Written by:
Rosie Mackenzie
Head of Learning and Leader Development, AstraZeneca
Rosie Mackenzie, Head of Learning and Leader Development, shares how Learning and Development is at the heart of our commitment to people.
As a global company with more than 94,000 employees at different stages of their career, and across varied roles and business functions, we recognise that Learning and Development is more than a one-size fits all approach and must be embedded into our daily practices. And our employees agree – in our last Global Pulse Survey, 88% reported that they improved their existing skills, learnt new skills or had a development opportunity in the last 12 months.
Rosie Mackenzie, Global Head of Learning and Leader Development, shares more about how AstraZeneca is empowering every employee to unlock their full potential and embrace continuous growth and learning every day.
How does AstraZeneca personalise Learning and Development opportunities for such a large employee base?
We follow a ‘3Es’ learning framework of Education, Exposure and Experience which allows employees to connect with opportunities that best suit their role, learning style, and career goals. Our development programmes blend formal training with real-world experience, recognising that people grow in different ways. By supporting diverse learning styles and offering autonomy, we empower colleagues to shape their own learning and development journey.
What role does Learning and Development play in the wider company culture?
Learning and Development is a commitment to living our company Values that underpin everything we do. While the type of support each employee needs will evolve throughout their career, it’s essential that they feel empowered to prioritise their personal growth at every stage. By fostering a culture of continuous learning, we not only invest in individual potential – we also strengthen our high-performing, inclusive, and diverse teams. This enables our colleagues to grow together, collaborate effectively, and thrive in an ever-evolving world.
The personalisation and variety of learning opportunities available resulted in over 1.96 million Degreed learning completions last year, enabling over 2.1 million hours of total learning for our employees. There is a real demand for Learning and Development opportunities at all career levels and our employees have an appetite to grow and evolve with us – we are a company of curious people who are always looking to push the boundaries and develop our skills to benefit the patients we serve.
What platforms and initiative are in place to support employees' continuous upskilling?
Our online learning platform, Degreed, provides employees across AstraZeneca access to a variety of educational content and programmes which can enable them to grow personally and professionally, such as learning Professional Skills or participating in learning a foreign language.
One of our most popular learning opportunities available to employees across the business is the Thriving in the Age of AI programme. This interactive programme upskills colleagues by providing key insights on the latest AI developments and is now available in over 10 languages, with over 37,700 employees participating so far this year.
To recognise and further empower those who are highly engaged, employees who reach a certain level of accreditation through the programme gain early access to advanced tools like an AI Agent Builder. This not only rewards curiosity and commitment, but ensures our learning culture stays up-to-date and responsive to the challenges and opportunities of our world today.
Since introducing AI Agent Builder incentivisation, over 1,500 agents have been developed in the first two months, demonstrating the enthusiasm, creativity, and practical impact of unlocking generative AI capabilities across our workforce.
How does Learning and Development help you bridge gaps across global teams?
We have an active presence in more than 80 countries and collaborating on a global scale is fundamental to our success.
As an example, our Foreign Language Skills programme offers all employees the opportunity to learn over 70 different languages. Learning a language is valuable for helping to grow our professional skillset and open opportunities for collaboration, global mobility and career progression. It can also help to connect in a more meaningful way with colleagues, stakeholders and suppliers. By growing our cultural understanding through language learning, we can build a sense of belonging, communicate more cohesively and develop a global mindset to tackle world health challenges.
How do you see AstraZeneca’s commitment to Learning and Development continuing to shape its identity as a great place to work in the years to come?
We each have a responsibility to take charge of our own development, and our people leaders play a key role in empowering colleagues to embed learning practices in day-to-day work.
Gallup’s State of the Global Workplace 2024 Report stated that managers drive 70% of the variance in team engagement, with the most recent 2025 Report finding that teaching managers effective coaching tips can boost their performance by between 20 and 28%. This is a big responsibility, so investing in manager capability and leadership development is more important than ever for shaping our company culture and maintaining our engaged workforce.
By embedding personalised, inclusive, and values-driven learning into the fabric of our culture, we’re equipping employees to meet today’s challenges while inspiring them to shape the future. Whether through leadership programmes, AI readiness, or global language learning, we’re fostering a workforce that is curious, confident and connected, making a meaningful impact for people, society and the planet.
