&nbsp;<strong><a href="https://www.fda.gov/media/120333/download" target="_blank" rel="noopener noreferrer">5-year plan for integrating AI&nbsp;</a></strong>into the existing pharmacovigilance framework, Sentinel.</p>
<p>According to official release papers, the FDA&rsquo;s investments will focus &ldquo;on innovations emerging from new data science disciplines, such as natural language processing and machine learning, and seek to expand its access to and use of electronic health records&rdquo;. By applying AI techniques to health record data sets, Sentinel is set to evolve from being reactive, to a proactive real-time process. This means moving away from testing hypotheses against a single adverse outcome, to testing drugs against the full universe of potential health outcomes simultaneously.&nbsp;</p>
<h2>How AI in pharmacovigilance is streamlining the pharma industry&nbsp;</h2>
<p>Despite increased investments in AI technology over the pandemic, pharmaceutical organisations, and regulatory bodies have had a sustained interest in integrating AI into pharmacovigilance, even pre-pandemic.&nbsp;</p>
<p>In 2017, a global survey revealed that&nbsp;<strong><a href="https://www.pharmaceutical-technology.com/news/study-finds-about-60-of-drug-safety-experts-prefer-ai/" target="_blank" rel="noopener noreferrer">62% of the pharmacovigilance professionals preferred using AI for adverse event reporting.&nbsp;</a></strong></p>
<p>Today, pharmaceutical organisations continue to find new ways to incorporate AI across pharmacovigilance to futureproof the safety of every patient.&nbsp;</p>
<p>In&nbsp;<strong><a href="https://www.pharmaceutical-technology.com/features/pharmacovigilance-covid-19-drug-safety-pandemic/" target="_blank" rel="noopener noreferrer">an interview with Pharmaceutical Technology</a></strong>, Annette Williams, Vice-President and Global Head of Lifecycle Safety at IQVIA explains how public drug safety communication at the company is being enhanced with AI.&nbsp;Williams describes how IQVIA&rsquo;s medical information call centres are adapting to respond to increasing demands for public information.&nbsp;</p>
<p>By integrating &ldquo;AI-enabled agents who can handle many of the routine questions patients have&rdquo;, IQVIA are able to sustain a &ldquo;greater service in the after-hours scenario&rdquo;, with the AI agents answering &ldquo;15-25% of the live calls that humans used to have to answer&rdquo;.&nbsp;Meanwhile, IQVIA have also integrated robotic technology and machine learning for adverse event report processing, enabling the automatic standardisation and translation of data.<br><br></p>
<h2>Applying AI to your career in Pharmacovigilance</h2>
<p>As digitalisation across the pharmaceutical industry continues to accelerate, AI skills are fast becoming embedded within the roles of drug safety and pharmacovigilance experts today.&nbsp;</p>
<p>While formal job descriptions seldom specify formal AI training, AI skills are often taught as part of on-the-job training, or through self-motivated learning, and are valuable indicators of a more experienced professional.</p>
<p>Following research investigating the implementation of AI in pharmacovigilance at Celgene&rsquo;s Global Drug Safety and Risk Management (GDSRM) division,<strong><a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6450851/" target="_blank" rel="noopener noreferrer">&nbsp;Danysz et al&nbsp;</a></strong>describe the following core competencies as indicative of professional preparedness.&nbsp;</p>
<h3>Core Pharmacovigilance and AI Competencies:</h3>
<p><strong>Fundamental AI Skills:</strong></p>
<ol>
<li>The ability to understand artificial intelligence, natural language processing, machine learning, and deep learning</li>
<li>The ability to interact with, and flag issues surrounding artificial intelligence, natural language processing, machine learning, and deep learning outputs within a user interface</li>
<li>An understanding of how manipulating machine learning outputs relates to deep learning</li>
</ol>
<p><strong>Advanced AI Skills:&nbsp;</strong></p>
<ol>
<li>The ability to both describe and train concepts of artificial intelligence, natural language processing, machine learning and deep learning.</li>
<li>The ability to alter artificial intelligence, natural language processing, machine learning and deep learning outputs within a user interface via algorithm retraining.</li>
<li>The ability to resolve issues through overwriting or accepting machine learning outputs within a user interface.</li>
</ol>
<p>&nbsp;</p>
<h2>Looking for your next role in pharmacovigilance or AI?</h2>
<p>At SRG, we connect scientists across the globe with rewarding careers across STEM. Our talent consultants are on hand to help you make your next step.</p>

Artificial intelligence in pharmacovigilance is set to transform the health industry. Discover how with Janne Bate, Principal Consultant at Search by SRG

The Evolving Role of Artificial Intelligence in Pharmacovigilance

<p><em>Despite the initial shockwaves of the global pandemic causing unprecedented disruption to the chemicals sector, most UK chemicals companies in the North West are now well on their way to&nbsp;<a href="https://www.mckinsey.com/industries/chemicals/our-insights/petrochemicals-2020-a-year-of-resilience-and-the-road-to-recovery" target="_blank" rel="noopener noreferrer">recovering pre-COVID revenue and profit levels</a></em><em>.</em></p>
<p><em>With the industry getting back on its feet, the science and chemicals recruitment market is once again starting to flourish. In this article, I&rsquo;ll profile the current state of the chemicals sector in its largest UK regional hub: North West England.</em></p>
<p><em>&nbsp;</em></p>
<h2><strong>Why chemicals has such a large presence in the North West</strong></h2>
<p>The North West has long benefited from having a large port (Liverpool), good transport links via land and water, and a sizeable local working population. Historically, this led to major chemical companies setting up manufacturing sites in the region and the agglomeration effect taking hold. In more recent years, the industry has solidified its presence in the North West thanks to several overlapping factors.</p>
<p>Firstly, the existence of world-class universities in Liverpool, Manchester, Chester, and Lancaster provides a pipeline of scientific talent, opportunities for collaboration with industry, and access to novel technology for SMEs.</p>
<p>Secondly, affordable land and living costs (especially compared to southern Britain) means cheaper overheads for businesses and better living standards for employees.</p>
<p>Finally, the establishment of science parks and technology hubs such as Scitech Daresbury, Manchester Science Park, and Thornton Science Park mean that small and larger businesses can incubate ideas and grow organically.</p>
<p>&nbsp;</p>
<h2><strong>The impact of COVID-19</strong></h2>
<p>COVID initially caused a huge slowdown due to delays and shortages of raw materials. In response, most chemicals companies halted their recruitment processes, with many utilising the government furlough scheme or making redundancies. Some even had to enforce temporary shutdowns.</p>
<p>Overall, though, the sector has emerged favourably from the pandemic. From H2 2020 onwards (and particularly throughout 2021), the industry experienced a phenomenal recovery, with companies quickly adapting working practices and diversifying products when certain raw materials were unavailable. This dynamism caused the number of job vacancies to rise significantly across 2021.</p>
<p>&nbsp;</p>
<h2><strong>Candidate demand by segment</strong></h2>
<p>For obvious reasons, companies within segments that have been supplying raw materials to the vaccine effort (such as speciality and fine chemicals) experienced consistent growth over 2020, and 2021.&nbsp;</p>
<p>The FMCG sector &ndash; particularly cleaning and hygiene chemicals and those companies supplying raw materials to them &ndash; has also been incredibly active. This is no doubt due to increased demand for such products in domestic and industrial environments.</p>
<p>However, candidate demand is strained by ongoing supply chain issues due to global disruptions including a post-pandemic manufacturing landscape, and the war in Ukraine.</p>
<p>At SRG, we have also seen a steady increase in demand for candidates in the polymer and materials sectors, where recovery remains consistent due to wider industry requirements.</p>
<h3><strong>&nbsp;</strong></h3>
<h2><strong>Key hiring challenges in chemicals today</strong></h2>
<p>The main challenge is (and will continue to be) finding the right talent.</p>
<p>With the sector's need for agile scaling, competition for talent remains fierce. Attracting the right individuals and moving quickly enough to keep them engaged will increasingly be a strategic priority for hiring managers.</p>
<p>With the chemicals recruitment market becoming increasingly candidate-led, people can now afford to be more selective about where they move. Indeed, most candidates will be involved in four or five recruitment processes, with potentially two or three offers already on the table.</p>
<p>As employee responses to SRG&rsquo;s annua<strong>l&nbsp;<a href="../../../../../../insights/guides-and-reports/2022-global-science-employment-report" target="_blank" rel="noopener noreferrer">Global Science Employment Report</a></strong>&nbsp;demonstrates, flexible or agile working is recognised as crucial to overall job satisfaction levels (even before the pandemic). Chemicals companies that can offer some form of flexible working for employees &ndash; when practicable, of course &ndash; will therefore stand out to candidates.</p>
<p>This comes with one major caveat: with most chemicals work being laboratory-based, offering&nbsp;<strong><a href="../../../../../../blog/the-benefits-of-hybrid-working-in-the-laboratory" target="_blank" rel="noopener noreferrer">flexible working in the laboratory</a></strong>&nbsp;requires striking a balance with operational efficiency.</p>
<p>&nbsp;</p>
<h2><strong>Factors to consider when looking for chemicals talent</strong></h2>
<p>Aside from forcing salaries up, the rising number of vacancies is casting a spotlight on factors such as flexibility,&nbsp;<strong><a href="../../../../../../blog/are-flexible-benefits-enough-to-attract-and-keep-top-talent" target="_blank" rel="noopener noreferrer">benefits</a></strong>, working environment, and progression prospects. Companies therefore need to consider what makes them attractive when hiring.</p>
<p>If you&rsquo;re a HR director within the sector, you&rsquo;ll need to keep recruitment processes moving forward without big gaps between interviews, and, crucially, temper expectations when it comes to the calibre of candidate that your company is able to attract.</p>
<p>Waiting for the perfect technical fit in the current climate could mean waiting forever. In the long run, it may prove more cost-effective and beneficial to target people based on cultural fit, and then invest in upskilling and training to hone their technical capabilities.</p>
<p>&nbsp;</p>
<h2><strong>What to expect in the near future</strong></h2>
<p>Based on recent hiring trends and common industry talking points,&nbsp;<strong><a href="../../../../../../blog/3-ways-environmental-chemists-are-using-a-circular-economy-to-save-our-planet" target="_blank" rel="noopener noreferrer">sustainability is going to be a huge driver</a></strong>&nbsp;as companies of all sizes strive to tackle the ongoing climate crisis.</p>
<p>A domino effect is taking place. As more firms in the region adapt to societal trends and evolving industry standards, larger multinationals are beginning to streamline their supply chains and select chemical suppliers based on their sustainability credentials.</p>
<p>This sustainability drive can also be seen in companies switching their attention to Green Chemistry, which involves cleaner energy production (hydrogen evolution), bio-produced chemicals, plant-based chemicals, recycled plastic, and the commercialisation of bi-products.</p>
<p><strong>&nbsp;</strong></p>
<h2><strong>Forging a career in chemicals</strong></h2>
<p>Even before COVID, the chemicals industry was a major contributor to the UK economy and a key part of the country&rsquo;s manufacturing output. Post-COVID, chemical companies in the North West have continued to expand despite logistical hurdles, demonstrating just how crucial the industry is to society.</p>
<p>The robust and innovative nature of the sector means constant change and technological advances are inevitable, creating a genuinely exciting and dynamic environment for scientists to learn from and contribute to at any stage of their career. Chemicals is unlikely to disappear anytime soon, so offers real longevity for STEM graduates entering the job market.</p>
<p><em>This article is based on an interview with Faye that originally appeared in Chemicals North West&rsquo;s Elements magazine. You can read the original version&nbsp;<a href="https://www.cia.org.uk/Portals/2/Elements%20copies/Autumn%202021/SRG%20-%20An%20interview%20with%20Faye%20Allison,%20Team%20Leader%20for%20Chemicals%20North.pdf?ver=2021-08-27-102415-150" target="_blank" rel="noopener noreferrer">here</a></em><em>.</em></p>
<p><a class="button" href="../../../../../../insights/guides-and-reports/modernising-the-chemicals-industry-and-addressing-the-skills-gap" target="_blank" rel="noopener noreferrer"><strong>Click here to get SRG's guide to modernising the chemicals industry &gt;</strong></a></p>

Explore the current state of the North West chemicals sector - the largest UK regional hub of its kind.

A Guide to the North West Chemicals Industry

<p>Petrochemical engineering has a pretty bad reputation in the UK. Seen as the scourge of global warming, there are not many health or eco-conscious people who would rush to defend petrochemicals. After all, the word itself &mdash; made up of petrol and chemicals &mdash; finds two words demonised to the nth degree. But the petrochemical industry has a surprisingly positive impact on the world.<br><br>For starters, most of the world around us is made up of petrochemicals. It isn&rsquo;t just the petrol that power ambulances &mdash; enabling them to transport critically ill patients to hospital. Petrochemicals are everywhere.</p>
<p>According to Petrochemicals Europe,&nbsp;<strong><a href="https://www.petrochemistry.eu/mediaroom/petrochemicals-make-things-happen/#:~:text=Petrochemicals%20make%20things%20happen.,more%20are%20based%20on%20petrochemicals." target="_blank" rel="noopener noreferrer">95% of all manufactured goods use petrochemical engineering</a></strong> in some form. From your iPhone to recycling bins, to wind turbines, petrochemicals find themselves in some surprising products.<br><br>But what about healthcare? You may be surprised to hear that they have a huge impact in this industry too. From petri dishes to antibiotics your chances of living a long healthy life may be much worse without the petrochemical industry.</p>
<p>Read on to discover five examples of useful materials produced by the petrochemical industry for healthcare...</p>
<h2>5 examples of petrochemical products in healthcare&nbsp;</h2>
<h3>Penicillin</h3>
<p>Nearly all of us at some point in our lives have used penicillin. Discovered by Alexander Fleming in 1928, Penicillin has become one of the most prescribed drugs in the world. From pneumonia to meningitis, gonorrhea to syphilis, penicillin can be used to treat almost all common bacterial infections. But without petrochemicals, the penicillin prescribed by your doctor today wouldn&rsquo;t be as effective.<br><br>Both phenol and cumene, two petrochemicals, are used in the production of modern penicillin. They are used as a preparatory substance to create semisynthetic penicillins. Before this process was first introduced, penicillin was far less stable and bioavailable. Thanks to petrochemicals, they can now be produced in scale to meet the needs of the world&rsquo;s previously fatal bacterial infections and support in the fight against the<strong><a href="../../../../../../blog/avoiding-the-antibiotics-apocalypse---options-for-action" target="_blank" rel="noopener noreferrer">&nbsp;antibiotics apocalypse.</a></strong></p>
<h3>Artificial limbs</h3>
<p>Throughout history, artificial limbs &mdash; also called prosthetics, have helped people who have lost limbs. Even as far back as ancient Egypt, people were using artificial limbs. Though it was only through the use of petrochemicals that artificial limbs became widely available to the public.<br><br>Today, nearly all prosthetics use plastic derived from petrochemicals. The most common plastics used today are polyethylene, polypropylene, and polyurethane. Through vacuum forming and injection moulding, prosthetists can form accurate replicas of bodily limbs. Without petrochemicals, people would face significant mobility barriers that otherwise could be cheaply, and easily mitigated against.</p>
<h3><strong>AIDS and cancer drugs</strong></h3>
<p>Two of the most serious and recognisable medical conditions are AIDS and cancer. These two conditions are so widely prevalent that we all are likely to have been aﬀected by them in some way.<br>&nbsp;<br>Without petrochemicals, some of the drugs used to treat cancer would have limited efficacy. It is also possible that they would be too expensive to produce and buy.<br><br>Petrochemical resins are used in the process of purifying drugs that treat AIDS and cancer. Not only does their use make drugs cheaper to the NHS and other healthcare systems, but they simplify the manufacturing process &mdash; making it easier to produce lifesaving drugs and treatments en masse.</p>
<h3>Syringes and IV drips</h3>
<p>All plastics in existence are made from petrochemicals. But disposable syringes and IV drips might just be the most important in healthcare. Without these, there would be a potential increase in contamination and disease. Charles Rothauser first invented the world&rsquo;s first plastic-based disposable syringe in 1949. Without that breakthrough, who knows how many people would have contracted diseases through cross-contamination.<br><br>It&rsquo;s not just syringes and IV drips that owe something to petrochemical engineering in surgeries across the UK. Orthopaedic devices, Petri dishes, artificial corneas, and hearing aids are almost always made from plastics derived from petrochemicals.</p>
<h3>Insect repellants</h3>
<p>Though insect repellants might not seem as vital to society as cancer treatments and penicillin, they improve millions of people&rsquo;s lives across the globe. In fact, they are more vital than you may think &mdash; especially in developing countries. Insect repellants help prevent and cure many insect-borne diseases. From malaria, to Lyme disease to river blindness, petrochemical-derived insect repellants save lives.<br><br>Even in the UK, insect repellants have an impact. That mosquito spray you take on holiday with you &mdash; that&rsquo;s derived from petrochemicals. Though you might have thought petrochemicals just powered your car, they power almost everything in society.</p>
<h3>To sum up&hellip;</h3>
<p>Petrochemical engineering might have a bad name. But it isn&rsquo;t the negative force it&rsquo;s often made out to be. There is no doubt that the future of our planet demands improved fossil fuel management, but petrochemicals will play a part alongside this in the drive towards a more sustainable, healthier future.</p>
<h2>Ready to power the future of petrochemicals?</h2>
<p>SRG have over 30 years of experience connecting leading scientific organisations and candidates across the globe.</p>

We explore the positive impact the petrochemical industry is having on the wider healthcare industry.

How Healthcare is Inspiring the Future of the Petrochemicals Industry

<p>Pharmaceutical careers involve working at the threshold of medical innovation &ndash; whether your job is within drug development, leadership, or advertising, there&rsquo;s a role where every skill set can make an impact on the wider world of health.</p>
<p>In the UK, the pharmaceutical industry adds the most value per employee to the UK economy over any other sector, delivering<strong><a href="https://www.abpi.org.uk/facts-figures-and-industry-data/" target="_blank" rel="noopener noreferrer">&nbsp;&pound;40.7 billion in turnover with just 66,000 employees across the country</a></strong>.&nbsp;</p>
<p>As a result, the pharmaceutical sector is well-funded by the government and is expanding fast across the nation. In the North of England, and the Golden Triangle, <strong><a href="https://www.srgtalent.com/blog/can-the-north-compete-with-the-golden-triangle-for-science-opportunities" target="_blank" rel="noopener noreferrer">pharmaceutical superclusters</a></strong>&nbsp;provide ample opportunity for scientific candidates to forge a successful career.&nbsp;</p>
<p>The question is, what type of pharmaceutical career is most likely to empower your success?</p>
<p>In this article, we&rsquo;ll explore the two core career tracks in pharma, and provide actionable advice to help inform and optimise your career decisions.</p>
<p>Read on to discover:</p>
<ul>
<li>What types of jobs there are in pharma</li>
<li>How to assess whether a technical or commercial role is right for you</li>
<li>Career pathways in the pharmaceutical industry</li>
</ul>
<p>&nbsp;</p>
<h2>What types of jobs are there in pharma?</h2>
<p>When working with pharmaceutical candidates, whether they&rsquo;re a graduate or an established professional, we assess whether they feel they&rsquo;re in the right role.&nbsp;</p>
<p>The core role types in pharma fall into two categories:&nbsp;</p>
<ul>
<li>Technical &ndash; Includes: quality assurance, formulation, analysis, drug development</li>
<li>Commercial &ndash; Includes: project management, sales, business development</li>
</ul>
<p>Technical roles focus on getting a product through&nbsp;<strong><a href="https://www.srgtalent.com/blog/5-drug-discovery-and-development-challenges-and-how-to-solve-them" target="_blank" rel="noopener noreferrer">drug development</a></strong>&nbsp;and are often responsible for some aspect of the technical delivery of a product.&nbsp;</p>
<p>Meanwhile, commercial roles tend to be client-facing and involve representing the company. This can include communicating with stakeholders about services and offerings, as well as working with suppliers and partners to deliver the commercial aspect of a project.&nbsp;<br><br></p>
<h2>How to assess whether a technical or commercial role is right for you</h2>
<p>When choosing between a technical or commercial career path, it&rsquo;s important to establish your key drivers in the workplace. What specifically do you enjoy at work? Are you motivated by technical delivery and project completion? Or are you more interested in working directly with people and speaking to customers?&nbsp;</p>
<p>To help support your understanding, we&rsquo;ve put together two checklists with just a few of the key attributes needed for a successful career in both areas.&nbsp;</p>
<h3>The key attributes of a successful commercial candidate include:</h3>
<ul>
<li>Motivated by KPIs and objectives</li>
<li>Interested in company performance</li>
<li>Interested in the commercial aspects of a product</li>
<li>Strong communicator</li>
<li>Motivated by stakeholder interaction</li>
</ul>
<h3>The key attributes of a successful technical candidate include:</h3>
<ul>
<li>Motivated by a structured work environment</li>
<li>Motivated by recognition for product delivery</li>
<li>Interested in working in a lab environment</li>
<li>Interested in being immersed in technical product delivery</li>
</ul>
<p>When assessing the key drivers behind your career motivations, it&rsquo;s important to consider things from a broader perspective, away from the direct job requirements. If you&rsquo;re moving on from a previous role, take the time to identify what it is about your current job that&rsquo;s inciting you to leave &ndash; whether it be location, company culture, or salary.</p>
<p>For those starting out in their career, think through what environment motivates you most, and assess whether that&rsquo;s reflected by your target organisation&rsquo;s company culture. Alongside this, consider what salary most suits your requirements and education level, as well as what location suits your long-term goals.</p>
<p>Pharmaceutical candidates looking for a greater salary often turn to commercial roles, where target-driven incentives offer the chance to earn a greater salary. Meanwhile, scientists looking for a more hands-on approach to scientific innovation often turn towards more technical positions and build their salary through their experience.</p>
<h2>Career pathways in the pharmaceutical industry</h2>
<p>In my experience as a pharmaceutical recruitment consultant, I&rsquo;ve found that as people working in technical roles progress, their careers naturally steer towards a more commercial role as stakeholder interaction increases with seniority.&nbsp;</p>
<p>Many professionals in technical roles develop their careers as managers and eventually progress upwards into work as a director &ndash; at which point their previously technical role evolves and becomes both commercial and technical.</p>
<p>For those that are dedicated to a technical career, senior technical experts in pharma tend to eventually become subject matter experts in a core specialism. As a technical expert, roles can be more competitive and harder to come by depending on the core specialism, but with the right expertise, often comes a lucrative salary, and a strong career trajectory.&nbsp;</p>
<p>In terms of forging a commercial career, the journey from a technical to a commercial role is common, and often quite seamless. However, if you&rsquo;re away from the hands-on work environment a technical role offers, it can be more challenging to make the transition back to a technical role after some time working in an operational position (this is not to say that it&rsquo;s impossible, but it is uncommon).</p>
<p>When making the transition from a more commercial role to a technical role, I would advise increasing your exposure to as much technical work as possible. In your interview, it&rsquo;s important to reflect your drive and motivation with examples where you can show that you&rsquo;ve worked to establish yourself as a technical subject matter expert.&nbsp;<br><br></p>
<h2>Accelerate your career in Pharma with SRG</h2>
<p>At SRG, we have over 30 years of experience helping candidates across the globe establish successful scientific careers in the pharmaceutical industry.</p>
<p>View <a href="https://www.srgtalent.com/jobs">our latest jobs</a> in pharma below to find your next opportunity.</p>

Strengthen your pharmaceutical career trajectory with expert advice from Behruz Sheikh, Sector Head at Search by SRG

Pharmaceutical Careers - What type of role is right for you?

A great science cover letter is an essential part of the job application process. In this guide, we'll show you how to make your cover letter resonate with hiring managers.

How to write a successful cover letter for science jobs

<p>I recently attended the&nbsp;<strong><a href="https://www.lifescienceintegrates.com/medtech-integrates-agenda-2022/" target="_blank" rel="noopener noreferrer">London MedTech Integrates event</a></strong>, where&nbsp;<strong><a href="https://www.srgtalent.com/blog/top-3-disruptive-technologies-shaping-the-future-of-digital-health">emerging and current trends across MedTech&nbsp;</a></strong>were being actively discussed. In this article, I delve into the key themes and findings the talk &lsquo;Regulation, Regulation, Regulation&rsquo; covered. The talk itself was facilitated by Stephanie Caird, Mills &amp; Reeve, and included a panel of Steve Lee and Phil Brown from ABHI, Sandeep Konduru, CEO of Remcare, Samantha Westgate, CEO of Perfectus Biomed Group, and Nick Hex, YHEC.</p>
<p>Despite not being a regulatory professional, as a specialist regulatory recruiter, I actively keep myself informed on current challenges, trends, and the future potential of the regulatory landscape in Medtech. As an industry-specific discussion, the talk I attended provided a valuable insight into the most current and influential trends surrounding regulations in the MedTech industry.</p>
<p>Keep reading to find out more about:</p>
<ul>
<li>The challenges surrounding regulatory approval</li>
<li>Opportunities for competitive advantage in the UK</li>
<li>Key considerations for regulatory approval</li>
</ul>
<h2>The challenges surrounding regulatory approval</h2>
<p>The challenges companies face when trying to gain regulatory approval was the first topic approached by the panel.</p>
<p>Sandeep Konduru started off by discussing his own company&rsquo;s experience; the Remcare product is a patient-based smartphone app that allows remote collection of clinical data and patient communication. Different geographical markets classify this product differently. In some markets this could be classified as a medical device, and in others it may not be. This is something that can affect whether a company decides to launch their product in a certain market and illustrates the importance of a broad awareness of global regulatory requirements.</p>
<p>This led on to a discussion about cost of gaining regulatory approval. The regulatory approval process can cost a company a lot of time and money, and implementation is complex.&nbsp;</p>
<p>While the MHRA can provide regulatory advice, there are still gaps in the access to advice, especially for smaller companies. Over the last 15-20 years,&nbsp;<strong><a href="https://www.srgtalent.com/blog/preparing-for-the-ivdr-changes---advice-for-ivd-manufacturers">regulatory requirements have undergone an immense transformation</a></strong>, and the cost and resources needed to gain these approvals continue to escalate. The panel touched on methods to manage rising costs by reframing regulatory compliance as a business process and holistically planning regulatory pathways from the inception of a product&rsquo;s development.&nbsp;</p>
<p>Regulatory pathways are multifaceted and fundamentally complex, with factors including different classifications and market requirements, meaning companies need to thoroughly consider their direction. Often companies choose to target the hardest markets first as these require a lot more data and evidence, which can then be used for other markets. This process can help avoid duplication and improve cost efficiency</p>
<p>An additional challenge that arose from this discussion was, &lsquo;How can a company see regulatory approval as a value add instead of a cost?&rsquo;</p>
<p>In response, the panel developed their point on seeing regulatory approval as an essential business process to product development. If a company starts thinking about regulatory approval right from the beginning, they can factor in it little by little, and the overall cost can be minimised.&nbsp;</p>
<p>The panel also informed the audience that the MHRA have released a consultation on their fees to seek the views of stakeholders on proposals for changes to the Medicines and Healthcare products.</p>
<p>Regulatory Agency&rsquo;s statutory fees. This could mean a decrease in their fees, enabling their advice to be more accessible and affordable.</p>
<h2>Opportunities for competitive advantage in the UK</h2>
<p>Making the UK a more attractive market, especially after Brexit, was something that the entire panel agreed on as a core priority across MedTech. The UK is considered a prime location for Clinical Evaluation Reports by the US, providing an example of a good opportunity to maximise. It was suggested that MedTech companies across the UK should align their focus on creating easy to tap in innovation hubs for clinical evaluation.&nbsp;&nbsp;</p>
<p>The recent MDR transition has been a big focus for many companies recently, with a lot of time, money and resource spent on becoming compliant.&nbsp;</p>
<p>But has this acted as a barrier to innovation?&nbsp;</p>
<p>The panel suggested that there is an opportunity for the UK to establish a framework for innovation, which, in turn, could lead to R&amp;D professionals feeling more supported. Additionally, investing in and developing software and algorithms to make key data more accessible could act as an additional route to minimising the negative impact of regulatory approvals on innovation.</p>
<p>Making the MDSAP acceptable in the UK was another route highlighted in the talk to improve the competitivity of UK-based MedTech organisations. The MDSAP currently benefits many companies as it allows the conduct of a single regulatory audit of a quality management system that satisfies the requirements of multiple regulatory markets. The MDSAP is currently employed across the US, Australia, Brazil and Canada. Implementing the MDSAP in the UK could pave the way forward for a more harmonised global pathway to regulatory approval. The panel implied that there are currently aims to facilitate regulatory approval across multiple markets, but a definite route is yet to be established.&nbsp;<br><br></p>
<h2>Key considerations for regulatory approval</h2>
<p>Following on from the above, the panel then collaboratively outlined key considerations for medical device companies surrounding regulatory approval and requirements - these were as follows:</p>
<ul>
<li>Plan out a regulatory pathway. Consider the following: What evidence is needed? What does the evidence mean? How do you intend to get the evidence?&nbsp;</li>
<li>Consider the practical aspects. What funding do you need? How do you intend to get the funding? What is the time scale for this project?</li>
<li>Decide on your markets. Where first? What data and evidence does each market require?&nbsp;</li>
<li>Think back to the product. Understand what the product is and why it is helpful. Relate to patient outcomes and improving care.</li>
<li>Finally, consider your data collection &ndash; it&rsquo;s essential that data collection is not over-complicated.&nbsp;</li>
</ul>
<h2>Conclusion</h2>
<p>With the discussion lasting just 50 minutes, an impressive number of challenges, opportunities, and future considerations were covered. It remains evident that achieving regulatory approval for the MedTech industry has reached a crucial pinnacle where costs and requirements face significant tension. As requirements become increasingly more stringent, organisations are having to invest more resources to achieve approval.</p>
<p>As I reflect back on the discussion, my main takeaway is that companies need to proactively consider regulatory costs and factor them into projects and overarching plans in the same way as other business processes. In today&rsquo;s ever-evolving market, organisations must remain informed and flexible to ensure that regulatory approval works to reinforce, rather than hinder, innovation and business continuity.</p>
<p>Considering the regulatory landscape from a recruiter&rsquo;s perspective, while more consistent regulatory requirements would positively impact organisations, would this trend reduce the number of regulatory professionals required? Will medical device manufacturers no longer require internal regulatory departments and instead turn to consultancies and contractors to achieve approval in all markets?</p>
<p>While a holistically streamlined future remains a distant hope, current trends indicate upcoming shifts across the regulatory market that could see more companies achieving competitivity by reframing their regulatory processes.<br><br></p>
<h2>Looking to expand your regulatory team?</h2>
<p>At SRG, we have over three decades of experience in supporting businesses operating across STEM to hire scientific talent. Our dedicated consultants have established talent networks across specialist areas to help you grow at scale in the most efficient way possible.</p>

Get expert-led insight into the current, and emerging challenges and opportunities surrounding MedTech regulations with Amy Maclure, Associate Consultant at SRG.

MedTech Regulations: The Opportunities and The Challenges

<p>Formulation chemists manage and enhance the formulation of critical components in manufactured products, enabling the creation of an array of essential goods across multiple industries, from pharma and industrial chemistry all the way through to oil and gas, farming and FMCG.</p>
<p>Rather than focusing on the design and dynamics of chemical reactions, formulation chemists focus on what components go into a product, as well as the order and method in with they are combined. These components are not reactive with each other, but each ingredient will have a function in producing an effective and viable end product. The formulation process provides the foundation for effective scale up and manufacture, and successfully managing this process as a formulation chemist takes a creative and experimental mind-set to proactively ensure that methods and ingredients are fully optimised.&nbsp;</p>
<p>Examples of formulations include cosmetics, cleaning products, adhesives, paints, pharmaceutical products, beverages, nutraceuticals, elastomers, lubricants, fuels, pesticides, herbicides and many more.</p>
<p>In this article, we&rsquo;ll delve behind the job title, and explore the roles and responsibilities surrounding working as a formulation chemist, as well as the benefits and opportunities.</p>
<p>Keep reading to find out:</p>
<ul>
<li>What do formulation chemists do?</li>
<li>5 benefits of working as a formulation chemist</li>
<li>How to become a formulation chemist</li>
</ul>
<p>&nbsp;</p>
<h2>What does a formulation chemist do?</h2>
<p>A formulation is a mixture of chemicals with desired characteristics for a particular application &ndash; these could be powders, liquids, semi-solid (e.g. cream, gel) or solid forms.&nbsp; Formulation chemists are usually based in the laboratory and are employed to create new formulations or improve existing formulations to meet desired criteria. They accomplish this by conducting a series of experiments to establish the best ingredients and method to create the required formulation in the most cost-efficient, effective and safe way. This often involves trial and error, but can also be supported by computer modelling to predict the properties of a particular combination of ingredients.</p>
<p>Given the wide breadth of industries formulation chemists work across, they often receive training-in-role to reinforce a strong understanding of the specific end-product the manufacturing process is set to create, as well as the ingredients and mixing methods most commonly used in that industry.&nbsp;</p>
<p>Formulation chemists also play an important role when it comes to understanding and optimising aspects such as shelf-life, biodegradability, texture, adhesion, weather-resistance, rheology and environmental impact. This requires testing, for example, over time or under certain conditions, as well as good knowledge of surface chemistry, colloidal science and thermodynamic changes that can take place during the mixing process.&nbsp;</p>
<p><strong>The responsibilities of a formulation chemist can include:</strong></p>
<ul>
<li>Designing and conducting experiments to develop new or improve existing products</li>
<li>Precisely weighing&nbsp;</li>
<li>Creating prototypes for further research, testing and application or clinical trials</li>
<li>Assessing rheology, viscosity, stability, compatibility, efficacy in lab-based tests</li>
<li>Analysing data from testing to adapt formulation recipes as required</li>
<li>Maintaining awareness of relevant regulatory and safety requirements</li>
<li>Supporting the scale-up of product to manufacturing scale</li>
<li>Providing technical support to customers or production teams</li>
</ul>
<p>&nbsp;</p>
<h2>5 benefits of working as a formulation chemist</h2>
<p>&nbsp;</p>
<h3>1.&nbsp;An active role in the development of new products</h3>
<p>Formulation chemists create the recipes that underly the success of an end-product. The ingredients used, and the ways in which they are combined to maximise their impact and efficacy are determined, managed, and improved by formulation chemists.</p>
<h3>2.&nbsp;Ample opportunity for creativity&nbsp;</h3>
<p>Creative thinking surrounding formulation is actively encouraged within this discipline. New ways to progress, and continually improve the product you work on will often be part of your daily work, meaning you have plenty of scope to think outside of the box and experiment.</p>
<h3>3.&nbsp;Flexibility to work across industries</h3>
<p>While many formulation chemists specialise in a specific industry, or formulation area, the role itself is critical to effective innovation and product development in many industries. This means that if you find yourself drawn to another area, as long as you have some experience and expertise, your skills will largely be transferable, enabling you to flexibly develop your career over time.</p>
<h3>4.&nbsp;Have a tangible impact on driving sustainability</h3>
<p>Sustainable manufacture is becoming increasingly vital to organisations across the globe. Working as a formulation chemist can mean having a direct and active influence on the ingredients and methods used to develop products &ndash; enabling more sustainable choices.&nbsp;</p>
<h3>5.&nbsp;Scope for working with cutting-edge technology</h3>
<p>As Industry 4.0 gains precedence across manufacture, formulation chemists are experiencing better access to predictive modelling technology to improve formulations. From predicting polymer properties to computational fluid dynamics (CFD), formulation chemistry is on the verge of a digital revolution that promises better accuracy, and improved formulation development.<br><br></p>
<h2>How to become a formulation chemist</h2>
<p>A Bachelor of Science degree in Chemistry is typically the baseline requirement for working as a formulation chemist. In the best-case scenario, this degree should also be supplemented by A-levels or equivalent qualifications in chemistry, or a chemistry related subject. Not all degree courses include specific modules on formulation chemistry, but you can gain a good understanding of colloidal science, solubility, thermodynamics, phase interactions, surface chemistry and solutions, dispersions, emulsions and suspensions from most Chemistry degrees.</p>
<p>Some universities also offer Master&rsquo;s programmes in Formulation Chemistry which can help prepare you with the specific skills, and lab-based experience, to help you towards a career as a formulation chemist.</p>
<p>To truly succeed in your role, it&rsquo;s important to cultivate the following skills alongside your academic accreditation:</p>
<ul>
<li>Verbal communication skills</li>
<li>Critical thinking</li>
<li>Problem-solving</li>
<li>Analytical thinking</li>
<li>Patience</li>
<li>Precision</li>
<li>Attention to detail</li>
<li>Ability to collaborate effectively</li>
</ul>
<h3>Watch the video below to hear more about what to expect from a career in formulation chemistry from a Formulation Chemist &ndash;&nbsp;</h3>
<div class="flex-video widescreen"><iframe class="optanon-category-C0004 " src="https://www.youtube.com/embed/xksCpxaiJYE" width="640" height="360" frameborder="0"></iframe></div>
<p><br><strong>About the author:&nbsp;</strong>Faye Allison specialises in finding scientists and technical talent for the chemical and materials industries, from purely R&amp;D to analytical testing to manufacturing.&nbsp;<br>Supporting start-ups and spin-outs as well as SMEs and multinational business, typical roles Faye recruits for include: Development Chemists, Synthetic Chemists, Material Scientists, Research Scientists, Analytical and QC Chemists, Laboratory Technicians, Microbiologists, Technical Leaders/Managers and other similar technical or laboratory associated roles.<br><strong><a href="https://uk.linkedin.com/in/fayeallison" target="_blank" rel="noopener noreferrer">Click here to connect with Faye on Linkedin</a></strong></p>

Explore what working as a formulation chemist is really like with expert advice and insights from Faye Allison, Head of Chemicals at SRG

5 Benefits of Working as a Formulation Chemist

<article class="blog-article">
<div class="blog-article-body">
<p>Home to 4 of the world&rsquo;s top 10 universities across London, Cambridge and Oxford, the Golden Triangle is one of the UK&rsquo;s most widely recognised life science clusters and the recipient of&nbsp;<strong><a href="https://onenucleus.com/life-science-start-report-2022-launched-wapg-and-jll" target="_blank" rel="noopener noreferrer">83% of life sciences investment.&nbsp;</a></strong></p>
<p>Meanwhile, the &lsquo;Northern Powerhouse&rsquo; continues to expand in the North with world-class science facilities, Europe&rsquo;s biggest cancer treatment centre, and key complex medicine manufacturing organisations.&nbsp;</p>
<p>The government coined term &lsquo;Northern Powerhouse&rsquo; is far more generalist than the &lsquo;Golden Triangle&rsquo; and refers to 12 areas across the North of England, including Cheshire and Warrington, Cumbria, Greater Manchester, Humber, Lancashire, Leeds City Region, Liverpool City Region, North East, Sheffield City Region, Tees Valley, York, North Yorkshire and East Riding.</p>
<p>With the breadth of the area and all of this innovation, it&rsquo;s easy to see how the Northern Powerhouse is generating&nbsp;<strong><a href="https://www.investinmanchester.com/media-and-events/industry-news/2021/8/13/dit-to-promote-key-north-west-life-science-cluster-as-a-high-potential-opportunity-location-for-health-innovation-for-healthy-ageing-to-investors-in-177-countries-a2909" target="_blank" rel="noopener noreferrer">&pound;80.7 billion of annual economic value.&nbsp;</a></strong></p>
<p>But just how competitive is the Northern Powerhouse for life sciences in comparison to the long-established Golden Triangle?</p>
<p>Read on to find out:</p>
<ul>
<li>What is a supercluster</li>
<li>3 differences between the northern powerhouse and the golden triangle</li>
<li>Northern life science pioneers leading the way</li>
</ul>
<p>&nbsp;</p>
<h2>What is a supercluster?</h2>
<p>UK superclusters in life sciences combine industry and investors (both global and government-based) with research, academia, and manufacturing to drive economic progress and accelerate innovation.&nbsp;</p>
<p>Superclusters act as a bridge between places and national strategies, facilitating collaboration, growth and investment under a recognisable brand that can be promoted on a global scale.&nbsp;</p>
<p>In the UK,&nbsp;<strong><a href="https://www.gov.uk/government/publications/levelling-up-the-united-kingdom">the &lsquo;Level Up&rsquo; initiative</a></strong>,&nbsp;<strong><a href="https://www.gov.uk/government/publications/life-sciences-vision" target="_blank" rel="noopener noreferrer">Life Sciences Vision</a></strong>, and&nbsp;<strong><a href="https://www.gov.uk/government/news/government-announces-plans-for-largest-ever-rd-budget" target="_blank" rel="noopener noreferrer">2.4% R&amp;D investment target</a></strong>&nbsp;are all examples of government strategies linked to enabling the success of superclusters.</p>
<p>Successful superclusters have a formal cluster development organisation that funds this place-based development in the life sciences.</p>
<p>Formal cluster developments can benefit chosen areas in many ways.&nbsp;</p>
<ul>
<li>They are focused on world-class assets</li>
<li>By acting ambitiously they can compete globally</li>
<li>They attract public and private investment</li>
<li>They act as an entry point for innovators in a region</li>
</ul>
<h2>3 differences between the Northern Powerhouse and the Golden Triangle</h2>
<h3>1.&nbsp;Science workspace</h3>
<p>While London, Cambridge and Oxford are often described as the dominant cluster of the UK in terms of investment and capital raising,&nbsp;<strong><a href="https://pdf.euro.savills.co.uk/uk/commercial---other/life-sciences---trends-and-outlook-january-2021.pdf" target="_blank" rel="noopener noreferrer">a report from Savills</a></strong>&nbsp;reveals that the areas suffer from a lack of science workspaces like laboratories to accommodate organisational demand when headcount rises.&nbsp;</p>
<p>Meanwhile, in the North organisations benefit from the ability to expand into readily available scientific workspaces, laboratories, and science parks including the UK&rsquo;s largest single-site science campus, Alderley Park. (https://www.alderleypark.co.uk/)&nbsp;</p>
<h3>2.&nbsp;Cost of living</h3>
<p>Living in the Golden Triangle is costly &ndash; London alone is the most expensive place to live in the UK, with average bills of&nbsp;<strong><a href="https://www.independent.co.uk/property/living-in-the-south-costs-ps3-000-more-than-the-north-9525950.html#:~:text=Unsurprisingly%2C%20London%20tops%20the%20list,per%20year%20on%20average%20respectively." target="_blank" rel="noopener noreferrer">&pound;11,536</a></strong>. The South East including Oxford and Cambridge is in second place, costing citizens an average cost of&nbsp;<strong><a href="https://www.independent.co.uk/property/living-in-the-south-costs-ps3-000-more-than-the-north-9525950.html#:~:text=Unsurprisingly%2C%20London%20tops%20the%20list,per%20year%20on%20average%20respectively." target="_blank" rel="noopener noreferrer">&pound;11,317 for bills.&nbsp;</a></strong></p>
<p>Meanwhile, the North of England is second only to South Wales in terms of the cheapest places to live in England. The average cost of bills in the North of England pales at&nbsp;<strong><a href="https://www.independent.co.uk/property/living-in-the-south-costs-ps3-000-more-than-the-north-9525950.html#:~:text=Unsurprisingly%2C%20London%20tops%20the%20list,per%20year%20on%20average%20respectively." target="_blank" rel="noopener noreferrer">&pound;8,540 a year</a></strong>&nbsp;&ndash; a stark contrast from the prices across the Golden Triangle.</p>
<p>As the cost-of-living soars across the UK, improved prices in the North incentivise organisations, and candidates alike to establish scientific activities and careers away from the Golden Triangle.<br><br></p>
<h3>3.&nbsp;Investment</h3>
<p>The North and South of the UK have a long-standing divide in terms of equitable investment across industries, including life sciences.</p>
<p><strong><a href="https://www.ippr.org/news-and-media/press-releases/north-of-england-receives-less-than-half-the-life-science-investment-made-in-south-reveals-ippr" target="_blank" rel="noopener noreferrer">Recent analyses&nbsp;</a></strong>show that the North of England receives &pound;4 billion less investment into health R&amp;D than the South. To put this figure in perspective, the South receives &pound;168 health R&amp;D investment per person, compared to just &pound;72 per person in the North.&nbsp;</p>
<p>This disparity is on its way to being unravelled following the government&rsquo;s release of the &lsquo;Level Up&rsquo; whitepaper, where the investment differences in the North and South were highlighted, and partially addressed.&nbsp;</p>
<p>Despite investment inequity, the Northern Powerhouse is on its way to establishing its new routes into funding following research success.&nbsp;</p>
<p><strong><a href="https://www.timeshighereducation.com/news/ref-2021-research-excellence-framework-results-announced" target="_blank" rel="noopener noreferrer">The 2021 Research Framework&nbsp;</a></strong>awarded several universities across the North funding boost after significant performance improvements. Manchester, Liverpool, and Northumbria University were among the awardees in the North.</p>
<p><strong><a href="https://www.timeshighereducation.com/news/ref-2021-research-excellence-framework-results-announced" target="_blank" rel="noopener noreferrer">Jennifer Stergio, Director of Research and Innovation Services at Northumbria University</a></strong>&nbsp;commented on how the results of the award would cement the importance of clusters outside of the Golden Triangle; &ldquo;It&rsquo;s already clear from submission volume data that the North-East will have the largest city-area grouping of researchers outside of London.&rdquo;&nbsp;</p>
<p>Meanwhile, a recent successful joint bid led by Manchester, Cheshire, and Warrington, saw the regions achieving High Potential Opportunity Status for healthy ageing.</p>
<p>The Department for International Trade (DIT) is now promoting the combined regions to international investors looking to design, develop, test, and commercialise diagnostics and early interventions in ageing.&nbsp;</p>
<p><strong><a href="https://www.investinmanchester.com/media-and-events/industry-news/2021/8/13/dit-to-promote-key-north-west-life-science-cluster-as-a-high-potential-opportunity-location-for-health-innovation-for-healthy-ageing-to-investors-in-177-countries-a2909" target="_blank" rel="noopener noreferrer">Lou Cordwell MBE, Chair of Greater Manchester LEP&nbsp;</a></strong>commented on the achievement, &ldquo;the launch of this HPO is an important step in helping Greater Manchester forge new partnerships and attract investment from those at the forefront of health innovation. Our region already has so much to offer &ndash; world-leading research capabilities, access to talent and one of the largest life science clusters in the UK&rdquo;.&nbsp;<br>&nbsp;<br><br></p>
<h2>Northern life science pioneers leading the way</h2>
<p>Delving deeper behind the Northern Powerhouse&rsquo;s regions, we discover the pioneering organisations harnessing the innovative research and manufacturing capability the North has to offer.</p>
<h3>1.&nbsp;Cheshire: Evotec, Cyprotex</h3>
<p><strong><a href="https://www.evotec.com/" target="_blank" rel="noopener noreferrer">Evotec</a></strong>, a drug discovery alliance and development partnership organisation, and its subsidiary&nbsp;<strong><a href="https://www.cyprotex.com/" target="_blank" rel="noopener noreferrer">Cyprotex</a></strong>, in vitro and in silico ADME-Tox services specialist, are both well established in the Alderley Park science campus in Cheshire.&nbsp;</p>
<p>After acquiring Cyprotex in 2016, Evotec relocated Cyprotex&rsquo;s UK operations to Alderley Park to centralise operations and enable continued business growth within the campus.</p>
<p><strong><a href="https://www.evotec.com/en/investor-relations/news/corporate-news/p/cyprotex-an-evotec-company-expands-into-new-uk-facility-at-alderley-park-5434" target="_blank" rel="noopener noreferrer">Dr Mario Polyqka, Chief Operating Officer of Evotec</a></strong>&nbsp;commented on the relocation, &ldquo;Moving to Alderly Park allows for the expansion and consolidation of Cyprotex&rsquo;s UK operations into a first-class scientific facility, which of course will serve to benefit our client base&rdquo;.&nbsp;<br><br></p>
<h3>2.&nbsp;Cheadle: SEDA</h3>
<p><strong><a href="https://www.sedapds.com/" target="_blank" rel="noopener noreferrer">SEDA&nbsp;</a></strong>pharmaceutical development services are undergoing a period of rapid growth.&nbsp;</p>
<p>SEDA&rsquo;s ambitious plans for expansion are reflected in their recent procurement of Cheadle Royal Business Park, which has been completely refurbished and tailored to SEDA&rsquo;s scientific requirements, creating&nbsp;<strong><a href="https://www.sedapds.com/news/seda-facilities-update-we-have-moved-in/" target="_blank" rel="noopener noreferrer">a state-of-the-art foundation for its growth.</a></strong>&nbsp;</p>
<h3>3.&nbsp;Manchester: QIAGEN</h3>
<p><strong><a href="https://www.qiagen.com/us" target="_blank" rel="noopener noreferrer">QIAGEN</a></strong>, a leading global advanced molecular testing solution provider, have recently moved their European Centre of Excellence for Precision Medicine from Manchester Science Park over to Manchester&rsquo;s CityLabs 2.0 &ndash; a brand new genomics campus developed in coalition with Health Innovation Manchester.</p>
<p><strong><a href="https://healthinnovationmanchester.com/news/qiagen-strengthens-uk-footprint-with-move-to-new-manchester-facilities/" target="_blank" rel="noopener noreferrer">Jean-Pascal Viola, Senior Vice President and Head of QIAGEN&rsquo;s Molecular Diagnostics Business Area&nbsp;</a></strong>commented on the transition, &ldquo;From Manchester, QIAGEN has pioneered precision medicine and taken global leadership in co-developing companion diagnostics with pharmaceutical and biotechnology companies to determine the effectiveness of specific drugs in individual patients&rdquo;.</p>
<p><strong><a href="https://healthinnovationmanchester.com/news/qiagen-strengthens-uk-footprint-with-move-to-new-manchester-facilities/" target="_blank" rel="noopener noreferrer">Rowena Burns, Chair of Health Innovation Manchester</a></strong>, said &ldquo;The completion of QIAGEN&rsquo;s move to state-of-art-facilities is a major development for life sciences in Manchester &ndash; and a testament to plans to create a global genomics hub here. Addressing the health needs of local people and contributing to improved diagnosis and treatment of diseases around the world, will create many highly skilled jobs and economic growth&rdquo;.<br><br></p>
<h3>4.&nbsp;North East: QuantuMDx</h3>
<p><strong><a href="https://www.quantumdx.com/" target="_blank" rel="noopener noreferrer">QuantuMDx&nbsp;</a></strong>is a progressive medical technology company based in Newcastle upon Tyne. After starting with just 6 employees, the organisation has flourished over the past few years, with a new move to dedicated HQs, bespoke laboratories, and a new engineering complex in Newcastle&rsquo;s Quayside.</p>
<p><strong><a href="https://investnortheastengland.co.uk/case-studies/quantumdx/" target="_blank" rel="noopener noreferrer">Elaine Warburton, QuantuMDx&rsquo;s CEO</a></strong>&nbsp;said, &ldquo;locating our HQ in Newcastle was a conscious decision. Aside from being a great city with such friendly people and a real buzz, being situated at a leading genetics institution and within the Centre for Life places us at the heart of global DNA-based research. The availability of high-calibre scientific researchers at Northumbria and Newcastle Universities, and the scope for excellent networking opportunities to develop our business internationally, was also a further deciding factor.&rdquo;&nbsp;<br><br></p>
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Looking for the best place for science opportunities in the UK? Keep reading to find out whether the North can compare with the South's Golden Triangle

Can the North Compete with the Golden Triangle for Science Opportunities?

<h3 dir="ltr">Despite a short-term downturn caused by COVID-19 disruption, the sector&rsquo;s resilience and emerging cultural importance will see its value continue to soar in the coming years.</h3>
<p dir="ltr">The initial economic shock of COVID presented an opportunity for medical device companies. For many industry insiders, the main impact of the pandemic on the medtech sector has been the acceleration of trends that were already well underway in the preceding years.&nbsp;</p>
<p dir="ltr">Rapid advancements in AI technology, device connectivity, remote monitoring, and data collection have enabled medtech companies to adequately respond to the demand for critical products such as personal protective equipment (PPE) and ventilators. By being able to quickly scale up R&amp;D and manufacturing efforts, the sector has played a central role in easing the pressure on overstretched healthcare systems.&nbsp;</p>
<h3 dir="ltr"><strong>Opportunity amid disruption</strong></h3>
<p dir="ltr">In many ways, COVID-19 changed everything for the medical device market.&nbsp;</p>
<p dir="ltr">After three straight years of record investment, the pandemic hit the sector&rsquo;s coffers hard. The first half of 2020 saw U.S. revenues decline by 5%, venture capital funding in the sector dropped by 22%, and the total value of non-megadeals fell 44% (EY).</p>
<p dir="ltr">However, the external events of the pandemic have caused a wholesale shift towards business models that allow medtech organizations to properly capitalize on existing trends within the sector. As reported by <a href="https://assets.ey.com/content/dam/ey-sites/ey-com/en_gl/topics/life-sciences/life-sciences-pdfs/ey-pulse-2020-report.pdf" target="_blank" rel="noopener noreferrer">EY</a>:</p>
<p dir="ltr"><em>&ldquo;The rise of connected devices is drawing medtech into the Internet of Things and opening up new opportunities for data-driven improvements in clinical outcomes; growing cost constraints on health care systems; establishing the impetus for providers to assist medtech in reshaping its business models and ecosystem relationships; and seeing patient-consumers&rsquo; increasing demands for a more customer-centred health care experience. These drivers of change were all recognized by the medtech industry prior to 2020.&rdquo;</em></p>
<p dir="ltr">Thanks to these long-term trends, the industry has met the demand for specialist equipment and remained resilient in the face of adversity. Indeed, despite some segments receiving financial blows, other segments such as diagnostics have surged in value and become a major target for investment. And though revenue for the medical device industry has been falling since the start of the pandemic, the sector is expected to slowly recover in the second half of 2021.&nbsp;</p>
<h3 dir="ltr"><strong>The rise of &ldquo;anytime, anywhere&rdquo; healthcare</strong></h3>
<p dir="ltr">The logistical constraints placed on physicians and patients alike have also necessitated a rise in the use of wearable medical devices and virtual technologies &mdash; a trend that will no doubt accelerate further throughout the 2020s.&nbsp;</p>
<p dir="ltr">While the trend of remote care was already in full swing in the 2010s, COVID has taken it to the next level. According to EY, <a href="https://assets.ey.com/content/dam/ey-sites/ey-com/en_gl/topics/life-sciences/life-sciences-pdfs/ey-pulse-2020-report.pdf" target="_blank" rel="noopener noreferrer">95% of physicians have increased their use of virtual technology since the start of the pandemic</a>. Before COVID, 80% did not use it to interact with patients.</p>
<p dir="ltr">By integrating medical devices into the Internet of Things (IoT), medtech organizations and regulatory bodies are working more closely with each other (as well as with healthcare providers) to drive better patient outcomes at lower costs. In an increasingly complex health ecosystem, collaboration is becoming a hallmark of the industry.</p>
<p dir="ltr">In this article, we&rsquo;ll look at how the key driving forces that have defined the medical device industry during the last half-decade will continue to influence the market in the 2020s &mdash; particularly in the immediate post-COVID recovery period.</p>
<h2 dir="ltr"><strong>Evolving business models</strong></h2>
<p dir="ltr">As COVID has shown, unprecedented disruption can strike at any time. With the direct impact of COVID expected to endure for at least three to five years, businesses need to ensure they meet growing demand while keeping their operations cost-efficient and scalable.&nbsp;</p>
<p dir="ltr">EY has outlined <a href="https://assets.ey.com/content/dam/ey-sites/ey-com/en_gl/topics/life-sciences/life-sciences-pdfs/ey-pulse-2020-report.pdf" target="_blank" rel="noopener noreferrer">four future business model approaches</a> that medtech companies can adopt to &ldquo;futureproof organizations and to enable effective deployment of limited capital resources.&rdquo; They are:</p>
<ol>
<li dir="ltr"><strong>Breakthrough innovator.&nbsp;</strong>Companies that adopt this model develop products and services that carry high prices. They are typically paid for by traditional health insurance. Such innovative technologies include Intuitive Surgical&rsquo;s famous da Vinci platform.</li>
<li dir="ltr"><strong>Disease manager.&nbsp;</strong>These are personalized solutions that help end-users manage chronic conditions in a bespoke way. The focus is on user experience, convenience, and maximum adherence. Examples include Medtronic&rsquo;s smart insulin pen, dubbed the InPen.</li>
<li dir="ltr"><strong>Lifestyle manager.&nbsp;</strong>These companies develop products that are aimed at maintaining overall health and wellbeing, as well as encouraging behaviours that can help to prevent disease. Their products are marketed directly to the consumer. Examples include wearables such as the Apple Watch as well as Fitbit's smartwatches and trackers.</li>
<li dir="ltr"><strong>Efficient producer.&nbsp;</strong>These companies are the developers or providers of high-volume, low-cost commodity products. Such products include protective personal equipment (PPE) and ventilators.&nbsp;</li>
</ol>
<p dir="ltr">COVID-19 demonstrated the short-term resilience of each of these business models and their importance within the medtech ecosystem. In the longer term, medtech companies will need to be proactive and choose business models that secure the most value and help futureproof operations.</p>
<h2 dir="ltr"><strong>Supply chains</strong></h2>
<p dir="ltr">As healthcare becomes more virtualized and moves towards an &ldquo;anytime, anywhere&rdquo; model, MedTech companies need to ensure their supply chains are ready to meet this change. However, a number of challenges stand in the way.</p>
<p dir="ltr">Pre-COVID, the industry faced the problems of inefficiencies associated with supply intermediaries and inflexible legacy systems, as well as a lack of transparency for regulators and companies alike. These were already hotly-contested topics prior to the pandemic.</p>
<p dir="ltr">Arguably the biggest challenges, however, are political in nature. The last decade has seen a widespread backlash against globalization (and, by association, against globalized supply chains) from nationalist politicians and their support bases. COVID has made travel restrictions a reality, but so too have seismic political events such as Brexit.&nbsp;</p>
<p dir="ltr">Changes to trade agreements have far-reaching implications for the industry, most notably around the location of manufacturing plants, which are typically concentrated in low-cost geographies. Will such restrictions lead to the &ldquo;onshoring&rdquo; of manufacturing to safeguard supply bases? Only time will tell.</p>
<p dir="ltr">Thus far, the medtech sector has not sought to localize supply. Instead, it has responded to supply chain disruption by forging mutual partnerships between device manufacturers and component part manufacturers.&nbsp;</p>
<p dir="ltr">In May 2020, for example, the medtech trade association AdvaMed launched the VentConnect platform to link device manufacturers with component suppliers. In August, the platform&nbsp;<a href="https://www.advamed.org/newsroom/press-releases/advamed-expands-ventconnect-platform-advance-production-covid-medtech" target="_blank" rel="noopener noreferrer">rebranded as Med Device Network</a> &mdash; its scope expanded to cover devices beyond the pandemic.</p>
<h2 dir="ltr"><strong>Regulation</strong></h2>
<p dir="ltr">COVID-19 has transformed regulation in the medtech sector. Since February 2020, the FDA has authorized over 250 emergency use authorizations (EUAs), while the EU chose to defer its&nbsp;<a href="https://www.srgtalent.com/blog/eu-medical-device-regulation">Medical Device Regulation</a> (initially slated for May 2020) by a year. These moves are symptomatic of a wider industry trend that has seen the loosening of stringent regulatory conventions across the globe.</p>
<p dir="ltr">Of course, this relative leniency was borne out of the need to quickly and effectively get new devices to market as part of the fightback against COVID. As the virus retreats, the frequency of EUAs will likely decrease. But a precedent has been set.&nbsp;</p>
<p dir="ltr">During the pandemic, regulators and medtech organizations have been receptive to one another and come together to meet the urgent demand for vital equipment (including in vitro diagnostics and other tests, as well as PPE and ventilators). Beyond COVID, this sense of collaboration and collaboration is set to flourish further.</p>
<h2 dir="ltr"><strong>The Internet of Things (IoT) in healthcare</strong></h2>
<p dir="ltr">The advancement of technologies such as smart sensors and smart devices is increasingly bringing medical devices that capture data into existing care pathways via the Internet of Things (IoT): the giant system of interconnected, Internet-based devices that collect and transfer vast amounts of data across a wireless network.&nbsp;</p>
<p dir="ltr">By aiding with the monitoring and diagnosis of disease, this integration of medtech platforms is improving patient outcomes, lowering costs, and improving end-to-end efficiency.</p>
<p dir="ltr">Most notably, IoT-enabled devices are ushering in an era of preventative care. With most of these devices being wearable and connected to smartphone apps, users are given greater autonomy over their health and wellbeing &mdash; and presented with accurate data from which they can make better-informed decisions about their treatment.</p>
<p dir="ltr">For medical device companies, the expansion of device connectivity also presents an opportunity to provide a value-based service &mdash; according to a Research2Guidance&nbsp;<a href="https://www2.deloitte.com/content/dam/Deloitte/global/Documents/Life-Sciences-Health-Care/gx-lshc-medtech-iomt-brochure.pdf" target="_blank" rel="noopener noreferrer">survey</a> (commissioned by Deloitte), 31% of MedTech organizations were already offering data distribution channels as a service in 2018.</p>
<p dir="ltr">As the 2020s progress, further IoT integration between all parties in the medtech ecosystem will take place &mdash; providing value for patients and new opportunities for business. By 2029, the Internet of Medical Things (IoMT) market is forecast to&nbsp;<a href="https://www.globenewswire.com/news-release/2020/07/02/2057010/0/en/Global-Internet-of-Medical-Things-IoMT-Market-Paved-Way-for-Extensive-Healthcare-Modernization-PMI.html" target="_blank" rel="noopener noreferrer">grow $285.5bn</a> &mdash; with CAGR of 28%.</p>
<h2 dir="ltr"><strong>Software as a Medical Device (SaMD)</strong></h2>
<p dir="ltr">Defined by the&nbsp;<a href="http://www.imdrf.org/docs/imdrf/final/technical/imdrf-tech-131209-samd-key-definitions-140901.pdf" target="_blank" rel="noopener noreferrer">International Medical Device Regulators Forum (IMDRF)</a> as "software intended to be used for one or more medical purposes that perform these purposes without being part of a hardware medical device,&rdquo; SaMD is having a huge impact on healthcare.</p>
<p dir="ltr">This technology enables patients living with chronic conditions to capture data and, if willing, share it with their health professionals. By opening up new digital pathways for screening, diagnosis, monitoring, and alerting, SaMD empowers people to become active agents in their healthcare plans. And with the technology becoming cheaper, more powerful, and more accessible, SaMD gives physicians the data and scope to develop personalized treatment plans.</p>
<p dir="ltr">According to a Deloitte&nbsp;<a href="https://www2.deloitte.com/us/en/insights/industry/health-care/patient-engagement-health-care-consumer-survey.html" target="_blank" rel="noopener noreferrer">survey</a>, just under half of patients are willing to share their personal data for medical research. That said, protecting patient privacy is paramount, so we can expect to see further regulation passed aimed at ensuring confidentiality and patient control over their data.</p>
<h2 dir="ltr"><strong>Robotics technology</strong></h2>
<p dir="ltr">Over the last five years, major advances in robotics technology have led to a huge spike in demand for minimally invasive robotic surgery (MIRS), causing the surgical robot market to experience double-digit growth.&nbsp;</p>
<p dir="ltr">This trendline is set to continue its upward trajectory. By 2025, the number of global MIRS procedures will more than double to 2 million, while the market is predicted to&nbsp;<a href="https://www.gminsights.com/industry-analysis/surgical-robots-market" target="_blank" rel="noopener noreferrer">grow from $5.5bn to over $24bn</a>.&nbsp;</p>
<p dir="ltr">The COVID pandemic has caused an upsurge in the use of robotics in a hospital setting. With medical services being restricted and unprecedented demand being placed on hospitals, robots have proven an efficient, cost-effective method to provide safe and socially-distanced preoperative, intraoperative, and postoperative care.&nbsp;</p>
<p dir="ltr">According to a&nbsp;<a href="https://www.nature.com/articles/s42256-020-00238-2" target="_blank" rel="noopener noreferrer">2020 study by Zemmar, Lozano &amp; Nelson</a>, this rise in robotics &ldquo;may well outlast the pandemic and revolutionize surgical performance and management.&rdquo; With demand for MIRS only increasing, the medtech sector will look for innovative new ways to create surgical robots that are more accurate, dependable, and easy to use.</p>
<h2 dir="ltr"><strong>Cybersecurity for medical devices</strong></h2>
<p dir="ltr">One downside in the advancement of smart medical device technology is the threat of increasingly sophisticated cyberattacks.&nbsp;</p>
<p dir="ltr"><span id="docs-internal-guid-03a443aa-7fff-5c8a-1f17-9fa8939e2d38">As the number of medical devices that are integrated with clinical cloud applications increases, so too does the possibility that hackers may gain unauthorized access to data and cause potentially adverse side effects to the patient. Securing patient privacy and safety, then, is of the utmost importance to medtech companies.</span></p>
<p dir="ltr">Though there have not been any documented cyberattacks on medical devices so far, a raft of regulation has been passed to safeguard against the looming menace. In June 2019, for example, the European Union ratified the&nbsp;<a href="https://ec.europa.eu/digital-single-market/en/eu-cybersecurity-act" target="_blank" rel="noopener noreferrer">Cybersecurity Act</a>, which requires manufacturers to set IT security measures for medical devices and protect against unauthorized access.</p>
<p dir="ltr">The FDA holds manufacturers primarily responsible for managing cybersecurity risk in their products. Moving forward, companies need to act quickly and collaboratively to mitigate cybersecurity risk.&nbsp;</p>
<h2 dir="ltr"><strong>The future outlook: an overview</strong></h2>
<p dir="ltr">Ongoing advancements in medical technology and the growth of information sharing through IoT-enabled devices are causing a sea change in healthcare.&nbsp;</p>
<p dir="ltr">Just as changes to working patterns and consumer behaviors have facilitated the need for remote technologies, so too has the evolution of the relationship between patients and physicians. As the COVID-19 pandemic demonstrated, the medical device market is more than ready to meet this demand for user-friendly diagnostics and monitoring devices.</p>
<p dir="ltr">The key challenge for the sector is how to best use data to optimize patient outcomes while also safeguarding patient privacy. The success of this goal depends on medical device companies and regulators coming together to build infrastructure with agreed-upon expectations and boundaries.&nbsp;</p>
<p dir="ltr">Governments have a major role to play, too. The U.K. government, for example, has launched incentives (such as&nbsp;<a href="https://www.gov.uk/guidance/pay-no-import-duty-and-vat-on-medical-supplies-equipment-and-protective-garments-covid-19" target="_blank" rel="noopener noreferrer">waiving VAT and import duties on vital medical equipment</a>) to buffer the nation&rsquo;s medical device industry during the pandemic. Beyond COVID, the U.K. aims to become a leader in medical device technology and has pledged to pump tens of billions into the sector in the coming years.</p>
<p dir="ltr">The global medical devices industry is expected to reach a valuation of $612.7bn by 2025, growing at 5.4% CAGR. Thanks to growing consumer demand and technological innovation, we can expect to see high growth in product areas such as wearable healthtech, robotics nanotechnology, and extended reality devices. Artificial intelligence is also facilitating the creation of increasingly sophisticated data-driven algorithms, such as autonomous diagnostics.<br><br>Despite recent setbacks, opportunities abound for medical device companies of all sizes.</p>
<p><em>To mirror the convergence of the medical and technology industries, SRG and our sister brand&nbsp;<a href="https://www.srgtalent.com/sitecore/content/lorien/home">Lorien</a>&nbsp;have partnered to provide a one-touch service for clients at the intersection of their expertise. If you&rsquo;d like to find out more, or discuss the wider trends at the heart of the medical device sector and how they could affect your business, you can&nbsp;</em><strong><a href="https://www.srgtalent.com/contact-us"><em>speak to one of our industry experts here &gt;</em></a></strong></p>

Strategic partnerships are the new norm in the fields of medtech and digital health. We take a look at how global disruption; regulation changes and digital transformation have all accelerated the Medtech industry over the past year.

How collaboration trends have accelerated the MedTech industry

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<h3 dir="ltr">While the medtech sector saw a downturn in merger and acquisitions (M&amp;A) due to COVID disruption, medtech valuations performed stronger than most life sciences sectors throughout 2020. With the sector recovering quicker than expected in the first months of 2021, more investors are returning to the medtech space &mdash; with top targets including sub-sectors like diagnostics and remote patient monitoring.</h3>
<p dir="ltr">As pressure builds on global health ecosystems to meet the pandemic and face the growing demands of an aging population, medical technology will prove vital for years to come. By creating innovative new products that can improve health data, support remote care, and digitise workflows, the medtech sector is a huge area of opportunity for private and venture capital.</p>
<p dir="ltr">&nbsp;</p>
<p dir="ltr">According to&nbsp;<a href="https://www.whatinvestment.co.uk/investing-in-medical-technology-and-the-rising-opportunities-outlined-2618592/" target="_blank" rel="noopener noreferrer">Bernard Ross</a>&nbsp;of Sky Medical Technology, &ldquo;the medtech sector has seen substantial growth in recent years and that trend is expected to continue &mdash; the European medical technology market is estimated to be worth more than &euro;120bn [&pound;102.5bn or $141bn], with Germany, France, and the United Kingdom leading the way in research, development, and implementation of new medical devices.&rdquo;</p>
<p dir="ltr">&nbsp;</p>
<p dir="ltr">Indeed, prior to the pandemic in 2019, the total annual revenue of the global medtech industry stood at $510bn (&pound;370.9bn or &euro;434.4bn) &mdash; representing an increasingly substantial share of the overall global healthcare sector. By 2025, the global medical devices industry is expected to reach a valuation of $612.7bn (&pound;440.5bn or &euro;521.8bn), growing at 5.4% CAGR.&nbsp;</p>
<p dir="ltr">&nbsp;</p>
<p dir="ltr">There are several drivers for this growth. Firstly, a substantial portion of global healthcare spending has been diverted to directly combat the pandemic, including the purchase of medical technologies for hospitals. Secondly, the challenges of ageing populations and a greater prevalence of chronic health conditions necessitate the need for accessible, cost-effective digital health solutions.&nbsp;</p>
<p dir="ltr">Finally, innovation in medtech &mdash; particularly in fields such as AI, machine learning, mobility, and the cloud &mdash; is speeding ahead at breakneck pace to meet these demands. Taken together, these trends make medtech an area ripe for future investment.</p>
<p dir="ltr">In this article, I&rsquo;ll explore the medtech sector in further detail and look at opportunities for investment in 2021 and beyond.&nbsp;</p>
<h2 dir="ltr"><strong>The state of the medtech sector</strong></h2>
<p dir="ltr">While medtech encompasses an increasingly large share of the global healthcare market, it is far from a monolithic block. Broadly speaking, the sector can be divide into five core segments. These are:</p>
<p dir="ltr">&nbsp;</p>
<ul>
<li dir="ltr">Medical equipment (e.g. MRI and ultrasound machines)</li>
<li dir="ltr">Medical devices (e.g. artificial joints and stents)</li>
<li dir="ltr">Medical consumables (single-use products such as bandages or PPE)</li>
<li dir="ltr">In-vitro diagnostics (IVDs &mdash; tests used on biological samples of human blood or body tissue)</li>
<li dir="ltr">Life science tools</li>
</ul>
<p dir="ltr">Currently, the medtech market is highly fragmented. With the opportunity to buy and merge multiple companies and achieve revenue growth through cost synergies, such fragmentation is an attractive proposition for private equity investors. According to the BGG website,&nbsp;<a href="https://www.bcg.com/en-gb/publications/2020/six-ways-for-pe-firms-to-invest-in-medtech-now" target="_blank" rel="noopener noreferrer">the ten largest medtech companies collectively hold only about 40% of the market in aggregate</a>, while no company generates more than 8% of the overall revenue.</p>
<p dir="ltr">As for employment, the figures suggest that the industry has weathered the COVID-19 storm relatively well. In the United States, for example, &gt;106,000 people currently work in the medtech sector &mdash; recovering from a slight downturn in 2020 to exceed 2019&rsquo;s figure. Taken over the last five years, this represents a <a href="https://www.ibisworld.com/industry-statistics/employment/medical-device-manufacturing-united-states/" target="_blank" rel="noopener noreferrer">31% increase in employment since 2016</a>. In Europe, the medtech sector directly employs over 730,000 people across 32,000 companies (<a href="https://www.medtecheurope.org/datahub/employment-companies/" target="_blank" rel="noopener noreferrer">Medtech Europe</a>).</p>
<h2 dir="ltr"><strong>Ageing populations</strong></h2>
<p dir="ltr">By mid-century, there will be an&nbsp;<a href="https://www.ons.gov.uk/peoplepopulationandcommunity/birthsdeathsandmarriages/ageing/articles/livinglongerhowourpopulationischangingandwhyitmatters/2018-08-13&amp;text=Along%20with%20this%2C%20there%20has,having%20children%20later%20in%20life.#:~:text=Our%20latest%20projections%20show%20that,roughly%20the%20size%20of%20London." target="_blank" rel="noopener noreferrer">extra 8.6 million people aged 65 and over in the UK</a>&nbsp;-- roughly equivalent to the population of London. Globally, it is estimated that 1 in 6 people on Earth will be retirement age by 2050.</p>
<p dir="ltr">&nbsp;</p>
<p dir="ltr">An ageing population has huge implications for healthcare. More people will rely on healthcare, but there will be a smaller pool (proportionally speaking) of health workers to provide it. There will also be fewer people in employment to pay for these growing health demands.</p>
<p dir="ltr">&nbsp;</p>
<p dir="ltr">This trend was already well underway before COVID-19 struck, and the pressures long exerted on healthcare systems across the globe were almost pushed to breaking point by the pandemic.</p>
<p dir="ltr">Of course, an ageing population means a concomitant rise in the prevalence of chronic illnesses such as diabetes or heart disease &mdash; creating an urgent demand for innovations that can improve the diagnosis and treatment of such diseases. By facilitating a drive towards bespoke, personalised care and more targeted treatments, medical technologies (e.g. wearables or smart inhalers) are critical to helping people live longer, healthier lives. In the process, they also contribute to an improved quality of life for patients.</p>
<p dir="ltr">Moreover, medtech can also boost efficiencies and sustainability in global healthcare systems that until now have been beset by fractured care pathways and rely upon finite resources. With greater demand for medtech products from both medical professionals and patient-consumers, there is a huge opportunity for investment in the medtech market &mdash; particularly in emerging markets.</p>
<h2 dir="ltr"><strong>Innovation</strong></h2>
<p dir="ltr">Medtech offers an innovative solution to some of the main problems in healthcare. With increasingly innovative technologies at their disposal, medtech organisations can develop cheaper and more efficient products that address more niche health demands.&nbsp;</p>
<p dir="ltr">&nbsp;</p>
<p dir="ltr">The medtech industry is one of the most innovative in STEM. In 2019,&nbsp;<a href="https://www.medtecheurope.org/datahub/innovation/" target="_blank" rel="noopener noreferrer">nearly 14,000 medical technology patents were filed with the European Patent Office (EPO)</a>&nbsp;&mdash; 7.7% of the total number of applications. Of all technical sectors in Europe, medtech is second only to digital communication for patent applications. Indeed, medtech applications were more than double that for biotechnology and far surpassed pharmaceuticals.</p>
<p dir="ltr">&nbsp;</p>
<p dir="ltr">Though the initial shock from COVID saw a downturn in patent applications, the response to the pandemic &mdash; coupled with medtech&rsquo;s capacity to solve urgent problems &mdash; has seen the industry continue to lead the way for innovation. According to more recent EPO data, in 2020,&nbsp;<a href="https://www.epo.org/news-events/news/2021/20210316.htmlntions%20in%20terms%20of%20volume" target="_blank" rel="noopener noreferrer">medical technology was the leading field for inventions in terms of volume</a>.</p>
<p dir="ltr">&nbsp;</p>
<p dir="ltr">The European medtech sector is in a healthy place, but the U.S. is leading the way for innovation in the space. Of the 10,480 medtech patents granted by the EPO in 2019,&nbsp;<a href="https://www.statista.com/statistics/1000661/european-patents-granted-in-medtech/" target="_blank" rel="noopener noreferrer">4,300 (41%) of successful applications came from the United States</a>.</p>
<p dir="ltr">&nbsp;</p>
<p dir="ltr">With innovation accelerating due to the pandemic &mdash; including efforts to produce vaccines and testing while pivoting to artificial-intelligence-based and remote care &mdash; many medtech companies have seen their share prices climb substantially.</p>
<p dir="ltr">&nbsp;</p>
<p dir="ltr">Medtech stocks such as Stryker (SYK), Abbott Labs (ABT), and Owens &amp; Minor (OMI) have seen their valuations soar over the last year. Indeed, over the course of 2020, the&nbsp;<a href="https://medtech100.com/" target="_blank" rel="noopener noreferrer">MedTech 100 Index</a>&nbsp;(made up of the world&rsquo;s largest medtech companies) grew from a total of $86.86 to $104.55. This represented an increase of 20.4%.&nbsp;</p>
<p dir="ltr">&nbsp;</p>
<p dir="ltr">All in all, these trends suggest an upward trajectory for the industry. Despite strong growth, there are some small areas of concern for investors.&nbsp;</p>
<p dir="ltr">&nbsp;</p>
<p dir="ltr">Pricing pressure is arguably the most notable sticking point, especially as the rise in government spending on healthcare products and services demonstrates the unsustainability of fiscal trends. In seeking to reduce such high spending, governments and payers are increasingly demanding proof of value to see how a product or services differentiates from cheaper alternatives.</p>
<p dir="ltr">&nbsp;</p>
<p dir="ltr">That said, such challenges also present opportunities for medtech. As stated by BCG, &ldquo;rather than primarily selling products on a per-unit basis, forward-thinking companies are developing more comprehensive solutions (including services) that can create value throughout a patient&rsquo;s journey.&rdquo; Despite having a higher pricing point, such models can save money in the long run by optimising operational efficiencies in hospitals and other healthcare facilities.</p>
<p><span id="docs-internal-guid-b4885ac4-7fff-aedf-341e-1f5e6f20d64c">&nbsp;</span></p>
<h2 dir="ltr"><strong>What medtech investors are looking out for</strong></h2>
<p dir="ltr"><em>&ldquo;For private equity investors, the medical technology industry holds significant promise, with a record of strong profitability, resilient demand, and encouraging growth prospects.&rdquo;&nbsp;</em></p>
<p dir="ltr">&mdash;&nbsp;<a href="https://www.bcg.com/en-gb/publications/2020/six-ways-for-pe-firms-to-invest-in-medtech-now" target="_blank" rel="noopener noreferrer">BCG</a></p>
<p dir="ltr">&nbsp;</p>
<p dir="ltr">With investment carrying an element of risk, the drivers for investment in medtech are slightly different to the main drivers of market growth outlined earlier. According to BCG, there are six specific themes things that private equity investors look out for in a medtech company. These are:</p>
<p dir="ltr">&nbsp;</p>
<ul>
<li dir="ltr">The delivery of superior outcomes, e.g. flagship products that can significantly improve quality of life for patients.</li>
<li dir="ltr">A focus on innovation.</li>
<li dir="ltr">Ownership of the patient journey, particularly for those with ongoing chronic conditions.</li>
<li dir="ltr">The ability to capitalise on the consumerisation of health, e.g. patient monitoring apps within the diabetes segment.</li>
<li dir="ltr">The development of high-quality, value-priced products.</li>
<li dir="ltr">Improved efficiencies&nbsp;to bring down the high cost structure in medtech.</li>
</ul>
<p dir="ltr">For medtech companies, demonstrating differentiation by ticking the boxes above will help them stand out to potential investors. For investors, understanding the dynamics that continue to shape the industry &mdash; and its future &mdash; is imperative for success.</p>
<p dir="ltr">&nbsp;</p>
<p dir="ltr"><em>For more on the healthcare and technology trends that are driving innovation in medtech, read our article,&nbsp;<a href="https://www.srgtalent.com/blog/medtech-trends-what-the-future-holds">Medtech 2021: What the future holds for the medical devices industry.</a>&nbsp;For more on the ever-changing worlds of medtech and STEM, stay tuned to the&nbsp;<a href="https://www.srgtalent.com/blog">SRG blog</a>.</em></p>
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Find out why the medtech landscape will continue to abound with investment opportunities in 2021 and beyond — though with some minor caveats.

Why VCs are rushing to invest in medtech innovation

<h3>PCR testing is largely misunderstood work. But thanks to the extraordinary efforts of lab technicians, scientists, and pathologists throughout the fightback against COVID-19, laboratory professionals are starting to receive the plaudits they have always so thoroughly deserved.</h3>
<p>While frontline workers such as doctors and nurses have rightfully been celebrated since the outbreak of the coronavirus pandemic, the ones processing SARS-CoV-2 samples &mdash; the lab workers &mdash; are just as critical to the collective response to the virus. Without the support and vital insights provided by an army of industrious lab scientists, frontline health workers would be firing blind.</p>
<p>Tests carried out in the laboratory are central to the entire health ecosystem. According to the CDC,&nbsp;<a href="https://www.cdc.gov/csels/dls/strengthening-clinical-labs.html" target="_blank" rel="noopener noreferrer">&lt;70% of all medical decisions are based on lab results</a>. It seems unfair, then, that lab professionals are rarely classified as essential workers.</p>
<p>Lab scientists have always been well-regarded for their high level of proficiency and attention to detail, but the pandemic has pushed this to the limit &mdash; and required them to work at a feverish pace.&nbsp;</p>
<p>Working long hours in clinical laboratories &mdash; often around the clock with little sleep &mdash; they have played a pivotal role in rapidly diagnosing cases of COVID-19 and preventing its spread. In many instances, they are the reason entire industries have been able to stay functioning and avoid complete collapse.</p>
<p>Before the first COVID-19 vaccines were approved in late 2020, mass testing was the only reliable way to trace, contain, and treat the virus. The burden placed on lab professionals has been huge, and burnout has been common &mdash; particularly given how demanding and meticulous polymerase chain reaction (PCR) testing is.</p>
<h2 dir="ltr"><strong>Stopping the virus in its tracks</strong></h2>
<p>PCR tests are the most common type of COVID test performed by laboratory professionals. They involve isolating and detecting the virus&rsquo; RNA (genetic material) in the cells collected on a nasal swab. While RNA is similar to DNA, RNA is a single strand folded into itself (as opposed to DNA&rsquo;s double strand).</p>
<p>Once RNA has been detected, the next step is to convert it into DNA. This DNA is then replicated millions of times to make it even easier to detect. If the genetic material for SARS-CoV-2 is still detected, the patient is confirmed as having COVID-19.</p>
<p>Quickly identifying a COVID-positive patient means the team can immediately refer the patient to health professionals and prevent them from spreading the virus to others &mdash; saving lives in the process.</p>
<p>Of course, most patients don&rsquo;t see the lab. Operating behind the scenes, lab scientists might not get the same coverage as frontline workers, but they&rsquo;re equally as diligent and resilient. Processing thousands of tests each day is no mean feat, particularly during coronavirus spikes that threatened to overwhelm the entire healthcare system.</p>
<p>Since the pandemic began, lab technicians and scientists across the globe have carried out a virtually uninterrupted diagnostics programme. In doing so, they&rsquo;ve given physicians the means to administer more effective therapeutic treatments for COVID.</p>
<h3><a href="https://www.srgtalent.com/career-advice/roles-in-focus/laboratory-technician">Find out what it takes to be a laboratory professional. Read our guide to lab technician careers &gt;</a></h3>
<h2 dir="ltr"><strong>The rise of the remote laboratory</strong></h2>
<p>In response to the pandemic, bespoke remote testing teams have sprung up all over the world &mdash; providing tailored solutions to different organisations&rsquo; specific needs and ensuring that industries can keep operating safely. This visibility, as much as anything, has helped raise the profile of lab professionals and shine the spotlight on what their work entails.</p>
<p>As part of the global mass testing drive, SRG&rsquo;s scientific service provider Synergy has supported&nbsp;<a href="https://www.cignpostdiagnostics.com/" target="_blank" rel="noopener noreferrer">Cignpost Diagnostics</a>&nbsp;&mdash; a U.K. government-approved COVID-19 testing provider &mdash; in the swift delivery of highly experienced scientific professionals for rapid onsite testing.</p>
<p>Cignpost Diagnostics was established to help businesses of all sizes create safe working environments during the pandemic. The screening service provides onsite and offsite testing for COVID-19, as well as consultancy services to ensure clients&rsquo; employees can work safely. Cignpost Diagnostics' complete end-to-end testing solution helps businesses get back up and running and represents the gold standard for the industry.</p>
<p>As the pandemic progressed, Cignpost Diagnostics sought to pivot their existing services and approached Synergy for assistance in hiring, onboarding, training, and managing the team required for the projects they had recently won.</p>
<p>The Cignpost Diagnostics team needed a rapidly scalable model that allowed them to provide on-location scientists to keep the PGA Golf Tournament running, as well as various high-profile TV and film set locations around the U.K. In other words, they needed scientists willing to temporarily relocate and join mobile teams that could deliver timely, accurate results.</p>
<p>Lab technicians and scientists were quick to address the call. Within the space of five months, Cignpost Diagnostics had, with Synergy&rsquo;s resourcing support, assembled talented teams of lab professionals across twenty-three global locations. By remaining agile and following meticulous COVID testing protocols for employees, these highly mobile teams ensured that major global events could safely go ahead.</p>
<p>Without their steadfast commitment to rapidly test everyone involved, these events would not only have been cancelled, but the virus may have spread further.</p>
<h2 dir="ltr"><strong>The work continues</strong></h2>
<p>Despite being largely hidden from view, lab professionals have always been at the forefront of the major developments in medicine &mdash; from 19th-century lab tests to identify cholera to the pandemic response units of the early 21st century. Indeed, the existence of a strong, longstanding laboratory infrastructure has proven crucial over the last year.</p>
<p>Even now, COVID sampling rarely stops. Thousands of tests are carried out in numerous locations and containers of test swabs continually stream into the lab. But teamwork makes the dream work &mdash; as the saying goes &mdash; and the camaraderie at the heart of a COVID testing team is the driving force behind their vital work.</p>
<p>At the time of writing, over 85 million COVID tests had been performed in the UK alone &mdash; at a rate of&nbsp;<a href="https://coronavirus.data.gov.uk/details/testing" target="_blank" rel="noopener noreferrer">almost 600,000 a day</a>. As mass vaccine programmes enable societies to slowly reopen and gain some respite from the virus, the public is finally starting to see the true extent of the role that laboratory scientists, technicians, and technologists continue to play.</p>

We celebrate the incredible achievements of laboratory professionals — the scientists and technicians who have worked overtime to keep the COVID-19 pandemic at bay.

How COVID-19 has raised the profile of laboratory professionals: the unsung, unseen heroes of the pandemic

<h3>Antibiotic resistance is one of the key global health challenges of our time. Though resistance to drugs can occur naturally, the misuse of antibiotics is exacerbating the issue &mdash; leading to longer hospital stays, higher healthcare costs and increased mortality. With scientists scrambling for solutions, biochemistry may be a panacea to the problem.</h3>
<h2>The problem: the scale of antibiotic resistance</h2>
<p>Antibiotic Research UK call it a &ldquo;<a href="https://www.antibioticresearch.org.uk/about-antibiotic-resistance/" target="_blank" rel="noopener noreferrer">global catastrophe</a>&rdquo;. The UK Health Secretary, Matt Hancock, has called for an &ldquo;<a href="https://www.bbc.co.uk/news/health-46973641" target="_blank" rel="noopener noreferrer">urgent global response</a>&rdquo;. Former Chief Medical Officer for England, Sally Davies, says that &ldquo;the world is facing an&nbsp;<a href="https://www.theguardian.com/society/2017/oct/08/world-faces-antibiotic-apocalypse-says-chief-medical-officer" target="_blank" rel="noopener noreferrer">antibiotic apocalypse</a>.&rdquo;<br><br>Antibiotic resistance (also known as antimicrobial resistance) is one of the defining public health concerns of the 21st century. Through the overprescription and misuse of antimicrobial drugs, microbes are able to resist the effects of medication that once successfully treated them. When microbes become multidrug-resistant (MDR), superbugs emerge.<br><br>The issue is rooted in both structural inefficiencies within healthcare systems as well as patient behaviour. In the UK, the NHS estimates that as many as&nbsp;<a href="https://www.theguardian.com/society/2018/feb/27/fifth-of-prescribed-antibiotics-are-unnecessary-study-finds" target="_blank" rel="noopener noreferrer">1 in 5 antibiotics may be prescribed inappropriately</a>, with patients being given the drug for minor ailments such as sore throat, cough and sinusitis. To compound the problem, there is a medication adherence problem: in the US, up to&nbsp;<a href="https://www.pillsy.com/articles/medication-adherence-stats" target="_blank" rel="noopener noreferrer">50% of people do not take their medication as prescribed</a>.<br><br>Despite the rollout of preventative measures such as&nbsp;<a href="https://www.nhs.uk/video/pages/antibiotics-dont-work-for-everything.aspx" target="_blank" rel="noopener noreferrer">only using antibiotics when necessary</a>, deaths from antibiotic resistance are already at&nbsp;<a href="https://www.cdc.gov/media/releases/2019/p1113-antibiotic-resistant.html" target="_blank" rel="noopener noreferrer">an all-time high</a>.<br><br>In the United States alone, antibiotic-resistant bacteria and fungi cause 2.8 million infections and 35,000 deaths each year. Every 11 seconds someone is infected. Every 15 minutes someone dies . If epidemiological trends continue unchecked, the problem is poised to cause 50 global million deaths a year by 2050 and an economic productivity loss of around $100 trillion<br><br>If the tide is not stemmed, researchers predict that a&nbsp;<a href="https://www.sciencedaily.com/releases/2018/10/181008083459.htm" target="_blank" rel="noopener noreferrer">worldwide pandemic</a>&nbsp;akin to the cataclysmic Spanish Flu outbreak of 1919 (which killed between 30 and 50 million people or roughly 4% of the Earth&rsquo;s population at the time) could also be imminent. Wholesale preventative action is urgent.</p>
<p>&nbsp;</p>
<h2>The science: how do bacteria become resistant to antibiotics?</h2>
<p>Antimicrobials treat infections caused by harmful microbes, of which there are two kinds: bacteria and fungi. While most microbes are harmless and even beneficial to humans, harmful microbes called germs can cause infections and disease. Antibiotics are used to kill or inhibit the growth of bacterial infections while antifungals are administered to treat fungal infections.<br><br>Bacteria develop resistance to antibiotics when they genetically mutate or change in a way that reduces or eliminates the effectiveness of drugs designed to cure or prevent infections. When these bacteria are able to multiply and spread their drug-resistance to other bacteria, the harm they do amplifies significantly. By developing the ability to neutralise an antibiotic drug before it can take effect, other bacteria can pump the antibiotic out and render it useless in fighting infection.<br><br>Once a multidrug-resistant pathogen such as Pseudomonas aeruginosa takes hold, it is able to rapidly spread between hosts &mdash; crossing international borders and contributing to a global health crisis.</p>
<p><iframe class="optanon-category-C0004 " src="https://www.youtube.com/embed/4oukHcpQoXM" width="560" height="315" frameborder="0" allow="accelerometer; autoplay; encrypted-media; gyroscope; picture-in-picture"></iframe>&nbsp;</p>
<p>&nbsp;</p>
<h2>The potential solution: biochemistry enters the fray</h2>
<p>Biochemistry is a field of medical science that combines the core tenets of biology and chemistry. In simple terms, it is the study of living matter.&nbsp;<br><br>The largely laboratory-based field is crucial for studying how antibiotics destroy bacteria by targeting their biological processes. Thanks to breakthroughs in biochemistry, we now know how antibiotics work. We even know the molecular structure of antibiotics such as penicillin and streptomycin.<br><br>Biochemistry also permits us to observe the pathways and mechanisms that cause physiological drug-resistance. Antibiotic or antimicrobial resistance has a biochemical basis. Through an ongoing understanding of these processes, scientists can design and synthesise new and effective antimicrobial compounds in a bid to combat the persistence of drug-resistant infections.<br><br>The&nbsp;<em>Streptomyces</em>&nbsp;bacteria genus, for example, naturally produces antimicrobial substances &mdash; supplying about two-thirds of all clinically useful antibiotic drugs. Armed with knowledge on how this bacterium&rsquo;s metabolic pathways generate natural antibiotics, scientists are beginning to manipulate these pathways to produce new antibacterials.<br><br>Biochemists are coming up with innovative strategies to combat antimicrobial resistance. One novel approach involves combining an FDA-approved non-antibiotic drug with a specific antibiotic. According to researchers at Monash University in Australia, this unorthodox combination can boost the effectiveness of antibiotics against gram-negative 'superbugs'. The combination enables it to breach the outer membrane barrier of resistant bacteria and restore the activity of an antibiotic.&nbsp;<br><br>In 2015, the first transferable resistance to polymyxins, a type of antibiotic, was discovered. This was alarming because polymyxins have long been used as a last line of defence against serious infections caused by superbugs such as&nbsp;<em>Pseudomonas aeruginosa</em>,&nbsp;<em>Klebsiella pneumoniae</em>&nbsp;and&nbsp;<em>Acinetobacter baumannii (A. baumannii)</em>.&nbsp;<br><br>Since then, researchers have been testing different combinations of drugs or compounds with polymyxins to try and improve their effectiveness against these superbugs &mdash; and with some success.&nbsp;<br><br>When combined with polymyxin B, the new cystic fibrosis drugs, ivacaftor and lumacaftor, were found to increase antibiotic activity. So too was closantel, a drug used to treat parasitic worm infections.<br><br>Another innovative method involves&nbsp;<a href="https://www.medicalnewstoday.com/articles/327175.php#1" target="_blank" rel="noopener noreferrer">using metals and metalloids as an alternative treatment for infections</a>. At the University of Connecticut (UConn), a research team led by Kumar Venkitanarayanan applied selenium (Se) to&nbsp;<em>A. baumannii</em>, which is one of the most antibiotic-resistant bacteria. Selenium is a metalloid that&rsquo;s recognised as a dietary oxidant and an essential micronutrient that helps the immune system function. After applying it to&nbsp;<em>A. baumannii</em>, the nanosized selenium was found to inhibit pathogen growth.<br><br>The fight against antibiotic resistance is not just limited to the laboratory. Success requires collaboration across different areas of science. According to the University of Queensland&rsquo;s Dr Mark Blaskovich:</p>
<p><em>"In the short term, the greatest potential for reducing further development of antimicrobial resistance lies in developing a rapid test that can quickly tell whether or not you have a bacterial infection (as opposed to a viral cold or flu), and whether you really need an antibiotic."</em></p>
<p>Blaskovich argues that the best immediate course of action is to identify whether a patient already has a drug-resistant infection prior to being prescribed an antibiotic.</p>
<p>This might become a reality sooner rather than later. With more reliable diagnostics and data sharing across the medical world, the bacterial genetic tests Blaskovich is describing can now&nbsp;<a href="https://blogs.scientificamerican.com/observations/the-missing-link-in-fighting-antibiotic-resistance/" target="_blank" rel="noopener noreferrer">deliver sample results in hours rather than days</a>. The result? Faster detection of antibiotic-resistant pathogens and more accurate predictions of a pathogen&rsquo;s resistance to a particular antibiotic. This, in turn, can directly help reduce the overprescription and misuse of antibiotics.</p>
<h4><em>For more insights into the ever-changing world of the life sciences sector, stay tuned to the&nbsp;<a href="https://www.srgtalent.com/blog">SRG blog</a>.</em></h4>

Antibiotic resistance is one of the key global health challenges of our time. Though resistance to drugs can occur naturally, the misuse of antibiotics is exacerbating the issue — leading to longer hospital stays, higher healthcare costs and increased mortality. With scientists scrambling for solutions, biochemistry may be a panacea to the problem.

Can biochemistry help to prevent antibiotic resistance?

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<h1>Our Values</h1><p>We exist to enable exciting futures across STEM, where our people and partners thrive to achieve amazing things together.</p><h5><strong>Our vision</strong></h5><p>To be known globally as the one and only STEM network for talent and partners &ndash; one that empowers, nurtures, and supports talent through their entire career.</p><h5><strong>Our promise</strong></h5><p>To find and cultivate the right talent to power the future of STEM. Focusing on relationships over transactions, we create meaningful connections that empower individuals and businesses to do more.</p>

<h3>Join Our Team</h3><p>People. Lead. Growth. Three simple words. That&rsquo;s the secret to our people-centric approach.</p>

<h2>Our Unparalleled Expertise</h2><p>&nbsp;</p><p>When you partner with SRG, you&rsquo;re not just getting recruiters; we&rsquo;re industry insiders who are well-versed in the needs and challenges of your field.</p><p>We have over 30 years experience of serving STEM industries. We understand what job seekers and employers are looking to achieve, and what they need to get there. Our industry experts draw on their technical and scientific backgrounds alongside the latest technology to create impactful staffing and recruitment solutions for any STEM job.</p>

<h2>Why Choose SRG?</h2><p>&nbsp;</p><p>At SRG, we pride ourselves in our ability to flex, adapt and work in close collaboration with our clients to create tailor-made talent solutions aligning with business objectives. Whether you&rsquo;re looking for temporary, contract or permanent staff, we have the expertise to handle projects of all sizes and requirements.</p><p>As specialists within STEM; we understand the intricacies of building a strong and stable STEM workforce. Entrusting SRG as your dedicated recruitment provider, you will have complete assurance that you are in capable hands. We are committed to helping you not only enhance your operational efficiency but reduce your costs too.</p>

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<h2>Is SRG Ad-hoc Staffing Solutions right for my business?</h2><p>&nbsp;</p><p>If you're seeking flexibility in managing workforce needs without the commitment of long-term hires, SRG Ad-hoc Staffing Solutions may be the perfect fit. Ideal for businesses needing specialised skills for short-term projects or to handle peak demands, ad-hoc staffing offers access to skilled professionals.</p><p>SRG provides tailored staffing solutions designed to fit your unique requirements. You'll find a partner in us who understands that one size doesn't fit all in staffing.&nbsp;</p><p>Complete the form to find out more.</p>

<h1>Business Recruitment Solutions</h1><h3><strong>Partner with the leading STEM recruitment agency</strong></h3><p>Your standards and expectations are high. So are ours. We know what matters, so that&rsquo;s what we focus on. You can rely on us to build relationships, tailor solutions and champion talent, whilst adapting, flexing, and collaborating with you to create the talent solutions required.</p>

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<h3><strong>What To Expect When Working With SRG:</strong></h3><ul><li>Clear communication across the process – both with you as a partner and with every candidate.</li><li>Access to the best talent in the Commercial STEM industry.</li><li>A powerful candidate attraction strategy, tailored to your organisation.</li><li>Support with screening and shortlisting.</li><li>Guidance with interviewing, offers and negotiation.</li><li>Full transparency through regular meetings and reports.</li></ul><h5>&nbsp;</h5><h3><strong>Recruitment services offered for commercial STEM companies:</strong></h3><ul><li>Contingency</li><li>Statement of Work (SOW)</li><li>Temporary / Contract / Interim</li><li>Retained</li><li>Tailored Solutions</li></ul><p>As market leaders, we have the resources and expertise to support all organisations – from start-ups to world-leading organisations, in navigating the evolving talent market.</p><p><strong>Partner with SRG today and experience the difference our expertise can make in your recruitment strategy.</strong></p>

<h3>Expect Expert Guidance From Our Commercial Team</h3><p>We are committed to creating rewarding relationships with our partners and provide dedicated consultants who work collaboratively to ensure project delivery success.</p><p>Once we&rsquo;ve determined your hiring requirements, we&rsquo;ll help you shape a tailored recruitment strategy to discover skilled candidates and provide expert guidance to ensure the right hire is always made.</p><p>At SRG, we work with our clients to provide hiring solutions to suit every hiring requirement, from the most niche executive search to larger hiring solutions for contract and permanent roles.</p>

<h4>We provide value to companies working across the STEM industry supporting an expansive range of roles across:</h4><div><strong>Commercial:</strong></div><ul><li>Business Development</li><li>Sales</li><li>Account Management</li><li>Procurement &amp; Purchasing</li><li>Commercial Operations</li><li>Commercial Finance</li><li>Strategy</li><li>Data Analytics</li><li>Marketing</li></ul><div><div><strong>Management:</strong></div></div><ul><li>Product Management</li><li>Digital Transformation</li><li>Senior Sales Operations</li><li>Senior Sales</li><li>Market Access</li><li>C-Suite</li></ul><p>As an international organisation, our Commercial Recruitment Teams span the UK, US, Ireland and the greater EMEA region.</p>

<h2>Your specialist STEM Recruitment Partner</h2><p>In addition to our leading STEM recruitment services, SRG offers comprehensive commercial recruitment solutions. By broadening our service portfolio, we empower clients to access a diverse talent pool while enjoying a seamless, client-focused recruitment process.</p><p>At SRG, we aspire to be your preferred collaborative partner across all functions, delivering tailored solutions to meet the evolving needs of the STEM industry. Our dedicated consultants leverage our leading talent network to drive organisational growth through successful hires.</p>

<p>Discover top-tier STEM and commercial recruitment solutions with SRG, a trusted leader in talent acquisition. With a focus on excellence, we specialise in connecting businesses with the <span data-preserver-spaces="true">industry's&nbsp;</span>best candidates through our extensive and ever-expanding talent network.</p>

<h2>Do you work for SRG?</h2><p>If you are working for SRG and have a question about your assignment, payment or timesheet, then please contact the Ask team at ask@impellam.com or phone 03333 23 24 50.</p><h2>General Enquiries</h2><p>For general enquiries, please contact 0161 526 1901</p>

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<h2>Get in Touch!</h2><p>Do you need to speak to an SRG Contractor Care team member? We will answer your questions quickly, from information on payments to how to submit your timesheets. We&rsquo;ll do our best to give you up-to-date, informed, and helpful answers about working through SRG as a contractor.</p><p>&nbsp;</p><h5>Alternatively, please email:</h5>

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<h1>Contractors</h1><p>As an established staffing partner to our amazing client companies, your success is our top priority. We&rsquo;re here to support our Contractors every step of the way in your career with SRG.&nbsp;</p><p>Whether you are a new starter or a career contractor, SRG is your trusted Recruitment Contractor advisor. We provide you with personal, responsive attention and will assign an employee care representative to answer any questions you might have.</p>

<h1>CSR &amp; Partnerships</h1><p>SRG's purpose is to unlock untapped potential in people, jobs and data to enhance the now and shape the future. We’re committed to creating a better future for everyone, and helping people to realise their potential.</p><p>We believe in supporting the STEM industry to tackle the skills shortage, creating equal opportunities and access to resources. SRG is a specialist scientific recruitment business, and as part of the Impellam Group, we work closely with our sister brands, Lorien (technology and digital recruitment) and Carbon60 (engineering recruitment), to facilitate the whole STEM sector.</p>

<h3>Our Approach to Executive Search Recruitment</h3><p>Search by SRG is flexible, transparent and agile, offering a range of specialist, tailored solutions including:</p><p>&bull; &nbsp; &nbsp;Technical and Executive Search<br>&bull; &nbsp; &nbsp;Market insights and reporting<br>&bull; &nbsp; &nbsp;Salary insights and benchmarking<br>&bull; &nbsp; &nbsp;High-end interim and consultants<br>&bull; &nbsp; &nbsp;Project recruitment campaigns<br>&bull; &nbsp; &nbsp;Equality, Diversity and Inclusion (EDI)</p><p>We get to know your organisation&rsquo;s culture, values, and aspirations, then assign dedicated experts to develop a tailored strategy. Our data-driven recruitment process offers real-time insights and transparency, ensuring you find the right fit for your company.</p>

<h2>Achieve Results with our Executive and Technical Search Solutions</h2><p>Driven by data intelligence, our expertise in STEM recruitment and resourcing makes Search by SRG a market-leading service designed to find, hire and retain top talent for STEM businesses.</p><p>&nbsp;</p><h2>What is Executive Search?</h2><p>Executive Search is a specialised recruitment service that identifies and secures top-level talent for senior executive and technical positions. Our dedicated team offers innovative solutions to match unique skills with the needs of organisations, focusing on project-based hiring and securing senior technical appointments across various industries, including pharmaceuticals, life sciences, medical, AI, engineering and medtech.</p>

<h2>Why Search by SRG?</h2><p>Working with Search by SRG means driving your project forward with the passion and knowledge of dedicated experts from the STEM industries and executive search recruitment. The benefits of our executive solutions include:</p><ul class="mb-5"><li>A dedicated research team with every project</li><li>Access to real-time market intelligence and data-driven solutions</li><li>Insights from technical and personality assessment tools</li><li>Dedicated project management support and weekly review meetings</li><li>Variable attraction campaigns tailored to your needs</li><li>The knowledge, passion and drive of our experts</li></ul><h2>Partner with Search by SRG Today</h2><p>Experience the difference our expertise as a leading executive placement agency can make. Get in touch to discuss your executive and technical search needs and discover how we can help your business thrive.</p>

<h2>Latest News, Events, and Insights</h2><p>Our Life Sciences expertise and partnership-led approach allows us to deliver highly successful results for our clients so they can attract and retain unique talent for their business. Explore our latest collection of case studies, news, events, and insights from SRG.&nbsp;</p>

<p>Search by SRG is a leading executive recruitment service connecting you with the best middle and senior technical heads and managers in STEM fields. Our data-driven executive and technical search solutions deliver tailored recruitment strategies for your organisation's success.</p>

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<h2>Need help starting your STEM career?</h2><p>Utilising decades of experience and a deep understanding of the STEM careers and the job market, SRG connects talented graduates with top employers across the STEM industires, whilst supprting you with advice on CV content, interview preparation, how to stand out from the crowd and much more.</p><p>Our extensive network includes renowned companies, innovative start-ups, and exciting SMEs, offering roles that match your skills and aspirations.</p><h3>How we can help you</h3><p>CV Registration: Submit your CV and get noticed by potential employers who are looking for fresh talent.</p><p>Latest Job Listings: Stay updated with regularly updated job openings for STEM graduates, including roles that align with your qualifications, interests and career goals.</p><p>Career Guidance: Enhance your employability with SRG&rsquo;s expert advice on CV writing, interview preparation, and career development and stand out in a competitive market.</p>

<h1>Graduates</h1><p>Our specialist recruitment team, working with hundreds of companies across the UK who are looking to hire graduates, are dedicated to helping you navigate this journey with confidence and ease.</p>

<h2>Powering the Future of STEM</h2>
<p>Together, we create world-class communities that empower individuals and businesses to shape tomorrow&rsquo;s world.</p>

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<p><span style="background-color: rgb(255, 255, 255); color: rgb(43, 42, 41);">Find the best STEM career opportunities:&nbsp;</span></p>

<h2>Latest News, Events &amp; Insights</h2>
<p>Our Life Sciences expertise and partnership-led approach allows us to deliver highly successful results for our clients so they can attract and retain unique talent for their business. Explore our latest collection of case studies, news, events, and insights from SRG.&nbsp;</p>

<p>As a global STEM network, we apply our specialist industry knowledge to the full spectrum of roles and talent solutions. We recruit across the product life cycle, from scientific research and technology, clinical trials, manufacturing, and engineering disciplines to market access. We have over 30 years of experience in taking projects from discovery to completion and developing bespoke solutions to help unlock new ways of working and thinking.</p>

Industry Leaders in Life <br> Science, Engineering and Clinical Recruitment

<h5>The Global STEM Salary Survey 2024: Helping to shape STEM’s future</h5><p> SRG’s annual Global Life Science, Clinical and Engineering Insights Survey is created – in association with New Scientist Jobs – to gain and provide such knowledge and insights, help us benchmark vital data and discover the information STEM companies need to deliver fair, competitive and – most importantly – attractive salaries and employment prospects.</p><p> Click the link below to take part – as a thank you, all respondents who complete the survey will be entered to win a £250 Amazon voucher.</p>

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<h5>The Global STEM Salary Survey 2024: Helping to shape STEM's future</h5><p><br></p><p>SRG’s annual Global Life Science, Clinical and Engineering Insights Survey is created – in association with New Scientist Jobs – to gain and provide such knowledge and insights, help us benchmark vital data and discover the information STEM companies need to deliver fair, competitive and – most importantly – attractive salaries and employment prospects.</p><p><br></p><p>Click the link below to take part – as a thank you, all respondents who complete the survey will be entered to win a £250 Amazon voucher.</p>

<h2>Latest News, Events &amp; Insights</h2>

<h1>Insights</h1><p>Our Life Sciences expertise and partnership-led approach allows us to provide unique insight into industry trends. Explore our latest collection of case studies, news, events, and insights from SRG.</p>

<p>Contact us if you are interested in finding out more about how we can help you.</p>

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<h2>Industry-Leading Positions in Clinical &amp; Quality, Regulatory &amp; Compliance Fields</h2><p>Find our latest life sciences career opportunities.</p>

<h2>Latest News, Events, and Insights</h2><p>Our tech expertise and partner-led approach allows us to deliver highly successful results for our clients so they can attract and retain unique talent for their business. Explore our latest collection of case studies, news, events, and insights</p>

<h1>Shaping the Future of STEM</h1><p>As technological advancements accelerate, new fields emerge, and competition intensifies, the demand for professionals within STEM industries continues to outpace the available talent pool.</p><p>Utilising our outstanding client portfolio our dedicated team of consultant will provide you with amazing opportunities that will enable you to flourish in your career</p>

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<div><p>Whether it&rsquo;s the tightening of budgets, pressure to work with existing or even dwindling resources, or the influence of emerging technologies, Lab Leaders are facing a variety of significant challenges and changes in the day-to-day operation of their laboratories.</p><p>To better understand these challenges and what can be done to address them, <strong>Synergy by SRG surveyed over 1,000 laboratory leaders </strong>for their insights into current concerns and future expectations. This data-driven research provides a comprehensive overview of the current landscape, with strategies to help lab leaders drive innovation and efficiency to thrive in 2025. &nbsp;</p><p><strong>Download the Lab Leader Vision report now for valuable insights, as well as advice and guidance from experts, on:&nbsp;</strong></p><ul><li>Talent attraction and retention &nbsp;</li><li>Skills and expertise gaps&nbsp;</li><li>Efficiency and operational challenges&nbsp;</li><li>Technology, automation and digitisation</li></ul></div>

<div><p>Whether it&rsquo;s the tightening of budgets, pressure to work with existing or even dwindling resources, or the influence of emerging technologies, Lab Leaders are facing a variety of significant challenges and changes in the day-to-day operation of their laboratories.</p><p>To better understand these challenges and what can be done to address them, <strong>Synergy by SRG</strong> <strong>surveyed over 1,000 laboratory leaders</strong> for their insights into current concerns and future expectations. This data-driven research provides a comprehensive overview of the current landscape, with strategies to help lab leaders drive innovation and efficiency to thrive in 2025. &nbsp;</p><p><strong>Download the Lab Leaders Vision report now for valuable insights, as well as advice and guidance from experts, on:&nbsp;</strong></p><ul><li>Talent attraction and retention &nbsp;</li><li>Skills and expertise gaps&nbsp;</li><li>Efficiency and operational challenges&nbsp;</li><li>Technology, automation and digitisation&nbsp;</li></ul><h2>Want to know more about<a class="customLink" href="https://www.srgtalent.com/synergy-scientific-solutions"> Synergy Scientific Solutions</a>?&nbsp;</h2><p>If you, like many lab leaders we asked as part of this survey, are concerned about the efficiency, expertise and output of your laboratory, Synergy are ready to provide the expertise and strategies required to tackle these challenges. &nbsp;</p><p>Contact us today for a confidential, obligation-free discussion at: synergyqueries@srgtalent.com&nbsp;</p></div>

<h2>Our Team</h2>
<p>Our highly skilled teams fully integrate into your working environment, adhering to your standard operating procedures. This allows you to maintain visibility and control, whilst retaining the freedom to check in with our team as much or as little as you&rsquo;d like. Most of our staff are on permanent contracts and we strive to upskill and cross-train our teams to ensure our customers always benefit from workforce stability and high engagement, as we strive to reduce the challenges of resourcing demands.&nbsp;</p>

<h1>Meet the Team</h1><p>Meet our team of empowering, determined and innovative individuals working across the globe for SRG.</p><p>Based in the United Kingdom, with offices in Birmingham, Cambridge, Glasgow, London, Luton, and Manchester, and in Ireland, Europe, and the United States, you’ll find our friendly faces in regions far and wide.</p><p>And no matter which location you’re in, each SRG environment is the same – one that’s designed to help our people thrive, working and developing alongside like-minded, creative, and driven colleagues.&nbsp;</p>

<h2>Get in Touch</h2><p>Whether you are looking for your next job opportunity, or seeking talent to join your team, we will help find the right solutions for you.</p>

<h2>Work with us</h2><p>If you're looking for an environment to grow and develop in your career while delivering excellence to your clients and candidates, SRG is the place for you.&nbsp;</p>

<h2>What are the core pillars of a managed service programme or contingent workforce solution?</h2><p>&nbsp;</p><p>By using a vendor management system, a robust managed service programme provides complete oversight into the status of each contingent worker at your company &mdash; optimising contingent workforce management and driving performance through people, processes, and technology.</p><details><summary>The core components of a managed service programme include:</summary><ul><li>Management of the non-permanent workforce (timesheets, payroll, etc.)</li><li>Qualified pools of talented candidates</li><li>An efficient recruitment process</li><li>Supplier management</li><li>Contract management</li><li>Candidate selection</li><li>Data-driven analysis</li><li>Invoice management</li><li>Frequent progress reports</li><li>Business reviews</li><li>Payrolling</li><li>HR management</li><li>Metrics dashboard</li></ul></details>

<h2>What is a Managed Service Provider (MSP)?</h2><p>&nbsp;</p><p>A managed service provider (MSP) or contingent workforce solution (CWS), manages the temporary worker recruitment for an organisation and is responsible for the end-to-end management of the contingent workforce - from supplier management and strategic workforce planning to contractor care and offboarding.</p><p>In the recruitment industry, the term &lsquo;MSP&rsquo; can refer to either a managed service programme OR a managed service provider. The difference between the two is that a managed service programme is a contingent workforce solution (CWS), while a managed service provider is a specialist who delivers this solution.</p><p>In other words, &lsquo;managed service programme&rsquo; and &lsquo;contingent workforce solution&rsquo; can be used interchangeably to describe the service offered by a managed service provider like SRG. To avoid further confusion, we&rsquo;ll stick to full terms from here on out.</p>

<h2>What are the benefits of a managed service provider or contingent workforce solution?</h2><p>&nbsp;</p><p>In an increasingly competitive contingent talent market, turning to a managed service programme brings several key benefits to a business.</p><details class="mce-accordion"><summary><strong>Control</strong></summary><p>Hiring managers can easily acquire strong talent thanks to streamlined, standardised processes across all suppliers &mdash; driving down time-to-hire.</p></details><details class="mce-accordion"><summary><strong>Visibility</strong></summary><p>You&rsquo;ll gain oversight of the entire contingent workforce via a tailored VMS that provides regular reporting and a clear audit trail.</p></details><details class="mce-accordion"><summary><strong>Compliance and risk mitigation.</strong></summary><p>&nbsp;With external experts managing all legislative and governance requirements, you&rsquo;ll be brought up to speed on compliance best practices and ensure your business is fully compliant.</p></details><details class="mce-accordion"><summary><strong>Supply chain efficiency</strong></summary><p>By running all contractor and supplier engagement through a single trusted provider, you&rsquo;ll significantly reduce administrative burden.</p></details><details class="mce-accordion"><summary><strong>Agility</strong></summary><p>With the experience of a managed service provider to call upon, you can better respond to market shifts and improve efficiencies &mdash; making your organisation more agile in the process.</p></details><details class="mce-accordion"><summary><strong>Cost savings</strong></summary><p>A managed service provider will secure substantial cost savings through exercises such as supply base reduction and staffing benchmarking.</p></details><details class="mce-accordion"><summary><strong>Scalability</strong></summary><p>Working with an extensive supplier base, a managed service provider can find you alternative sources of talent when your supply chain fails to deliver &mdash; enabling you to scale your programme up or down according to your immediate business needs.</p></details><details class="mce-accordion"><summary><strong>Governance</strong></summary><p>Ensuring internal mandating of rates, compliance, and processes.</p></details><p>&nbsp;</p><p>Utilising a managed service provider is a win-win for any business with a sizeable temporary workforce. By building relationships with your business users to understand the ins and outs of your organisation, a dedicated team of industry experts manages your suppliers, sources top talent, and drives best practices on your behalf.</p>

<p>One of the most effective ways a business can successfully manage its contingent workforce is by calling on the expertise of a third-party solutions provider &mdash; particularly one with a dedicated account management team, an optimised vendor management system (VMS), and a focus on control and cost savings.</p>

Managed Service Provider &amp; Contingent Workforce Solutions

<h2>Is an MSP solution right for my business?</h2><p>&nbsp;</p><p>While contingent working has grown at a phenomenal pace in recent years, finding top contingent talent with the most critical skills is an increasingly costly and time-consuming process. With contingent workers (ie. non-employees) making up 40% of the workforce, being able to attract the best talent is crucial.</p><p>If your organisation has a medium-to-large contingent workforce, a managed service programme is the ideal solution. Whether you&rsquo;re looking to improve visibility, compliance,&nbsp;or control, or simply want a fresh recruitment strategy with a new partner, we can build a solution that works for your business.</p><p>Managed service provider solutions don&rsquo;t work for every business, particularly those without sizeable contingent workforces. If you&rsquo;re a scaleup or a startup with a smaller contingent workforce, one of our other recruitment services may prove a better fit.</p>

<h2>Want to Know More?</h2><p><span style="background-color: rgb(255, 255, 255);">Whether you are looking for your next job opportunity, or seeking talent to join your team, we will help find the right fit for you.</span></p>

<h2>Latest Salary Survey</h2><p>SRG are industry leaders and work with 3rd party vendors for market intelligence&nbsp;</p>

<h1>Podcasts &amp; Webinars</h1><p>At SRG, we&rsquo;re taking recruitment podcasts to the next level. Join us for transformational conversations on the scientific industry, workplace, and personal growth.</p>

<h2>Refer A Friend</h2><p>Refer a friend here, please complete the form.</p>

<p class="fs-2"><strong>How does it work?</strong></p><div class="mb-4"><p class="x_xxelementtoproof">Good people tend to know good people. In fact, around a third of our placements are recommended by existing candidates and contractors.</p><p>So, when you recommend a friend to SRG and we place them in a contract or permanent job, you can receive a &pound;250 Love2Shop voucher as a thank you.&nbsp;</p><p>All you need to do is&nbsp;complete the short form&nbsp;at the bottom of this page.<br aria-hidden="true"><br aria-hidden="true">A referred candidate should satisfy the following criteria:</p><ul type="disc"><li class="x_xxmsonormal">Not already be registered with us</li><li class="x_xxmsonormal">Be relevant to the roles and sectors we cover</li></ul><p>Once the referred candidate is placed, they must complete 3 months of work before a reward can be claimed.</p><p>We will send you your voucher once we have successfully placed your friend or colleague into a new job and they have passed the probation period.</p></div><h5><strong>To refer a friend, please complete the form.</strong></h5>

<h3>Need help hiring?</h3><p>SRG can partner with you to take your recruitment strategy to the next level - our recruitment experts are on hand to help you find and retain the right people. Contact us today for an informal discussion at <a href="mailto:solutions@srgtalent.com"> <strong> solutions@srgtalent.com</strong> </a></p>

<h3>Looking for your next opportunity?</h3><p>SRG work with leading global organisations at the helm of innovation in STEM. We have job opportunities across the STEM industries, covering all experience levels from graduate and entry level to executive leadership.</p>

<h2>Salary insights and trends from over 4,000 global professionals across STEM industries</h2><p>Wondering how your company’s salary offers compare to your competitors? Are you offering above, or below industry standards? Is your business as diverse, inclusive and fair as it should be?</p><p>Or are you a STEM professional seeking to uncover salary trends and expectations for your role?</p><p>The exclusive insights from our Global STEM report not only offers the answers you're looking for, but also empowers you to make informed decisions for your career or recruitment strategy.</p><p><strong>Download now to discover:</strong></p><ul><li>Global Life Science, Engineering and Clinical sector salary trends</li><li>How ethnicity affects salary</li><li>Differences in the gender pay gap</li><li>Insights into AI in the workplace</li></ul>

<h1>Global Talent Trends and Insights 2024</h1><p>Finding, attracting and retaining the very best talent isn’t just vital for the future of your business, it is critical to the future of STEM too.</p><p>In the competitive and skills-short STEM recruitment market, understanding salary levels and expectations, along with embracing diversity and inclusion, can give your company an advantage. Anticipating future industry skill needs can also benefit potential hires.</p>

<h3>Need help hiring?</h3><p>SRG can partner with you to take your recruitment strategy to the next level - our recruitment experts are on hand to help you find and retain the right people. Contact us today for an informal discussion at <a href="mailto:solutions@srgtalent.com"> <strong>solutions@srgtalent.com</strong> </a></p><p>&nbsp;</p><h3>Looking for your next opportunity?</h3><p>SRG work with leading global organisations at the helm of innovation in STEM. We have job opportunities across the Life Science, Engineering and Clinical industries, covering all experience levels from graduate and entry level to executive leadership.</p>

<h2>Discover Global STEM Talent Trends &amp; Insights 2024</h2>
<p>Gain valuable insights from over 4,000 professionals on salary benchmarks, workplace trends, Equality, Diversity and Inclusion, AI in the workplace, and more. In today&rsquo;s competitive market, securing and retaining top talent is crucial for success, whether you&rsquo;re a business or an individual striving for career growth &ndash; stay ahead of the curve!</p>

<p>At SRG, we have served STEM industries and companies in the UK, Europe and beyond for over 30 years, using our skills, expertise and understanding of what job seekers and employers are looking for to find the right people, for the right roles, at the right time.</p><p>As industry leaders, we know where to find the very best talent, and recognise the potential for innovation that will help build a brighter future for STEM.</p><p>That’s why our STEM recruitment experts in Ireland, located in Dublin and Cork, are ready to provide tailored STEM Recruitment and Global Managed Services to clients and candidates, drawing on technical and scientific knowledge to begin a journey to success that will continue long into the future.&nbsp;</p>

<p>At SRG, we understand the challenges that come with hiring scientific and engineering talent – whether you’re starting and scaling up a business or an established leader in your field. That's why we offer tailored services to best serve our clients' needs.</p><p>With over 30 years of experience, our team of consultants can provide guidance and support on all aspects of the recruitment process.&nbsp;</p>

<h2>Lab Leader Vision 2025</h2>
<p>Discover strategies for success with insights from over 1,000 surveyed lab leaders, plus expert guidance and advice. Explore workforce challenges, automation and efficiency strategies to drive lab innovation and resilience.</p>

<h1>Synergy Scientific Solutions</h1>
<p>Synergy provides flexible Scientific Functional Service Provision solutions, deploying and integrating expert teams to deliver core Lab Activities across the pharmaceutical, biotech, FMCG, chemical, clinical research, biopharma, and sensory industries.&nbsp;</p>

<h2><strong>Empowering Your Business and People with Synergy Scientific Services</strong></h2>

<h2>Subscribe to our newsletter</h2><p>&nbsp;</p>

<h2 class="elementToProof"><strong>SRG &amp; Graduates</strong></h2><div class="elementToProof">If you are a STEM subject&nbsp; graduate looking to register your CV, explore the latest graduate job opportunities, or learn more about how we can support your career ambitions, you've come to the right place.</div><div class="elementToProof"><div class="elementToProof">&nbsp;</div><div class="elementToProof">Our specialists have the expertise and experience to help you navigate your early career journey, providing you with vital insights and guidance, and connecting you with hundreds of STEM organisations who are looking for talented, driven graduates just like you.</div></div>

<h3>Need help hiring?</h3><p>SRG can partner with you to take your recruitment strategy to the next level - our recruitment experts are on hand to help you find and retain the right people. Contact us today for an informal discussion at<a href="mailto:solutions@srgtalent.com"><span><strong> solutions@srgtalent.com</strong></span></a></p>

<h1>Powering the Future of STEM</h1><p>Together, we are united by one purpose, one culture, and one driving force: virtuosity. A core part of Virtuosity is customer-centricity.&nbsp;</p><p>Our teams come together across Impellam to combine our integrated capabilities, our digital solutions and our culture of virtuosity and that is when the magic happens for our customers.</p>

<h1>About Us</h1><div class="OutlineElement Ltr SCXW172642023 BCX0"><div class="OutlineElement Ltr SCXW217087604 BCX0">&nbsp;</div><div class="OutlineElement Ltr SCXW217087604 BCX0"><p class="Paragraph SCXW217087604 BCX0"><span class="TextRun SCXW217087604 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW217087604 BCX0">Our team is&nbsp;</span><span class="NormalTextRun SCXW217087604 BCX0">comprised</span><span class="NormalTextRun SCXW217087604 BCX0"> of seasoned professionals with deep </span><span class="NormalTextRun SCXW217087604 BCX0">expertise</span><span class="NormalTextRun SCXW217087604 BCX0"> in th</span><span class="NormalTextRun SCXW217087604 BCX0">e life sciences sector, bringing</span><span class="NormalTextRun SCXW217087604 BCX0"> together years of experience in </span><span class="NormalTextRun SCXW217087604 BCX0">biologics, </span><span class="NormalTextRun SCXW217087604 BCX0">biotechnology, </span><span class="NormalTextRun SCXW217087604 BCX0">clinical trials, medical devices, pharmaceutical</span><span class="NormalTextRun SCXW217087604 BCX0">s, and healthcare.&nbsp;</span></span><span class="EOP SCXW217087604 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559740&quot;:259}">&nbsp;</span></p></div><div class="OutlineElement Ltr SCXW217087604 BCX0"><p class="Paragraph SCXW217087604 BCX0"><span class="TextRun SCXW217087604 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW217087604 BCX0">We&rsquo;re</span><span class="NormalTextRun SCXW217087604 BCX0"> passionate about innovation and excellence and are dedicated to connecting clients with the transformative talent that will drive the future of life sciences.&nbsp;</span></span><span class="EOP SCXW217087604 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559740&quot;:259}">&nbsp;</span></p></div></div>

<h2>Work for us</h2><p>Interested in joining our team? Apply today!</p>

<h3>Join the Team at SRG Talent</h3><p>If you're looking for an environment to grow and develop in your career while delivering excellence to your clients and candidates, SRG might just be the place for you.</p><p>Developing alongside creative and driven colleagues, you'll have the opportunity to work with a range of dynamic clients -&ndash; from top-ten pharma organizations&nbsp;to start-up medtech companies</p>

<h2>The SRG Pulse: Latest News, Events &amp; Insights</h2><p>Our Life Sciences expertise and partnership-led approach allows us to deliver highly successful results for our clients so they can attract and retain unique talent for their business. Explore our latest collection of case studies, news, events, and insights from SRG.&nbsp;</p>

<h1>Business Solutions</h1><h3><strong>Partner with the leading STEM recruitment agency</strong></h3><p>Your standards and expectations are high. So are ours. We know what matters, so that’s what we focus on. You can rely on us to build relationships, tailor solutions, and champion talent, whilst adapting, flexing, and collaborating with you to create the talent solutions required.</p>

<h2>Get in Touch!</h2><p>There are many way to get in touch.</p>

<h3>Send Us Your CV/Resume</h3><div class="mb-4 contentWrapper"><p>Unlock the untapped potential in people, jobs, and data to enhance the now and shape the future.</p></div>

<h2>Get in Touch</h2><div class="mb-4"><p>Do you have a question? Leave it with SRG.</p></div>

<h2>Newsletter Sign up</h2><div class="mb-4"><p>Stay up to date with SRG</p><div class="mt-4"><div id="sourceflow-form-e54992b4-68bf-4d40-9716-616c209fc500" data-sourceflow-form="form" data-sourceflow-form-id="e54992b4-68bf-4d40-9716-616c209fc500"><div id="edolvuk" class="formio-component formio-component-form  formio-component-label-hidden"><div class="formio-form"><div id="edfkgjf" class="form-group has-feedback formio-component formio-component-radio formio-component-typeOfNewsletters"><div class="form-radio radio" role="radiogroup" aria-labelledby="l-edfkgjf-typeOfNewsletters" aria-required="false"><div class="radio  form-check">&nbsp;</div></div></div></div></div></div></div></div>

<h2>Get in Touch!</h2><div class="OutlineElement Ltr SCXW216223936 BCX0"><p class="Paragraph SCXW216223936 BCX0"><span class="TextRun SCXW216223936 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW216223936 BCX0">Do you have any questions?&nbsp;</span><span class="NormalTextRun SCXW216223936 BCX0">Don't</span><span class="NormalTextRun SCXW216223936 BCX0"> hesitate to contact our SRGContractor</span>&nbsp;<span class="NormalTextRun SCXW216223936 BCX0">Team&nbsp;</span><span class="NormalTextRun SCXW216223936 BCX0">for quick&nbsp;</span><span class="NormalTextRun CommentStart SCXW216223936 BCX0">answers</span><span class="NormalTextRun SCXW216223936 BCX0">!&nbsp;</span></span><span class="EOP SCXW216223936 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:240,&quot;335559740&quot;:279}">&nbsp;</span></p></div><div class="OutlineElement Ltr SCXW216223936 BCX0"><p class="Paragraph SCXW216223936 BCX0"><span class="TextRun SCXW216223936 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW216223936 BCX0">Whether you are a beginner or an experienced contractor, we are here to provide you with the latest and reliable information to&nbsp;</span><span class="NormalTextRun SCXW216223936 BCX0">help</span><span class="NormalTextRun SCXW216223936 BCX0">&nbsp;you</span>&nbsp;<span class="NormalTextRun SCXW216223936 BCX0">through</span><span class="NormalTextRun SCXW216223936 BCX0">&nbsp;your journey with</span><span class="NormalTextRun SCXW216223936 BCX0"> SRG</span><span class="NormalTextRun SCXW216223936 BCX0">.</span><span class="NormalTextRun SCXW216223936 BCX0">&nbsp;</span></span></p><p class="Paragraph SCXW216223936 BCX0"><span class="TextRun SCXW216223936 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW216223936 BCX0">No matter how big or small your question is, we will do our best to provide you with helpful and informed responses.</span></span><span class="EOP SCXW216223936 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:240,&quot;335559740&quot;:279}">&nbsp;</span></p><p class="Paragraph SCXW216223936 BCX0">&nbsp;</p><div class="OutlineElement Ltr SCXW135433514 BCX0"><h5 class="Paragraph SCXW135433514 BCX0"><strong><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Contractor&nbsp;</span><span class="NormalTextRun SCXW135433514 BCX0">B</span><span class="NormalTextRun SCXW135433514 BCX0">enefits</span></span></strong></h5><h5 class="Paragraph SCXW135433514 BCX0"><sup><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Benefits offered by Lorien&nbsp;</span><span class="NormalTextRun SCXW135433514 BCX0">m</span><span class="NormalTextRun SCXW135433514 BCX0">ay</span>&nbsp;<span class="NormalTextRun SCXW135433514 BCX0">include</span><span class="NormalTextRun SCXW135433514 BCX0">:&nbsp;</span></span><span class="EOP SCXW135433514 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span></sup></h5></div><div class="ListContainerWrapper SCXW135433514 BCX0"><ul class="BulletListStyle1 SCXW135433514 BCX0" role="list"><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1"><p class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Choice among three major medical plans and one minimum essential coverage medical plan&nbsp;</span></span></p></li><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1"><p class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Integrated prescription benefits with your medical plan&nbsp;</span></span></p></li><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1"><p class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Two standalone PPO dental plans (</span><span class="NormalTextRun SCXW135433514 BCX0">o</span><span class="NormalTextRun SCXW135433514 BCX0">ne plan includes orthodontic benefits for adults)&nbsp;</span></span><span class="EOP SCXW135433514 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span></p></li><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="4" data-aria-level="1"><p class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Standalone vision plan with exams, lenses, contact lenses, and frame benefits</span></span></p></li><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="4" data-aria-level="1"><p class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Savings&nbsp;</span><span class="NormalTextRun SCXW135433514 BCX0">p</span><span class="NormalTextRun SCXW135433514 BCX0">rograms: Our 401(k) allows participants to contribute to both pre-tax and after-tax payroll deductions. In addition, we offer a flexible, tax-advantaged Section 529 College Savings Program.</span></span></p></li></ul><ul><li class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Direct deposit (weekly payroll)&nbsp;</span></span><span class="EOP SCXW135433514 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span>&nbsp;</li></ul><p>&nbsp;</p></div></div><h5>Our hotlines are:</h5>

<h4><strong><span class="EOP SCXW135433514 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}"><span class="TextRun SCXW64043463 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW64043463 BCX0">Professional Referrals</span></span><span class="EOP SCXW64043463 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:240,&quot;335559740&quot;:279}">&nbsp;</span></span></strong></h4><div class="OutlineElement Ltr SCXW175820273 BCX0"><p class="Paragraph SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US"><span class="TextRun SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW175820273 BCX0">At SRG, we believe in the power of professional connections to fuel our industry's future. </span><span class="NormalTextRun SCXW175820273 BCX0">That's</span><span class="NormalTextRun SCXW175820273 BCX0">&nbsp;why we highly value candidate referrals from our trusted network of contractors. These referrals are more than just names&mdash;</span><span class="NormalTextRun SCXW175820273 BCX0">they're</span><span class="NormalTextRun SCXW175820273 BCX0">&nbsp;seasoned professionals who come highly recommended for their skills, reliability, and dedication to their career.&nbsp;</span></span><span class="EOP SCXW175820273 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:0,&quot;335551620&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;</span></p></div><div class="OutlineElement Ltr SCXW175820273 BCX0"><p class="Paragraph SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US"><span class="TextRun SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW175820273 BCX0">When a contractor refers a candidate to us,&nbsp;</span><span class="NormalTextRun SCXW175820273 BCX0">it's</span><span class="NormalTextRun SCXW175820273 BCX0">&nbsp;a testament to the candidate's quality and fit for upcoming projects. We carefully consider each referral, aiming to seamlessly integrate these skilled individuals into our staffing solutions, thereby ensuring our clients receive top-tier talent.&nbsp;</span></span><span class="EOP SCXW175820273 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:0,&quot;335551620&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;</span></p></div><div class="OutlineElement Ltr SCXW175820273 BCX0"><p class="Paragraph SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US"><span class="TextRun SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW175820273 BCX0">This collaborative approach not only enriches our talent pool but also strengthens the bonds within our professional community, leading to more successful projects and satisfied clients.</span><span class="NormalTextRun SCXW175820273 BCX0">&nbsp;Please speak to your recruiting contact to discuss our referral bonus</span><span class="NormalTextRun SCXW175820273 BCX0"> program in greater detail.</span></span></p></div><p>For all other questions, please complete our form:</p>

<h1>Contractors</h1><p>As an established staffing partner to our amazing client companies, your success is our top priority. We&rsquo;re here to support our Contractors every step of the way in your career with SRG.&nbsp;&nbsp;</p><p>Whether you are a new starter or a career contractor, SRG is your trusted advisor. We provide you with personal, responsive attention and will assign an employee care representative to answer any questions you might have.&nbsp;</p>

<h2>How to Unlock Talent Trends & Insights to Move Your Business Ahead</h2><p>Join us for a 40-minute streaming video event discussing the latest Global Talent Trends & Insights report, sponsored by SRG, the industry’s leader in Life Sciences, Engineering and Clinical Recruitment, and New Scientist, a global weekly science and technology publication. In this informative session, we’ll discuss the findings from the 4,000 professionals surveyed across the UK, US, and Europe to uncover what professionals value most in their careers.  </p><p>We will dive into salary data and skills in STEM and learn how AI is shaping the job market. We'll discuss key DEI feedback and present the latest cultural statistics, providing you with actionable information to inform your talent strategy and stay ahead of the competition for talent. </p><p>Don’t miss this opportunity to gain valuable insights from industry experts, including Justin Mullins, Consultant Editor at New Scientist Jobs, along with Philippa Clark and Patrick Stedman, industry leaders from SRG.</p>

<h2>Powering the Future of STEM</h2><p>Unlocking exceptional job opportunities for Life Sciences talent in niche markets, we transform our partners' businesses.</p>

<h2>Awards &amp; Industry Recognition</h2>

<h2>Featured Jobs</h2><p><span style="color: rgb(43, 42, 41); background-color: rgb(255, 255, 255);">Find the best Life Sciences career opportunities:&nbsp;</span></p>

<p>SRG is the leader in the Life Sciences human capital industry. We apply three decades of specialized knowledge to a full spectrum of clinical, quality, regulatory, and compliance talent solutions. We recruit across the Life Sciences product life cycle&mdash;covering scientific research and development (R&amp;D), clinical trials, manufacturing, and engineering disciplines.&nbsp;</p><p>Together, we create world-class communities that empower individuals and businesses to shape tomorrow&rsquo;s world.&nbsp;</p>

Industry Leaders in <br> Life Sciences Recruitment

<h1>Insights</h1><p>Our Life Sciences expertise and partnership-led approach allows us to provide unique insight into industry trends. Explore our latest collection of case studies, news, events, and insights from SRG</p>

<h2>More Information</h2><p>Looking for more? </p>

<h1>Featured Employers</h1><p>SRG will feature your company as one to work for! Reach out to us today to learn more.&nbsp;</p>

<h1>Industry-Leading Opportunities&nbsp;</h1><p>The Life Sciences industry is multi-faceted, and our team deeply understands each sector’s nuanced demands. This expertise enables us to identify opportunities that pinpoint precise skill sets and cultural alignment, ensuring a perfect match for our candidates and client industry-specific needs.&nbsp;</p>

<h2>Industry-Leading Positions in Clinical &amp; Quality, Regulatory &amp; Compliance Fields&nbsp;</h2><p>Find our latest life sciences career opportunities.&nbsp;</p>

<h1>Shaping the Future of Life Sciences</h1><p>As technological advancements accelerate, new fields emerge, and competition intensifies, the demand for professionals in the Life Sciences industry continues to outpace the available talent pool. In fact, life sciences occupations have the second lowest unemployment rate in the nation at 0.6%.</p><p>Our dedicated team of recruitment specialists will find you the best fit from our outstanding client list and provide amazing career opportunities so you can grow and flourish in your career.</p>

<h1>Meet the Team</h1><p>We are a global STEM network offering a full spectrum of roles and talent solutions across science, including clinical trials, technology, engineering, and maths disciplines. </p><p>We're here to enable innovation, but our success comes from people and connections.</p>

<h2>Get in Touch</h2><p>Do you have a question? </p>

<h3>Need help hiring?</h3><p>SRG can partner with you to take your recruitment strategy to the next level - our recruitment experts are on hand to help you find and retain the right people. Contact us today for an informal discussion at <a href="mailto:solutions@srgtalent.com"> <strong> connect@srgtalent.com</strong> </a></p>

<h3>Looking for your next opportunity?</h3><p>SRG works with leading global organizations at the forefront of innovation in Life Sciences. We have job opportunities covering all experience levels.</p>

<h2>Salary insights and trends from over 4,000 global professionals across a wide variety of industries</h2><p>Wondering how your company&rsquo;s salary offers compare to your competitors? Are you offering above or below industry standards? Is your business as diverse, inclusive, and fair as it should be?</p><p>Or are you a Life Sciences professional hoping to find out whether your salary matches up to your peers, or the average salary expectations for your role?</p><p>The exclusive insights gained from our Global Talent Trends &amp; Insights Survey could provide the answers you&rsquo;re looking for and help you make more informed decisions for the next stages of your career or recruitment strategy.</p><p><strong>Download now to discover:</strong></p><ul><li>Global Life Science salary and workplace trends</li><li>How ethnicity affects salary</li><li>Global differences in the gender pay gap</li><li>Insights into AI in the workplace</li></ul><p>&nbsp;</p><p><a class="primaryBtn" href="/site-assets/pdf/SRG_Global_Talent_Trends_Insights2024_US_Version.pdf" target="_blank" rel="noopener">Download Report</a></p>

<h1>Global Talent Trends &amp; Insights 2024</h1><p><span class="TextRun SCXW110141590 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW110141590 BCX0">This year’s Global Talent Trends &amp; Insights report is set against dramatic change. During the COVID-19 pandemic, the drive to develop vaccines and treatments led to considerable investments in the life sciences sector and increased demand for skilled workers. This inevitably led to a reset&nbsp;</span><span class="NormalTextRun SCXW110141590 BCX0">when</span><span class="NormalTextRun SCXW110141590 BCX0"> the virus</span> <span class="NormalTextRun SCXW110141590 BCX0">was eventually curbed</span><span class="NormalTextRun SCXW110141590 BCX0">. This year’s </span><span class="NormalTextRun SCXW110141590 BCX0">report</span><span class="NormalTextRun SCXW110141590 BCX0"> suggests a potential return to pre-pandemic activity levels.</span></span><span class="EOP SCXW110141590 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span></p>

<h2>Discover Global Life Sciences Talent Trends &amp; Insights in 2024</h2><p>Gain valuable insights from over 4,000 professionals on salary benchmarks, workplace trends, Equality, Diversity and Inclusion, AI in the workplace, and more. In today&rsquo;s competitive market, securing and retaining top talent is crucial for success, whether you&rsquo;re a business or an individual striving for career growth &ndash; stay ahead of the curve!</p>

<h2>The SRG Pulse: Latest News, Events, and Insights</h2><p>Our tech expertise and partner-led approach allows us to deliver highly successful results for our clients so they can attract and retain unique talent for their business. Explore our latest collection of case studies, news, events, and insights</p>

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