Diversity, Equity, Inclusion and Belonging at Attain Healthtech
Approach
At Attain Healthtech, 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 Diversity, Equity, Inclusion, and Belonging (DEIB) at the core of our business, catalysing meaningful change.
Our DEIB approach is grounded in a clear, actionable framework with three core pillars:
- 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.
- 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.
- 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, with non-manager roles and administrative roles predominantly performed by women.
The overall gap reflects structural imbalances in the distribution of roles and responsibilities. To address this, we are increasing gender representation in management roles and professional positions through inclusive hiring practices, equitable career development opportunities and succession planning.
This approach aims to measurably and sustainably shift the underlying workforce structure and reduce the pay gap.
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.
Recent highlights include equipping people leaders with training to run more inclusive meetings, hosting Global Accessibility Awareness Day to raise awareness and drive change, and representing Attain Healthtech at women focused technology events.
With strong executive support and open channels for employee feedback, the DEIB Group ensures that our people’s voices shape our priorities.
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