Diversity, Equity, Inclusion and Belonging at Attain Healthtech

Approach

At Attain Healthtech, Diversity, Equity, Inclusion, and Belonging (DEIB) isn’t just a commitment, it’s how we shape the future we want to see.

We believe that belonging fuels innovation, inclusion unlocks potential, and diversity makes us stronger. That’s why we embed DEIB at the core of our business, catalysing meaningful change.

Our DEIB approach is grounded in a clear, actionable framework with three core pillars:

1. Reflect society: Actively working to ensure that the composition of our workforce mirrors the diversity in the broader community or market in which we operate. We measure success by increasing demographic representation in our workforce

2. Include always: Creating a work environment where inclusion, respect, and equality are at the core of everything. We foster this through strong engagement and retention of underrepresented groups, as well as ongoing education to build awareness and everyday inclusive behaviours that shape our culture

3. Have impact: Taking intentional actions to contribute to societal change and address inequities in the broader community. We create impact by embedding equity into our products and services and mobilising our collective skills for the greater good.

This work shows up everywhere: in how we hire, how we lead, how we reward, and how we build.

We’re not doing this alone. Shaping our journey are the voices of our employees, customers, and advisory councils, who challenge us to grow, evolve, and stay accountable. Together, we’re building a workplace and a world where everyone belongs.

Addressing the gender pay gap

The Gender Pay Gap reflects the difference in average earnings between men and women, distinct from equal pay, which ensures equal compensation for the same work. At Attain Healthtech, we do not pay differently based on gender or other demographics.

The gender pay gap across our entities is primarily driven by workforce composition, the distribution of men and women across various levels of seniority.

Addressing this requires promoting gender diversity across all levels, including increasing female representation at the most senior levels and increasing male representation in clerical and support roles to balance the workforce profile.

Maintaining a balanced talent pipeline in recruitment, succession and development programs will assist us to achieve this and reflect the diverse communities we serve.

DEIB Champions

Our staff-led DEIB Group, backed by executive sponsorship, plays a vital role in advancing diversity, equity, inclusion, and belonging across our entities. This group leads key initiatives that translate our DEIB values into action. With strong executive support and open channels for employee feedback, the DEIB Group ensures that our people’s voices shape our priorities.