An Inclusive Culture
Valuing diversity allows us to create a workplace where our employees can thrive.
We are committed to creating an inclusive and diverse workforce by recognising and respecting each individual’s unique characteristics.
We are proud that our employees come from a wide range of backgrounds and experiences and are reflective of the communities we work in. Our inclusive recruitment process provides equal opportunities for all through skills based selection.
We have an active Inclusion & Belonging strategy which includes a Diversity Champion supporting each of our equality strands (BAME, Disability, LGBT and Women). Our Board is committed to making Reed in Partnership and Reed Wellbeing a welcoming and inclusive environment for all our employees. As part of our Inclusion & Belonging work we celebrate and promote activities such as Black History Month and Pride Month. We also have a Leadership Mentoring Programme focused on supporting people from the different equality groups into management roles within the business.
Women in Leadership Programme
Our Women in Leadership programme supports the progression of female employees at Reed in Partnership into senior management roles. Currently 47% of our senior management roles are held by women.
This programme includes:
- Our mentoring scheme
- Quarterly events with a senior female business leader
- Access to our Women in Leadership resources page
- 24/7 access to Tommy’s ‘Pregnancy at Work’ hotline, with specialist advice from midwives
We are dedicated to workforce wellbeing.
Our Assistance Programme provides a 24/7 confidential helpline we are partnered with Able Futures, a government initiative providing free immediate support to all employees.
Reed in Partnership is a Disability Confident Leader.
This means we are recognised by the government as a champion for inclusion and employment opportunities for people with health conditions and disabilities. Our Disability Inclusion Network meets regularly to promote and feedback on accessibility and opportunity for our employees.
One of our employees, Asim, has worked at the company for 12 years. Asim received a diagnosis that meant he needed operations and support with mobility issues – here’s what he says about how the company has supported him:
“Since my first operation, Reed in Partnership has been very supportive and considerate to my needs.
“The HR team suggested I contact Access to Work, who came to see what could be done to help me. My reasonable adjustments included a chair, a raised desk, a footstool, and flexibility to attend hospital appointments.
“Mobility is a big issue for me, so I get transport to and from the office. The long journey was taking a lot out of me, and HR supported my request to move to a closer office, which made a massive difference.
“At Reed, I’ve had the chance to develop and try different things, and to be given the opportunity to try new roles and progress professionally has been amazing.”