In the latest interview for the ‘Women in Science’ series of 24/7 Biopharma, we spoke to Dr. Jayashree Aiyar, following her appointment to the executive team of Syngene as Chief Scientific Officer.
Q. Your career spans over 30 years with leadership roles in global organisations and now at Syngene. How has your approach to leadership evolved and what key principles guide your role as Chief Scientific Officer?
A. I started my career in industry as a team leader, leading target discovery and drug discovery projects. I had a fabulous team and we did a lot of great science together, and published papers and patents. This was my first managerial role and I learnt to give people their space to grow and realised that it was OK to fail as long we evolve from it. As my leadership roles increased, I continued to strive to be a better version of myself every day. It is a tight balance between keeping the team motivated while managing to deliver high-quality science in a timely manner. It is important not to lose one’s objectivity when making tough decisions. Effective communication is key to tackling the sensitive issues.
Q. Syngene has become a leader in providing cutting-edge R&D solutions. What are the key initiatives you’ve championed that have strengthened Syngene’s position as a global innovator in drug discovery?
A. As the field evolves, it is essential to build new technology platforms and bring in scientific expertise. To that end, we have established expertise in target validation, targeted protein degradation, CRISPR-based screens, antibody engineering, immuno-oncology and stem cell assays, as well as built AI and automation platforms in chemistry and DMPK for expediting the drug discovery process.
Q. Having built an illustrious career in a male-dominated industry, what were the defining moments that helped you break the glass ceiling and what advice would you give to other women aspiring to leadership in pharma and biotech?
A. Competency and hard work are the main attributes to getting ahead in your career, whether male or female. There were times when my career stalled, but I never played the victim card of “it’s a male-dominated world and that’s why my career is not taking off”. That attitude could be death to a woman’s career. Instead, focus on the skills you need to acquire to be a more effective leader. Do not quit when you see obstacles, find ways to overcome them. Have women role models. I have been fortunate to have mentors (both male and female), who guided me at key points in my career, helping me navigate challenges and build confidence. Their support reinforced an important lesson: talent needs the right environment to thrive. This is why structured mentorship and leadership development programs matter. They provide aspiring women leaders in STEM with the skills, networks and guidance needed to progress.
Q. As a woman leader in pharma, how do you ensure that the next generation of women scientists and executives are equipped to rise to the top in the sector?
A. We have many smart and talented women at Syngene and in other organisations. Women are others-oriented and empathetic by nature, which makes them great people-managers. We have several leadership training programs as well as motivational lectures by women leaders, who share their success stories to inspire budding women scientists to balance home and career.
Q. Syngene leads India’s pharma sector with 28% women in its workforce, well ahead of peers. What strategies or cultural shifts have played a pivotal role in achieving this milestone?
A. We ensure that there are an equal number of CVs from both genders when we interview new candidates. All other things being equal, if the female workforce is low in any department, we err on the side of picking the woman candidate. However, diversity should never come at the expense of meritocracy. True merit can only be recognised in an equitable environment – one where access to opportunities, mentorship and the right resources allows talent to thrive.
Q. What specific initiatives or policies has Syngene implemented to ensure inclusivity and encourage more women to enter and thrive in STEM fields and leadership roles?
A. Syngene is committed to fostering a culture of inclusivity where women can excel in STEM and leadership roles. Our inclusive recruitment practices ensure a diverse talent pipeline. In the last financial year, we hired a total of 2,557 employees, of which 44% were women. We provide comprehensive support to working mothers through a 12-month maternity package that includes counselling for the mother, spouse and reporting manager, along with 24/7 access to professional counsellors. Our relaunched Employee Assistance Program (EAP), now extended to family members, addresses individual and family challenges, creating stability that enables women to pursue their careers without compromise. To ease the burden on working parents, we offer near-site childcare facilities, allowing them to focus on their professional growth. In addition, free breast cancer screenings highlight our commitment to women’s health and well-being. These initiatives empower women to thrive in their careers while fostering a more inclusive and equitable workplace.
Q. How does Syngene’s diverse workforce enhance creativity and innovation in its R&D processes, and why is gender diversity critical for success in the pharmaceutical industry?
A. Diversity, particularly gender diversity, drives creativity, innovation and better decision-making. At Syngene, we have built an inclusive environment where diverse perspectives converge to advance scientific discovery and innovation. Our commitment to gender diversity ensures that women have equal access to career growth and leadership opportunities through integrated Learning & Development (L&D) programs and mentorship initiatives. By providing structured pathways for women to excel, we empower them to contribute meaningfully to innovation and problem-solving in drug discovery and healthcare. Our inclusive approach fosters a collaborative environment where unique viewpoints fuel creativity, resulting in stronger teams and more effective outcomes. This diversity is not just about representation – it is a strategic advantage that strengthens our R&D processes, enabling Syngene to remain at the forefront of delivering cutting-edge solutions in the pharmaceutical industry.
Q. As the pharmaceutical industry increasingly focuses on diversity, sustainability and inclusivity, what role do you see Syngene playing in setting benchmarks and inspiring change across the sector?
A. Syngene has fostered an open and inclusive environment where talent is recognised based on merit, irrespective of gender, caste, sexual orientation or background. We are proud to be a pioneer in driving gender diversity in the Indian pharmaceutical sector, with Syngene ranked among the top ten pharma companies with the most female employees last year and recognised by Fortune India as the top pharma company for women employees. Our inclusive culture is reflected in the diversity of our leadership team, where both women and members of the LGBTQ+ community hold key positions, setting a powerful example for the industry. By creating an environment where diverse perspectives thrive, we are not only strengthening our own workforce, but also setting a benchmark for inclusivity in India’s pharma sector. Syngene’s commitment to equity and diversity is inspiring positive change, paving the way for a more inclusive future in STEM and beyond.
