logo
$8.5 Bn Epigenetics Markets, 2021-2024 & 2025-2029 - Increasing Investment in Biomedical Research, Trends Towards Precision Medicine, Growing Interest in Liquid Biopsy

$8.5 Bn Epigenetics Markets, 2021-2024 & 2025-2029 - Increasing Investment in Biomedical Research, Trends Towards Precision Medicine, Growing Interest in Liquid Biopsy

DUBLIN--(BUSINESS WIRE)--May 23, 2025--
The 'Epigenetics Market' report has been added to ResearchAndMarkets.com's offering.
The global market for epigenetics research tools and reagents, IVDs and therapeutics is expected to grow from $4.8 billion in 2024 to $8.5 billion by the end of 2029, at a compound annual growth rate (CAGR) of 11.8% from 2024 through 2029.
This report comprehensively analyzes the global market for epigenetics products, research tools and reagents, epigenetic biomarker-based in vitro diagnostics (IVDs) and epigenetics-targeted therapeutics. It offers both quantitative and qualitative insights to help readers formulate growth strategies, evaluate the market landscape, assess their competitive positions and make informed business decisions regarding epigenetics products and services. The scope of epigenetics-targeted therapeutics includes DNA methyltransferase (DNMT) inhibitors, histone deacetylase (HDAC) inhibitors, isocitrate dehydrogenase (IDH) inhibitors and zeste homolog 2 (EZH2) inhibitors.
Epigenetics is the study of heritable changes in gene expression or activity that do not involve alterations to the DNA sequence itself. The global market for epigenetics research tools and reagents by study method was estimated at $1.8 billion in 2023. This market should reach $2.2 billion by the end of 2029, growing at a CAGR of 4.1% through the forecast period. The demand for new research tools remains constant as scientists strive to advance understanding and pursue groundbreaking discoveries.
The mounting clinical evidence supporting the relevance of epigenetics in various diseases has fueled a surge in epigenetic research, thereby increasing the demand for high-quality reagents and research tools. The trend is expected to continue over the forecast period, yielding market growth.
Epigenetic therapeutics target and modulate epigenetic mechanisms to restore a more normal epigenomic configuration. The global market for epigenetic therapeutics market by drug class targeting DNMT, IDH, HDAC and EZH2 was estimated at $938.2 million in 2023. The market is expected to reach $1.9 billion by the end of 2029, growing at a CAGR of 11% over the forecast period. Emerging research demonstrates the potential of epigenetics-based therapeutics as a versatile and targeted treatment modality, offering a viable alternative to conventional chemotherapy. Scientific advances, the growing number of cancer patients and the unmet need in oncology are key growth factors of the epigenetic drugs market.
The report includes:
Company Profiles
Key Attributes:
Key Topics Covered:
Chapter 1 Executive Summary
Chapter 2 Market Overview
Chapter 3 Market Dynamics
Chapter 4 Emerging Technologies and Developments
Chapter 5 Market Segmentation Analysis
Chapter 6 Competitive Intelligence
Chapter 7 Sustainability in the Epigenetics Market: An ESG Perspective
Chapter 8 Appendix
For more information about this report visit https://www.researchandmarkets.com/r/uggn6b
About ResearchAndMarkets.com
ResearchAndMarkets.com is the world's leading source for international market research reports and market data. We provide you with the latest data on international and regional markets, key industries, the top companies, new products and the latest trends.
View source version on businesswire.com:https://www.businesswire.com/news/home/20250523984908/en/
CONTACT: ResearchAndMarkets.com
Laura Wood, Senior Press Manager
[email protected]
For E.S.T Office Hours Call 1-917-300-0470
For U.S./ CAN Toll Free Call 1-800-526-8630
For GMT Office Hours Call +353-1-416-8900
KEYWORD:
INDUSTRY KEYWORD: BIOTECHNOLOGY GENETICS HEALTH
SOURCE: Research and Markets
Copyright Business Wire 2025.
PUB: 05/23/2025 12:16 PM/DISC: 05/23/2025 12:16 PM
http://www.businesswire.com/news/home/20250523984908/en

Orange background

Try Our AI Features

Explore what Daily8 AI can do for you:

Comments

No comments yet...

Related Articles

I Scaled a 500-Person Company on Hustle — But Wellness Made It Sustainable (and More Profitable)
I Scaled a 500-Person Company on Hustle — But Wellness Made It Sustainable (and More Profitable)

Entrepreneur

timean hour ago

  • Entrepreneur

I Scaled a 500-Person Company on Hustle — But Wellness Made It Sustainable (and More Profitable)

This CEO's mindset shift reveals how daily wellness habits can fuel better leadership, stronger teams and lasting business growth. Opinions expressed by Entrepreneur contributors are their own. I recently came across a job ad from a boutique U.S. agency that read: "If you prefer a clock-in, clock-out mentality, we're not a good fit," and"Specific work hours don't matter when you're hungry to grow." I've been around the block enough to know what that really means: long hours, weekend emails and a blurred line between work and everything else. We like to believe we've moved past hustle culture and into the era of workplace wellness. But job postings like this prove many employers are still selling burnout, just wrapped in the language of "ambition." I've lived both versions of the founder journey: the always-on grind and the wellness-first rebuild. I know exactly what the hustle takes from you — and how small, intentional changes can help you feel better, lead better and build a business that doesn't burn you out. Related: Don't Underestimate The Importance of Employee Well-being. Your Business Will Suffer The Most When hustle becomes your identity And why is that a problem? Startup culture glorifies the idea that more hours equals more achievement. And sure, early wins feel good — that dopamine hit keeps us grinding. Until one day, the hustle is your identity. In the early days of my company, I lived by this mantra: "If you're heading home and your competitor's lights are still on — turn around." It worked. We scaled from three scrappy founders to a global team of 500. But eventually, I realized: if I didn't put my team's wellbeing first, we wouldn't last. Playing the long game takes more than stamina — it takes sustainability. The data backs this up. In a recent survey of 138 startup founders, over half reported experiencing burnout in the past year. Two-thirds had seriously considered walking away from the very companies they built. That's not grit — it's a system failure. Even high-profile success stories aren't immune. Take Loom co-founder Vinay Hiremath. After helping scale the company to a near-billion-dollar exit, he admitted: "I am rich and I have no idea what to do with my life." His solution? Jump back into hustle culture — because it's the only thing he knows. Burnout is a silent epidemic. The World Health Organization formally recognized it as an "occupational phenomenon" in 2019. It rarely makes headlines, but it robs us of focus, clear decisions, and, ultimately, the longevity of the businesses we're building. Related: 5 Leadership Strategies That Actually Prevent Employee Burnout What I did to break the cycle Health fuels performance — and it starts with you. When leaders are well-rested and engaged, everything works better: decision-making, team morale, product velocity. And it's not just a feel-good theory. A 2024 Gallup study of 183,000 businesses across 90 countries found that prioritizing employee wellbeing is a business advantage. Here's what they found: 78% less absenteeism Up to 51% lower employee turnover 32% fewer errors and defects Up to 20% higher productivity 23% greater profitability These results aren't magic — they're the compounding effect of cultural choices. And those choices start at the top. For me, the turning point was simple: I got tired of being tired. I shifted from obsessing over hustle to building a rhythm that supported performance and wellbeing. Here's how that looked: I set hard boundaries on work hours. I used to wear 14–16 hour days like a badge of honor. But after 8 p.m., I'd spend twice as long on basic tasks. Now, I aim to wrap by 6:30 p.m., which forces better focus— and leaves energy for life outside work. I used to wear 14–16 hour days like a badge of honor. But after 8 p.m., I'd spend twice as long on basic tasks. Now, I aim to wrap by 6:30 p.m., which forces better focus— and leaves energy for life outside work. I prioritized consistency over hacks. No detoxes or cold plunges. Just a steady rhythm of short breaks between meetings to stretch, breathe, and reset. It keeps mental fatigue from building. No detoxes or cold plunges. Just a steady rhythm of short breaks between meetings to stretch, breathe, and reset. It keeps mental fatigue from building. I moved my body instead of chugging coffee. Short workouts replaced endless caffeine. Even a five-minute break helps reset my energy and cognition. Trying new sports also improved my mental flexibility in surprising ways. Short workouts replaced endless caffeine. Even a five-minute break helps reset my energy and cognition. Trying new sports also improved my mental flexibility in surprising ways. I let my mind wander on purpose. Some of my best ideas show up when I'm doing nothing—walking, meditating, or scribbling thoughts in a notebook. Some of my best ideas show up when I'm doing nothing—walking, meditating, or scribbling thoughts in a notebook. I protected my attention like it was my most valuable resource. Two hours of deep focus every day—no meetings, no multitasking — lets me explore ideas, shape strategy, and think long-term without working late. And it wasn't just about me. I brought wellness into our team culture with walking meetings, breathwork breaks and light-hearted wellness challenges. Because a business is only as healthy as the people building it — not just the founder. Related: Why Being 'Always On' Is Killing Your Innovation, and How to Truly Disconnect If you do just one thing — do this Give yourself permission to fully disconnect. When you log off, really log off. No weekend emails. No late-night Slack messages. Don't say you have "limited access" in your out-of-office message. Say you're offline — and mean it. That's how you build a culture where rest is respected, not resented. The truth is, I still struggle to fully clock out sometimes. When you're building something you care about, it's hard to let go. But if you want what you're building to last, you have to protect the person building it — you. Wellness isn't a retreat. It's not a reward. It's your foundation. And if we want a new era of work, it starts with building companies where people thrive, not just survive.

How To Handle Narcissism And Egos In The Workplace
How To Handle Narcissism And Egos In The Workplace

Forbes

timean hour ago

  • Forbes

How To Handle Narcissism And Egos In The Workplace

By Levi King The goal is to create a balanced workplace culture that harnesses ambition. Once upon a time, I was at a big conference with several members of my executive team at the time. The conference was just wrapping up when I spotted one of them—I'll call him Maurice—standing in a corner chatting with a fellow from a different company. I'd worked with Maurice for years at this point. We didn't have a lot in common in terms of where we grew up, what schools we attended, and many other things that make up for one's basic life experience, but I trusted him as a colleague and thought of him as a friend. Just as I neared Maurice and the guy he was chatting with, I heard the latter say something that stopped me in my tracks: 'I'm sorry you have to work with that schmuck Levi. It sounds like it's been a terrible experience and I hope you can continue to make up for his bungling and keep things running smoothly over there.' This is how I discovered that a trusted colleague and friend had been tearing me down behind my back for reasons which didn't come to light until later, but which basically boiled down to outsized ego and ambition. It won't come as a big surprise to anyone who's ever worked in corporate America to realize that many folks outside of our world perceive many folk in it as big-headed braggadocious monsters. The competition is intense and the rewards high. But Maurice, I think, represents something more than simply white collar Darwinism. Narcissism and big egos are often conflated in discussions about problematic workplace behavior, but they represent distinct psychological phenomena with important differences in how they manifest and impact organizations. While both can create challenges in professional settings, understanding the nuances between narcissism and big egos is crucial for effectively managing workplace dynamics and fostering a healthy organizational culture. Narcissism is a personality trait characterized by an inflated sense of self-importance, a constant need for admiration, and a lack of empathy for others. In the workplace, narcissistic individuals often display an overwhelming sense of superiority and entitlement. They crave attention and validation, constantly seeking praise and recognition for their achievements, even at the expense of others. Narcissists in professional settings tend to exhibit several key behaviors: The impact of narcissism on workplace dynamics can be severe. It often leads to decreased morale among colleagues, dysfunctional communication, and a breakdown in teamwork. Narcissistic leaders, in particular, can create toxic work environments by prioritizing their personal goals over the team's success and stifling creativity and innovation by dismissing others' ideas. While related to narcissism, a big ego in the workplace is a distinct concept. Individuals with big egos display excessive pride in their abilities and accomplishments, often leading to arrogance and overconfidence. Unlike narcissism, which is rooted in deep-seated insecurity, a big ego stems from an inflated sense of self-worth that may or may not be justified by actual achievements. Key characteristics of individuals with big egos in the workplace include: While big egos can drive individuals to achieve great things, they can also create friction within teams and hinder collaborative efforts. The impact on workplace dynamics, while potentially disruptive, is often less severe and pervasive than that of narcissism. The primary distinctions between narcissism and big egos in the workplace lie in their underlying motivations and the extent of their impact: Narcissists fundamentally lack empathy, whereas individuals with big egos may still possess the capacity for empathy, even if it's overshadowed by their inflated self-image. Narcissists have an insatiable need for admiration and validation from others, while those with big egos may be more self-contained in their sense of superiority. Narcissists are more likely to engage in calculated manipulation and exploitation of others, whereas big egos might unintentionally alienate colleagues through their arrogance. Narcissists react to criticism with intense defensiveness or rage, viewing it as a threat to their self-image. Those with big egos may be dismissive of criticism but are less likely to react with hostility. Narcissistic leaders can fundamentally alter an organization's culture, creating lasting damage even after their departure. Big egos, while problematic, typically have a more localized impact on immediate team dynamics. More from AllBusiness: Addressing narcissism and big egos in the workplace requires different approaches. For narcissism: For big egos: While both narcissism and big egos can create challenges in the workplace, understanding their distinct characteristics is crucial for effective management. Narcissism represents a more pervasive and potentially damaging force, capable of undermining organizational culture and team dynamics at a fundamental level. Big egos, while problematic, are often more manageable and may even drive positive outcomes when properly channeled. By recognizing these differences, leaders and HR professionals can develop targeted strategies to mitigate the negative impacts of both narcissism and big egos, fostering a more collaborative, innovative, and psychologically safe work environment. Ultimately, the goal is to create a balanced workplace culture that harnesses the drive and ambition often associated with strong personalities while ensuring that these traits don't come at the expense of teamwork, empathy, and overall organizational health. Being blindsided at a work conference certainly wasn't fun, but the real consequences of Maurice's narcissism ultimately proved to be much more serious. The more you learn to tell the difference between good old-fashioned ego and something more sinister, the less likely it is you'll waste months—even years—working alongside people who are pulling things down just as quickly as you are building them up.

How To Love Your (Agentic) Database Administrator
How To Love Your (Agentic) Database Administrator

Forbes

timean hour ago

  • Forbes

How To Love Your (Agentic) Database Administrator

An Internet Geek Developers love meritocracy. Software engineering professionals don't judge individuals by the way they look, the way they dress and whether or not they have a purple-green hair dye rinse on their head (spoiler alert, it's actually considered a good thing)... and they never have. They tend to classify their counterparts and contemporaries on the basis of their skillset, their ability to show technical competency and their enthusiasm for the combined arts of coding and data science. If there's one chink in that argument, it's a possible hierachy between the developer community and the operations team. While the developers get to build, program and create, the Ops team are assigned the responsibility to underpin, maintain and manage. Some developers occasionally regard the sysadmins, database administrators and testing team as less skilled; the rise of DevOps has sought to unite these two streams and platform engineering is also aiming to create and reinforce bonds, but fractures inevitably exist. Could a new wave of agentic AI services in the data management space actually help elevate the status of this essential function and, just maybe, actually help elevate the status of this role to the tier that it deserves? Lithuania-based tech writer Jastra Kranjec says we're on the cusp. Citing the multiplicity of management consultancy reports in this space that suggest AI agents are about to really start helping us work (Capgemini's Top Tech Trends of 2025 survey points to their use to boost efficiency and develop automation), Kranjec says that AI agents have now 'evolved from experimental tools' into mainstream business solutions. 'Last year, even major enterprises like OpenAI, Google DeepMind, Microsoft and PwC began integrating them into their operations, proving them as one of the top AI trends. Moreover, this is just the beginning of AI agents` growth, with market projections showing a surging adoption in the years ahead. Last year, the AI agent industry was valued at around $5.1 billion. This figure is projected to soar by a whopping 821%, reaching $47 billion by 2030,' wrote Kranjec. While such massive percentage projections make for dizzying reading, perhaps we should centralize our focus on the actual jobs agentic AI can now take on. In the data management and manipulation space, that brings us back to the poor database administrator, could the AI DBA be about to become the real hero? Stewart Bond sees a role for this exact job function. In his role as VP of data intelligence and integration software at technology analyst house IDC, he projects that AI can now take on a central role in data orchestration and administration. 'The rise of agentic AI orchestration is expected to accelerate, and companies need to start preparing now,' said Bond. 'To unlock agentic AI's full potential, companies should seek solutions that unify disparate data types, including structured, unstructured, real-time and historical information, in a single environment. This allows AI to derive richer insights and drive more impactful outcomes.' Bond makes his comments in order to contextualize new services stemming from data streaming company Confluent. The organization has now come forward with new Confluent Cloud capabilities that are said to make it easier to process and secure data for faster insights and decision-making. Looking at exactly which products and tools are now on offer, snapshot queries is a new service in Confluent Cloud for Apache Flink designed to bring together real-time and historic data processing to make AI agents and analytics smarter. Confluent Cloud network routing works in concert with this technology to simplify private networking for Apache Flink (an open source data stream processing framework for running computations in 'bounded' - those with a defined start and end - and unbounded data stream environments) and this all sits alongside IP filtering to adds access controls, thereby securing data for agentic AI and analytics. 'Agentic AI is moving from hype to enterprise adoption as organizations look to gain a competitive edge and win in today's market,' said Shaun Clowes, chief product officer at Confluent. 'But without high-quality data, even the most advanced systems can't deliver real value. The new Confluent Cloud for Apache Flink features make it possible to blend real-time and batch data so that enterprises can trust their agentic AI to drive real change.' Clowes agrees with the proposition that Confluent didn't necessarily build this technology to enable, create or innovate the true arrival of the agentic DBA, but he concurs, if the continued extension of the company's platform makes this 'job position' a reality, then it will surely serve IT stacks in every industry for the better. We can certainly suggest that agentic AI is driving widespread change in business operations from the DBA, right upwards through the developer function to the application and user interface. 'However, for AI data agents to make the right decisions, they need historical context about what happened in the past and insight into what's happening right now. For example, for fraud detection, banks need real-time data to react in the moment and historical data to see if a transaction fits a customer's usual patterns. Hospitals need real-time vitals alongside patient medical history to make safe, informed treatment decisions. But to leverage both past and present data, teams often have to use separate tools and develop manual workarounds, resulting in time-consuming work and broken workflows. Additionally, it's important to secure the data that's used for analytics and agentic AI; this ensures trustworthy results and prevents sensitive data from being accessed,' explains Confluent, in a technical product statement. To address these challenges, the company says that snapshot queries in Confluent Cloud let teams unify historical and streaming data with a single product and language, enabling consistent, intelligent experiences for both analytics and agentic AI. With the company's Tableflow service integration, teams can gain context from past data. Snapshot queries allow teams to explore, test, and analyze data without spinning up new workloads. This makes it easier to supply agents with context from historic and real-time data or conduct an audit to understand key trends and patterns. 'The rise of the Agentic DBA is already happening… and there are some very 'human' reasons behind it. Dealing with disruptions like anomalies, outages, or performance optimizations is distracting (to say the least) for DBAs and data infrastructure teams,' enthused Karthik Ranganathan, co-founder & CEO of cloud-native open source database company Yugabyte. 'DBA agents are trained to respond and optimize automatically, allowing human workers to focus on more strategic business value tasks.' Ranganathan says that agentic DBAs are capable of anything from performing query execution patterns to analyzing resource trends to mentoring cloud cluster health, which means all these tasks can now be dealt with automatically. This allows DBAs to avoid 'alert fatigue' and learn from previously taken actions when their workload permits. 'The agentic DBA is a natural extension of modern databases, such as distributed SQL databases. The point of a PostgreSQL-compatible distributed database is to deliver cloud-native apps that scale effortlessly, are never offline and automate tasks like backups behind the scenes. The rise of the agentic DBA, which fine-tunes performance on the fly, will need to be part of any cloud-native distributed database going forward,' stated Yugabyte's Ranganathan. There are many technologies in this space now coming forward. If you're lucky enough to get invited to an Oracle welcome keynote on a Sunday night at its tech events, this is the kind of technology that the company talks about volubly. With so many database functions now ripe for moving to automation such as patching, maintenance checks, upgrades and perhaps also data normalization and deduplicatoin, it's no surprise to hear the database giant talk about database automation. Does IBM make something in this area too? Usually, is the safe answer. May this year saw the company announce its answer to database automation challenges in the form of Db2 Intelligence Center, an AI-powered database management platform designed specifically for Db2 database administrators and IT professionals managing databases. 'We've spent years talking to Db2 database administrators, understanding their pain points, frustrations and the complexity of their workflows. The feedback we have captured is loud and clear: DBAs are tired of fragmented tools that don't integrate with each other. They're tired of the endless libraries of scripts where each DBA maintains his or her own variations and they're tired of constantly reacting to problems and manually troubleshooting, as opposed to being proactive in their database management approach,' said Ani Joshi, senior product manager for Db2, IBM data & AI. Db2 Intelligence Center is a unified, intelligent management console purpose-built for Db2 administrators. It combines advanced monitoring, AI-powered troubleshooting and query optimization into an integrated service that simplifies and accelerates many aspects of Db2 management. With these (arguably) not insignificant automations now coming to the fore, some may ask whether we will have succeeded in making the role of the human database administrator redundant. The answer to that question is, obviously, of course no, don't be silly. What we're seeing here are the mechanical repetitively rote tasks that a DBA has to undertake, now taken out of their workflow to some degree (in some cases totally) and so creating a new DBA role that can start to work more closely with the developer team, provide more business-centric value through increased proximity to commercial teams while also now working to innovate and create new data services. If all that doesn't make you love your DBA just that little bit more, then you just might need a hug.

DOWNLOAD THE APP

Get Started Now: Download the App

Ready to dive into the world of global news and events? Download our app today from your preferred app store and start exploring.
app-storeplay-store