David Dent, VP, of Integrated Solutions and co-leader of ParAbility 

David, can you tell us about your role at Parexel and with the ParAbility committee?

Of course! I'm the Vice President of Integrated Solutions Strategy (ISS) at Parexel. I lead a fantastic team of about 35 individual strategists and 7 line managers across the globe. Our job is to design and develop winning strategies for clinical trials, starting from early engagement through to RFP and bid pursuit meetings. It's an exciting role where we get to bring together experts from across Parexel to create the best solutions for our clients and, ultimately, for patients.

I'm also proud to co-lead ParAbility, Parexel's DEI Disability Steering Committee. This committee is crucial in fostering an inclusive environment at Parexel, benefiting our company, customers, and patients. We promote inclusion and diversity, provide strategic direction, empower individuals with disabilities, raise awareness, and enhance patient engagement in clinical trials.

What's your background, and how did you come to be such a strong advocate for disability awareness?

My journey has been quite unique. I started in nursing, specializing in intensive care, then joined the British Army Medical Services as a battlefield trauma medical officer. Unfortunately, I was injured in combat, which led to my acquired disability. Before joining Parexel in 2016, I worked for 15 years in a major pharmaceutical company. My experiences as a disabled war veteran have shaped my passion for disability advocacy.

What's your role in Parexel's disability initiatives?

I lead Parexel's disability work group, ParAbility. When our leadership, including Jamie (former CEO) and Peyton (current CEO), decided to expand our diversity, equity, and inclusion strategy to include disability, they asked me to get involved due to my personal experience. It's been a fantastic opportunity to contribute to making Parexel more inclusive and accessible for everyone.

What are some of your goals for disability inclusion at Parexel?

1. Treat everyone equally, providing accommodations as needed for all employees to perform at their best.
2. Attract untapped talent from the disability community to join Parexel.
3. Position Parexel as a leader in disability inclusion among CROs.
4. Meet and exceed regulatory requirements related to disability inclusion.

How has Parexel succeeded in creating a disability-friendly workplace?

Our managers are more aware and open to assisting team members in being their best and contributing effectively. We have a compassionate, results-driven work culture that prioritizes patient care and employee growth. We're embracing neurodiversity, focusing on digital accessibility, and extending our diversity efforts to our supply chains. Our Talent Acquisition team fully accommodates adjustments in the selection process and promotes disability-inclusive images and commentary.

How does the committee work relate to our business goals?

1. The proportion of patients with disabilities is about 20% higher than the general population.
2. Including people with disabilities provides more accurate data on efficacy and safety for the target population.
3. It's important not to exclude people who might need the treatments the most.
4. Many accommodations for people with disabilities are simple and low-cost.