We Are Pharma! Advancing Equity (2022)

CONTENTS 2022

A collection of inspirational content to uplift, encourage, and empower FEATURE STORIES

18 The Power of Nine

Meet these amazing leaders redefining the life sciences industry for other women of color. WORDS BY ERIN PERKINS

20 The Influencer

Ambre Brown Morley shares 4 things she learned about sisterhood through WOCIP.

24 The Servant Leader

Marianne A. Fray can’t help but see herself in those who she fights for social and racial justice.

28 The Connection Maker

Dr. Sharon Monet Sifford Wilson helps connect others with the right resources.

32 The Fearless Leader

WOCIP founder, fearless leader, and master connector

Dr. Charlotte Jones-Burton shares her greatest leadership moments.

36 The Self-Care & Confidence Guru

Tope Osiyemi highlights how to honor yourself from her coaching experience.

40 The Entrepreneurial Rebel

Keniesha Watford-Woods says WOCIP helped her get in touch with her individuality.

44 The Brave Voice

Annie B. Harris learned how to unlock her own inner voice through the influence of her father.

48 The Legacy Creator

Shamika Williams’ work with HBCUs is influenced by the legacy of her late mother.

50 The Transformative Traveler

Travel enhanced WOCIP co-founder Patricia Cornet’s global competence and added value for patients.

(from left) Marianne A. Fray, Patricia Cornet, Shamika Williams, Dr. Charlotte Jones-Burton, Tope Osiyemi, Dr. Sharon Monet Sifford Wilson, Annie B. Harris, Ambre Brown Morley, and Keniesha Watford-Woods wearing WOCIP Power shirts.

CONTENTS CONT’D

GETTING STARTED

5 BE THE CHANGE

WOCIP President and Founder introduces the premiere issue.

WORDS BY CHARLOTTE JONES-BURTON, MD, MS

6 BUILDING CONNECTIONS

By empowering women of color in pharma to excel in their professional and personal development, WOCIP aims to change lives. WORDS BY ERIN PERKINS

PARTNER PERSPECTIVES

9 WHY.

Success starts when you answer this key question and take the next steps to live out the response.

WORDS BY AYESHA HAMILTON, ESQ

11 TRUSTMAKERS

Inside Edge enlists Black and Hispanic/Latino community influencers as champions for their clients’ clinical studies.

WORDS BY SUZAN GIGNESI

13 ACTION IS A GREAT IDEA

One care and community brand agency is changing the world, one partner at a time. WORDS BY ALEX MOLA

15 DR. CLAYBORNE

This CEO, doctor, mother, leader and woman of color is bringing her invention to the world.

WORDS BY DR. ELIZABETH CLAYBORNE

17 PORTRAITS OF EXCELLENCE

World-renowned photographer Tony Valadez shares tips for taking the perfect portrait.

WORDS BY CHARLENE VOIGHT

EMPOW-HER MOMENT

54 LACRESHA L. LIGHTFOOT

WOCIP Executive Director reflects about her experience launching this first issue.

PUBLICATION TEAM

CREATIVE DIRECTOR Shane Lukas

COPYWRITER & EDITOR Erin Perkins

ART DIRECTOR Joseph Caserto

CONTRIBUTING Oliver Collier

PHOTOGRAPHERS

Tony Valadez

PHOTOGRAPHY TEAM

FEATURE PHOTOGRAPHY Mikki Taylor

CREATIVE DIRECTOR

FASHION DESIGNER Marco Hall

SET MANAGER Sandra Martin

HAIR STYLISTS Nastassia Bonilla

Yancey Edwards

MAKE-UP ARTISTS Tanika Green

Alicia Mitchell

Darya Latham

PROP STYLIST Talia Young

SET ASSISTANT Knight

VIDEOGRAPHER Harold St. Louis

WOCIP ON-SITE Michelle Adams ASSISTANCE Delvin Burton

WOCIP BOARD

Charlotte Jones-Burton, MD, MS

Founder & President

Monique Adams, MS, PHD

Vice-President

Katrina High Secretary

Jamila Watkins, MBA Treasurer

Patricia Cornet

Founding Member At-Large

Jacqueline Gerena, MBA

Director of Committees

Annie Harris

Founding Member At-Large

Angelique Hopkins, PhD

Director of Partnership Development

Kemi Olugemo, MD

Director of Communications

Keniesha Watford-Woods

Director of Marketing

WOCIP MANAGEMENT

LaCresha L. Lightfoot

Executive Director

Women of Color in Pharma (WOCIP) is a 501(c)3 nonprofit organization with a mission to empower women of color in pharma and the life sciences to excel in their personal and professional development and to transform their pathway and the pathway of others. wocip.org • @wocip

(from left) Jacqueline Gerena, Monique Adams, Jamila Watkins and Tamarra Causley Robinson come together to share how they are building connections. • Photograph by TONY VALADEZ

BE THE CHANGE YOU WANT TO SEE IN THE WORLD!

It’s one of the smallest ways to have the greatest impact…change your behavior.

AS FOUNDER OF WOMEN OF COLOR IN PHARMA (WOCIP), I THINK A LOT ABOUT ONE OF THE LESSONS MY MOTHER INSTILLED IN ME. On different days, the words she used were different, but they embodied the same lesson. One day, she would say “the only behavior you can control is your own” and another day she would say “you teach people how to treat you” and then she would say “life is not fair, it’s about what you make of it.”

When I entered Pharma as a young, smart, feisty physician wanting to change the lives of patients, it was these words, this lesson that steadied me and enabled me to know without a doubt that I needed to find my tribe in order to realize my mission!

What is the importance of finding my tribe? The mission that I set out to accomplish—changing the lives of patients, particularly those in underserved communities, would be no small feat and would require a collective. And so, I set out to identify those who had similar and/or complimentary life’s missions. The women you will meet in this premiere edition of the We Are Pharma! Advancing Equity magazine answered the call and together we formed WOCIP.

As a result of the Power of 9, along with many others who raised their hands to join us, Black and Brown women have formed and are understanding how to “Be the change they want to see in the world!” We are engaging in our workplace as a powerful and influential network that is laser focused on advancing equity and educating on the building blocks required to do this.

Leading the charge across the life sciences industry, as we have done in our communities and homes since the beginning of time, requires that we care for ourselves, adjust each other’s crowns, cheer each other on and identify those who can join us without dimming our light!

We matter. We are the change. We are Pharma!

Charlotte Jones-Burton, MD, MS president@wocip.org

Photograph by Tony Valadez

Building Connec tions

By empowering women of color in pharma to excel in their professional and personal development, WOCIP aims to change lives, and that starts with building connections.

WORDS BY ERIN PERKINS • PHOTOGRAPHY BY TONY VALADEZ

Women of color in life sciences need to connect with people who understand their unique experiences. Because of building these connections, you gain a network of people who can assist you in finding solutions, advocate for you, and provide support. The following are stories of four members of WOCIP who share their experiences of finding empowerment and connection.

Expanding the women of color network

Jacqueline “Jackie” Gerena, WOCIP’s Director of Committees, is helping uplift Latina voices.

Why are you passionate about motivating women of color?

There are a lot of hurdles for Black and Brown women in a white maledominated industry. It’s exhausting to have to prove [ourselves] all the time. Being a teen mother, I became independent and educated. I want to make it easier for the person next to me and after me. We have unique talents and gifts. We add that shimmer to everything we do.

What is WOCIP’s Cafecito con Leche which you created?

It means “coffee with milk” in Spanish, representing that moment of reflection and zen in the morning when you wake up and have a cup of coffee or your preferred drink. We discuss topics like clinical trials and diversity. I love to give homework and action items.

What is the greatest difference WOCIP has made in your life?

I have had white women who were my sponsors, but I needed something specific for me. WOCIP gave me a tribe and a sounding board. These are my people. They are level-agnostic. I regained that sense of confidence that I was losing.

loves learning and doing new things —a desire inspired by her Puerto Rican parents and put into professional practice when she had her first child at 19.

Jacqueline “Jackie” Gerena’s

‘‘ I want to share my experiences with others who look like me.’’

Monique shares over 20 years of experience across the drug development lifecycle—plus her doctorate in Pharmacology— as she now mentors 10 women.

Creating a difference through mentoring

Monique Adams, Vice President of WOCIP, is an earnest leader with a passion for developing talent in others.

Why are you passionate about motivating women of color?

Having experienced guidance myself, I want to share my experiences with others who look like me. We often do not have people who take us under their wings and give us the blueprint to navigate through the obstacles of being a minority in the pharmaceutical industry.

How has WOCIP influenced your connections?

I have expanded my network with leaders in the industry and with the talent pipeline interested in entering the industry. I have established relationships with industry leaders in Europe, Africa and Latin America and have mentoring relationships.

What is the greatest impact you’ve made through WOCIP?

The We Are PHARMA Initiative, which is focused on community education and increasing health equity and competency by bridging the gap between the pharma industry and the communities that WOCIP serves aligns with my purpose. Last year, the initiative reached over 500 Black and Brown community members and educated them on the safety of the COVID-19 vaccine.

Building Connections

Finding your inner power

Jamila Watkins, Treasurer for WOCIP, wants other women of color to know their goals are attainable.

Why are you passionate about motivating women of color?

As a woman in transformation, I want other women to experience the same. Tell your story. You can’t be what you can’t see, as [WOCIP Founder and Board President] Charlotte says. Becoming a part of WOCIP helps you to see your own power, and WOCIP provides tools to help people with a growth mindset.

What is the greatest difference WOCIP has made in your life?

It reminded me of my power. Previously, I resigned myself to just grow where I was planted. Something in me wanted to fight for more. WOCIP spoke to that spark in me. Charlotte and the others would challenge me to push aside those fears. That made the difference.

What is the greatest impact you’ve made through WOCIP?

My first task was to host a Cupcake and Champagne event. I had 20 people show up. The call to action was for others in to host their own events to extend our network. We built this grassroots network of women, and that was the model we used for the first conference in 2016—from living rooms to a conference of 300 people which exceeded the capacity!

Coaching women for empowerment

Tamarra Causley Robinson impacts many women of color with her approach.

How did WOCIP influence your agency?

I am inspired by Charlotte Jones-Burton to continually innovate through experimentation, a gift unto itself. Thanks to that spirit of growth and our partnership with WOCIP, I have now partnered with other organizations to offer similar opportunities to their members and employees.

Why is coaching important for WOCIP members?

One of the foundational principles of WOCIP is professional development. Coaching is a partnership between a trusted adviser and the member, allowing them to be all of who they are without judgment. We intentionally mirror WOCIP’s members with coaches who look and sound like them. Members who receive coaching achieve higher levels of success, are more self-aware, and confident, are perceived as competent leaders, and some are able to land roles and responsibilities far beyond their dreams.

Why are you passionate about motivating women of color?

I often think about striking a match and watching that match burn brightly, knowing that whatever that match touches will ignite (or spread) the fire. Once women of color know and understand more of who they are…watch out! Everything is about to change.

In addition to listening to music and gardening, one of Tamarra’s greatest joys is connecting WOCIP members with highly skilled coaches of color.

Jamila Watkins has increased engagement with potential partners, businesses, and organizations while delivering enjoyable and informative events.

WHY.

Success starts when you answer this key question and take the next steps to live out the response.

WORDS BY AYESHA HAMILTON, ESQ.

WHAT’S YOUR WHY? Not the Why about your kids or family or all the politically correct things we are supposed to say as working women. Those are valid Whys but not the one I am talking about. What is your career Why? This is bigger than your job Why, which is really about the paycheck and the promotion. Often, we get lost in the grind of doing the job, that we forget to think about our careers. What’s my career Why? To actually live the lift as you rise phrase. I am an immigrant. I am a lawyer. I am a litigator. I run my own business. I work for myself.

“ IF I BRING MY POSSE WITH ME, THEN I AM NOT ALONE. AND THERE IS SAFETY IN NUMBERS.”

I am married. I have two teenage children. I am a woman of color. Like you, I am often the only person who looks like me in a room. I used to hear “you’ll get it next time” or “you’re too aggressive.” In my short stint in politics, I heard “it’s not your turn yet.” And I let those statements guide my journey; I listened, I bought into it, I took a seat. And nothing. And ultimately, I learned two lessons: (a) that nothing good ever comes from waiting your turn; and (b) they can only get away with that if there is one of you in the room. If I bring my posse with me, then I am not alone. And there is safety in numbers.

While our day jobs are stressful and often filled with unpleasant people, your Why keeps you grounded, professional and calm. Whether it’s written on a post-it on your desk or reflected in the volunteer work you do to advance professionally, your Why will help you get through the day. While that Why isn’t always present in the types of cases I take, it is always present in my professional activities.

Organizations like WOCIP provide exactly that Why. As women of color, there aren’t many places where the entire organization is focused on your mission and your professional Why. So, your best bet at success is to make sure that WOCIP gets stronger, becoming a force to be reckoned with in the industry. And once you join, don’t just be a name on a list, be THAT face on the dais. Get involved, get visible and get known. Look around the room at faces that look like you and then vow to bring them with you on your journey.

So, my wish for you is that you find your Why, shine your light bright and lift as you rise.

MY WHY

As an employment lawyer, I live my Why every single day. I advocate for women and minorities in the workplace. I also represent small businesses to guide them on best practices for their workplaces. I get to wake up every morning and work on cases I truly believe in; my work makes the workplace better for those who come next. I live my Why with my professional volunteer work. I sit on the Board of Trustees for the New Jersey State Bar Association and the Mercer County Bar Association, organizations that used to be almost exclusively white and male. I serve on the Judicial Appointments Committee for the State Bar making sure that diverse perspectives are considered in the vetting and selection of NJ’s judiciary. I pay attention to the way in which I am perceived and received since my presence and conduct in the “room” matters for those following me. And I make a special effort to applaud my WOC colleagues achievements. We are a powerful network and must act like it. I will not give up the fight that our mothers started for us; the battle is far from won.

Trustmakers: Local voices drive diversity in clinical trials

By nurturing a sense of mutual respect, Inside Edge enlists Black and Hispanic/Latino community influencers as champions for their clients’ clinical studies.

WORDS BY SUZAN GIGNESI

HAVING A DIVERSE TRIAL POPULATION IS CRITICAL IN DETERMINING THE SAFETY AND EFFICACY OF A DRUG AND IN INSTILLING CONFIDENCE IN PHYSICIANS AND PHARMACISTS WHO SERVE BLACK AND HISPANIC/LATINO PATIENTS, since therapies can affect individuals differently based on race, sex, and age. Yet the data is clear: people of color are woefully underrepresented in these studies.

A flood of technology-based recruitment products has

recently hit the market, but the team at Inside Edge Consulting doesn’t believe they’re the magic solution to greater inclusiveness. Why? They don’t address the root cause of low minority participation: a breakdown in trust in the healthcare system, the understandable result of a long history of medical exploitation. As Inside Edge President, Lionel Phillips, explains, rebuilding that trust is a boots-onthe-ground activity—a deeply human, not digital, endeavor.

It’s why the firm has spent more than a decade working in the heart of underrepresented communities. “It’s important to identify who the patient is speaking to outside of the physician’s office,” says Phillips. “They must be considered as part of the strategy.” In places like Greensboro, NC, Phoenix, AZ, and the Bronx, NY, Inside Edge has built relationships with local, everyday influencers—the people they call “Trustmakers.” Spending time in their communities,

DIVERSIFYING SITES

It all starts by rethinking where trials are held. Traditionally, sites are in communities with relatively small Black and Hispanic/Latino populations, and as Phillips says, “They will always struggle to enroll large percentages of these patients. The numbers just simply aren’t there. You have to be where people are most likely to seek care—and where the Trustmakers are.”

PREPARING COMMUNITIES

The Inside Edge approach also starts early—12 to 18 months before a trial. That provides Trustmakers with the time to inform and educate—not just about the trial, but about the disease symptoms and outcomes. According to Phillips, “One of the most heart-wrenching challenges in recruiting Black and Hispanic/Latino communities is that they’re often unaware of a targeted disease despite the fact that they’re disproportionately affected by it.”

CREATING RELEVANCE

“ YOU HAVE TO BE WHERE PEOPLE ARE MOST LIKELY TO SEEK CARE—AND WHERE THE TRUSTMAKERS ARE.”

learning about their local issues and needs, Phillips and the Inside Edge team have nurtured a mutual respect that turns these individuals into active, authentic champions of the firm’s recruitment initiatives—ready and willing to share their ideas, time, and voices. With Trustmakers at the center, Inside Edge has developed a finely-tuned, unique, community-driven approach that drives real participation.

WHO ARE THE TRUSTMAKERS?

The choir director. The small business owner. The community organizer. The head of a senior center. The PTA president. The director of the local soccer league. These—along with community physicians and

Importantly, Inside Edge uses insights from Trustmakers to develop informational materials that are culturally effective— written at appropriate literacy and health-literacy levels and tailored to the concerns of the local population. These are then carefully disseminated through credible channels: the small businesses, houses of worship, and community centers Trustmakers own, lead, and frequent, supplemented by their personal social media, as well as local radio and newspapers.

Inside Edge’s investment in this in-person relationship-building is clearly yielding dividends. Phillips cites a recent study in which they helped a client beat a 50% minority participation target—six months faster than anticipated. “Those are the kinds of results that prove our work with Trustmakers is key to solving the nation’s health inequities.”

independent pharmacists— are Trustmakers. As Phillips explains, they’re the people who know how their neighborhoods work, and where, when, and how communications will be most readily received. Whose

voices will be respected when they talk about an unfamiliar disease and its impact on their community, as well as the value a clinical trial can bring to their friends and family and the process participants will go through.

Action is A Great Idea

How One Care and Community Brand Agency Is Changing the World, One Partner at a Time

WORDS BY AXEL MOLA

TWO TEENS STEP UP TO THE LARGE BANNER. ONE TURNS TO THE OTHER POINTING AT THE TERM ‘QUEER’ AND SAYS, “THAT’S ME.”

Durham, located in central North Carolina, celebrates LGBTQ+ Pride in September, and thousands migrate from the parade to the various tables from churches, shops, and groups. A Great Idea’s booth invites selfies

with the banner of speech bubbles filled with words like “gay”, “lesbian”, “transgender”, and “non-binary”. The two youth pull out their phone and snap a selfie.

The booth is just one part of a multimedia campaign called “Every Day Say Gay” from A Great Idea (AGI), a care and community brand communications firm to support North Carolina’s Genders and Sexualities

Attendees at the 2022 Durham Pride make their statements at the Every Day Say ‘Gay’ photo wall.

Alliance (GSA) Network, which unites and advocates for clubs and programs for LGBTQ+ youth and allies in schools and universities.

“Every Day Say Gay” is AGI’s 2022 Pride initiative aiming to use civic engagement to prevent and push back against recent hostile attempts to legislate against the rights and visibility of LGBTQ+ people such as Florida’s vitriolic Don’t Say ‘Gay’ Bill or numerous transphobic state laws being considered or implemented.

For the past several years, AGI has also been amplifying the Out.Vote initiative to “inspire voters to encourage others to make their vote count through social sharing.

“ WE BELIEVE THAT EVERYONE DESERVES TO FEEL SEEN, RESPECTED, AND VALUED.”

“Action is at the heart of what we do,” says Shane Lukas, AGI owner and Creative Strategist. “Every day, our client partners trust us to connect with brand advocates with these same tools—strategy, design, and development—to advance a more just and equitable world. This year, we wanted to partner with the NC GSA Network to make sure young people feel seen and heard, encouraging every citizen to speak out, vote, and take action. We believe that everyone deserves to feel seen, respected, and valued. ”

AN IMPACT-MINDED APPROACH

“AGI is built from activism,” says Lukas. “I started as a queer teenager in the Midwest, and for my entire life, I have been pushing hard for people to tackle difficult discussions, to imagine what liberation looks like, to invest in what it means to work with communities to advance equity and justice. That world is possible, and I’m proud to collaborate with each of our partners that are making it happen.”

Now in its eighth year, AGI’s roster of corporate and nonprofit partners is

diverse—from healthcare leader Amida Care in New York City to San Francisco’s Eviction Defense Collaborative, from the global leadership network of Women of Color in Pharma (WOCIP) to Giving Docs’ innovative online planned giving platform. AGI provides support to these nonprofit, pharma, healthcare, and education partners in brand strategy (launch and evolution), content creation (digital and print), plus web application and site development.

“I’m proud that partners see value in our approach of encouraging shared growth, creative problem-solving, and authentic storytelling,” says Lukas. “With one partner, we saw a 220% growth in audience just through reframing their content.”

PARTNERSHIP POWER

AGI’s partnership philosophy, whether as a client or equity partner—such as the NC GSA Network or as a member of the National LGBT Chamber of Commerce—is that real change is possible through encouraging people to move from bystanders to being advocates moved to take action.

“The advocates we connect with are also partners,” Lukas says. “When each person recognizes the impact possible in their decisions today and tomorrow, then I believe we are seeing the world change for the better, one partner at a time.”

As the two teens walk away from the booth, carrying an “Every Day Say Gay” postcard that they promise to send to their legislator, a new group arrives to the photo booth, grabs a placard saying “Everyone should be free to share who they are and be heard”, and poses for their own selfie, with one person saying “That sounds like me.”

Learn more about the AGI’s Every Day Say ‘Gay’ project at everydaysaygay.com

3 GREAT TIPS TO BUILDING BRAND ADVOCATES

A Great Idea’s Brand Ideation workshops bring together leaders and stakeholders to identify and roadmap their organization’s story—launch or evolution—in order to build brand advocates.

AGI’s Owner and Creative Strategist shared these tips for thinking about your own:

IDENTIFY, PRIORITIZE, AND CENTER YOUR VALUES. “Consumers and donors know their attention and consumption is a reflection of themselves. To connect, you have to know what you stand for so they do too.”

STAND OUT.

“The brand story needs to be yours. The energy many folks spend watering down their story to have the broadest appeal looks shallow to new audiences and doesn’t build allegiance.”

BE AUTHENTIC.

“Brands have less and less control of their story. Make yours honest so its hard to run a counternarrative.”

“ I HAD TO STOP WONDERING HOW GOOD I WAS AND EMBRACE HOW GOOD OF A FOUNDER I WANTED AND KNEW I COULD BE. ”

Dr. Clayborne

CEO, Doctor, Mother, Leader and Woman of Color

WORDS

INTERESTINGLY, MY LIFE TOOK AN ABRUPT TURN WHEN I WENT FROM A VERY STRUCTURED, PREDICTABLE CAREER AS AN EMERGENCY PHYSICIAN TO THE NEVER IMAGINED UNPREDICTABLE ROLE OF CEO AND FOUNDER.

In this new role, I learned that I am good at redirecting, pivoting and making a way when there isn’t one. I always tell people that your intuition and emotional intelligence will take you far if you are attuned to recognize it – trust your gut. I’ve become

a master of multi-tasking because I lead a multi-faceted life. I proudly tap into those parts of my personality and identity as Liz the CEO, founder, mother, doctor, leader and woman of color.

Three key pieces of advice that I give other entrepreneurs

1 Don’t let perfection paralyze the process. Your first prototype of your product or iteration of your idea may not be perfect, but you need to get it out. You have to start

somewhere and take that leap. You will learn, grow, and improve the product along the way – you just have to keep moving ahead before an opportunity passes.

2

Build a great team. Remember to set the tone for the culture and environment of your company by attracting the people you want to work with. Establish what you want that vibe to be early on and invest in people. Building a great team will help you reach success.

3

Believe in yourself. Don’t let fear or insecurities bog you down. I had to let go of the imposter’s syndrome, especially as a black woman, and whether I was qualified to be a CEO. I had to stop wondering how good I was and embrace how good of a Founder I wanted and knew I could be.

My role today as a CEO and Founder has helped me realize and engage in the things I am most passionate about – speaking in front of people, leading by example, representing black excellence, building generational wealth, and being a role model to my daughters. To me, it’s like living in a dream, and hopefully, my experience can help open doors, through knowledge and understanding so that others can pursue their dreams no matter their background.

Learn more at NasaClip.com and please follow Dr. Clayborne on Instagram and Twitter @DrElizPC.

OUTSIDE THE BOX IN MY OWN THINKING

The skills I rely upon every day to be a great physician, mother, professor and public health informant, also align well with making me an excellent entrepreneur, CEO, and innovator. Thinking outside of the box helped me to invent a medical device that makes it easy to treat nosebleeds– NasaClip. My device combines constant external nasal compression with intranasal sponges that can be medicated with hemostatic agents such as oxymetazoline to help anyone anywhere stop nosebleeds fast! It will be the “Band-Aid” of nosebleeds and help doctors, nurses, coaches, trainers, schools, parents, caretakers and the everyday person with common nosebleeds treat their problem quickly and conveniently.

Portraits

of Excellence

World-renowned photographer

Tony Valadez shares tips for taking the perfect portrait.

WORDS BY CHARLENE VOIGHT

THE ART OF EXCELLENCE IN PHOTOGRAPHY IS THE DRIVING FORCE BEHIND WORLD RENOWNED ARTIST AND PHOTOGRAPHER TONY VALADEZ AND HIS SIGNATURE LIGHTING TECHNIQUES. Having started as an assistant to one of the industries top fashion photographers in 1996. Tony went on to be the lead photographer for various national publications, constantly evolving his lighting strategy.

Throughout this time he has had the privilege of photographing in some of the most beautiful places in the world such as Nevis, Paris, Barcelona to photographing for such brands as Chanel, Guerlain, Estée Lauder, Bentley, Cartier and many more. Tony has had the honor of photographing some of today’s high visibility profiles from Tom Ford, Hillary Clinton, Don Lemon and many others. “When asked who would be one of my most memorable celebrities I have had the honor of photographing,” the photographer says, “It’s Patti LaBelle hands down.”

Another question he often gets asked is how someone can prepare for their best portrait. Here’s what Valadez shared:

• HAVE THE RIGHT ATTITUDE. Go into the session with a positive attitude as it will reflect in your imagery.

• PREPARE STYLISH LOOKS IN ADVANCE. Clothing should be preselected, preferably with a consultant or stylist. Stay away from busy patterns and styles that can get dated. At the minimum, always bring a clean long sleeve white collar button down shirt.

• GET SOME SLEEP. Get plenty of rest 2-3 days prior to your portrait session.

• STAY HYDRATED. Avoid alcohol consumption. Instead, drink plenty of water.

With these tips, you’ll be ready to make your next portrait perfect, just like the WOCIP founders’ portraits that he shot for this issue.

Learn more about his work at tonyvaladez.com.

Tony Valadez’ uses signature lighting styles, including with music icon Patti LaBelle (top)

The

Power

MEET THESE AMAZING LEADERS REDEFINING THE LIFE SCIENCES INDUSTRY FOR OTHER WOMEN OF COLOR.

WORDS BY ERIN PERKINS • PHOTOGRAPHY BY TONY VALADEZ & OLIVER COLLIER

of Power

INFLU The

Ambre Brown Morley shares 4 things that she learned about Sisterhood through WOCIP.

AGLOBAL VICE PRESIDENT OVERSEEING MEDIA AND DIGITAL, AMBRE BROWN MORLEY IS A PERSON WHO INSPIRES AND CONNECTS OTHERS. This is whether she’s overseeing a company project, building relationships with patients and patient advocacy groups, or creating a Black employee resource group. She had a natural ability to inspire and connect, but WOCIP nurtured it by providing a community unlike any other as she navigated the complex experience as a Black leader. She gained more than a network of professional women of color. She found sisterhood there. She shares the four most important lessons she’s learned through that sisterhood.

1 Have those difficult, but important conversations. She explained that her Southern upbringing taught her to be grateful for what you’re given and not make waves by asking for more. It was a candid conversation with fellow WOCIP founder, Patricia Cornet, that changed her perspective. It was an honest discussion around bonuses and promotions. “Being able to have open conversations about salary negotiations and promotions, created a fundamental understanding of my worth. It helped me to push back and ask, how much am I worth?” Ambre says.

Her advice: Do your research to understand the value of your skill set and experience. “Come from an educated place,” she says. Have the research and statistics to back it up, so you can say, ‘I know the level of work I’ve been doing qualifies for this salary.’“

2 Exercise your voice even when your opinion differs from others. WOCIP provided Ambre with a platform to express herself — and they encouraged her to do so. That opportunity is a rare occurrence for Black women in the corporate world but doing so in this environment has strengthened her and made her better at it. “Everything we do, I may not agree with it or love it,” she explains. “But [WOCIP] has given me the opportunity to have a voice and share my opinion, even if it’s not popular.”

3 Embrace your authentic self.

“Being one of the only Black VPs at my company comes with the accountability of showing up correctly every single day,” Ambre says.

She encourages women to show up authentically and confidently. She says, “You can be em-

“Embrace that you’ll be judged and BE YOURSELF. Then, give them something to watch!”

powered and show up as your authentic self as long as you push your impostor self out of the way. You have earned the right to be there. Represent!”

Ambre adds, “As a Black woman, people will scrutinize you whether or not you like it.” Her advice: “Embrace that you’ll be judged and be yourself. Then give them something to watch!”

4 You deserve to be where you are.

Ambre encourages others to remember that if you have gotten to a certain level, you have earned it. “You have to be comfortable walking in your truth. Sisters are afraid of being exposed and self-doubt grows like weeds and takes over,” she explains. “But don’t listen to the negative voices in your head because words have power.” Instead, focus on what’s positive and encouraging she advises. “Say things aloud to affirm your power and self-worth.”

HEAR AMBRE IN HER OWN WORDS

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The

SERVANT Leader

As the ultimate servant leader, Marianne A. Fray sees herself as an advocate for marginalized and underrepresented groups.

NO TWO DAYS ARE THE SAME FOR MARIANNE A. FRAY, THE CEO OF MATERNITY CARE COALITION (MCC), a 40-plus year old nonprofit that serves pregnant women, parenting families and children in Southeastern Pennsylvania. After a long career in both nonprofit and for-profit organizations, Marianne now leads over 150 staff members at MCC.

Some days she meets with various stakeholders, board, staff, and clients, securing funds for MCC, visiting staff and clients at one of MCC’s 9 sites, or lobbying with local and state elected officials to pass family friendly legislation. She also serves on other nonprofit boards. Marianne wholeheartedly embraces MCC’s vision to create an equitable future where all

“I, like so many other marginalized people, seek JUSTICE, and WOCIP was one avenue where I chose to do that work.”

families are healthy and connected, with all children thriving and ready to learn.

She has a passion for serving others that transcends empathy. As the daughter of missionaries who ran a rescue mission in Philadelphia that provided food and clothing to those who were homeless, it infused her childhood with service. This shaped her worldview. Because her immigrant parents wanted her to avoid the pitfalls of those at the mission and in her childhood neighborhood, they sent her to an all-female boarding school as a teen. The vast difference between where she came from and where she found herself caused culture shock. The lack of representation and racism affected her self-identity.

When Marianne reflects on her own experiences, she understands the challenges MCC clients can face.

During the Jim Crow era in Alabama, Marianne’s mother gave birth to her sister at a local doctor’s office since she couldn’t access the segregated hospital. Marianne had a similar experience 23 years later. In her senior year of high school, Marianne had an unplanned pregnancy. Because of little support and discrimination from the ‘free clinic’ in Philadelphia, Marianne’s pregnancy ended in a stillbirth. Both situations were the result of institutional racism that continues to this day. Persistent inequities such as these drive Marianne to fight for social justice every day.

Marianne believes these two tragic events connect her with the families she serves and fuels her advocacy. “It means so much to me that I lead an organization that lifts those who are impacted by similar issues that my mother and I experienced” she says.

Why WOCIP

“I see myself in every client we serve; and I believe we all deserve better.”

IT WAS THAT SAME HEART FOR SERVICE AND JUSTICE that led Marianne to help found WOCIP. Marianne worked in the pharma industry before joining MCC. “When I joined forces with the other founders to establish WOCIP, it was because we witnessed and personally experienced bias towards women of color in the pharma industry. We watched brilliant voices of color left out of critical conversations that could advance the business objectives of the companies in which we worked. We came together and resolved to disrupt this racist status quo,” Marianne says. She and the founders are proud to see how WOCIP has built pathways to representation and equity in the pharma industry. “My past helped shape who I am and how I serve,” she says. “I am grateful for every experience and hopeful that together, we will usher in a better and more equitable future for our children.”

HEAR MARIANNE IN HER OWN WORDS

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Dr. Sharon Monet Sifford Wilson is a powerful matchmaker who helps connect others with the right resources.

CONNECTION Maker The

WITH OVER 30 YEARS IN CLINICAL MEDICINE, DR. SHARON MONET

SIFFORD WILSON HAS ACHIEVED A LOT including 13 years of full-time clinical medical practice, holding Medical Affairs leadership roles with extensive global exposure, and managing teams of other medical professionals.

But one of her proudest accomplishments is the advancement she’s helped others achieve. “I’m a pay-it-forward kind of person. So, I like the idea of advancing opportunities and making opportunities for the next person,” she explains. That’s why she feels called to connect others to who and what they need to achieve their goals. It was that type of connection that led Monet to join WOCIP nearly 8 years ago after attending a National Medical Association and University of the Maryland School of Medicine reception with founder, Dr. Charlotte Burton-Jones.

“As Black women physicians working for large companies, our stories were very similar. We felt very isolated. We were the only Blacks working in our divisions,” she says.

This common understanding and shared experience helped her during a time when it was a lonely journey. “This is what we need. We need this sisterhood. And then we started realizing there were many others who felt similarly at their respective companies,” she says.

Mentorship is so meaningful to her because it creates connections and experiences people are looking for and needing. “Some of my friends and family, especially my friends, call me a connector because I love connecting people to programs, opportunities,and resources,” she says.

She explains further, “I’ve always felt it was my mission to align people. There is so much you can learn from the small things people tell you. So, being receptive to mentorship and being a mentor is key to helping people grow. I think it’s an obligation for us to help, especially when you have so few people in that space. It’s just part of my DNA, I think.”

Here, Monet shares her three most memorable mentor moments.

Moment #1

I’ll never forget when my nephew was about 12, he said, “One day, I will fly, I’m going to be a pilot.” In order to expose my children and nephew to careers in aviation, I placed them in the Organization of Black Aerospace Professionals free summer program at Delaware State University. They work with African American pilots, hear about the history of minorities in aviation and get to fly. My daughter flew solo at 15! In their first year, African American pilots and people of color who worked in the air industry embraced and educated them. Whether or not they wanted to become pilots, they realized there were other career opportunities in aviation. I threw life options against the wall to see what would stick. He played football at Purdue on a full scholarship and entered its professional flight program. He had many scholarship offers but chose Purdue because of its amazing aviation program. After playing in the NFL, he became a pilot. It’s incredible what happens when people are exposed to options and opportunities.

Moment #2

“I’ve always felt it was my MISSION to connect people.”

Moment #3

Over the last 35 years of my membership, I have mentored younger members of the National Medical Association, and it’s been extremely rewarding. The Harvards and Stanfords of the world have a lot of minority students who are the only or one of few in their class. It can often feel very isolating. I help these students and young physicians navigate through college and get through medical school with their minds intact and their direction clear. Everyone’s paths hasn’t been sunny. Some have struggled through challenges and felt like they wanted to give up. But I was their cheerleader and supporter. One mentee became the head of public health in Delaware. Another one heads up a major health organization in Washington, D.C., and worked at the White House for several years. So, to me, that’s gratifying to see them fulfill their goals and prosper. As a student and intern, and when I joined the pharmaceutical industry, people did the same for me. I wanted to do the same too. At a critical point in someone’s life journey, you never know how your words, your attention, and your actions will affect them.

Recently, someone reconnected with me on social media. She asked, “Do you remember me? I was the college student who got sick one night when you were on call.” She continued, “Do you remember when you saved my life?” I called her out-of-state parents and explained her illness at the time. She remembered me—and my name—after over 25 years. Well, that kind of thing just makes you joyful. Being in a position where your path and your years of training can help save a life is fulfilling, and it’s a blessing to be an influence on others. I’m not in clinical practice anymore, but I’m joyful about my work in pharma now. With all of my corporate medical roles and through WOCIP, I still feel as if I’m impacting lives on a larger scale.

HEAR MONET IN HER OWN WORDS

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1 IT IS NOT THE MENTOR’S RESPONSIBILITY TO DO EVERYTHING FOR YOU. You shouldn’t expect your mentor to work harder for you than you are willing to for yourself.

2 SPEAK UP AND COMMUNICATE.

I can’t assume that you want what I want for you. As a mentor, I need you to communicate effectively and honestly. You should tell me what you’re trying to get out of this relationship. It can’t be just me always talking to you.

3KNOW YOUR GOALS.

If you’re going to ask someone to mentor you, then you must come prepared with questions. You must have a vision. Rather than develop your purpose, my role is to guide and advise, not chart your course.

LEADER The Fearless

WOCIP founder, fearless leader, and master

connector

Dr. Charlotte Jones-Burton shares her greatest leadership moments.

LONG BEFORE SHE GAVE BIRTH TO THE IDEA OF WOCIP AND WAS CHAMPIONING WOMEN OF COLOR, WOCIP FOUNDER

DR. CHARLOTTE JONES-BURTON KNEW SHE WANTED TO INSPIRE AND MANIFEST CHANGE.

The late 1970s saw a young Charlotte organizing and ordering her baby dolls around. Amid what appeared to be a child playing, leadership was taking shape. The experience was only one of many that formed Charlotte’s leadership style. She has an innate ability to recognize a cause, unite people around it, and inspire them to achieve their best selves through that cause. It’s a theme that has persisted throughout her life. Her passions, career, and motherhood all reflect it.

As a physician-scientist, she works to improve the lives of chronically ill patients and communities by combining her leadership skills in research and people development. She has witnessed, experienced, and researched health inequities in those spaces and throughout her life. Over a decade ago, she entered the pharmaceutical industry feeling alone, lost, and marginalized. To prevent others from experiencing what she did, she founded WOCIP.

For Charlotte, there was no straight path to leadership. In her life, it has constantly changed and took on different forms. Here are the pivotal moments that helped mold her into the fearless leader she is today.

The Shaping of a Leader

1975-1978 A leader at play

In childhood, Charlotte was an only child who always showed an inherent desire to lead others. Initially, she ruled over her baby dolls. “I was bossing my baby dolls. I would set up school for them, organize them, pop them with a comb and tell them to sit still,” she says. “My grandmother, my mother and aunts would frequently say as they witnessed this childhood play, ‘we knew she was going to do something great one day.”

The Shaping of a Leader

1994 Finding a partner in leadership

While attending Washington University in St. Louis, Mo., she was a member of the black student association along with her now husband, Delvin, who was the president of the organization. They advocated to include more diversity in the admission brochure. “It was the beginning of our partnership journey” she says. “Together, we are a force, and we are the wind beneath each other’s wings. He’s always involved and by my side.”

BEING It’s about being

EARLY 1990s

Developing a leadership persona

As yearbook editor, Charlotte noticed a lack of representation of black students in the school’s print media.” I was a leader within the school, and I wasn’t happy with the response that the headmaster had given,” she recalled. She rallied students to approach the chair of the board of directors. “I just think about how bold it was to not be satisfied with what the headmaster’s response and lead students to approach the board leadership about it. When I think about what my leadership has been about, it’s always been about challenging the status quo and not accepting “no” as an answer. And that’s what we did. I can’t recall the answer we got. But it was the emergence of my leadership persona.” Her method is similar today: “I try to understand the group sentiment and champion that sentiment,” she explains.

LATE 1990s Motherhood

Becoming a mother was one of Charlotte’s greatest life challenges. As a medical student, Charlotte and Delvin conceived their first child, Dakota. Sadly, Charlotte had an incompetent cervix and was unable to carry their first baby to term. The lost of Dakota was heartbreaking for the Burtons but they faced this challenge together, allowing each other space to grieve and eventually conceived again. Their pregnancy with their son, Corinthian, was also a challenge and required Charlotte to be on strict bedrest. Together, and with the help of family and friends to care for Charlotte while Delvin worked as a teacher, their son Corinthian was born at 25 weeks. “It was a big challenge for me to become a mother, and I lost my first baby. It was a setback,” Charlotte shares. “I could have looked at it as if I was a failure. But I faced the pain of the loss, reflected on the meaning, grieved the loss and with my “teammate” Delvin, defined a path forward”. This is how I lead whether it’s personal or professional, and that happened to be a personal moment.”

2004-2005

Leading

others to give back

Charlotte worked with an alumnus from the University of Maryland to create an endowment for their well-respected dean who was retiring. “It was an endowment in his name, and creating an endowment is no easy feat,” Charlotte says. “You have to amass so much money, and

2007 Navigating corporate America

When Charlotte entered corporate America, she observed and experienced the isolation and lack of support Black women face. There was no playbook or even network of others who looked like her to help her understand how to succeed in the large pharmaceutical company where she had landed a “dream job.” She recalls being confused by the corporate politics and language

THE CEO OF YOU.” in control of your career,

the gains from the fund can be granted as scholarships to Black students who want to attend our medical school.” Since its inception, they have hosted a gala every year to help raise funds for the endowment.”Now after years of fundraising, the fund is in a place where people are benefiting from it, which is excellent. That was our gift to him,” she says.

2011-2014 Nurturing her leadership

Over the years, Charlotte has had several sponsors, and she remembers her first one, a woman who taught her how to be authentic and navigate corporate politics. She shared with Charlotte how to gain support for participating in a leadership development program and receiving executive coaching. Through this coaching, Charlotte examined her limiting beliefs, how they impacted her work, and how to find a corporate environment where she would thrive. This work was transformational and helped Charlotte develop the courage and confidence to speak up in meetings and show up as a leader.

2016- 2018

Lifting others up

Charlotte increased her visibility and assumed different roles with increasing responsibilities. She coached others not to settle for the status quo and to make bold career moves. Likewise, she continued to do the same. “Every move I make speaks to the audience I’m trying to reach. When I made that move, it helped them realize they could do the same.” That’s her way of “lifting others as I rise,” she explains. “A rising tide lifts all boats.”

2021 Being honored as a leader

• To commemorate its 5th Annual Conference, WOCIP held its inaugural gala and Charlotte was honored with the Global Icon Award. “I was so surprised. My husband and son spoke and presented it to me.” She laughs, recalling one of her husband’s comments: “Now, I know what Jay-Z feels like waking up to an icon.”

• Charlotte makes PharmaVoice’s 2021’s “Top 100 Inspiring Leaders in Pharma” list, which spotlights industry leaders throughout the industry.

that people used, “I would hear from my colleagues that I needed to be more visible. I didn’t understand that. I came to work every day. Wasn’t this being visible?” Charlotte says. “Now, I understand what it means and I want others who look like me to not experience the confusion that I experienced. It’s so easy to explain and I now know that visibility refers to being seen by senior leaders who are responsible for assigning projects and promotions.”

2015 The birth of WOCIP Charlotte was inspired by a group of Black and Latina women she invited to her home for a wine and cheese party. They discussed a gap that they were all feeling, which was support to help them excel in their careers. They shared feelings of isolation, frustration, and confusion on how to climb the corporate ladder. After the event, Charlotte was determined to find a solution. She felt a spark to start WOCIP and bring women of color together in a supportive environment with the resources, tools and programming to unlock their potential. WOCIP was born.

2019 Next step in leadership

Charlotte left a company that she loved when she was at the height of her career there. She was doing multiple jobs and believed she was ready to be promoted to vice president role, but she was told “no.” As CEO of her career, Charlotte left the company to assume a Vice President/ Head of Clinical Development role.

HEAR CHARLOTTE IN HER OWN WORDS

2022 Levels up leadership

• Charlotte becomes senior vice president of a biotech research company.

• She continues to grow and increase the magnitude of WOCIP, expanding its reach, programming and network.

“It’s been really powerful to see the impact WOCIP has had on people’s lives. It’s hard to measure how many lives we’ve touched. And that’s the beauty of it. We could start counting, but that only scratches the surface,” Charlotte says. “I know people in my inner circle that I’ve touched, but then they touch people, and it just permeates.”

SELF-CARE

SELF-CARE & Confidence Guru The

Tope Osiyemi highlights how to honor yourself from her coaching experience.

TOPE OSIYEMI JOINED WOCIP BECAUSE SHE SAW HERSELF IN THE OTHER WOMEN. They were resilient women who faced similar challenges as Tope and were overcoming them.

“They exuded strength and this desire to shake up the status quo that I hadn’t seen in the industry before — I wanted to be a part of that,” she says.

She already had some of the tenacious, compassionate, and fearless qualities she observed in the other women. In fact, those are three words she uses to describe herself.

She is persistent about bettering herself, she genuinely loves people and pours into them, and she is confident that she can succeed at anything.

“This has taken me a long way because it has helped me in building lasting relationships,” she says.

Perhaps, the most important of those is her relationship with herself.

“I am persistent, motivated, and resolute in being the best version of myself. So whether I’m in biotech, whether I’m pursuing something outside of that, like a hobby or my own business, I’m motivated in making sure that I show up for myself.”

The coaching program at WOCIP was exactly what she

needed. It was an investment in herself that she says continues to pay off. “The coach really helps you develop yourself as a leader, discover the gifts that you have and how you can make an impact, and also show up for yourself,” she explains.

“And through that, it was really me discovering my worth and who I am.”

Honoring herself was one of the biggest lessons she learned from the experience. She shares tips on how to do that here.

You should reflect your entire life in your goals.

It’s easy to focus on professional development like leadership development. But there’s more to you than what you do at your job, Tope says. “Think about your goals in life beyond your profession.”

You can grow and nurture your confidence through challenges.

At the beginning of 2020, as the world was trying to navigate COVID, Tope acknowledged it opened her eyes to working with others more effectively. “My coach and I looked at different working styles, taking a test to help me identify

my

own style, and explored how I could work better with someone who thinks differently than me,” she says.

Don’t hesitate to take a break.

“What you have inside of you is UNIQUE.”.

You must be intentional.

“I would just accumulate my vacation time, and my coach was like, ‘why aren’t you taking your vacation time?’ I had to unlearn that behavior,” Tope explains. “I don’t have to prove myself by working nonstop. So now, I take my time.”

Mindsets can be changed.

It takes time, but Tope says you can change habits that don’t serve you. The fact that you have always done something does not mean you cannot change it.

Would you like to know your managers better? You should try to understand their perspective and what’s on their mind and how you can have impactful conversations with them. Headed into a meeting? Think about the most important things to help you prioritize, so you manage your time efficiently. “The funny thing is, when you implement these things, you boost your confidence because you’re more organized and more intentional about what you’re doing,” she says.

Always remember that you belong.

“Charlotte always says, ‘you have a seat at the table.’ There’s a place for you—and your voice. “That really helps me in my day-to-day, especially on days when I don’t feel like showing up. I remember that I have a seat at the table.”

There is only one you.

“What you have inside of you is unique. Nobody can talk like you, no one can dress like you, and no one can show up like you. And so that’s what I love about WOCIP,” Tope says. “It’s about the power inside of you and bringing that out whether it’s at your job, your business, or within your family.”

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REBEL The Entrepreneurial

Keniesha Watford-Woods says WOCIP helped her get in touch with her

individuality.

WOCIP MEMBERS AND FOUNDERS ARE ALL UNIQUE. Keniesha Watford-Woods, a native of Far Rockaway, Queens, describes herself as the outlaw of the bunch.

“I express myself often through my hair, my tattoos, and things like that, but I’m a professional woman,” Keniesha says.

Keniesha’s creative self-expression isn’t the only thing that makes her a creative outlaw. Her uniqueness also stems from her non-linear path to career success and the challenges she overcame to get there. Keniesha shares those monumental moments and lessons that shaped the mother of 4 into the budding entrepreneur and Corporate Brand & Executive Communications Leader that she is today.

Balancing young motherhood and a career fed her natural ambition.

When she was a teenager, she met her now husband, and she became pregnant her first year in college. “I started my journey as a mother and as a career professional at 18 years old,” she says. She didn’t let it slow her down. By acquiring professional certifications and degrees, she enhanced her skill sets and broadened her horizons while supporting and building her family.

A non-linear career track diversified her talents and helped her get into the pharmaceutical industry.

Keniesha worked as a specialist in the finance industry but wanted to switch fields. “I’ve always had an interest in healthcare, but I didn’t know how to break into the field without actually being a nurse or something similar, so I took the plunge, and I interviewed for a temporary administrative role.” It paid off, and she was promoted to a full-time role. And within that position, her talent for design and communications was uncovered. She earned a reputation for being an expert in building unique and engaging brands . It all led her to become a director of communications and content.

Although she worked hard and dreamed big, she wasn’t acknowledged for her efforts –and she needed a change.

Despite her ambition and hard work, the opportunities Keniesha saw her often less qualified, non-black colleagues have access to during her career journey were unavailable to her.

Her challenges pushed her to be her most authentic self.

“When I was approached about helping to form WOCIP, I was like, but why me?”

Keniesha recalls. “I used to be like, I’m not at the right level. I’m a nobody and I don’t want to make waves. I used to feel like that all the time. But now I feel like I can absolutely do anything, and that’s amazing. Now I want to help other women in similar situations see what’s possible.”

In embracing her individuality, WOCIP changed her trajectory. While at Bristol Myers Squibb, she formed a relationship with Patricia Cornet and Charlotte Jones-Burton. “Talking with Pat and Charlotte about our journeys and the issues we were all experiencing made me feel empowered,” she explained. That’s when she started her own creative agency, KenWatt Communications.

Keniesha’s next move? She is working diligently towards her leadership goals. With her bold, fierce, and entrepreneurial skills, she sees herself in the C-suite as an executive/vice president.

It’s not where you start. It’s what you do with what you have.

“You know that just because you are different, and your journey is different, does not mean there’s no opportunity for you or that you cannot find your purpose,” Keniesha says. “Stop leaving your career in the hands of someone else. Because if you do that, you’re going to be what they want you to be, not who you want to be.”

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Annie B. Harris

learned how to unlock her own inner voice and power through the influence of her father.

VOICE The Brave

ANNIE B. HARRIS ALWAYS LOOKED UP TO HER FATHER. A large group of white men was under his supervision at a plant. It was no easy feat for a black man in the 1960s, especially in a rural Georgia community steeped in racial oppression. In spite of this, he had a firm, no-nonsense presence that command -

ed respect. She learned a valuable lesson from watching him earn respect in that environment:

“Respect is about the way you carry yourself and how you handle adversity,” she says.

“I learned my strength from watching how he carried himself and how he dealt with people who he knew hated him,” she continues.

3 Tips for Your Personal Business Toolkit

WHEN ANNIE WAS ASKED BY PATRICIA CORNET TO HELP FOUND WOCIP, IT WAS A NOBRAINER FOR HER. It was an opportunity to help others with their personal goals and career aspirations. It was a way to break down barriers for women of color in the life sciences.

As a WOCIP member, Annie was surrounded by other inspirational women who gave her a passion for mentoring and supporting others. The experience led her to create a Women’s Empowerment Network at her own company. Here, she shares three key insights to keep in your personal business toolkit.

1

YOU MUST COMMAND RESPECT.

You should demand respect without being offensive. It’s necessary, though.

2 IT’S OKAY TO DISAGREE WITH SOMEONE. Being heard does not require you to be submissive or accommodating.

She even witnessed it firsthand when she was around the age of nine. “I can remember walking down the tree-lined streets in my hometown, and it was a white neighborhood. We were going to visit one of his other supervisors. I was holding his hand,” she recalls. “And this small white boy ran down the sidewalk, passed us, and called my dad the N-word. He said this to my hero, I mean, my everything. And I didn’t quite know what the word meant, but I knew it was bad.”

Upset, she turned to her father and asked, “Why did that little boy do that?” If he was bothered, it didn’t show.

“And he said, baby, it’s a bad word. It doesn’t mean anything to me. He’s just a bad little boy. He stayed cool, calm, and collected and continued,” Annie says. “And, you know, that’s how he dismissed it. And when I realized what the word meant and how he reacted to it, it helped me build my self-esteem,” Annie says.

Today, Annie exercises her voice fearlessly. Teamwork is important to her, but she doesn’t compromise her own values or opinions in the process.

This means addressing uncomfortable moments with colleagues without backing down. It also means saying no to roles and tasks that aren’t aligned with her abilities, all in all honoring the spirit her father instilled in her.

“My level of confidence combined with my sense of humor has been my key to success,” she says.

HEAR ANNIE IN HER OWN WORDS

Scan

3

MAKE SURE YOU DON’T LET OTHERS INTIMIDATE YOU.

You have the right to express yourself and own the space you occupy. Take pride in who you are.

LEGACY Creator The

Shamika Williams’ work with HBCUs is influenced by the legacy of her late mother.

THE LEGACY OF SHAMIKA WILLIAMS’ MOTHER, CARRIE MAE, IS AN EVER-PRESENT MOTIVATION FOR THE SENIOR DIRECTOR, GLOBAL INCLUSION & DIVERSITY BUSINESS PARTNER

COMMERCIALIZATION & HBCU STRATEGY. Her current role specializes in helping increase HBCU access to the bio-pharma industry through sustainable career opportunities, knowledge sharing, collaboration and research development opportunities, custom programming and content.

A strong influence on Shamika’s work comes from her mother. Carrie Mae was a kind-hearted nursing assistant and a notable figure in her local community, and she inspired Shamika to do the same. “My mom’s legacy is coming full circle. After losing my mother in 2007 to lung cancer, I wondered, what impact would I have on the world? When I am gone, what will people say about me?” she says. Her mother’s legacy lives on as family and community members remember Carrie Mae’s kindness and support, often reminding Shamika.

She was recently told by a cousin that Carrie Mae gave her a necklace with a cross to celebrate her graduation. It was something the cousin cherished and wore every day.

Shamika’s voluminous afro is even named Mae after her mother. “My mother was fiery, sweet, giving and loving, and had a big personality. There was a ‘don’t mess with me’ attitude in her,” Shamika explains. “The work I am doing with HBCUs honors my mother and my family’s legacy.

Though my parents were not high school graduates, they understood the importance of receiving an education.” In recent years, Shamika also discovered that many of her relatives attended HBCUs.

“It is a privilege for me to serve the black and underrepresented community through my work. I am working on behalf of my company to accelerate its performance and influence its culture, while also contributing positively to the community,” she says. “This aligns with my personal mission.”

As Shamika describes it, the recognition that she was not alone in her experiences inspired her to become a part of WOCIP.

“I saw myself in just about every woman who shared a story of disappointment and isolation,” Shamika shares. “Working with WOCIP provides an opportunity to help others along the way. The psychology behind the microaggressions we experienced in corporate America is part of why I felt it was important to help.”

Shamika is passionate about aligning her passions with the meaningful work she does. Through HBCUs, she wants to increase Black representation in professional environments, empower women of color and improve their lives.

“I love to help people develop, live to their best potential, and for them to see themselves the way God sees them,” she says.

“Being authentically me helps me lean into HELPING my community.”

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TRAVELER The Transformative

Through travel, Patricia Cornet enhanced her global competence, created more value for patients, and challenged the status quo.

TRAVELER

WOCIP CO-FOUNDER PATRICIA CORNET, THE DAUGHTER OF HAITIAN IMMIGRANTS WHO LEFT THEIR COUNTRY DURING POLITICAL UNREST, understands what it is like to stand out and adjust to a new culture. As a young child, she recalls being one of the first immigrant families in Huntington, Long Island. Even though she was quite young, she remembers the discrimination she endured by blacks and non-blacks alike.

Standing out and discrimination didn’t deter her—it fueled her wanderlust.

In high school, she was in a traveling orchestra. Her family would take road trips to Canada and different parts of the U.S. Her siblings also traveled abroad, like her sister who studied in France for two years.

“I was contributing and I was seen as the EXPERT.”

“Once I got a taste of travel, I was like, this is such a good way for me to learn about the world, and other cultures, and business,” Pat says. “It really does color your perception of the world and how the world views us in the United States. Travel also piqued my interest in the roles I’ve taken on throughout my career.”

Pat started in the non-profit sector working in diabetes genetic research, and now has over two decades of experience in the pharmaceutical industry. Due to her work and involvement with WOCIP, she has traveled globally, which includes 4 out of the 7 continents. For example, for a two and ½ years, Pat worked in China on assignment where she focused on tying the Chinese patient voice and cultural perspectives to drug development and commercialization.

Stepping into that role pushed Pat out of her quiet diligence and helped her evolve as a leader. “There’s no doubt that I was a different leader when I came back from China,” she explains. “I was previously given information, but then I was contributing and I was seen as the expert.”

In making decisions, leaders relied on Pat’s experience in China. Her diverse travel experiences, global operational roles and experience building the WOCIP organization helped her grow as a leader, amplified her voice, and made her comfortable with visibility.

Through WOCIP’s program experiences (i.e., coaching, energy leadership), she’s developed a better understanding of her values, strengths, and weaknesses. As Pat explains, WOCIP is a beacon of inspiration for women of color in the pharma industry, creating a platform and space for them to drive. Her benefit has also made her a source of inspiration and a role model for others.

“As a recipient of the Frank Broderick Social Justice Award and New Jersey Trailblazer Award, I’ve been recognized for my leadership in advancing initiatives to support women and girls,” she says. “As the co-founder of WOCIP, I created a platform that didn’t exist for Black and Latina women to give them a voice, visibility, and a strategic network to inform their personal and professional growth; now we are expanding WOCIP’s advocacy to empower communities of color on health decisions.”

Like Mother, Like Daughter

PAT NURTURES HER POTENTIAL, and she’s passionate about helping other women do the same, starting with young girls, including her daughter. A current student at Parsons School of Design , her daughter wants to be a leader in designing sustainability systems for organizations. Pat wanted her daughter to gain a broader perspective and an understanding of the world and herself through travel. Her daughter learned Mandarin and eventually went back to China when she was in high school. Her advice to other young women: “Don’t play into your fears and embrace the unknown and always seek to surround yourself with those who will support your fearless journey.”

HEAR PATRICIA IN HER OWN WORDS

Scan the QR Code to access an exclusive interview excerpt plus watch more original online videos from the issue.

Empow-HER Moment

WOCIP Executive Director LACRESHA L. LIGHTFOOT reflects about her experience launching this first issue.

“WOCIP is an organization that aims to advance women of color in pharma. It serves as a bridge between the community and pharma, educates to advance health equity, and influences policy and strategy to create sustainable change in the industry. It uses its resources to collaborate with diversity suppliers to break systemic barriers that block equitable access for small businesses of color. This publication is an example of the impact WOCIP will continue to have globally. Thank you to the WOCIP founders for sharing their powerful stories. We would also like to thank the small businesses that helped make this inaugural magazine possible. Finally, thank you for supporting this issue and the issues to come as we continue to contribute to the health of the world.”

(from left) Shamika Williams, Dr. Charlotte Jones-Burton, Marianne A. Fray, Mikki Taylor (this issue’s Feature Photography Creative Director), Annie B. Harris, Ambre Brown Morley, Dr. Sharon Monet Sifford Wilson, Tope Osiyemi, Patricia Cornet, and Keniesha Watford-Woods wearing WOCIP Power shirts; (inset) LaCresha L. Lightfoot

We are

thesharing power

of the WOCIP message and network throughout the world!

OUR NEXT ISSUE OF WE ARE PHARMA! ADVANCING EQUITY FEATURES VOICES AND IDEAS FROM OUR WOCIP MEMBERS LEADING AROUND THE GLOBE. IS THAT YOU? IS THAT YOUR COLLEAGUE?

CONTACT US AT INFO@WOCIP.ORG TO SHARE YOUR STORY.