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Cultivating a Culture of Excellence: AstraZeneca’s Commitment to Innovation and Positive Workplace Environment

In Bryanston, South Africa, a group of passionate scientists and healthcare professionals gather at AstraZeneca’s South African office. The purpose; to advance groundbreaking health tech innovations aimed at improving health outcomes across the world. For many of these individuals, AstraZeneca is more than just a workplace; it’s a second home where their ideas are refined, their voices are heard, and their potential is realised, all feeding into a culture of excellence and a commitment to innovation.

AstraZeneca, a global biopharmaceutical company, is known for its dedication to scientific excellence and breakthrough innovations. Beyond research and scientific development, the company places a strong emphasis on fostering a workplace culture that prioritises the well-being and satisfaction of its employees. By cultivating an environment where everyone feels valued, empowered, and inspired to reach their full potential, AstraZeneca is driving positive change within the company and across the healthcare landscape.
The journey to create this culture of excellence starts with the company’s leaders, who set the tone for a vibrant and inclusive workplace. By focusing on employee satisfaction, diversity, and well-being, AstraZeneca’s leadership has laid the foundation for a dynamic work environment that encourages innovation and collaboration. This commitment to a positive workplace culture supports the company’s business objectives and leads to meaningful contributions to society and a significant impact on the world of medicine.
Prioritising Employee Well-being and Satisfaction
AstraZeneca’s approach to employee well-being is rooted in creating a safe and energising work environment, going beyond standard health benefits and safety measures. The company strives to create a workplace where employees feel cared for and supported, enabling them to bring their best selves to work every day by providing the right training, equipment, and support to ensure employees feel secure and healthy at work. Initiatives such as Wellness Days, health-related webinars, and driver safety training for field force members help promote overall well-being. Additionally, AstraZeneca places a strong emphasis on fostering an inclusive and supportive culture through programmes like the Pulse Task Force and iCAN Programme, which enhance employee engagement and satisfaction.
One memorable moment that showcases the company’s commitment to its employees occurred during a global health crisis. As many companies struggled to adapt, AstraZeneca quickly implemented initiatives such as remote work policies and virtual health resources to ensure the safety and well-being of its workforce. These efforts protected employees and strengthened their trust in the company, further solidifying AstraZeneca’s reputation as a top employer.
Fostering Innovation in the Workplace
Innovation is a key driver of AstraZeneca’s success, and the company employs various strategies to nurture this culture. Through challenges centred on early screening, diagnosis, and brand promotion, AstraZeneca encourages its teams to think creatively and collaborate effectively. The use of artificial intelligence (AI) simplifies processes and improves efficiencies, enabling innovative approaches to problem-solving.
Unique initiatives like Omni Congress bring virtual hybrid congresses to healthcare professionals (HCPs), providing opportunities for knowledge sharing and collaboration. Programmes such as iDevelop focus on emerging tech trends and nurture talent with insights from next-generation technologies. The Africa Innovation Hub further demonstrates AstraZeneca’s commitment to fostering innovation by providing external mentorship and partnerships to drive progress in healthcare systems.
Promoting Diversity, Equity, and Inclusion
AstraZeneca’s commitment to diversity, equity, and inclusion (DEI) is not just a corporate initiative; it is a fundamental part of the company’s identity. The company’s I&D mission seeks to create an inclusive and equitable environment where all employees feel valued and respected. By embedding DEI into its ways of working, AstraZeneca aims to build a diverse leadership and talent pipeline that supports innovation and excellence.
The company’s focus on inclusion, diversity, and impact helps advance societal change through health equity and clinical trial diversity. AstraZeneca understands that a diverse workforce brings unique perspectives and experiences, which drive innovation and allow the company to better serve its patients and communities. For instance, AstraZeneca’s African Cluster boasts 57% female representation overall, with over 42% females at every career level. This diversity fuels creativity and allows the company to address complex challenges with fresh, inclusive perspectives.
AstraZeneca’s dedication to cultivating a culture of excellence is evident in its commitment to employee well-being, innovation, and DEI. By prioritising these values, the company has become a leader in the biopharmaceutical industry and a role model for others seeking to foster a positive workplace environment. External recognitions such as Top Employer certification in South Africa, Kenya, and Nigeria, as well as BPTW certification in French-speaking Africa, are a testament to the positive strides the company is making in this space. With continuous investment in its employees, AstraZeneca is poised to drive meaningful change in the world of medicine and set a benchmark for others in the industry.
Shelleny Govender-Dhooma
The writer is a Chartered HR Professional with the South African Board for People Practices (SABPP). She serves as the African Cluster HR Director at AstraZeneca and is a member of the Leadership Team, where she provides inspirational leadership and implements best practices and strategies.
News
Stakeholders Demand Stronger Governance and Infrastructure to Drive Tech Adoption @ Lagos AI Summit

As AI adoption accelerates across Nigeria, leaders at the “AI in Action Now” conference 2026 have called for a balance between rapid innovation and strict regulatory governance. The event, held at the Lagos Oriental Hotel, highlighted both the doggedness of Nigerian builders and the risks of unregulated data usage.

Dotun Adeoye, Co-Founder of AI Nigeria, raised alarms over “Shadow AI”, a trend where employees upload sensitive official documents to public AI platforms. He praised the Nigerian Data Protection Commission (NDPC) for its recent aggressive stance, including multi-million-dollar fines against major banks and social media brands.
“Innovation without governance is dangerous. The regulator now has the job of educating players. We are working in partnership with them to ensure players don’t just get fined, but actually understand how to protect data locally rather than storing it abroad, ” Adeoye noted.
Addressing issues of lack of infrastructure to carry AI adoption, Conference Convener Debola Ibiyode admitted that while Nigeria lacks the traditional foundation for AI adoption, the tech community cannot afford to wait.

“The simple answer is we don’t have the infrastructure, but Nigeria has never really had infrastructure to drive anything, and we still thrive, ” Iboyode said, encouraging students and builders to look beyond current limitations. “Once we start to build based on what we have now, it will encourage those who need to provide the infrastructure to do their part. The world will not wait for us,” she insisted.
To bridge this gap, she highlighted the AI Foundry Africa, an incubator designed to mentor ideas into market-ready products.
Meanwhile, speaking to journalists on the sidelines, Biodun Ogunleye, the Lagos State Commissioner of Energy and Mineral Resources, echoed the sentiment that the government’s role is to facilitate the right environment through partnership. He emphasized that data generated from interactions with the government must have long-term value.
“We must ensure that in all facets from production to interaction with government, the tools required to ensure data has value are appreciated,” Ogunleye stated.
He concluded that through private-sector collaboration, the government can focus on its primary functions while leveraging AI to ensure the nation aspires for the future.
News
35 Million Nigerians Face Acute Hunger in 2026, UN Warns

About 35 million Nigerians face acute hunger risks in 2026, including three million children battling severe malnutrition, the United Nations has warned, attributing the crisis to collapsing global aid budgets and escalating violence in the northeast.

UN Resident and Humanitarian Coordinator Mohamed Malick Fall disclosed this on Thursday during the launch of the 2026 humanitarian plan in Abuja, noting that the traditional foreign-led aid model proves unsustainable amid Nigeria’s escalating needs.
He highlighted dire conditions in Borno, Adamawa and Yobe states, where over 4,000 people perished in the first eight months of 2025 from surging suicide bombings and attacks—equalling the entire previous year’s toll.
The UN now targets $516 million to deliver lifesaving aid to 2.5 million people this year, a sharp drop from 3.6 million in 2025 and half of prior levels, forcing prioritisation of only the most critical interventions.
Fall stressed, “These are not statistics. These numbers represent lives, futures and Nigerians,” as shortfalls last year compelled the World Food Programme to halt support for over 300,000 children after resources dried up in December.
Yet, Fall acknowledged Nigeria’s increasing national ownership, including local funding for lean-season food assistance and proactive flood early-warning systems, signalling a shift toward self-reliant crisis response.
News
NITDA Commits to Digital Inclusion for Persons with Disabilities

The National Information Technology Development Agency (NITDA) has reaffirmed its commitment to inclusive digital development following the completion of a two-day digital literacy training for persons with disabilities (PWDs) in Abuja.

The programme, organised under NITDA’s Digital Literacy for All (DL4ALL) initiative, the programme trained 50 participants in practical digital skills to enhance their participation in Nigeria’s expanding digital economy.
In his remarks, the Director-General, Kashifu Inuwa CCIE, stated that the programme reflects the agency’s determination to ensure accessibility remains a core component of national digital transformation efforts.
He explained that genuine digital advancement cannot be realised without the inclusion of persons with disabilities, adding that millions of Nigerians remain constrained by limited access to accessible and inclusive digital platforms.
“In many cases, the problem is not the absence of digital tools but the lack of accessibility. Platforms that do not support assistive technologies, non-captioned content and inaccessible websites effectively shut people out and limit opportunities,” he added.
Inuwa further explained that the initiative aligns with President Bola Ahmed Tinubu’s Renewed Hope Agenda, which prioritises inclusivity as a driver of national development. He stressed that persons with disabilities should be recognised as active contributors to economic growth rather than dependants.
“When equipped with the right skills and technologies, persons with disabilities become innovators, entrepreneurs and professionals who contribute meaningfully across sectors,” he added.
He acknowledged the role of Inclusive Friends Association (IFA) and SIMBED in delivering the training, describing the collaboration as a model of how government and civil society partnerships can advance inclusive development.
Highlighting NITDA’s broader digital literacy drive, the Director-General said the DL4ALL programme is a key component of the agency’s Strategic Roadmap and Action Plan, which targets 70 per cent digital literacy by 2027 and 95 per cent by 2030.
He explained that the initiative operates through three main tracks: an informal sector programme that has trained more than 480,000 Nigerians across 30 states and the Federal Capital Territory since September 2024; an education sector programme focused on embedding digital skills into learning institutions; and a workforce readiness programme designed to strengthen digital competence in both public and private sectors.
“This programme is not merely a pilot. It is proof that inclusive and intentional training works, and that persons with disabilities can excel when given equal opportunities,” Inuwa stated.
Also speaking, the Managing Director and Chief Executive Officer of SIMBED, Mr Daniel Onunkwo, described the training as a significant step towards closing the digital inclusion gap for persons with disabilities.
Onunkwo added that the initiative sends a strong message about equity and national progress, adding that SIMBED remains committed to expanding digital empowerment for persons with disabilities.
Similarly, the Executive Director of Inclusive Friends Association, Grace Jerry, represented by Tracy Agbamu, commended NITDA for demonstrating intentional leadership in promoting inclusion under the Renewed Hope Agenda.
She urged participants to continue applying the skills acquired and to serve as digital inclusion advocates within their communities.
The training programme further strengthens NITDA’s vision of building a digitally inclusive Nigeria where access to digital opportunities is determined not by physical ability but by empowerment and innovation.
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