Karen Paese: “If We Do Not Hire a Diverse Workforce, We Cannot Create an Inclusive Workplace Where Their Voices Are Heard”
myGwork spoke to Karen Paese, Executive Director Clinical Supply Chain Management, Gilead Sciences on what allyship means to her and her role within the PrideAlliance Employee Resource Group.
Hi Karen – thanks for chatting with us. Can you please tell us a bit about yourself?
I’m Karen Paese and I am the Executive Director Clinical Supply Management at Gilead, Sciences. My organization works cross-functionally to ensure clinical drug supplies are manufactured, released and distributed to support global clinical studies.
And what does it mean to you to be an ally?
Being an ally to me means showing up, amplifying the voices of the LGBTQ+ community, and leveraging my skills to support in the most impactful manner possible
What is your experience of being an ally to the LGBTQ+ community?
At work, I have been a member of the PrideAlliance Employee Resource Group for many years and a leadership team member for 3 years. I started co-leading the Marketing/Membership pillar and transitioned in 2022 to the Professional Development pillar.
Outside of work, I have been a member of PFLAG since 2018 and have been the Vice President and Board member of the San Jose/Peninsula chapter since 2020. Additionally, I facilitate support meetings in English and Spanish, publish the chapter newsletter, and serve as chapter liaison to PFLAG National.
How, when and why did you decide to be an LGBTQ+ ally?
As a teenager in the 80s, I had a gay cousin who I saw was treated differently in the family and that did not sit right with me. He ultimately died of AIDS right around the time several of my closest friends came out to me in college. My experience with my cousin motivated me to be an LGBTQ+ ally to my friends and to many others since.
How do you think allies can be (more) vocal?
Allies need to move beyond passive allyship to active allyship to make a meaningful impact.
How does your organization facilitate the inclusion of allies with your LGBTQ+ network?
Gilead’s PrideAlliance Employee Resource Group is open to both members of the LGBTQ+ community and its allies. This is true also for the leadership team board members.
Are you a vocal ally with other vulnerable groups?
Yes, specifically with the Latino community. I am also a member of our Gileados Employee Resource Group, established to support our Latino colleagues.
There are clear points of intersection between the LGBTQ+ community and our Latino community- as witnessed in the hateful acts against our Latino trans community alone.
Sponsoring cross-ERG conversations and events on key topics of mutual interest amplifies the awareness, role models collaboration and drives larger impact.
Have you been involved in any activities with your organization’s LGBTQ+ network, which ones? Do you march at Pride?
I have participated in many activities across the years including National Coming Out Day, Transgender Day of Awareness and Transgender Day of Visibility, Pride Month, etc.
I have also marched in San Francisco Pride as part of Gilead’s parade contingent.
How can allies help create an inclusive workplace?
First, they can ensure there is a level playing field for recruitment. If we do not hire a diverse workforce, we cannot create an inclusive workplace where their voices are heard.
Secondly, once staff are hired, allies can ensure our LGBTQ+ colleagues are drawn into critical dialogue and decision-making as well as offered key opportunities for development.
Thirdly, allies can be more visible in the workplace so our LGBTQ+ colleagues know they are there and ready to listen and help as-needed. Simple symbols of support e.g. wearing a Pride lanyard with their badge, display their support in their office, adding their pronouns to the Zoom names, comment on social media etc.
What is Gilead doing to create a more inclusive workplace?
Gilead has a set of five values and five leadership commitments that are exemplified by our leaders and to which we are all held accountable.
Inclusion is one of Gilead’s core values and staff are expected to behave in a manner that encourages diversity and highlights the benefits that brings to the organization as a whole.
The Pride Alliance ERG’s executive sponsor is an executive vice president who has invested the time to learn about the LGBTQ community and advocate on its behalf.
Our most senior leadership is vocal in all staff communications about Gilead’s position on key topics related to the LGBTQ community.
The ERG provides opportunities to educate the general work population about LGBTQ+ issues so staff are more aware and are encouraged and empowered to act
Would you work for a non-inclusive organization?
No, I would not.
What advice would you give to someone who wants to become an ally?
Start small by showing up. Do not feel like you have to have all the answers to be an good ally. If you have the right intent and curiosity to learn and grow into your allyship, you are all set.
What has been your greatest achievement as an ally?
Transitioning from a passive ally to now sitting on the Pride Alliance Board and Vice President of our local PFLAG Chapter. My role as an ally on the Pride Alliance Board has given me many opportunities to heighten awareness and influence the interaction between the straight and LGBTQ+ communities. I have shared my personal story multiple times, as the mother of two gay, Latino sons, and am visible, vocal and proud of my allyship and encourage others to do the same.
What advice would you give to LGBTQ+ people to better welcome allies?
Be patient and accept our imperfections as we learn the vocabulary/needs and learn how best to serve/embrace/partner with the LGBTQ+ community.
