Barriers in BioTech: To PhD, or not to PhD?

The biotech industry is evolving, and so are the candidates. Biotech makes a habit of breaking through to weird and wonderful frontiers by the minute (hello, purple tomatoes), but is the PhD barrier standing in the way of even more meaningful progression?

Many seem to think so. Education is undoubtedly a foundation of opportunity, but it’s also a politically and socio-economically charged barrier, especially in the recruitment space. While it’s true that many biotech companies filter their talent search through a PhD-shaped hiring lens, it might not be the best way to go when you need to find top candidates in a tight timeframe. You don’t need a PhD to excel in biotech, and this is even true of some highly technical roles we’ve seen cropping up recently. What’s changed?

An expanding biotech industry

As the bioeconomy emerges from its infancy, the limelight shines on biotech and its outwardly expanding borders. Expansion and growth of this kind often lead to increased demand for talent, and in biotech, this tends to be hard-to-find talent too. When your prime candidates are locked out by an academic prerequisite, you’re missing out on their very real, capable skillsets — leading plenty of hiring managers to favour demonstrable experience over traditional qualifications, effectively widening the available talent pool.

The industry moves fast

In a constantly evolving landscape, adaptability reigns supreme. What good is an outdated qualification when the holder isn’t flexible enough to keep up with the changing times? A qualification represents an incredible number of highly desirable traits, including dedication, perseverance, ambition and critical thinking, but for many, the focus is shifting to the specifics — candidates with a background in specific technologies, techniques and areas of work (data analysis, project delivery, regulatory expertise, computational skills) are often the ones on the modern hiring manager’s radar, and they’re not always skills you get from a PhD programme.

Alternative pathways

There are now many alternative educational pathways for those interested in working in biotechnology, including vocational training programmes offering specialised training in areas like laboratory techniques and bioprocessing, apprenticeships, student placements, and internal training.

PhDs are not always needed for leadership roles

It takes a certain kind of skillset to be a leader in the life sciences, and it’s not necessarily earned through a PhD. Many companies are recognising that traits like business acumen are just as important as technical skills or academic expertise.

A move to more inclusive hiring processes

Candidates have more sway than ever before — they know their talents are in demand, and they know they have options. Below is our LinkedIn data on the gender split between male and female-identifying PhD and non-PhD employees in the UK biotech industry, indicating that PhD-restricted hiring is potentially detrimental to gender equity in the sector:

• Employees with a PhD: 45% female / 55% male
• Employees without a PhD: 51% female / 49% male

The world of tomorrow should focus on breaking barriers, not establishing them, and businesses must follow through from the hiring stage to truly support their talent in a way that empowers them to thrive once they’ve joined the team.

How BioTalent can help

At BioTalent, our diversity-led methodology underpins everything we do. Whether you’re hoping to hire, or you’re hoping to get hired, we can match you with an opportunity that works for you. If you want to know more about our communities, our services, our people, or our mission, get in touch with the team today.