By: Ignacio San Martín, Human Resources leader in the pharmaceutical industry.

More than 80 years have passed since its signing! The International Labour Organization's (ILO) Declaration of Philadelphia, signed in 1944, continues to be a beacon illuminating the path towards diversity and inclusion in the workplace. One of its fundamental principles establishes the right of all people, without distinction of race, creed, or gender, to pursue their well-being and spiritual development in conditions of freedom, dignity, economic security, and ^equal opportunity.

 Over time, we have come to understand that this is not only a fundamental right, but also a strategic advantage for companies. Diversity and inclusion generate tangible benefits such as increased productivity, an environment conducive to professional development, a wealth of opinions, and ^greater organizational stability.²

Today, one of the main challenges for organizations is attracting and retaining top talent. Diversity of perspectives not only enriches teams, but also boosts creativity and fosters ^innovation .

 It's a clear win-win. Why? Because anticipating and responding effectively to the needs of customers and patients in an increasingly changing market is crucial. The more a company reflects the diversity of the people it seeks to help or benefit with its innovations, ^the better it can understand and integrate different needs and sensitivities into its business solutions.

 Diversity and inclusion do not occur in a vacuum; they are profoundly influenced by the social and economic context in which they develop. In turn, they also ^transform it. Both become powerful sources of innovation and creativity, opening the way to new perspectives, a more global understanding, and a ^broader range of professional skills.

 Attracting, retaining, and growing talent is closely linked to inclusion. New generations of professionals prioritize working in organizations that adopt these values ​​as an integral part of their culture and will avoid those that do ^not .

 At our company, diversity and respect are not only essential parts of our culture and enable us to attract top talent, but equity also plays a vital role. We firmly believe that everyone deserves to be valued, seen, and heard. Therefore, we reaffirm our commitment to creating a trusting environment where every individual can thrive, every day, anywhere in the world.

 All of this is possible when inclusion is fostered, acting with integrity and actively working to reduce any inequality in access to healthcare.

 Therefore, reinforcing the commitment to an inclusive corporate culture is key to promoting an open, tolerant and positive mindset, both among internal work teams and in the relationship with the clients and patients we serve, day after day ³ .

We all have something to contribute!

References:

1.      International Labour Organization. Transforming companies through diversity and inclusion. Available at: wcms_844928.pdf . Last accessed June 2025.

2.      International Organisation of Employers. Gender equality and diversity. Available at: https://www.ioe-emp.org/es/prioridades-politicas/igualdad-de-genero-y-diversidad . Last accessed June 2025.

3.      Inter-American Development Bank. IDB Invest. Why are diversity and inclusion good for business? Available at: https://idbinvest.org/es/blog/genero/por-que-la-diversidad-y-la-inclusion-son-buenas-para-los-negocios . Last accessed June 2025.