On the occasion of the International Day of Women and Girls in Science, we met with Véronique Blanc and Ibtissam Marchiq, two women who contribute every day to advancing oncology at Servier. They look back on their career path, the challenges they faced as women scientists and their vision of gender equality in science.
What made you want to pursue a career in science and more specifically in oncology research?
Véronique Blanc: “Initially, I was passionate about plant biology. So I started studying biology at university and then joined AgroParisTech to become an agronomist engineer. It was during an internship in the laboratory on antibiotic production that my desire to work in health was born. I loved studying micro-organisms, immersing myself in the functioning of cells and living things. Everything I had learned was finally becoming concrete, with an application for patients. But above all, I became passionate about the specific dynamics of scientific research: understanding, learning, identifying new mechanisms, meeting new challenges, and so on. As for oncology, I joined this field in 2003 and since then, my passion for the search for new therapeutic solutions has never waned!”
Ibtissam Marchiq: “From the benches of Polytech-Nice Sophia-Antipolis to today, my journey has been guided by a growing passion for research. My commitment and vocation are intrinsically linked to my personal history. Cancer hit my family hard, taking many lives. As a teenager, I dreamed of being a doctor, convinced that it was the only way to fight this disease. I grew up in Morocco, and at the time, there was little talk about scientific research. Yet my curiosity for science has continued to grow, fueled by the desire to understand the rational causes of cancer and its biological mechanisms. Research has imposed itself on me as obvious choice, a field that amazes me every day by its endless challenges and possibilities”.
VB: “I totally share this feeling of amazement. Especially in the research stages: We evolve in an environment where different expertise is constantly intersecting, opening the way to new discoveries. It’s incredibly stimulating.”
Providing therapeutic solutions to patients with rare cancers
Servier is today a key player in precision medicine serving patients with rare cancers: certain hematological, gastrointestinal and brain cancers. Nearly 70% of our R&D budget is dedicated to oncology1.
We develop promising and complementary therapeutic approaches such as targeted therapies and immuno-oncology
What position do you hold today at Servier?
VB: “I joined Servier to form the immuno-oncology team 8 years ago, after 27 years spent in other pharmaceutical companies in drug discovery. I am now in charge of the Immuno-Oncology Research Program. I contribute to the construction and implementation of the Group’s oncology strategy. Very concretely, I provide both scientific and functional support to my teams. I also make sure to create cohesion and momentum within the team to ensure the progress of projects and the continuous development of skills. This is absolutely essential because our research field is evolving very quickly and is very competitive and it is cross-sharing that allows everyone to go further in their research. I also keep the different teams that contribute to oncology research connected in order to create a common dynamic.”
IM: “I arrived 9 years ago as part of my post-doctorate. Today, I hold the position of asset leader in oncology. My role consists of refining the strategy and vision of projects in clinical development, ensuring that our objectives are clear in order to deliver a drug that will best meet the needs of patients. This position requires a wide range of skills, combining scientific expertise and human qualities. It takes constant curiosity to explore innovative therapeutic approaches and integrate advances such as artificial intelligence into decision-making, a high adaptability to anticipate and manage daily contingencies, and an ability to transmit knowledge. As an asset leader, it is also crucial to demonstrate “collaborative leadership”, aligning multidisciplinary teams around a common vision. As Véronique has pointed out, it is this collaborative dynamic and synergy between teams that will help transform scientific innovation into concrete therapeutic advances for patients.”
“In our jobs, soft skills play a key role, as do scientific skills. We must of course keep abreast of the latest scientific advances but also create synergy within the team and have a real appetite for exploring new ways of working and integrating innovative technologies such as artificial intelligence.”
Have you been inspired by role models or mentors throughout your career?
VB: “Two people have made a strong impression on me during my career. One is the former research director of a laboratory in which I previously worked. He was able to make a visionary choice by pushing the group to embark on gene therapy. He taught me that a good leader must know how to make choices and uphold his convictions. One of my former managers in this same laboratory also inspired me a lot by the strategic collaborations he has instilled with biotechs to strengthen the expertise of this group in antibody-drug conjugates. But beyond these two figures, the people who inspire me are those who surround me on a daily basis, especially my teams. I’m nourished by their ways of thinking and working, which may be different from mine. This is what makes managing research teams so exciting.”
IM: “I totally agree. When we talk about role models or mentors, we often tend to think of Nobel Prizes. Yet the people who inspire us the most are often those around us on a daily basis. For my part, my “scientific” mentor is still today my thesis director. And on a more personal note, Véronique, you can be proud to have inspired a generation of women working in science and medical research. Being part of your team was a particularly meaningful experience, because we were able to discuss topics such as gender diversity and the place of women in the pharmaceutical industry.”
Are there female models that have particularly impressed you?
VB: “It is true that at the beginning of my career, there were still very few women in leadership positions. But one of my American former managers made a profound impression on me. First by the attitude she managed to adopt. We must bear in mind that asserting our right to take our place is a daily challenge for women, perhaps even more so at that time. She was the first person with whom I was able to discuss the attitude to adopt as a woman in the pharmaceutical industry. It allowed me to realize that some of the difficulties I thought were personal could also be linked to systemic biases that push women to underestimate and devalue themselves. This awareness has transformed my journey. Today, I speak openly about these topics because I, too, want to free women’s voices and help them avoid the obstacles I have encountered during my career.”
IM: “At the beginning of my career, I saw mostly male role models. Fortunately, things are changing, and new female figures have emerged in the pharmaceutical industry in recent years. Some of them do not hesitate to speak about diversity and gender equality. I’m thinking of Emma Walmsley, CEO of GSK, who is really fighting for women in the industry.”
“Today, I speak openly about equality issues because I want to free women’s voices and help them avoid having to overcome the same obstacles that I have encountered. To be able to take the place they deserve and enable the company to meet its challenges, it is important that they become aware of the systemic biases that influence their careers. But above all, women and men need to recognize and fight these biases together.”
What place do you think men should play in the fight for gender equality?
VB: “They have an essential role to play. One of my managers, a man, once told me ‘Véronique, your salary is considerably lower than that of men in similar positions; that’s not normal’. Alongside the deep feeling of devaluation, these remarks have awakened a real awareness in me and have been, in a sense, liberating.”
IM: “Some men fear a reversal of roles by campaigning for more gender equality. We must explain to them that this fear is not well founded, and that gender diversity is also a source of performance. As I said earlier, it is the diversity of profiles and the plurality of approaches that are the keys to success in research.”
What advice would you give to younger generations who want to embark on a scientific career?
VB: “First of all: Don’t hesitate to get started! Scientific careers are exciting and offer many opportunities. Next, don’t be afraid to speak out and draw attention to situations that seem unfair to you. The “#MeToo” movement has revolutionized the right to speak; it is essential to maintain this liberation and capitalize on it. Finally, especially for young women, be attentive to your salary from your first position, ask questions, compare it to the average of equivalent positions, etc. This is a completely normal and legitimate approach that too few women dare to take.”
IM: “Indeed, today we are fortunate to be able to discuss equality issues very openly. At the Servier scale, for example, a gender diversity network has been created, and some members of the executive committee have clearly positioned themselves as spokespersons for this cause. Almost half of the group’s managers and members of the R&D leadership team are now women, which is a testament to the changes in mentality that are taking place gradually. It is crucial to preserve and strengthen this momentum. When it comes to research, we must dare to take risks and not fear failure, because every obstacle is an opportunity to learn and move forward. Success in science depends on a combination of passion, curiosity and, above all, resilience. It is by persevering in the face of challenges that great discoveries are born.”
Networks dedicated to diversity and the promotion of gender equality in France and internationally
Most Servier sites in France and abroad have deployed networks to “Dare” and “fight discrimination and understand inequality”. They regularly offer their members activities and events such as conferences, practical workshops, internal networking or mentoring. The Group’s goal in terms of parity is ambitious: to reach at least 40% of women in top management positions by 2030.