Regenero

Smita Pillai

Smita Pillai is the Chief Diversity Officer, SVP Talent Development, Inclusion & Innovation Culture at Regeneron. With over 23 years of global DEI experience, she excels in delivering business-focused diversity and inclusion outcomes in complex corporate environments. Smita is committed to advancing DEI and culture, fostering inclusion, increasing diverse representation, and building equity both internally and externally. She also serves on advisory boards for EGAL Berkeley, The Asia Foundation, and Catalyst.

How would you describe your professional journey, from its beginning to the impactful roles and responsibilities you now hold?

I hail from a second-tier city in India, characterized by its smaller size in comparison to the major metropolises. In my formative years, the notion of living, working, and traversing the globe seemed far-fetched. However, following the completion of my MBA in international marketing and social research, my trajectory led me to reside and work in five diverse countries, with extensive travels across numerous others. My professional journey commenced with a foundation in international marketing and research. Essentially, this involved studying various global communities and demographics, aiding companies in product launches, and strategizing for the benefit of specific populations and regions worldwide.

My journey into diversity, equity, and inclusion (DEI) coincided with a pivotal period in the U.S. medical device sector. There was a significant shift from a predominantly physician-centric model to what we then referred to as a 5P model. This transformation saw increased influence from various stakeholders, including informed patients, payers, policymakers, and hospital owners, in decision-making regarding product and device choices. The healthcare landscape evolved from a narrow focus on physicians to embracing diverse perspectives from different players. This expansion not only considered healthcare from a broader viewpoint but also recognized the importance of DEI as not just a talent strategy but a business imperative. Failing to address these aspects could lead to a lack of understanding of our diverse patient base and hinder the realization of business goals.

This pivotal realization marked my entrance into the realm of DEI, and subsequently, I have served as the Chief Diversity Officer for numerous prominent companies across various sectors. My professional journey has taken me through roles in media with Dow Jones and the Wall Street Journal, financial services with Prudential, and technology with Zendesk. Currently, I find myself back in the life sciences and biotechnology arena at Regeneron, completing a full circle and returning to the New York area.

How does your typical day look at Regeneron?

In our company, the approach to DEI is deeply ingrained in our core values known as the Regeneron Way. As a science-based company, our five core values center on leading with science, taking on big ideas, making things happen, being great together, and doing the right thing. The principles and strategy of our DEI work are intricately woven into these values. Our annual report, released last year, outlines DEI as three focal points: Better Workplace, which encompasses workforce representation, culture, and inclusion; Better Science, aligning with our commitment to excellence in scientific endeavors; and Better World, reflecting our belief that a well- functioning workplace and successful scientific efforts contribute to leaving a positive impact on the world.

"DEI is not a checkbox. It’s a fundamental aspect of our company values, fostering diverse perspectives for better ideas and science—a core belief at Regeneron"

My daily routine revolves around these three pillars, each closely connected to the Regeneron Way values. Some days, I heavily focus on the first pillar, Better Workplace, addressing aspects such as employee education, engagement initiatives, building psychological safety, and developing tools for effective leadership and management. This includes efforts to enhance gender equity and foster disability inclusion within the organization. On other occasions, a significant portion of my time is dedicated to the second pillar, centered on advancing better science. We work with the scientists to convene and elevate the work of diversity embeeded across the scientific process from early research, clinical trial diversity, genonic research and patient & community outreach. Additionally, part of our efforts is directed towards ensuring equitable access to STEM education, and establishing our leadership voice externally, aligning with the overarching goal of creating a better world. We actively engage in building trust within communities where health equity holds significant importance. This involves leveraging our influence to establish the necessary trust in communities, propelling the advancement of science. Thus, while the specific focus varies from day to day, my routine typically revolves around these three pillars and ensuring our company values are seen in action.

What are your insights on the emerging current trends and challenges you observe in the DEI landscape?

In the United States, DEI has become increasingly politicized, with divergent opinions on the subject. The recent Supreme Court decision on affirmative action in higher education has prompted many companies to reevaluate their approach. While some are reassessing their direction, our organization continues to view DEI as integral to helping deliver better science as a company.

We firmly uphold a meritocratic system, recognizing and advancing individuals based on their talent and capabilities. We believe the best and brightest ideas can come from anywhere. However, we acknowledge that people bring diverse sets of skills and experiences to the workplace. Consequently, equity plays a crucial role in our engagement strategy. Our overarching philosophy is to meet individuals where they are in terms of equity, recognizing that different talents may necessitate different support systems. In essence, while we adhere to a meritocratic ethos, we also recognize the importance of creating an environment that accommodates the unique strengths and requirements of each individual. Our goal is to attract the best and brightest talents and provide them with the conditions necessary for thriving and succeeding within our organization.

What would be your piece of advice for your fellow peers?

My advice to fellow peers and colleagues is to remain committed and elevate your performance. Stay dedicated to the cause, ignoring any distracting voices or political influences. It’s crucial to recognize the significance of DEI beyond mere compliance. If you understand the business rationale and view diversity as a genuine asset, no external pressures should sway you. Businesses exist to serve various stakeholders, and diversity contributes positively to every aspect. Uphold the principles of DEI; don’t let political distractions divert you from the essential goal. Additionally, continually enhance your knowledge and skills to stay ahead in the industry. Stay informed about emerging technologies like AI and their potential impact on biases. Engage with industry leaders, adopt the best tools, and focus on upskilling your team to narrow disparities and ensure success. In essence, stay the course and elevate your game.