Women In Science feat. Sarah Almond

Meet Sarah Almond, the VP Pharmacology at Mission Therapeutics, a clinical phase biotech company revolutionizing the future of medicine. With 28 years of expertise in drug discovery within the pharmaceutical industry.

Overcoming gender bias, Sarah emphasizes competency and assertiveness, balancing career demands with motherhood supported by flexible, inclusive policies. Here she shares insights gleaned from her remarkable journey and offers empowering advice to the next generation of female scientists.

Could you please introduce yourself as well as your background?

I’m the VP Pharmacology at Mission Therapeutics, a Clinical Phase Biotech company. My role has many aspects but broadly I manage the teams executing pharmacology studies, as well as determining experimental strategy, and overseeing the studies themselves whether we run them inside or outside the company. My background is drug discovery within the pharmaceutical industry where I have amassed 28 years’ experience. I always loved animals and biology and from the age of 15 I wanted to work in a lab, I joined my first company as a Research Scientist in 1996 after my undergraduate degree and have worked my way up the scientific ladder in medium and large pharma, CRO and biotech, to my current position.

Have you faced any challenges or barriers as a woman in science, and how did you overcome these?

I consider myself as a scientist rather than a female scientist, however I feel that there have been situations where my gender was viewed first rather than my skills, knowledge or abilities. The world of work I entered was very gender biased with all male senior management and, looking back, the first barrier was the need to earn the right to have a voice. I was described as aggressive early in my career when, in reality, I was asserting my opinion based on knowledge. On the flip side, I was often told to have more confidence because I was so used to being talked down, I stopped speaking up. I think I have overcome this through belief that my words have as much merit as anyone’s but also through competency and experience – it taught me to check my facts and make sure what I am saying is right. I have numerous other examples including others taking credit for my work, sexually inappropriate behaviour, stereotyping, mansplaining, ‘boys club’ mentality and I feel that the same approach of being competent, hardworking and assertive has led me to where I am. This wouldn’t have been possible without good peer relationships and where I have overcome challenges, I’ve had an awesome female ally by my side.

Like many women in the workplace, I am a mother and I have to say I have always felt fantastically supported by my employer but that brings a whole new set of challenges – whereas early in my career it was about credibility and finding my voice, now it’s about juggling and fitting everything in. For me it is twofold – there aren’t enough hours in the day but also there is added cognitive load of raising children, including one with additional needs. It’s taken me a while to be kind to myself and accept I am doing the best I can and that is more than enough to make me a good scientist and mother. In fact, the skills I have learnt as a parent of multitasking, empathy and staying cool when everything cascades into chaos are beneficial in the workplace. A flexible and supportive employer makes all the difference and I consider it a privilege to be able to provide that flexibility and support to those I manage.

How do you feel gender influences opportunities within the science sector?

I think there has been a historical lack of diversity whereby recruiting managers and senior managers have tended to be male so value traits and personalities that mirror their own. This has led to less opportunities for female scientists – everywhere I have worked the more junior positions are equally balanced across sexes while the senior predominantly male. In my field it appears to be shifting – there are a growing number of female leaders, founders and board members in the pharmaceutical industry. Diversity is recognised as being essential across all levels, and there is also a realisation that alternative leadership styles are valuable. So, the opportunity is there and over time the gender imbalances will diminish. However, I cannot speak for other areas of the scientific sector.

Are there any changes that you would implement in the educational sector to make the field of science more attractive to females as a career path?

I think role models are important, as is making science as a career path seem real to children irrespective of gender. I’d like to see more space for science in the curriculum and greater engagement between industry, academia and schools. I’ve recently offered to go into my daughter’s school to talk about my life as a scientist and there are organisations such as STEM Ambassadors that aim to inspire children through linking STEM subjects to the world of work.

What would you say has been the best advice you have received during your career as a female working in your role?

Nothing gender specific but I was told early on in my career when I wanted to progress that I needed to take more responsibility for things. I took this on board, and it definitely made the difference – the realisation that if you see something that needs doing don’t assume someone else will do it but pick it up yourself. Also, if you are given a task that is challenging no-one else is going to progress it so break it down, take a deep breath, roll you sleeves up and get on with it!

A bit of feedback that has been extremely influential to me was given out of work when I was talking about my daughter’s upcoming birthday and the fact that however much I do, she never seems happy. Someone turned round to me and said, ‘she’s allowed to be disappointed’. This made me aware of the validity and personal nature of emotions – if you make a decision or have to give difficult feedback in the workplace it’s okay for people to be disappointed or frustrated. Your role isn’t to correct those emotions but to create the environment where people feel listened to and understood so they can perform their best.

What advice would you like to pass on to the next gen of females in science?

To be assertive, be curious and be authentic. To be assertive in the knowledge that your considered viewpoint is as valid as any other individual at the table. I got a happy glow when someone I mentor told me she had my voice in the back of her head when she asserted herself when being talked over in a meeting. Others who were there observed how well she conducted herself. Direct challenge will not always be the best approach and that comes onto my second point – develop influencing skills through being curious about the concerns of other parties in your interactions. Seek to understand by asking questions and listening to the answers! These skills are central to gaining positive outcomes for all parties particularly in times of conflict and they work on technical and non-technical issues. If an interaction hasn’t gone well, it’s usually because you haven’t got to the root of the concerns of the other party. And finally, be authentic. It’s okay to be you and have your own values and beliefs. A good manager and working environment will allow you to play to your strengths whilst building up skills in the areas you need to develop. Teams need balance – different leadership styles are valuable and diverse personality types can work together to achieve fantastic results.