DEI Changes in Pharma: A Look Back at 2025 & Predictions for 2026

Most would agree that 2026 was a transformative year for the pharmaceutical industry. With the new administration coming into office, new regulatory initiatives and goals were put in motion. While the industry was impacted across the board, DE&I was especially impacted by the new administration’s views. Katrina Rice, chief delivery officer at eClinical Solutions, spoke with Pharmaceutical Executive about this sector of the industry and where she sees both challenges and opportunities.

Pharmaceutical Executive: What implications do administrative changes in DEI over the past year have for Pharma?
Katrina Rice: Recent administrative changes in DEI policies - such as reduced federal emphasis and legal scrutiny of diversity initiatives - have created both challenges and opportunities for the pharmaceutical industry. These shifts may weaken incentives for inclusive hiring and trial recruitment, risking setbacks in health equity and public trust. However, they also push pharma companies to integrate DEI more strategically into core operations, ensuring diversity and inclusion remain essential to innovation, patient outcomes, and global competitiveness.

PE: What should the industry expect moving in 2026?
Rice: Rather than labeling programs explicitly as “DEI,” pharma companies will embed equity and inclusion into business strategy through patient engagement, community partnerships, and R&D diversity, making inclusion part of operations, rather than a standalone initiative. In the next year, we’ll see a shift towards stronger reliance on metrics and analytics to demonstrate fair representation in hiring, leadership, and clinical trials.

PE: How can a top-down leadership approach to diversity have a positive impact?
Rice: A top-down leadership approach to diversity can have a powerful positive impact by setting a clear tone of accountability and commitment across the organization. When senior leaders actively champion inclusion, through visible support, policy enforcement, and resource allocation, it signals that DEI is a strategic priority, not an optional initiative. This approach helps embed diversity into corporate culture, decision-making, and business goals, leading to stronger employee engagement, innovation, and trust.

PE: What strategies can leaders use to reduce health disparities through R&D?
Rice: Leaders can reduce health disparities through R&D by embedding equity at every stage of the research process. They can prioritize diverse clinical trial participation by engaging underrepresented communities and designing culturally responsive recruitment strategies. Investing in data analytics to identify gaps in outcomes across populations helps guide more inclusive product development. Additionally, forming partnerships with community organizations, academic institutions, and patient advocacy groups ensures research reflects real-world diversity.