Investing in People: Gamze Yüceland discusses how organisations must evolve to keep pace with advancements shaping today’s workforce

Yüceland emphasised the role of employee development, mentorship, and fostering a multigenerational, inclusive workforce.

In her role as the President of Takeda's Growth and Emerging Markets (GEM) Business Unit, Gamze Yüceland provides valuable insights into the importance of staying attuned to evolving work cultures and advancements that are shaping today’s workforce.

With nearly 30 years of experience in the healthcare and pharmaceutical industry, Gamze brings extensive expertise in navigating the nuances of the healthcare sector. She has played a pivotal role in driving Takeda’s growth in complex markets by emphasising not just operational excellence but also the importance of inclusive leadership and team collaboration.

Her perspectives highlight the need to foster a culture that values, celebrates, and champions diversity, and ensure healthcare remains relevant to the unique needs of local populations.

How does employee development contribute to maintaining a workforce that stays relevant and adaptable in a rapidly changing environment?

More and more people today are looking at companies’ investments in people development when considering a new job opportunity.

The Amazon Workplace Intelligence study reveals that nearly 90% of job seekers consider development programmes essential, with the same percentage prioritising career advancement opportunities. However, The World Economic Forum's 2023 Future of Jobs report highlights a significant gap, with six in ten workers reportedly needing training by 2027 and only half currently having access to the resources required to upskill.

Whilst there is a clear need for workplaces to provide the tools and an environment for their people to thrive, I also believe that we each have a responsibility to seek our own development. This involves possessing a mindset of lifelong learning and going beyond general interest to genuine curiosity.

Researcher and storyteller Brené Brown, in Atlas of the Heart: Mapping Meaningful Connection and the Language of Human Experience, eloquently distinguishes the two: “Interest is a cognitive openness to engaging with a topic or experience. Curiosity is recognising a gap in our knowledge about something that interests us and becoming emotionally and cognitively invested in closing that gap through exploration and learning.”

As this mindset is nurtured in our people, we as leaders are responsible for creating experiences that help to support employee development, of which we at Takeda are hyper-focussed.

Having personally benefitted from mentorship, I’m a passionate advocate for its value, both as a mentee and a mentor, in accelerating learning and personal development. Through our programmes at Takeda, we provide structured mentorship that connects employees with experienced leaders who can help guide their growth and career goals.

Understanding that there is room for learning through observation, I also believe that leaders role-modelling the behaviours and attitudes we want to see is integral. As an organisation that holds its values and purpose as our North Star, the best learning experience of how we live our values is embodied by leaders paving the foundation for our people to follow this path.

Additionally, our Stretch Assignment programme is designed to offer developmental opportunities that empower individuals to explore new horizons in a safe and supportive environment.

The programmes offer both short- and long-term assignments in different areas within Takeda, designed to accelerate learning, personal development, and goal achievement. These opportunities can help support employees in expanding their networks and gaining exposure across regions.

We must continue to recognise that in today’s interconnected world, there’s no “one-size-fits all” approach to development. Each person has unique strengths, learning styles, and growth needs—especially in a multigenerational and culturally dynamic work environment where diverse perspectives must be recognised and supported.

Could you share some insights into the importance of embracing a multigenerational workforce?

The world around us is constantly evolving, and so are the attitudes and expectations of patients and people. A Deloitte survey found that 70% of organisations see multigenerational workforces as key to success in the next 12 to 18 months. However, only 10% feel prepared to address this growing trend effectively.

As a company whose purpose is dedicated to the healthcare needs of diverse communities, embracing a multigenerational workforce is essential. Our work on the ground is shaped by the insights and experiences of individuals from varied backgrounds and cultures, who bring a deep empathy and understanding of the local challenges that influence healthcare needs.

We recognise this and are championing initiatives that unite different age groups in decision-making. Through our Next-Gen Advisory Board, we are bridging generations and amplifying the voices of all members of our global team. The Board includes individuals early in industry, Millennials and Gen Z age groups, and reflects our diverse global population. Members have the opportunity to collaborate with the Office of the CEO and to share their perspectives on company initiatives.

Additionally, in April 2023, Takeda Brazil received the Age Friendly Employer certification, an international seal that recognises organisations that prioritise inclusive practices and offer benefits like enhanced employee engagement, diverse perspectives, and a more supportive work environment for all age groups.

How can AI be utilised to support personalised career growth opportunities?

AI-powered technology can empower employees in their own development. By using data-driven insights, AI can help individuals identify their strengths, areas for improvement, and tailored opportunities, empowering them to make informed decisions and reach their full potential.

Through our Career Navigator platform, our employees can personalise their career paths based on experience and interests, connecting with mentors for expertise and support.

How can organisations strengthen workplace mental health and foster a resilient, inclusive culture?

When we take care of ourselves and each other, it’s easier to show up at our best, both personally and professionally. Creating a supportive environment is key to helping everyone thrive.

Meaningful change begins with awareness and open conversations, especially about topics that are often stigmatised.

At Takeda, we’re committed to sparking those conversations, bringing our teams together, and nurturing a culture of inclusivity. We’ve created a tailored resource hub, employee assistance programs and well-being channels to support our team in addition to regional activities and events to highlight the importance of social, physical, financial, and emotional well-being.

For World Mental Health Day and DE&I Month, Takeda leaders explored how belonging and inclusion strengthen workplace mental health and shared strategies for fostering a resilient, inclusive culture through an online workshop. We also regularly host interactive workshops on psychological safety, where teams learn and discuss how to create safer, more supportive spaces within their own groups.

It’s all about small steps, ongoing dialogue, and ensuring everyone feels heard and supported. In Australia, we are proud to have been recognised as a Mental Health First Aid "Skilled" Recognised Workplace. This certification highlights our commitment to equipping our team with the skills to support mental health and well-being in the workplace. It means that our employees are trained to recognise the signs of mental health issues and provide the necessary support, creating a safer and more supportive environment for everyone.

How can organisations adapt to changing work cultures, anticipate future trends and what role do learning and development play?

In the face of rapidly shifting technology trends, AI advancements, and demographic changes that are transforming the way we work, I'm proud to be part of a business that is continuously adapting and embracing new ways to inspire employees’ evolving dynamics and priorities.

At Takeda, we recognise the importance of championing learning and development. Every individual plays a vital role in fostering a culture that values diversity of experiences, thoughts, and perspectives. This is crucial to staying relevant to the ever-evolving healthcare needs of local populations.

By empowering our people to grow and contribute their unique insights, we can better meet the complex demands of healthcare today and in the future.

I deeply value my role as a leader and the opportunity I have to guide and inspire my team. I embrace new ways to meet employees' ongoing goals and focus areas. Leadership, to me, isn't about rank or seniority—it's about empowering others, helping them uncover their full potential, and advancing their careers along the way.

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