1. Reviewing Our Hiring Practices:
We have improved our recruitment practices by promoting job vacancies in diverse communities, using unbiased language in job descriptions, and ensuring that our hiring panels are diverse. We also hire employees through employability programmes or direct from schools/colleges/universities, providing opportunities for those who may struggle with traditional recruitment processes to showcase their natural talent.
2. Celebrating Diversity:
We celebrate and recognise the different cultures and backgrounds of our team members through events, such as International Women’s Day, Black History Month, and Pride Month. These events help to create a sense of community and support for all team members.
3. Listening to Our Team:
We operate around the globe and have employees from multiple countries, including the UK, France, Netherlands and India, all bringing a unique set of talents. We actively encourage employees to share cultural viewpoints and experience as part of not only the hiring and resourcing process, but throughout all our product development and customer relationship activities.
4. Providing Training:
In terms of employee training, we consider every employee as a leader in their respective role. We use a combination of on-the-job training together with buddy training and external, both face to face and online, that is relevant to role profile (technical). This helps to ensure that all employees have equal opportunities for growth and development.
Accessibility is also a key feature in our policy and technology is a great opportunity to achieve this. Our remote workspace allows employees to work from home or anywhere that is best for them, promoting a flexible and accommodating work environment.
6. Our partnerships:
Kinseed works in partnership with the non-profit orgainisation “Brilliant Minds CIC”, a company supporting equal opportunities for people with neurodiverse minds. We are proud to be a part of this ever-growing community, helping us ensure our ways of working are inclusive and accommodating of the unique needs of anyone who identifies as Neurodivergent. We also work in partnership with policy shapers such as PICANet and PRSB (partnership with The Royal College of Paediatrics and Child Health), helping us to address health inequalities and improve patient outcomes.
Despite these efforts, we recognise that there is still work to be done. We are committed to continuous improvement and will be taking the following steps to create an even more inclusive workplace:
1. Building a Diversity and Inclusion Strategy:
We will develop a comprehensive diversity and inclusion strategy that outlines our goals and actions for the coming years. This strategy will be reviewed regularly to ensure that we are making progress towards our goals. Measuring our progress will help us to identify areas where we need to improve and make data-driven decisions.
2. Creating an Inclusive Environment:
We will work to create an environment where all team members feel valued and included. This includes promoting open communication, encouraging feedback, and providing support to team members. This will help our team members build awareness and understanding of different cultures, experiences, and perspectives.
3. Expanding our partnerships:
We believe that partnering with other companies who share our values is crucial to promoting diversity and inclusion in the workplace. By working with a diverse range of companies, we can gain new perspectives, learn from different experiences, and share best practices. Together, we can achieve more and create positive change in the digital health industry.
At Kinseed, we are committed to creating a workplace where everyone feels valued, respected, and included. We celebrate the diversity of our team members and recognise the unique perspectives and experiences they bring to our company. We will continue to work towards creating a more inclusive workplace where everyone can thrive.
Happy Global Inclusion Week!