Teva Pharmaceutical Industries Ltd. received the KESHET Award for promoting gender equality in corporations from The Association of Publicly Traded Companies at the organization’s annual IPO conference at the Tel Aviv Stock Exchange, the company announced.
The award was presented to Teva representatives: Amalia Adler-Waxman, SVP, Head of Sustainability at Teva; Iris Gilboa, HR Director at Teva’s Tel Aviv headquarters; and Yael Ashman, Sr. Director, Investor Relations. It was presented by Ilan Flato, CEO of The Association of Publicly Traded Companies, and Adv. Anat Pilzer-Somech, the association’s legal adviser and vice president.
Teva received the award for its ongoing work to advance gender equality in the company, including women’s representation in management, equal pay, workplace policies, and internal organizational culture, according to the announcement.
“In Israel, women currently make up 48% of Teva’s workforce, while in science, research, and development roles, women make up 72% of all employees,” Gilboa said at the conference. “This is a clear expression of the central role women play in drug development, medical innovation, and in influencing millions of patients around the world.”
According to figures presented at the conference, women make up 45% of Teva’s managers and team leaders in Israel. In middle management, the figure rises to 51%, while women account for 43% of senior management in Israel.
The company said it has also maintained a consistent commitment to equality in pay and compensation.
Teva said it has adopted workplace policies intended to support gender equality, including flexible work hours, remote-work options, management training on family-supportive workplace practices, and a formal gradual return process after parental and maternity leave.
Programs to advance and develop women in the workplace
The company has also launched programs to advance and develop women in the workplace, including a global mentoring program for senior female managers and partnerships with organizations promoting women in the ecosystem, including W2W and WE health tech.
Ashman said Teva’s women’s community in Israel grew from within the organization.
“The Women@Teva Israel community is an initiative that grew from the field, from the work and commitment of amazing women in the organization, who are a real source of strength, innovation, and inspiration,” Ashman said. “It has the full support of the company’s management.”
She said the community provides financial education for women at Teva, creates space for networking and professional development, and connects girls and young women with Teva employees to strengthen their sense of capability and leadership.
Adler-Waxman said Teva’s gender equality work also affects the way the company approaches medicine and clinical trials.
“Diversity and inclusion cannot remain only inside the organization,” Adler-Waxman said. “They must also be reflected in the way we develop medicines, especially in clinical trials.”
“If a clinical trial does not reflect real populations, the data are partial, safety is less clear, and trust is harmed,” she added.
According to Adler-Waxman, more than 90% of relevant employees completed training in 2025 on the importance of diversity in clinical trials, while 50% of relevant new medicines had already begun with dedicated diversity plans in trials.
Source:
www.jpost.com
