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We employ excellent individuals from a wide range of backgrounds not only because it is the right thing to do but also because it strengthens our business. We want the demographics of our clients and users to be reflected in our team.
These are the things we’ll keep doing and improving as we scale:
Our Career Progression Framework helps to make Healios a great place to work by giving every member of our community a way to envision and build their career with us.
It's a common misconception that progression can only be achieved by becoming people managers. This really isn't the case. That's why we have opted with the common 'two tracks' to progress in the industry, which allows for a career's worth of progression either by remaining as an individual contributor, or as a people manager.
All members of the team have quarterly development conversations based on the progression framework and we conduct bi-annual level and salary reviews.
We rolled out a tool through Culture Amp to help support 1-2-1 meetings. The tool provides structure and helps managers and employees have more meaningful, continuous conversations. It includes a shared agenda, self reflection tool, a predefined check in to promote deeper discussions on topics that impact the employee’s experience at work, and shared notes for clear next steps and items to discuss in the future.
We make sure all interviewers at Healios have attended interview training before joining the hiring panel. This includes training on unconscious bias and the importance of building structured, inclusive, objective hiring processes.
We make sure that our job descriptions are inclusive and free from biased language by using the gender decoder tool to encourage everyone to apply. We also avoid specifying the number of years experience required and we include a statement encouraging candidates to apply even if they feel they don’t fit all of the criteria.