Industry talent requirements and challenges reasons to stay strong in Medicon Valley

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1 Industry talent requirements and challenges reasons to stay strong in Medicon Valley Peter Kurtzhals Senior Vice President, Diabetes Research Novo Nordisk

2 The ability to attract talent in Denmark is key to us R&D 4358 Diabetes Research 980 Employees in R&D 01-Mar-2013

3 3 Additional Novo Nordisk R&D facts > DKK 10 billion R&D investment Ranked 4 th out of 20 international pharmaceutical and biotech companies listed as best employers by Science Magazine 778 scientific publications in (2010 h-index: 26) 25 PhD and 6 Post docs supported through the LIFEPHARM PhD school at University of Copenhagen focussing on pharmacology ~ 100 active PhDs-students and Post doc from Europe, North America and Asia 20 investigators supported in two key innovation outreach programmes called Diabetes Innovation Award supporting early diabetes/obesity research and Science Forum Awards Top rating in Dow Jones Sustainability Index for the last nine years

4 4 Our core beliefs Talents Performance INNOVATION & GROWTH Diversity

5 5 We rely on excellent talent within all our competency areas to sustain growth Sustained release Liquid delivery Oral delivery s.c. delivery Modification Acylation Amino acid substitution Therapy area expertise Medical insight Trial design Execution E.coli Yeast Mammalian cells Prefilled pens Durable pens

6 6 What defines a research talent A relevant health, life science or technical education Diverse and extensive research experience International research exposure Innovative mind-set and skills Collaborative mind-set and skills Willingness to work hard

7 7 Scandinavia remain the primary recruitment base for Novo Nordisk Proportion of Scandinavian and non-scandinavian hires into DRU DK Non-Scandinavian Scandinavian (H1)

8 8 Most candidates are trained at Danish universities and in southern Sweden.. Masters Degree 100% Post docs % 82 14% Scandinavian EU (non-scandinavian) US & CA RoW 18% 3% Source: AKA & IPE GlobeShare survey July-August 2012; N=138 Total Scandinavian EU (non-scandinavian) US&CAN RoW

9 9 Our talent pipeline and STAR programme - collaboration and integration are key drivers Current pipeline Retention 180 Integration 33 Post docs Industrial PhDs 75 Collaboration 53 PhDs Other PhDs Retention rate Percent Association and Financial Support 43 Master Scholarships Post docs Finished Rehired Active Post docs, PhD and Masters in 2013 Completed and rehired Post docs and PhDs by 2012

10 The Novo Nordisk Foundation Research centres - the importance of public private partnerships in talent development The Center for Basic Metabolic Research Center for Biosustainability The Center for Protein Research The Danish Stem Cell Center International top research environment in Denmark Enabling recruitment and collaboration with international top researchers Supplementing local research strength in academia and industry An optimal setting for education of the best Danish research talents

11 11 The majority of scientists are Scandinavian - the fraction of non-scandinavians is increasing US 4 UK GER 15 RoW US 12 GER 6 UK 4 CA 27 RoW Non-Scandinavian Scandinavian DRU total 2012 DRU DK only Nationality of scientists within Diabetes Research Unit (DRU) in Denmark

12 12 International talent provide diversity in education, experience and approach Novo Nordisk recruit ~ 100 international employees to Denmark annually Annual separation rate: ~ 7 % (vs. ~ 4% for Danes) Average seniority in Denmark: 3.8 years (vs years for Danes) Recruitment enablers Diabetes leadership research, pipeline and aspiration State-of-the-art research facilities Society family-friendly and high proficiently in English Recruitment barriers Cost of living and taxation Access to international schools and education Limited subsequent career possible - Denmark is not a science hub

13 13 A brief summary The Medicon Valley area is the primary recruitment base for Novo Nordisk Active talent development in collaboration with academia is crucial Local talent is required to continue growth - but it is not enough How can Medicon Valley continue to support development of excellent talent?

14 Recommendations Industry talent requirements and challenges 14 Focus on education quality and talent development Ensure high quality of education by promoting excellent teaching Support elite development by eg dedicated honours degrees Consider elite PhD-schools Ensure critical mass and diversity in the MVA research environment Support international top life science research environments at universities Strengthen public-private research collaboration though eg industrial PhD programs Ensure government system to support high-tech innovation in Denmark Ensure critical mass of life biotech SME and phama in the region Remove barriers for international talents bureaucratic barriers eg visa and work permit insufficient numbers of international schools Continue to promote Medicon Valley as an international research hot-spot

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