AstraZeneca Greece designed and implemented a comprehensive Diversity, Equity & Inclusion strategy with the aim of creating a culture where every employee can express themselves freely, participate actively, and grow within an environment of equal opportunity.
The approach went beyond awareness-raising and embedded inclusion into core organizational mechanisms such as leadership communication, people development, talent acquisition, and the everyday employee experience.
The strategy was built around four interconnected pillars:
1. Voice – Strengthening employee voice
Through an integrated communication ecosystem, AstraZeneca’s Leadership Communication Program created more opportunities for interaction and enabled a two-way flow of information between leadership and employees, regardless of role or location.
These actions strengthened open communication, psychological safety, and employees’ ability to share opinions, ideas, and feedback.
2. Experience – Creating shared experiences and belonging
The company designed experiential initiatives that strengthened connection among employees and fostered a stronger sense of belonging.
A central example was the Sustainability & Well-Being Day, which served as a practical expression of inclusive culture through shared experiences, collaboration, and connection across diverse teams.
3. Access – Inclusive talent acquisition practices
AstraZeneca embedded inclusive practices into Talent Acquisition, with a particular focus on neurodiversity.
These practices aimed to create fairer selection processes, reduce potential bias, and broaden access to diverse talent.
4. Equity – Advancing gender equity and representation
Targeted actions were implemented to strengthen gender equity and representation, alongside a multidimensional DE&I agenda covering key dimensions of diversity including Gender Equality, LGBTQI+, Neurodiversity, Age & Intergenerational Collaboration through webinars, inspirational talks, and experiential interventions such as manager development and empowerment, leadership workshops, and the Umbrella Project.
Inclusion was not treated as a standalone initiative; instead, it was embedded into key organizational mechanisms — leadership communication, manager development, and the employee experience — contributing to the creation of an environment where every employee can express themselves, participate, and grow authentically.
