Ambition isn’t the problem in Life Sciences… Access is
What 92 professionals taught us about growth, inclusion, and rising with clarity, confidence, and community... even when the "system" stands still
“The problem isn’t ambition… it’s access.”
“Confidence isn’t the cause… it’s the consequence.”
“Most people don’t need more content. They need more context.”
Those words weren’t crafted in a strategy session… they came from real people working in labs, offices, and teams across UK life sciences.
92 professionals opened up about what it truly takes to build a career in an industry that prizes innovation… but still has blind spots around people and progression.
We asked them one simple question:
“What’s actually getting in your way?”
The answers cut deep. They spoke of subtle barriers, unspoken dynamics, and the weight of being capable but not always seen. The message was clear: the challenge isn’t effort… it’s the system around them… the networks, norms, and narratives that decide who gets seen.
What we learned
1. The talent is there. The access isn’t.
Over half of respondents (62%) described themselves as mid-career professionals… experienced, capable, and ambitious… but still struggling to break through invisible ceilings.
Another 25% were already in senior leadership, searching for spaces to keep growing without losing themselves in corporate politics.
And more than 80% identified with an under-represented or underserved group.
That label carried many stories… people who were Black or Brown, neurodivergent, caregivers, working-class, first-generation professionals, and more.
“I’m not asking for special treatment… I’m asking for fair visibility.”
“As a caregiver, the system wasn’t designed for people like me.”
The truth? Under-represented means different things in different rooms.
We don’t decide who qualifies… we create spaces where different stories of under-representation can coexist, connect, and learn from one another.
Because the feeling behind it is universal: being in spaces where your effort is seen, but your potential isn’t fully believed in.
2. How organisations are (and aren’t) showing up
When asked, “To what extent do you feel your organisation supports the career growth of under-represented talent?” the responses revealed a stark reality:
Only 17% said their organisations offer strong, consistent support for under-represented talent.
46% described efforts as surface-level or reactive… visible in statements, invisible in outcomes.
Another 37% said initiatives were supportive in principle but inconsistent in practice.
“They talk about inclusion, but promotions tell a different story.”
“Everything is grad-focused. Once you’re mid-career, you disappear.”
This data mirrors what many of us feel intuitively… inclusion in most workplaces is episodic, not embedded.
It shows up in campaigns, not cultures.
That’s exactly what The 29k Club was built to challenge.
3. How we model inclusion differently
At The 29k Club, inclusion isn’t a programme… it’s our practice.
It’s baked into how we design, who we invite, and how we hold space.
Here’s how we’re building a different model:
Broad definition of representation
We recognise intersectionality… race, gender, class, neurodiversity, disability, faith, identity, and life circumstance… all shape access to opportunity.Shared, not segregated spaces
Our community brings together people with different experiences of exclusion, not to compare pain, but to build empathy, allyship, and collective progress.Real progress over performance
We focus on what actually moves the dial: visibility, sponsorship, and system-savviness… not token representation or performative allyship.Power in peer learning
Members grow through lived experience and story-based insight, not just frameworks. Each person contributes to the learning of the group… that’s inclusion in action.
“I want a space that helps me grow without pretending the system is fair.”
This approach turns inclusion from a corporate noun into a community verb.
4. People are time-poor, not passion-poor
Almost 70% of respondents said they spend less than two hours a week on personal or professional development.
That’s not apathy… that’s exhaustion.
“By the time I finish surviving the week, there’s nothing left for ‘personal growth.’”
That insight shaped our format: short, high-impact sessions and actionable tools that create real value in limited time.
The goal isn’t to overwhelm people with content… it’s to give them context, clarity, and confidence to act.
You feel me?
5. Mentorship isn’t enough
The top three goals for joining a community like ours were:
Accelerate career progression
Expand professional networks
Gain mentorship and coaching
But the qualitative responses revealed the real gap… advocacy.
“It’s not that I need more training… I need more trust.”
“Mentorship helps you learn; sponsorship gets you seen.”
That’s why we put just as much focus on building power circles… mentors, sponsors, and allies who actively champion talent behind closed doors.
6. Inclusion has stalled… but the need hasn’t
Even as corporate enthusiasm for DEI cools, the data says the work is more needed than ever.
One in three respondents said inclusion initiatives have stalled or regressed in the past year… a reflection of shifting priorities and shrinking budgets.
“We used to have conversations about equity. Now we just talk about efficiency.”
The good news? The organisations willing to listen and partner differently can rebuild that trust, and outperform those that don’t.
That’s why The 29k Club exists: to keep the focus on people, not politics.
7. The value conversation: Why price matters
When we asked participants what they thought was a fair price for this kind of development, the responses were all over the map.
Some said £10 a month. Others said £100.
And many admitted… they didn’t really know what to expect.
That range told us two things:
People want growth but are used to career development being free… usually provided (poorly) by their employer.
And yet, the same people said they were tired of waiting for work to “fix” the system for them.
That’s the tension we’re stepping into.
The 29k Club currently offers Founding Membership at £29 + VAT/month, as we build toward our full public launch in the new year, when membership will be £72/month.
That price isn’t arbitrary… it’s intentional.
Paying to be part of this community does three important things:
Drives accountability and engagement.
When you invest in yourself, you show up differently. You take ownership of your growth, not just interest in it.Creates sustainability.
Real inclusion work needs infrastructure. Paying members make it possible to bring in expert speakers, develop new tools, and build a platform that lasts.Signals value.
We’re not selling motivation. We’re building a movement grounded in evidence, empathy, and action… a place for serious, growth-minded professionals who see their development as an investment, not a luxury.
We also recognise that not everyone starts from the same level of access or privilege… which is why shared responsibility and sponsorship are part of our model.
“Free doesn’t build commitment. Investment builds transformation.”
Now, let’s be real… not everyone can afford that right now.
And that matters too.
I’ve heard countless people say, “Under-represented professionals won’t pay for this kind of thing… you should make it free.”
I fundamentally disagree.
Our work resonates most with those who are ready to invest… financially or through commitment in their own growth.
And for those who can’t afford it yet? They still deserve access, inspiration, and visibility.
That’s why we’re building open resources like this blog… and exploring scholarship partnerships and sponsored memberships to bridge the gap.
Because access matters, but accountability matters too.
“If it’s free, I’ll join when I have time.
When I pay, I make time.”
That’s the mindset shift we’re here to encourage.
8. The 12 contrarian truths that shaped The 29k Club
From those 92 stories came twelve uncomfortable but clarifying truths… the foundations of how we operate and what we stand for:
The problem isn’t ambition… it’s access.
Confidence isn’t the cause… it’s the consequence.
Most ‘development programmes’ serve the already-privileged.
Time isn’t the real barrier… energy and belonging are.
Mentorship helps you learn. Sponsorship gets you seen.
Work-life balance isn’t indulgence… it’s infrastructure.
DEI fatigue is real… but the work isn’t done.
People don’t need more content. They need more context.
Growth doesn’t happen in isolation. It happens in community.
Inclusion isn’t about niceness. It’s about power and access.
Clarity comes through movement… not waiting for certainty.
Companies don’t have a pipeline problem. They have a recognition problem.
These principles are what turn insight into action… and community into movement.
A challenge for leaders (and learners)
If you’ve read this far, you probably see yourself or your people somewhere in these stories.
And that’s the point.
The 29k Club was built for both.
For the individual: it’s a place to grow with structure, accountability, and community… to turn self-development from a side project into a strategy.
For the organisation: it’s a signal. A live insight engine showing what ambition looks like when inclusion is done differently.
So here’s your challenge… wherever you sit:
For ambitious professionals
What would change if you invested in your own growth with the same commitment you give your job?
Who are you learning with, and who’s holding you accountable for your next leap?
Are you waiting for permission… or building the path yourself?
If you’re ready to take the next step, join as a Founding Member at £29 + VAT/month before the full public launch at £72/month.
You’ll be part of shaping a community built for real progress… not performance.
👉 Join The 29k Club Waitlist or drop me an email at hello@theblacksherpa.com
For industry leaders and partners
Are your internal initiatives creating true advocacy… or just activity?
How are you helping under-represented talent turn learning into visibility, and visibility into progression?
What could you learn from a community that’s living the change your strategy talks about?
We’re now inviting industry partners who want to:
Sponsor memberships for high-potential employees
Co-create masterclasses aligned to internal programmes
Or simply learn from the data and lived experience shaping inclusion today.
If you lead teams, talent, or transformation… let’s talk about how The 29k Club can complement your work.
“Inclusion gets real when development stops being free… and starts being shared.”
A personal thank you
To the 92 people who took the time to complete my survey… thank you.
Your honesty, your insights, and your belief in what we’re building mean more than you know.
I deeply appreciate the time you invested in sharing your stories, your frustrations, and your hopes.
I promise to make sure that time is paid forward… through the community we’re building, the tools we’re creating, and the opportunities we’ll open for others because of your input.
You’ve helped shape something real.
And for that, I’m truly grateful.
Climb steady
Survey snapshot
92 respondents | 62% mid-career | 80% under-represented | <2 hrs/week on development | Top goals: progression, mentorship, connection, and advocacy.
Only 17% say their organisation provides strong support for under-represented talent — a clear signal for change.
Founding membership: £29 + VAT/month (until launch at £72/month).
I’m Yam – Founder of The Black Sherpa
Founder | Strategist | Speaker | Host of The Black Sherpa Podcast
I founded The Black Sherpa to create a world where talent rises on merit and no one’s potential is held back by bias or barriers.
Through bold strategy, storytelling, and our flagship community, The 29k Club - I help professionals grow with confidence and support leaders to build cultures that truly live their values.
Let’s connect and build a future where inclusion powers performance, and leadership reflects the world we serve.